A row of five candidates at a facilities management recruitment event, each engaging with technology against a vibrant gradient background from magenta to purple. From left to right: a man in a denim shirt with a tablet, a woman in a yellow sweater looking thoughtful, a man in glasses working on a laptop, a woman with curly hair holding a tablet, and a man in a white shirt using a tablet.

Facilities Management Recruitment: Let’s Attract Top Talent in 2024

Picture of Louise Elliott

Louise Elliott

Louise is part of our Empro Talent team, she's one of our Principal Consultants with over 10 years of experience in recruitment.

22% of talent acquisition leaders expect to have qualified candidates receiving multiple offers. So, how can you attract top talent to your company?

Don’t let outdated recruitment practices hinder your ability to attract top talent. As a leader, you have the power and responsibility to improve your facilities management recruitment strategy and streamline your hiring processes. Your active involvement and commitment to these strategies are not just critical, they are the key to your team’s success. 

Recruiting top talent in facilities management requires a comprehensive approach. Creating a winning recruitment strategy is necessary and a gateway to a more efficient and effective hiring process. AI, technology, and automation can play a significant role in this process, not by replacing human recruiters, but by augmenting their capabilities. These tools can help in tasks such as resume screening, scheduling interviews, and managing candidate data, saving you time and resources and paving the way for a more streamlined and successful recruitment journey.

Our experts have analysed the latest trends in facilities management recruitment. This way, you can have the best strategy for attracting top talent.

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The challenges of recruitment in facilities management

First off, the industry is highly competitive. And finding skilled professionals with the right combination of technical expertise, leadership abilities, and problem-solving skills can be challenging.

One of the main challenges in FM recruitment is the need for more qualified candidates. This shortage is particularly evident in specialised areas such as energy management, sustainability, and intelligent building technologies.

The FM industry often faces a perception problem when it comes to attracting top talent. Many job seekers may need to be made aware of the wide range of career opportunities available in FM, leading to a limited pool of potential candidates. 

This is particularly true for specialised areas such as energy management, sustainability, and intelligent building technologies, where the demand for qualified professionals often exceeds the supply.

To overcome these challenges, companies must proactively attract top talent, such as partnering with educational institutions to promote FM careers or offering competitive compensation packages. 

Why is it important to attract top talent?

Attracting top talent isn’t just a goal, it’s a necessity for the success of any facilities management team. These individuals bring valuable expertise and fresh perspectives that can revolutionise your operations. By enabling your team to adapt to evolving industry trends, they can deliver exceptional results that can significantly impact your company’s growth and reputation.

Attracting top talent can give your facilities management team a competitive edge. In an industry where customer satisfaction is paramount, having a team of skilled professionals can help you deliver superior service to your clients. This, in turn, can lead to increased client retention and positive word-of-mouth referrals. 

Creating an appealing employer brand and streamlining your hiring processes is essential to attracting top talent. By doing so, you can position your company as an employer of choice and attract the best candidates in the industry.

Streamlining the hiring process

Streamlining the hiring process is crucial for attracting top talent in facilities management. Lengthy recruitment procedures can deter qualified candidates and lead to missed opportunities. To streamline your hiring processes, consider implementing the following strategies:

1. Simplify the application process

Cut the steps required for candidates to apply. Use online application systems that allow candidates to submit their CVs effortlessly.

2. Use technology

Leverage technology to automate various aspects of the hiring process, such as scheduling interviews. This can save time and resources while ensuring a more efficient process.

3. Establish clear selection criteria

Define the qualifications and skills required for each position. This will help you quickly identify suitable candidates and streamline the screening process.

4. Communicate effectively

Maintain regular communication with candidates throughout the hiring process. Promptly update them on the status of their application and provide feedback when necessary. This will enhance the candidate experience and demonstrate your company’s commitment to transparency.

Streamlining your hiring processes can attract top talent more effectively and ensure a positive candidate experience.

A diverse group of professionals focused on their digital devices while waiting in a recruitment setting for facilities management positions. They are seated side-by-side against a blue wall, symbolising a modern, inclusive workforce

Creating an appealing employer brand

An appealing employer brand is essential for attracting top talent in FM. Your employer brand represents the reputation and image of an employer. This involves various factors, including company culture, values, and employee experience.

