Every multifamily employer has felt the sting of posting an entry-level maintenance position and receiving a low response. Qualified individuals expect higher wages. Unqualified applicants, on the other hand, can result in an undesirable hire.

So, how do you bring good talent into entry-level positions with lower pay?

The answer: create a clear promotional strategy that shows potential employees their path to success and higher pay.

We are all familiar with job posts that say pay is “dependent on experience.” Instead, try “dependent on performance.” By making this small change, you can highlight the potential for higher earnings and attract motivated candidates. At the same time, you keep your financial risk low for new hires.

Below, we detail the key elements of a strong promotional program for your new entry-level maintenance team member.

1. Clearly Defined Timeline

When you are presenting a promotional strategy in exchange for being hired at entry-level pay, you need to include a clearly defined timeline so the candidate understands how long it would take to achieve their desired level of pay. Not only will this show the candidate that you are serious about getting them what they want, you will also keep yourself accountable on the promise you are making to the employee. It is very easy to let time slip by while an employee becomes more disgruntled over a perceived unkempt promise made at the time of their hire.

2. Transparent Benchmarks

Along with a timeline, you need to present the benchmarks the employee would need to hit to be considered for a promotion to the next level. The benchmarks should be unique to your company, but could include certain certifications, days worked, performance review scores, and/or maintenance project(s) completed. The benchmarks should be attached to the defined timeline so the employee knows what they have to do, and by what dates they have to do them, to get their desired promotion.

3. Pre-Scheduled Performance Reviews

The best way to track an employee’s promotional journey is by conducting regular performance reviews. Each review should outline the specific elements needed to earn a promotion to the next level.

When you bring an employee onboard, let them know the dates of their upcoming reviews and what you will evaluate during each one. Ideally, every review—depending on frequency—should result in either a promotion or a pay increase. New employees should clearly see when, and by how much, their pay could rise by reviewing the performance review schedule.

Developing and executing a clear promotional strategy does more than improve hiring results for entry-level positions. It also boosts productivity among your team and increases job satisfaction across your staff. The best part is that once you build this program, you can replicate it again and again for future hires.