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How to Attract FM Candidates in a Global Talent Shortage

Author: Julie Jarvis

Published date: 2022/06

Prs   Fm Blog

There is currently a global talent shortage in a huge variety of industries and sectors, and unfortunately facilities management is one them. 

You may have heard of the phrase ‘The Great Resignation’ referring to the considerable number of people who left their jobs or changed positions following the pandemic. In July 2021, 4.3 million Americans—2.9% of the entire US workforce—quit their jobs, and employees left organisations in their thousands, many of whom would rather work remotely than return to the office.

As a result, there is an ongoing need for more skilled workers to fill a growing number of FM jobs, and organisations are struggling to fill roles with potential candidates either accepting offers elsewhere, or changing careers altogether.

So, what can employers do to attract facilities management candidates in the midst of a global talent shortage?

Make candidates want to choose your role, and your organisation

One of the main problems organisations face is demonstrating to candidates that facilities management is an equitable profession of choice. 

Despite there being a significant number of facility management professionals out there, either in the market for a new role or currently working, the number of facilities management jobs far outweighs the number of candidates available to fill these roles.

This is why it is crucial for employers to not only advertise jobs targeting those with FM experience, but also those with experience in other sectors who may have transferable skills that will be applicable to a FM job.

At last year’s IFMA World Workplace Conference (the biggest annual facilities management conferences in the US), attendees were asked the following questions:

  • Where do we find new talent pools?

  • How do we tap underserved communities making FM a more diverse, inclusive and equitable workforce?

  • How do we make facilities management a profession of choice?

  • How do we make entry level FM education available to those who want it?

  • How can we connect new FM candidates with motivated employers?

These five key questions are what all employers should be asking themselves and focusing on if they are struggling to fill facilities management roles, no matter where in the world they are based. 

Look outside of your usual go-to talent pools, whether that is your internal database, your LinkedIn network or advertising your jobs on job boards. Work with a facilities management recruitment specialist, or attend events where you can network with people in the industry. Think outside the box instead of always going back to your well-known hiring practices.

If you are able to, offer apprenticeships or graduate schemes. That way, you’ll be able to tap into a younger generation of professionals who are either just leaving school or just leaving university, who will be looking for an employer that offers career progression opportunities.

In addition to this, don’t forget to consider your salary and benefits packages when you are hiring facilities management employees. You are hiring in a candidate-driven market, so employers need to prioritise what their workforce want and need from them. Offering hybrid working, career progression plans and flexibility for family commitments is far more valuable than team lunches or no weekend working hours.

Ensure your talent pool is diverse 

Organisations must also utilise hiring practices that promote equality, diversity and inclusion in order to maximise their potential talent pool and encourage more candidates to apply for their facilities management positions. Of 105,000 facilities management professionals surveyed in the USA, 79% were male and 75% were White, meaning the existing outlook for diversity in facilities management is in need of significant change and improvement.

In addition to this, the average age of FM professionals in the UK is over 50, and far too many people seem to still be ‘falling into’ the sector, as opposed to actively choosing it as a profession. As mentioned above, offering apprenticeship or graduate schemes for those leaving school or university is a great way to bring a fresh wave of talent into the workforce, and will also position your organisation as an employer of choice for more people as a result.

However, in reference to the question from the IFMA conference in regards to tapping underserved communities to find people who could potentially fill facilities management roles, more needs to be done in order to reach these people. If they aren’t able to attend college or university, for example, due to their socioeconomic circumstances, employers need to think outside of the box about how they can host employment events or open days for unemployed young people to try to encourage more people to work in entry-level facilities management roles.

Get in touch

If your organisation is struggling to hire facilities management professionals due to the current global talent shortage, get in touch with PRS to find out how we can help you find the best talent for your roles.