To create an appealing employer brand, consider the following strategies:

1. Define your company culture

Outline your values and create a positive work environment. Foster a culture of collaboration, innovation, and continuous learning. This will attract candidates who align with your values and contribute to a positive workplace culture.

2. Highlight employee testimonials

Showcase your current employees’ success stories through testimonials on your website, social media platforms, or during the interview process. Genuine testimonials from satisfied employees will help improve your employer’s brand.

3. Offer attractive compensation and benefits

Competitive compensation packages and benefits can make you more appealing to top talent. Conduct market research to ensure your compensation packages align with industry standards.

4. Emphasise career development opportunities

FM professionals are driven by opportunities for growth and advancement. Highlight the career development programs and training opportunities that are available. This will show your commitment to your employees’ professional growth.

A confident young woman in a red turtleneck and glasses gives a thumbs up, embodying positivity and approval in a facilities management recruitment context.

Creating an appealing employer brand can attract top talent that’s skilled and motivated to contribute to your success.

Using social media for recruitment

Social media is a valuable tool for recruitment in facilities management. Platforms such as LinkedIn offer a vast pool of potential candidates and allow you to showcase your culture and values. You’re putting your brand right in front of them. And even if they aren’t going to join now, they could think of you in the future.

But with social media we must be aware of the potential for algorithmic bias. This refers to the tendency of algorithms to make decisions that favour certain groups or individuals, often based on historical data that reflects societal biases.

For example, a biased design may be manifested in online job platforms that make superficial predictions, not focusing on who will be successful in the role but on who is most likely to click on the job ad. This can lead to gender and racial stereotypes based on how the ad performs and how the algorithm picks it up. To ensure fair and inclusive recruitment, it’s important to regularly review and test the algorithms used in your recruitment processes.

A study found that targeted Facebook ads for supermarket cashier positions were shown to an audience of 85% women. This shows adverse impacts can also occur in sourcing algorithms.

To effectively use social media for recruitment, consider the following strategies:

1. Build a solid online presence

Establish a professional and engaging presence on social media platforms. Post relevant content, such as industry news, job openings, and employee spotlights. This will attract the attention of potential candidates and position your organisation as a thought leader in the field.

2. Leverage LinkedIn

LinkedIn is a powerful platform for professional networking and recruitment. Create a compelling company page and actively engage with industry professionals. Use LinkedIn’s advanced search features to identify and connect with potential candidates.

3. Encourage employee advocacy

Encourage employees to share job openings and company updates on social media. Employee advocacy can increase your reach and attract passive candidates who may need to seek new opportunities.

4. Use targeted advertising

Social media platforms offer options to reach specific demographics and job titles. This can help you promote your job openings to suitable candidates.

Social media for recruitment can expand your reach, attract a diverse pool of candidates, and help you create meaningful connections.

Employee advocacy

Employee advocacy is a highly effective strategy for attracting top talent. In fact, it can reach ten times your company’s reach on social media. Referrals from current employees can enhance the quality of your candidate pool. And even increase the likelihood of finding the right fit.

To leverage employee referrals effectively, consider implementing the following strategies:

1. Establish a referral program

Create a formal referral program that incentivises employees to refer qualified candidates. Offer rewards such as bonuses, recognition, or extra holidays for successful referrals.

A businesswoman in a mustard sleeveless top engaging warmly with a Caucasian male colleague through a handshake at a facilities management recruitment meeting, set in a modern office environment.
A pregnant Caucasian woman in a casual gray dress and white blazer works on her laptop in a relaxed office setting, representing flexible work options in facilities management recruitment.

2. Communicate the referral program

Ensure that all employees know the referral program and its benefits. Provide them with the necessary tools, such as referral templates or job descriptions.

3. Promote a positive employee experience

A positive employee experience is essential for encouraging employee referrals. Create a supportive work environment where employees feel valued and engaged. This will increase their willingness to refer to their connections.

4. Streamline the referral process

Establish a streamlined process to make it easy for employees to refer candidates. Use online referral portals or email templates to simplify and capture everything.

