How to attract top talent to your housing authority

By Niki Kolisch on September 25, 2025 in News People Technology

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Your employees are the backbone of your organization. But why is it so hard to find them and keep them? It’s due to a perfect storm of today’s tough labor market, shifting candidate expectations and growing skill gaps. All industries are fiercely competing for the most skillful and reliable professionals. And unfortunately, housing authorities are at an even greater disadvantage. It’s no easy task to compete with private sector employers who offer flashier perks and higher salaries.

The reality is, attracting and retaining employees has never been more challenging than it is right now. But there is good news: housing authorities are already stepping up to the challenge with creative approaches. Everything from the tools you use to the culture you create helps you build the type of organization that draws in the best of the best.

Here’s how to attract top talent to your housing authority.

Modernize your tools

Today’s candidates strive to work somewhere that feels efficient and forward-thinking. And really, that all starts with your technology platform. Manual processes may be second nature for long-time staff, but for a new hire, they can feel outdated and frustrating.

The housing industry is changing fast. Housing authorities around the country are investing in technology to streamline their processes and serve residents faster, all with fewer resources. Don’t get left behind! When you commit to modern tools, the best candidates will seek you out.

Even your onboarding experience makes a huge difference. Nathan Blatchley, executive director at Hocking Metropolitan Housing Authority, shares how Yardi Aspire helps new hires without any housing experience get up to speed fast:

“We assign them Fair Housing and HUD courses, customer service training and lessons on how to interact with the public, along with soft skills like writing emails and answering phones. And once everyone completes that in the first two weeks, they’re hitting the ground running.”

Tools like Aspire organize all training materials in one easy-to-access location, including tailored learning plans for public housing professionals. There’s no need to send new hires multiple PDFs or YouTube links. It’s all right there in a digital format on Aspire. These efficiencies are what top talent is looking for and they set the tone for how their experience will progress at the housing authority.

Explore Yardi’s complete suite of solutions for PHAs.

Offer opportunities for career growth

Top candidates are searching for a place where they can truly learn and grow. One of the best ways to stand out as an employer is by creating clear paths for personal career development.

Start with mentorship. Encourage experienced team members to pair up with new hires to help them get up to speed faster. This builds confidence and further strengthens your workplace culture. Add certifications and clear pathways to promotion, and you’ll start to attract people who want to grow and stay at your agency for a while.

Rodney Mitchell, executive director of Wayne Metropolitan Housing Authority, strongly believes in this long-term investment in people. “I told my board that I don’t want the housing authority to be a steppingstone, I want it to be a career.” For him, mentorship is a way to help his community move forward in their career and create a name for themselves.

James Cox, CEO of the Greensboro Housing Authority, echoes this forward-thinking mindset as well. “We never hire for the position now, but we’re always hiring for the future.” This kind of leadership creates a workplace where employees feel empowered and eager to grow.

Promote flexibility and work-life balance

PHAs might not be able to compete with private-sector salaries. But other perks can carry just as much weight for some people. This includes flexibility and a healthy work-life balance.

In a world where remote work is in demand, offering those options (where duties allow) can give you a major edge. If you trust your team to deliver the best results without micromanagement, why not embrace remote or hybrid options?

For those positions that require in-office presence, focus on creating a positive and supportive environment. Take it from Carol Jones-Gilbert at the Palm Beach County Housing Authority. They’ve introduced several employee-first features in their office, like “quiet rooms” with massage chairs and blackout curtains. Employees are free to use this room to unplug and take a break at any point in the day. If work is getting done, they trust them to recharge as needed. Carol also added that they have a fitness room to give their employees the chance to work out at no extra cost.

At the heart of it all is one key question for Carol: “How do we encourage our staff to stay motivated and engaged, and how do I speak to the needs you have as a person to feel whole and appreciated?” To potential new team members, these words signal a workplace that values their employees.

Some housing authorities embrace the four-day workweek. In roles where this applies, this kind of schedule can boost morale and help employees return to work more focused and productive. It’s an opportunity to give your employees a chance to recenter and spend time with their families. Flexibility can be a major deciding factor on candidates weighing out multiple offers.

Capitalize on your branding

What sets housing work apart from the corporate sector? It’s the mission. Public housing professionals are tackling one of the greatest humanitarian issues of our time: homelessness. The work that public housing authorities do is incredibly meaningful, and your agency’s impact is real. For many purpose-driven professionals, that means everything.

Your branding should reflect that vision.

Your website should communicate the difference you’re making. When a candidate visits your page, they should be captivated. This is where they can learn about your impact as an agency, but also the bigger picture of how public housing is changing lives.

Housing Catalyst is an example of an organization that does this exceptionally well. Their homepage leads with a strong tagline: “Housing is the catalyst for building strong communities.” The agency positions itself as addressing “the growing need for affordable homes through innovative, sustainable, community‑focused solutions.” What sets them apart even further is how they’ve intentionally built their culture around these defined goals. Clarity like this creates a sense of purpose that’s hard to ignore.

Take the leap

Hiring is not going to get easier overnight, but there are things you can do today. When you combine mission-driven work with modern tools, flexibility and growth opportunities, you’ve got something really special. A workplace that people want to be a part of, and one that is deserving of their skills.

Think beyond just filling a role. By improving your processes and creating a workplace that supports its people, you position your organization as a place where the top talent wants to be.

Looking to strengthen your hiring and training strategy? Yardi offers solutions like Aspire for on-demand learning to help you attract and retain top talent. Check out our on-demand webinars, Yardi Aspire: Continuing Education and Yardi Aspire: Experiential Learning, to continue your journey.