How to hire a property utilization officer

How to hire a property utilization officer, step by step

Here's a step-by-step property utilization officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a property utilization officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new property utilization officer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your property utilization officer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a property utilization officer for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A property utilization officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, property utilization officers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of property utilization officers and their corresponding salaries.

   Type of Property Utilization Officer	Description	Hourly rate
   Property Utilization Officer		$18-34
   Managing Member	A managing member is an individual who has an ownership interest of a limited liability company (LLC) and is involved in its daily management. Managing members have an authoritative position that allows them to represent the company in contract negotiations and agree to the terms of a binding contract... Show more	$23-82
   Consultant/Project Manager	Consultants/project managers act as planners, leaders, and advisors in business enterprises. These professionals facilitate meetings and establish positive relationships with vendors, management, and clients... Show more	$35-65

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Property Damage
   • Emergency Situations
   • Security Services
   • Phone Calls
   • Criminal Acts
   • Customer Service
   • CCTV
   • CPR
   • Incident Reports
   • Security Systems

   Responsibilities:

   • Recruit to manage the process of client-own REO properties.
   • Balance and replenish ATM machines.
   • Monitor CCTV, and assist all employees with breaks.
   • Preform entry control and patrol duties as required, compile shift reports and notify superiors of any events.
   • Monitor CCTV displays +Patrol assign areas checking for potential hazards or unauthorize individuals.
   • Provide instructions in safety practices to hospital staff and directions to patients and visitors during any internal or external disasters.

3. Make a budget

   Including a salary range in your property utilization officer job description is a great way to entice the best and brightest candidates. A property utilization officer salary can vary based on several factors:

   • Location. For example, property utilization officers' average salary in arkansas is 41% less than in district of columbia.
   • Seniority. Entry-level property utilization officers earn 47% less than senior-level property utilization officers.
   • Certifications. A property utilization officer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a property utilization officer's salary.

   Average property utilization officer salary

   $52,914yearly

   $25.44 hourly rate

   ---

   Entry-level property utilization officer salary

   $38,000 yearly salary

   Updated January 21, 2026

4. Writing a property utilization officer job description

   A property utilization officer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a property utilization officer job description:

   Property utilization officer job description example

   Orlando, FL, United States of America
   
   Overview
   
   Flex Officers will not have a set schedule but will working full-time hours. They will be asked to work what we have open until we get permanent placement. We ask that candidates have full availiability for this position- able to work 1st, 2nd and 3rd shift.
   
   We ask that each candidate have reliable transposrtation and have a Valid Florida Security D License. If hired, proof of education such as High School Diploma, GED or College transcripts will be requested.
   
   PAY RATE: $18.00/HOUR
   
   Why Walden Security?
   
   Same Day Offers: interview with the hiring team and receive an offer to join us the same day!
   
   + Extensive Training:Our initial training paves the way for you to earn your Security Officer Certification. Walden Security has been recognized by Training Magazine as a Top 100 Award Winner which is awarded to companies with the most successful learning and development programs in the world!
   
   + Unbelievable PERKS!: Save on phone, vacation, auto, retailers and more!
   
   + Tuition Reimbursement:we believe in the professional development of our team members and provide annual reimbursement opportunities.
   
   + Employee Family Scholarship:To date, Walden Security has awarded more than $140,000 in Employee Family Scholarships!
   
   + Paid Time Off:offered to employees that average at least 32 hours per week
   
   + Medical, Dental and Vision Insurance:multiple plan options for you and your dependents
   
   + Health Savings Account: pay for health care more easily
   
   + Voluntary Life Insurance: affordable plans available
   
   + 401K: prepare for your retirement
   
   + Employee Assistance Program: we offer free, confidential assistance for many of your life's needs
   
   + Employee Recognition Programs:we believe in celebrating the "wins" with our Walden Security team. We reward the hard work and dedication of our employees through Tenure Recognition, On-The-Spot Bonuses, Officer of the Month and Officer of the Year recognitions which include awards and bonuses
   
   + Culture of Caring: Walden Security supports many charitable organizations
   
   + Award Winning Company: Walden Security has earned significant recognition for our better working environment for our officers, better service to our customers and a dedication to quality performance standards.
   
   + Promote From Within Philosophy: Walden Security offers growth opportunities for our team members who are Setting the Standard by Setting the Example
   
   + Flexible Schedules: We offer flexible scheduling with multiple shifts available including First, Second, Third and Weekend Shifts
   
   + Competitive Pay!
   
   Job Skills / Requirements
   
   What You Will Do
   
   Our Security Officers protect the Industrial or Commercial property of our clients against fire, vandalism and illegal entry.
   
   Our clients range from Class-A Office Buildings, Luxury Residential Properties, Distilleries, Fortune 500 Companies, Financial Institutions, Telecommunications, Manufacturing/Industrial Factories, Hospitals and many others.
   
   Requirements:
   
   + High school diploma or general education degree (GED); or one to three months related experience and/or training; or equivalent combination of education and experience.
   
   + Minimum of 18 years of age.
   
   + Ability to pass a criminal background check and drug test.
   
   Screening Requirements
   
   Motor Vehicle, Drug Screen, Criminal Background Check, Education Verification, Finger Printing
   
   Benefits
   
   Medical Insurance, Life Insurance, Dental Insurance, Vision Insurance, Paid Vacation, Paid Sick Days, Paid Holidays, Short Term Disability, Long Term Disability, Educational Assistance
   
   Education Requirements (Any)
   
   High School Diploma or GED
   
   Additional Information / Benefits
   
   Benefits: Medical Insurance, Life Insurance, Dental Insurance, Vision Insurance, Paid Vacation, 401K/403b Plan
   
   This is aFull-Timeposition1st Shift,2nd Shift,3rd Shift,School Hours,Weekends,Summers.
   
   Number of Openings for this position: 1
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veterans status, or disability. EOE / AAP Employer / Minorities / Females / Vet / Disabled. VEVRAA Federal Contractor.

   Copy this example

   

5. Post your job

   To find property utilization officers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any property utilization officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level property utilization officers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your property utilization officer job on Zippia to find and recruit property utilization officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit property utilization officers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new property utilization officer

   Once you've decided on a perfect property utilization officer candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new property utilization officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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