💼 Recruiting the Right People: Why “Good Enough” Isn’t Good Enough in Property Management
When it comes to building a strong property management business, one of the biggest game-changers is having the right people on your team.
Now, I know what a lot of Agencies are saying right now:
“We’re recruiting the best of the candidates available.”
But let’s be honest — that doesn’t always mean you’re recruiting the right person.
Too often, we hire out of urgency rather than strategy. We need someone in the chair, someone answering phones, someone doing inspections — so we compromise. And when you do that, you’re not just filling a role. You’re potentially hurting your culture, your team morale, and your long-term performance.
Don’t Settle — Be Strategic 🧩
If you can, use a Temp or contract resource while you find your perfect fit. The cost of hiring the wrong person is far higher than taking a few extra weeks to find the right one.
Once the wrong person is in, getting them out — especially if they don’t align with your culture or values — can be a nightmare. So before you hire, ask yourself:
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What does my ideal team member actually look like?
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What skills and attitudes are non-negotiable?
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And most importantly — would I want to work here myself?
Are You an Employer of Choice? 🌟
Here’s a question too few principals ask:
Are you an attractive employer?
You can tell pretty quickly — how many people in your professional circle would jump at the chance to work with you? What would your own team say if someone asked, “Is that a great place to work?”
It’s not just about pay. Sure, money matters. But people stay for culture, belonging, and pride in what they do.
In one of the offices I work with, we’re celebrating the team hitting their leasing targets by doing a wine and painting night. Simple, relaxed, social. Another office hit their budget in June, so they’re off to dinner and the movies — their choice, our shout.
These little rewards create moments of connection. And that’s what culture really is: how it feels to belong.
The Recruitment Landscape Has Changed 📉
When I checked Seek, there were over 6,500 roles advertised across Australia for Property Managers, Leasing Consultants, and Assistants. That’s huge.
But here’s the catch — applications per job are at record lows. There are more jobs, but fewer people applying. Many have left the industry entirely, while others are staying put in environments that feel stable and supportive.
So if you want to attract talent, you can’t just throw an ad on Seek anymore. You need to stand out as an employer of choice — someone people already want to work with before a role even opens.
Your Brand Is Your Magnet 🧲
Start with your social media presence.
When potential candidates look you up, what do they see?
Does your website show that you’re professional, organized, and human? Do your socials show that your team enjoys coming to work?
Don’t just post listings and properties. Post your culture — the lunches, the birthdays, the community events. That’s what tells your story.
Encourage your current staff to be advocates. People trust people more than brands. If your team genuinely says, “You should work here — it’s great,” you’ve already won half the recruitment battle.
Stay Connected With Talent 🔄
Keep in touch with past employees and top candidates who weren’t quite the right fit at the time. Circumstances change.
I’ve had candidates from 15–20 years ago circle back — and they ended up being perfect later down the track.
Your talent pool isn’t just active job seekers — it’s everyone who’s ever crossed your path and left a good impression.
Know Your Market and Structure ⚖️
Market salaries are all over the place right now. But structure matters even more.
I worked with one office where a Senior Property Manager was handling 500 properties with three Juniors and a VA. She burnt out and left — and the business had to pay $110,000 plus $20,000 in recruitment fees to replace her.
Lesson? Don’t overburden your team. Balance beats burnout every time.
It’s Not Just About Attitude 🎯
There’s a saying: “Hire for attitude, train for skill.”
I don’t fully agree. You need both.
A great attitude without competence can cause chaos. So yes, hire for attitude — but don’t compromise on capability. The best hires bring both skill and the right mindset to fit your business.
Make Your Offer Stand Out 💡
Beyond money, what’s your Employee value proposition?
Think about what makes your workplace special:
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Flexible hours?
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Extra holidays or birthday leave?
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Or even thoughtful perks like arranging for the office cleaner to spend an hour at a staff member’s home ironing or tidying up?
It’s the small, personal gestures that make people feel valued.
Structure Your Recruitment 🗂️
Don’t just “have a chat.” Have a process.
Use structured questionnaires. Send position descriptions before interviews — if a 10-page description scares them off, better now than later.
Start with a phone screen, then move to a formal interview. Consider inviting candidates to spend a day in the office (paid) so they can meet the team and experience your culture firsthand. Then, get team feedback — they’ll be the ones working with the new hire daily.
Protect Your Culture 🛡️
Hire and fire based on your company values.
Don’t rush onboarding. Set clear expectations early. Do check-ins, reviews, and mentoring regularly.
And finally — check your Google and Seek reviews.
If candidates see feedback like “Director doesn’t return calls” or “toxic environment,” they’ll look elsewhere. But if they see team members praising each other and the culture, you’ll attract the right kind of people.
The Final Word ✨
Recruiting the right people isn’t about luck — it’s about intentional strategy.
Be clear about who you want. Build a culture worth joining.
And never forget — the best recruitment tool you’ll ever have is a team that proudly says:
“You should come work with us.”
— Michael Furlong, Rent Roll Maximiser
Rent Roll Growth Consultant | Property Management Trainer & Coach | Conference Speaker | Podcast Host | Easy to follow Trello Online Systems & Procedures Manuals | Real Estate Agency “Systems” Specialist
At Rent Roll Maximiser, we provide tailored consulting services to help Real Estate Agencies grow and optimise their rent rolls. Whether you are looking to expand your rent roll, streamline operations, or enhance team culture, our expertise can guide you toward long-term success.
A 15-minute conversation today could significantly impact your Agency’s future profitability. Contact Us to discuss how we can support your business growth:
📧 michael@rentrollmaximiser.com.au
📞 (0425-713-571)
