When it comes the main question of “How to Recruit in Facilities Management?” It is important for the whole process to be effective, otherwise it can be costly and damaging for the reputation of the business.
The facilities recruitment process should be carefully considered and should be strictly followed. These tips from Peter Forshaw should help ensure you make the most of your recruitment process.
Take time to carefully consider your job description. You can’t change it after it’s been advertised so make sure you know exactly what you want. Think about the main duties of the role, the necessary qualifications and experience, as well as the salary range.
The last thing you want is to pay for advertising, only to find you have no applications, which is why you need to ensure your advertising entices candidates.
What are the most interesting aspects of the role and the benefits offered? Make sure you mention these as this is what will make candidates take the time to apply.
There is a whole range of ways to recruit these days. The standard is of course, advertising and waiting for applications to arrive.
If time is limited though, what about using recruitment agencies to handle the process for you? They will be able to dedicate time to the process and will have the expertise required to find the right person.
Whether you choose to handle the recruitment process on your own or through an agency, it is important to give the candidates a timely response, after they apply. Many candidates are left feeling like their applications have went into a black hole at times and this gives them a negative impression of the company.
It is important to always be courteous to candidates, no matter what the outcome of their application. If you need more time to go through applications, just send them a holding letter. They will appreciate the contact.
The interview process is not just about the candidate making an impression, it is also about the company being professional and giving the candidate a good impression so they are really enticed to join. The way to achieve this is by choosing the right people for the interview panel.
Don’t choose those who have nothing good to say about the company and spend the entire day moaning. Choose enthusiastic individuals who will represent the business and the role in a positive way.
It is important to make sure you follow a standard process for everyone. This means using the same questions during each interview so that everything is consistent and you can make comparisons fairly.
Following a standard process doesn’t mean the whole process should be rigid. It should be a conversation, rather than an interrogation.
Don’t be afraid to delve deeper into certain areas of interest in the interviewee’s background. As long as you cover the questions throughout the interview, there is no harm in making it a relaxed experience.
Always respond to candidates quickly after the interview and be prepared to offer feedback if they have been unsuccessful. They will appreciate the time taken to do this and it may help them in future roles.
The candidates have taken time out their day to turn up to the interview, so give the same courtesy back.
When you have offered the role on a conditional basis, it is time to take up references. The references should include the last employer. References are important as they might flag up something which is a cause for concern.
You may think the hard work is over when you have successfully recruited someone, but it doesn’t stop there. An effective on boarding should be implemented to make the new recruit feel welcome and to know their way about. Introduce them to other staff members and give them a buddy for a week, someone they can learn from and go for lunch with.
Starting a new job is a daunting experience for everyone, so remember how it feels and don’t leave your new start feeling overwhelmed and alone.
