How to Hire A Facility Manager With Ease

Recruiting skilled and qualified facility managers is crucial for maintaining a well-functioning building and keeping tenants happy. Here are some key strategies to consider when attracting top talent to your facility management team:

Define your needs clearly:

• Develop a profile: Before initiating your search, create a detailed profile outlining the specific responsibilities, required skills, and experience level needed for the role.
• Consider certifications: Some positions might benefit from certifications like CFM (Certified Facility Manager) or SFP (Sustainability Facility Professional). Specify these requirements if applicable.

Craft a compelling job description:

• Go beyond duties: Don’t just list tasks; highlight the impact the role has on the overall success of the building and tenant experience.
• Showcase company culture: Give potential candidates a sense of your work environment, values, and opportunities for growth within your organization.
• Competitive compensation and benefits: Offer a salary and benefits package that is attractive compared to the market standard to attract qualified candidates.

Utilize diverse recruitment channels:

• Online job boards: Post the position on relevant job boards like Indeed, LinkedIn, or industry-specific platforms.
• Professional organizations: Connect with facility management associations or networking groups to reach qualified professionals.
• Employee referrals: Encourage current employees to spread the word within their network. You might even consider offering referral bonuses.
• Social media: Leverage LinkedIn and other professional platforms to promote the open position and showcase your company culture.

Conduct effective interviews:

• Go beyond the resume: Structure your interview to assess the candidate’s problem-solving skills, communication style, and decision-making abilities.
• Scenario-based questions: Present realistic situations a facility manager might encounter and ask the candidate to explain their approach.
• Technical skills assessment: Depending on the role, evaluate their knowledge of relevant building systems, maintenance procedures, or sustainability practices.

Sell the opportunity:

• Highlight growth potential: Discuss opportunities for professional development, leadership roles, or advancement within the organization.
• Company culture and work environment: Emphasize the positive aspects of your work environment, team dynamics, and the opportunity to make a real impact.
• Work-life balance: Address work-life balance policies and flexibility options you offer to attract and retain top talent.

Make the hiring process efficient:

• Clear communication: Keep candidates informed throughout the interview process.
• Timely decisions: Don’t leave candidates waiting for extended periods. Provide prompt updates on their application status.
• Positive candidate experience: Even if a candidate isn’t chosen, ensure the interview process is a positive experience to leave a good impression of your company.

At Armour, we truly believe crafting a culture of acceptance and success is what pushes your team forward. We lead with questions that center around culture and finding the right PERSON for the job. Yes, person. You can always find a skilled employee on paper, but leading with a search based on searching for a total package candidate keeps your team happier, longer. By following these strategies and focusing on attracting, assessing, and engaging qualified candidates, you can increase your chances of recruiting top-notch facility managers who will excel in their roles and contribute to the success of your building.