Staffing in the multifamily property management industry isn’t exactly easy these days. In a recent survey by the National Apartment Association (NAA), 1,000 property managers were asked about their biggest challenges—and most said maintaining staffing levels was their third most significant concern.¹ So, if you feel pressured to fill vacancies and keep your team fully staffed, you’re not alone.
There are plenty of reasons why this is happening, but one thing’s for sure: when it’s tough to maintain staffing levels, it often creates a reactive hiring environment. This is when people are forced to hire quickly to fill gaps, sometimes at the expense of finding the best fit. Unfortunately, studies show that hiring the wrong person can cost a company an average of $17,000—factoring in lost productivity, poor-quality work, and the time spent retraining and rehiring.²
Since rapid hiring may feel unavoidable right now, how can you move quickly while still finding quality hires? This guide will provide practical strategies to navigate your hiring process effectively.
Why Is It Difficult to Maintain Staffing Levels in Property Management?
For starters, the employee turnover rate is pretty high. The NAA recently put it at 33%, which is considerable when you think about it.³ Leasing agents, maintenance technicians, and managers are often in high demand. Other industries compete for the same workers, offering better pay, flexible schedules, and attractive perks. This competitive job market makes it harder to keep employees around.
Another major challenge is just how complex these roles are. Property management isn’t a one-size-fits-all job—it takes a unique blend of technical know-how, people skills, and problem-solving abilities. You need someone who can juggle everything from scheduling repairs to calmly resolving tenant issues, all while keeping a positive attitude.
Finding someone who can do all this and still thrive under the pressure of a fast-paced environment isn’t easy. And even when you find the right person, getting them up to speed with training and onboarding can feel like a race against time.
Related Article: Hiring Practices for Reducing Turnover in Property Management Teams
How to Quickly Hire Multifamily Property Roles Without Sacrificing Quality
If you have a pressing need to hire as fast as possible, rethinking how you approach hiring is necessary for a lasting impact. We’ve put together some proven strategies to help you find and keep the right people even when you’re under pressure:
1. Write Job Descriptions That Attract the Right Candidates
A strong job description doesn’t just explain the role—it sells it. Highlight what makes your company a great place to work, whether it’s professional growth opportunities, a collaborative team, or flexible scheduling.
But keep it real. Be clear about the skills and responsibilities required for the role so candidates understand exactly what’s expected of them. The more specific you are, the more likely you’ll attract people who are the right fit. And remember, job descriptions are a two-way street. While you’re evaluating candidates, they’re also evaluating you. A well-crafted description can set the tone for a successful hiring process.
2. Simplify Your Hiring Process
Time is often the biggest barrier to hiring quality candidates quickly. If your process is slow or overly complicated, you risk losing great candidates to faster-moving companies.
Audit your hiring process and look for areas where you can cut unnecessary steps. For example:
- Use pre-screening questions to weed out unqualified applicants.
- Consolidate interviews into one or two sessions instead of dragging them out.
- Be flexible with interview times, including offering virtual interviews to speed things up.
It’s also essential to maintain clear and frequent communication by letting candidates know where they stand and what to expect next. Quick responses keep them engaged and demonstrate that you value their time.
3. Focus on Core Skills and Train the Rest
In property management, finding someone who checks every box can be challenging, especially when you’re in a hurry. Instead of holding out for the “perfect” candidate, prioritize core skills that are harder to teach—like communication, reliability, and a strong work ethic.
For technical or role-specific skills, create a solid onboarding and training plan to help new hires hit the ground running. Pair them with experienced team members for mentorship or provide access to courses and certifications they can complete as they grow in their roles.
4. Stand Out with a Strong Employer Brand
In a competitive job market, candidates aren’t just looking for a paycheck—they want to work for companies that align with their values and offer a positive work environment. Your employer brand should reflect why people love working for you.
Share stories from your team on social media or highlight perks like career development opportunities, team-building events, or flexible work options. Positive reviews can also make a big difference in attracting skilled workers. When job seekers see your company as a great place to work, they’re more likely to apply—and to say yes when you make an offer.
5. Don’t Let Perfect Be the Enemy of Good
It’s easy to get caught up in finding the “perfect” candidate, but perfection is rare—especially when hiring quickly. Instead, focus on finding someone who can grow into the role.
Look for candidates who have the right attitude, the willingness to learn, and the ability to adapt. A candidate who’s 80% ready but eager to grow can often outperform someone who looks perfect on paper but lacks enthusiasm or flexibility.
6. Use Staffing Services to Save Time
When you’re short on time and need to fill roles quickly, working with a property management staffing agency can take a huge weight off your shoulders. These agencies specialize in connecting you with qualified candidates, so you can skip the time-consuming parts of the hiring process—like sifting through resumes or scheduling endless interviews—and focus on the best matches for your team.
Partnering with an agency that understands the real estate industry is key. They’ll know what to look for in roles like leasing agents, maintenance technicians, and managers, and they can help you find candidates who are ready to hit the ground running. Some agencies even offer temp-to-hire options so you can see how someone performs before committing to a long-term hire.
7. Retain the Talent You Hire
The best way to reduce the need for rapid hiring in the first place is to keep the great people you already have. Focus on creating a supportive environment where employees feel valued, heard, and rewarded for their work.
Offer regular check-ins to understand what your team needs to thrive, and make sure compensation, benefits, and opportunities for growth are competitive. Happy employees are more likely to stay—and they’ll help you build a reputation as an employer people want to work for.
Hire quickly without the stress by partnering with The Liberty Group!
For over 40 years, The Liberty Group has been partnering with property managers like you to take the weight of hiring off their shoulders. We know how hard it is to find great leasing agents, maintenance technicians, or corporate leaders—especially when time isn’t on your side. That’s why we focus on connecting you with candidates who aren’t just qualified but ready to make an impact from day one.
Whether you need a temporary hire, a temp-to-perm solution, or a long-term placement, we’re here to make the process simple, fast, and stress-free. Let us handle the details so you can focus on what matters most: running your property and keeping your residents happy. Contact us today to discuss your hiring needs and experience why real estate managers nationwide trust us to find quality hires.
References
- “The Voice of the Property Manager: Assessing the State of Property Management” National Apartment Association, 2024, www.naahq.org/sites/default/files/2024-09/NAA_VOPM2024%20FINAL%20copy.pdf.
- Goldberg, Ben. “75% of Employers Have Hired the Wrong Person: Here’s How to Prevent That” CareerBuilder, Accessed 23 Dec. 2024, resources.careerbuilder.com/news-research/prevent-hiring-the-wrong-person.
- Elliot, Kent and Daniel, Erika. “The Great Resignation Challenge” National Apartment Association, 14 June 2022, naahq.org/great-resignation-challenge.