This way, you can tap into your existing employees’ networks and attract top talent who will likely fit your company and culture well.

Implementing technology in the hiring process

Using technology, you can automate various aspects of recruitment, saving time and resources. 

Here are some ways to implement technology in your hiring process:

1. Applicant tracking systems (ATS)

Implement an ATS to streamline the resume screening and applicant tracking process. ATS platforms automate applicant data collection, allowing you to identify qualified candidates.

2. Video interviews

Video interviews can save time and resources, particularly in the initial screening stages. They can be recorded (with consent) and reviewed in your own time, allowing you to assess candidates’ communication skills and suitability for the role.

3. Skills assessment tools

Online skills assessment tools check candidates’ technical expertise and problem-solving abilities. These tools can provide assessments and help you identify the most qualified candidates.

4. Virtual onboarding

With remote work becoming more prevalent, virtual onboarding has become essential. Use technology to conduct virtual onboarding sessions, provide access to necessary tools and resources, and ensure a smooth transition for new hires.

Technology in the hiring process can streamline recruitment, improve efficiency, and attract top talent.

Building relationships with industry professionals

Building solid relationships with industry professionals is crucial for attracting the right talent. Collaborating with universities and attending networking events can help you make connections and position you as a great employer.

Consider the following strategies for building relationships with industry professionals:

1. Join industry associations

Join relevant industry associations and participate in their events and initiatives. This will provide opportunities to network with professionals and showcase your expertise.

A young woman with a backpack, holding a coffee and notebooks, walking confidently in an urban setting, representing a candidate exploring opportunities in facilities management recruitment.

2. Take part in conferences and trade shows

Attend meetings and trade shows related to FM to connect with industry professionals. Consider sponsoring or speaking at these events to enhance your visibility.

3. Collaborate with educational institutions

Partner with institutions offering facilities management programs. Offer internships, mentorship programs, or guest lecture opportunities to connect with students and establish relationships early on.

4. Conduct informational interviews

Reach out to industry professionals to gain insights into their experiences and perspectives. This can help you build valuable connections and gain a deeper understanding of the industry.

Building relationships with industry professionals can expand your network, help you gain access to top talent, and enhance your reputation.

Training and development opportunities for retaining top talent

Retaining top talent is as important as attracting them. Offering training and development opportunities is crucial for keeping your people engaged and motivated.

Consider the following strategies for providing training and development opportunities:

1. Create a comprehensive training program

Develop a structured training program that covers technical skills, leadership development, and industry knowledge. Provide opportunities for both classroom-based training and on-the-job learning.

2. Encourage ongoing learning

Foster a culture of continuous learning by encouraging employees to pursue certifications, attend industry conferences, or participate in webinars and workshops. Offer financial support or time off for these learning opportunities.

3. Provide mentorship and coaching

Pair experienced professionals with junior employees to provide mentorship and guidance. This can help accelerate their professional growth and enhance their skills.

4. Offer career progression opportunities

Clearly define career paths within your team and provide opportunities for advancement. Regularly review employee performance and provide feedback to identify potential areas for growth.

Offering training and development opportunities can help you retain your people and enhance employee satisfaction for the long term.

The future of recruitment in facilities management

Optimising your recruitment strategy can be achieved by creating an appealing employer brand and social media. Leveraging employee referrals and technology can also help build a strong team that drives success.

Building relationships with industry professionals and providing training and development opportunities are vital. These are key to attracting and keeping top talent. The facilities management industry is evolving rapidly. Companies that focus on recruitment and invest in their employees’ growth will be well-positioned for the future.

Don’t let outdated recruitment practices hinder your ability to attract top talent. It’s time to review your facilities management recruitment strategy and streamline your processes. Adopting these strategies can create a competitive advantage and build a high-performing team that propels you to new heights.

Explore our Case Studies: Full of Successful Successful FM Strategies

To show the real-life benefits of effective facilities management, let’s take a look our case studies!

A smiling Caucasian woman in a white blouse uses her smartphone, potentially communicating about opportunities in facilities management recruitment, in a softly lit modern office.

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