We know that finding reliable and trustworthy employees in the storage industry can be a big challenge. To help combat this issue, we’re pleased to announce a three-part series: “Mastering Self Storage Staffing”. 

In this guide, we’ll be covering effective hiring strategies and tips to increase the quality of employees during your next hiring process.

Problem #1: Determining the Optimal Compensation Balance

Navigating appropriate compensation in the job market can be a challenge. Companies must find the right balance between an enticing offer to attract top talent, while still ensuring that the compensation remains in line with job requirements and market averages. Knowing how much to offer your next hire can be difficult, but we have the perfect solution. 

The Solution: a compensation analysis. Here’s how to complete one. 

• Step One: Collect Market Data. 
  Search on job boards such as Indeed, ZipRecruiter, Monster, and LinkedIn and find the role that you’re currently hiring for. Take note of the available compensation ranges, job descriptions, and locations for each role. 
• Step Two: Factor in Geographic Locations
  Adjust for geographic differences. Salaries can vary significantly based on the cost of living in different regions. Make necessary cost-of-living adjustments to ensure fair comparisons.
• Step Three: Analyze Internal Data 
  Review your organization’s current compensation structure. Ensure you understand the range of salaries for each position and how pay is determined. Identify any existing pay disparities that need to be addressed.
• Step Four: Compare Internal and Market Data
  Compare your internal compensation data to the external market data you collected. Determine how your organization’s pay scales and individual salaries compare to the market average.
• Step Five: Create Compensation Bands
  Establish salary bands or ranges for each position based on your findings. These bands should have minimum and maximum salary levels, allowing for flexibility while ensuring equity.

Congratulations! You have created a compensation analysis to determine how much you should offer potential candidates. 

Problem #2: Shortage of Suitable and Trustworthy Candidates

Unlike a retail job, many storage employment positions (such as store manager) involve quite a bit of time that is quiet and unsupervised – meaning it is up to the employee to be self-disciplined and diligent with their work. This type of diligent and trustworthy employee can be difficult to find, but it doesn’t have to be. Here are a few tips to attract self-disciplined and trustworthy candidates:

• Craft a clear and honest job description: Write a detailed job description that accurately reflects the responsibilities, expectations, and company culture. Be transparent about what the role entails and the qualities you value.
• Highlight your company’s values and culture: Showcase your company’s values, mission, and workplace culture in your job posting. Self-disciplined and trustworthy candidates often look for alignment with their own values.
• Offer competitive compensation and benefits; Competitive salaries and comprehensive benefits packages can attract top talent. Ensure that your compensation is on par with industry standards.
• Emphasize opportunities for growth: Self-disciplined individuals often seek roles that offer opportunities for personal and professional development. Highlight career growth potential within your organization.
• Utilize pre-employment assessments: Incorporate assessments or tests that evaluate candidates’ qualities related to self-discipline and trustworthiness, such as integrity tests.
• Leverage employee referrals: Encourage your current employees to refer trustworthy and disciplined candidates. Employee referrals often yield reliable hires.
• Communicate expectations clearly: During the hiring process, and once hired, be clear about your expectations regarding self-discipline and trustworthiness in the workplace.

Problem #3: Where to find high-quality candidates 

Although you may have a compelling job description and competitive compensation, it will do you no good unless the job listing is put in the right place. Here are a few tips to help you set yourself up for success and find high-quality candidates.

• Utilize Multiple Job Posting Platforms: Post the job opening on various platforms, such as job boards, company websites, social media, and industry-specific forums, to increase visibility.
• Tap into Professional Networks: Leverage your own professional network and ask employees for referrals. Personal connections can help you find high-quality candidates.
• Utilize Your Local Community: Consider posting your job opening at local university job boards, college career fairs, community centers, and libraries.

We hope you found these hiring insights valuable for your self-storage business. As you continue to search for the next addition to your team, remember that success lies in finding and nurturing the right talent. 

Do you have more questions about running your storage business? We are happy to help! Shoot us an email or schedule a call with our team. We’ve got you covered!