Inside Self-Storage

DEC 2018

Inside Self-Storage (ISS) is an information source for industry owners, managers, developers and investors covering news, trends, facility operation, finance, real estate, construction, development, marketing, technology, insurance and legality.

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Page 29 of 55

H iring is one of the most important tasks in operating and growing your self-storage business. It's crucial to find candidates who are a decent fit for the facility, your company culture and the role that needs to be filled. Potential employees are everywhere, with many good prospects in the market. However, hiring someone "good" doesn't guarantee he'll be a success in the storage industry or within your specific company. Your process needs to go deeper than looking for a good candidate; you need to hunt for the right candidate. Follow these seven strategies to evaluate prospects based on the specific needs of your company and job role, filtering down to a select few who'll fit well into your organization. 1. Fill the Intended Role Make sure you know what you want from the position you're trying to fill. Success is dependent on your ability to understand the skillsets needed for the job and how to spot certain traits within an applicant. Every self-storage operation is different, and each role within your company may require a unique set of abilities. Some roles are customer-facing, while others are internal in nature. Also, an employee's success at one company doesn't mean he'll be effective at another. For example, your operation may have very strict guidelines and well-defined duties, while the candidate is used to flexibility; or you may be less rigid and require someone with the ability to self-start, but the candidate needs structure. Either way, you'll need to identify prospects who fit within your company framework. It's important to look for qualities that will complement the role for which you're hiring. For example, if you're filling a sales or management position, you may want someone with strong communication and leadership abilities. 2. Look for a Track Record Investing in and training a new team member can take a lot of time and valuable resources, so it's important to know if your ideal candidate will need to be committed for the long or short term. Then compare the track record of each applicant with the requirements of the role. For example, if you're looking for seasonal or part-time help, you may not need to spend as much time investigating candidates' skillsets as you would for a full-time employee; whereas if you're hiring a permanent facility manager, you'll want someone with a stable history. You want your full-timers to be committed to your facility and the company for the long haul. Depending on your onboarding process, you could spend months training them on the specifics of property management. Permanent positions require someone who's willing to accept training and coaching, and open to becoming a loyal, successful team member. The career track record of seasonal help, on the other hand, may not be as important. Seven strategies to find the right employees for your business By Joseph Biard 'The One' In addition to rudimentary interview questions, consider the following: • Have you ever been on a team where someone wasn't pulling his own weight? How did you handle it? • What can you do for us that other candidates can't? • Tell me about your proudest achievement. • How do you want to improve yourself in the next year? • List fve words that describe your character. • Give me an example of a time that you felt you went above and beyond the call of duty at work. • What assignment was too diffcult for you, and how did you resolve the issue? • Tell me about a time where you had to deal with confict on the job. Source:, "100 Top Job Interview Questions" Seeking Beyond the Basics 28 ISS I December 2018

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