How to write job descriptions that attract quality property managers to your company

Samantha Clark
Samantha Clark | 6 min. read

Published on March 1, 2018

As leasing season approaches, it might be time to start building out your property management staff. Hiring a good property manager for your company takes some time, and the process can become tedious. Finding that perfect person is difficult–especially when you end up interviewing a lot of people who just aren’t a good fit.

How can you bring in applicants who are right for the job, while spending less time seeking them out? It all starts with writing a job description that details what you’re looking for and what you expect out of prospective applicants. This way, you’ll get more qualified applicants walking through your door, and you won’t have to spend so much time interviewing people who aren’t what you’re looking for.

Here are 5 tips on how to write a property management job description to attract the right candidate to your company.

Step #1: Decide What Your “Must-Haves” Are

Start by deciding which qualifications and characteristics a candidate has to have. For example, you might want someone who’s comfortable with technology, especially if you use property management software and other tools to help you to manage all of your properties. In addition, you might want your team to know how to promote your business through social media platforms like Facebook, Twitter, and Instagram.

Other important qualities for a property manager to have include:

  • Strong communication skills. This is a valuable quality to have across the board, but especially in property management. You’ll want someone who knows how to communicate effectively with you, your team, and your tenants.
  • People-oriented. Most of a property manager’s daily duties revolve around talking to people and solving their problems. You’ll want someone who has the patience and energy to do so without getting frustrated.
  • Ability to be direct. The best candidate will be good with people, but can be assertive when necessary–for example, when dealing with problem tenants or collecting late rent payments.

Step #2: Make Your Description Clear & Complete

To avoid getting overwhelmed by applicants who don’t fit your requirements, keep your description clear. Write out the duties that they’ll be responsible for in simple terms. Also, use bullet points; breaking up your description into bite-sized pieces of information will ensure that you get the right candidates to apply.

Here are 4 things to be sure to make clear in your job description:

  • Job title. The job title will be the first thing that gets an applicant to click on your listing. A good job title is self-explanatory, explains the duties, and doesn’t exaggerate or downplay the importance of the role.
  • Job responsibilities. Create a visual of what the day-to-day for this role would look like. List out the main responsibilities and include short descriptions of each one.
  • Required skills. Write out the skills you need the applicant to possess. Keep in mind that skills are important, but so is the ability to learn quickly on the job.
  • Qualifications. If you can only hire someone with a certain amount of relevant experience, be sure to specify that in your job description. For example, you might say, “Must have a minimum of 2 years’ experience managing a portfolio of at least 10 properties.”

Step #3: Find the Balance Between Work & Play

You’ll want to include a section that describes what it’s like to work in your office. This is where you can get a little more personal to attract and connect with potential applicants. The best job descriptions strike a balance between defining specific requirements and highlighting the fun parts about the job. You can go into detail about:

  • Company culture. Describe what your company is all about and what your values are.
  • Company history. Write a fun story about how you got started, how long you’ve been in business, or how the company has grown.
  • Daily environment. What can a new hire expect when they come to work for you? Do you all get together on Thursday nights for bowling? Do you offer a flexible work schedule?

Step #4: Keep an Open Mind

When you’re determining the requirements that you have for potential candidates, keep an open mind. You might have a vision of the ideal candidate in your head and could make a list of fifty characteristics you’d like them to have. Instead, list out your top five requirements, and then stay open to other possibilities. Someone might not check off every item on your list, but they could have experience or knowledge in another area that surprises you.

Step #5: Stay Positive

Writing a job description in a negative tone could scare the perfect applicant away, so be sure to keep it friendly. Even if you do have specific requirements that you’re looking for, you can state them in a way that’s polite. Instead of saying, “Don’t bother to apply if you have less than 5 years of experience,” say something like, “5 years of experience required.”

Setting clear requirements is usually enough to turn most unqualified applicants away, but you can do it in a way that doesn’t turn off great candidates from applying. Staying positive shows potential candidates that you’re a welcoming company looking for the latest member of a supportive team.

On the #BuildiumBlog: 5 tips for writing job postings that attract a quality property management staff. Click To Tweet

What are some things that you like to include in your job descriptions to attract the right candidates? Share your tips in the comments!

Liked this post? We bet you’ll find this one helpful, too: 10 Qualities to Look for When Hiring Your Next Property Manager

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Samantha Clark

Samantha is a freelance writer who loves to help real estate professionals grow their businesses online. She specializes in writing blog posts about property management, finances, and marketing. Learn more at

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