FEATURE THE RECRUITMENT DILEMMA
Samsic UK’s HR Director Andrew Safo-Poku Jnr and Finance Director Baldip Brreach discuss the recruitment and retention issues that are being felt throughout the FM industry, and look at ways in which talented employees can not only be found, but kept.
Recruitment issues, skills shortages and retention difficulties are putting businesses under pressure throughout the UK. Service industries, haulage and construction are just a few of the sectors that are becoming more and more vocal about their concerns for the future as talented, loyal employees become harder to find.
The FM industry as a whole is no different and yet, anticipated sector growth means the industry is looking ahead to a positive year with recruitment high on the agenda.
The RICS UK Facilities Management Survey for the third quarter of 2023 cites that employment levels are expected to rise due to growing demand from the education and healthcare sectors, broader public sectors and serviced business spaces.
However, whilst the outlook is strong for employment, filling those jobs remains difficult across several areas, including finding skilled building and maintenance operatives. More than eight in ten (86%) of contributors to the survey highlighted problems filling such roles, an increase from 70% in the previous quarter and the highest percentage since the survey began in 2020.
The survey also highlighted that around two-thirds of respondents had encountered problems finding support service staff, while 52% were battling a shortfall in candidates for property management positions.
It seems the industry may be facing a balancing act between growth and a positive employment outlook, with difficulties finding the right staff to fill their roles.
There are various factors to be acknowledged as having impacted staff recruitment in the sector.
Competition has certainly been a challenge for the past few years and it differs from region to region. In London, for example, there are more opportunities than in Wales, Scotland, and the Midlands, while the South East can also present recruitment issues.
Covid-19 impacted heavily on the FM sector and Brexit is still having an effect, as the talent pool continues to shrink. Some organisations are offering more and more to attract the right employees but this is creating a people’s market, with every organisation competing for the best.
Another barrier to recruitment is the very nature of the facilities management industry. Roles, especially in cleaning, are mostly part time, whereas people want full time, certainly during a cost-of-living crisis. Cleaning itself probably still carries a stigma and is seen as less exciting than some other industries. A case could be made that people are tempted to move away from this industry with
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the lure of more money into other service sectors, such as logistics, retail or hospitality.
It is important therefore that future employees realise that facilities management is an innovative industry with plenty of scope and opportunity for progression and success.
So, how can the industry turn the negatives into positives and find the right people who will support growth and remain loyal to their organisation?
A positive and streamlined recruitment process is a good place to start. Samsic has created a guide that not only provides a bespoke approach to each job role, but also takes account of the applicants’ perspective, helping to foster a diverse and inclusive workforce. It is also important to find candidates who will suit the company culture and embrace your ethos and drive.
A candidate pack is provided for management level roles to ensure the right cultural fit by promoting a clear understanding of company culture and ethos. All adverts for management roles are circulated internally to ensure upskilling and promotional opportunities from within.
Reputation also plays a part in finding the right people. Word of mouth is essential, and staff need to become business ambassadors, prompting friends and family to apply for job vacancies.
Facilities management often attracts younger staff, and a significant proportion are parents returning to work. It can be a challenge to find the right methods of getting in front of these potential team members.
Recruitment platforms, social media campaigns, local job fairs, colleges and universities, as well as the job centre, all have a role to play. But when you do get someone’s attention, it’s what you say and offer that is important, especially when it comes to emphasising the opportunities to learn, grow and become future leaders.
Therefore, a business model that acknowledges the importance of people investment is a major step in the right direction. It needs to provide scope for training, progression, and promotion, not just as a strategic move, but something that is ingrained in a company’s culture.
Ideally, you want people for the future who understand the business and what it can do for them, which is why as part of our onboarding process we do a presentation about the journey of Samsic, which offers a variety of security and cleaning services as its core business, so that they know that if they believe in the journey, then they too can progress.
Investment in training and development is therefore crucial in creating a pathway for employees so that they can see there is a chance of improvement. Until people
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