3 Techniques for Hiring Quality Facilities Management Staff
3 Steps for Filling a Facilities Management Position
1. Knowing where to look
There are several places where you can advertise a job opening besides your company’s careers page. Networking is one effective technique. Start by reaching out to companies you already contract with and see if they know any good candidates. Since you’re turning to a source that you already know and trust, you can be more likely to find a good match.
Trade magazines are another good talent source. Since these magazines are intended for a targeted audience, they can be more useful than general job listing websites when you’re looking for a specific type of applicant.
Finally, you can also post your opening on WorkHands, a job search site for skilled trades that’s been called a “LinkedIn for blue-collar jobs.”1 Job-seekers create profiles where they include their certifications, upload pictures of their past projects and list what equipment and tools they have experience with.
2. Thinking of your must-have’s
Do you want someone with specific certifications? What sort of experience do they absolutely need, and what skills are ideal but not required? What are you willing to train them on?
While you think about these questions, also consider the qualities that make a good maintenance worker. Customer service skills are key, given that the job requires a lot of interaction. A worker with a poor attitude will not reflect well on the department, so be sure to ask the candidate about their customer service experience.
A history of continuing education is also good. It shows that the worker is willing and able to keep pace with an industry that’s always evolving.
Finally, the ability to work independently is a must, since reliable, self-directed workers are key to a successful FM department. Someone who requires constant supervision and will take up too much of your time is probably not going to be a good fit.
3. Paying close attention during the probationary period
After you’ve interviewed all your candidates and chosen the one you like best, it’s time for the probationary period. Hopefully, using the tips mentioned above, you’ll have found a pool of good candidates and chosen one who sails smoothly through their first three months on the job.
But if that person doesn’t end up performing to expectations, don’t be afraid to reach out to other candidates you’ve interviewed. While it can be frustrating when a candidate doesn’t work out, it can be more frustrating when you try to fit a square peg in a round hole.
As one facilities manager put it to FacilitiesNet, “It’s the best for everybody, including the person involved. If it’s not fitting for whatever reason, divorce from the situation, and let that person get on with what they need to do with their career. Find somebody who is going to be a more positive fit for your team.”2
What criteria do you like to use during hiring? Are there any tips you would add to this list?
Image credit: freedigitalphotos.net/Stuart Miles