Revealing the Hidden Costs of a Poor Facilities Management Hire
We’ve been in the Facilities Management recruitment sector for over 40 years, witnessing firsthand the impact that a bad hire can have on a business. Recruiting the wrong person for a Facilities Management role can be costly in more ways than one, and the consequences can linger for months or even years. In this blog, we’ll delve into the true cost of a bad hire in Facilities Management and offer valuable insights on how to avoid this common pitfall.
The direct costs
One of the most immediate and apparent costs of a bad Facilities Management hire is the financial impact. According to industry research, an astonishing 75% of organisations admit to having made a poor hire. Surprisingly, even a mid-level Facilities Manager with an average salary of £40,000 can cost a business more than £120,000. This includes expenses related to job advertising, candidate screening, interview processes, and training the new employee. If the new hire departs shortly after joining, the costs can skyrocket, as the recruitment process may need to start anew.
Beyond the direct financial expenses, a bad hire can also hamper productivity. Imagine if the new Facilities Manager isn’t capable of fulfilling their job responsibilities effectively. Other team members may be forced to step in, leading to reduced efficiency and potential project delays.
The indirect costs
In addition to direct financial implications, bad Facilities Management hires have indirect costs as well. For instance, a poor hire can adversely affect team morale. If the new hire doesn’t fit well with the existing team, frustration and disengagement among team members may ensue. This can lead to diminished motivation and productivity.
Furthermore, a bad hire can tarnish the reputation of the company, particularly if the employee interacts with clients or customers. If the new hire delivers subpar service or commits errors on critical projects, it can result in lost business and damage to the company’s brand.
The hidden costs of a bad hire
Lastly, there are hidden costs associated with a bad Facilities Management hire that may not be immediately apparent. For example, a bad hire can trigger turnover in other areas of the company. If other team members become dissatisfied with the new hire, they may start exploring alternative job opportunities, leading to increased turnover and the need to recruit and train replacements.
Additionally, a bad hire can negatively impact the organisation’s culture. If the new hire doesn’t align with the company’s culture, it can lead to reduced employee engagement and satisfaction, potentially resulting in increased absenteeism or turnover.
How to avoid a bad hire in Facilities Management
Given the multifaceted costs associated with a bad Facilities Management hire, it’s imperative to take proactive measures to avoid this common pitfall. Here are some essential tips to ensure you make the right hiring decisions:
1. Clearly Define the Role: Before initiating the hiring process, meticulously define the role and its responsibilities. This step helps identify the requisite skills and experience for the job and ensures effective candidate evaluation.
2. Employ Diverse Assessment Methods: Don’t rely solely on CVs and interviews for candidate evaluation. Consider incorporating other evaluation techniques, such as skills assessments or personality tests, to gain a comprehensive understanding of each candidate’s capabilities and fit for the role.
3. Conduct Thorough Reference Checks: Even if you believe you’ve found the perfect candidate, don’t skip the reference check phase. Request references from former managers or colleagues and ask specific questions about the candidate’s strengths, weaknesses, work style, and ability to collaborate. Ask our team about how we can help with this.
4. Prioritise Soft Skills: While technical skills are crucial for Facilities Management roles, don’t underestimate the importance of soft skills such as cultural fit and communication abilities. Look for candidates who can collaborate effectively with others.
How Catch 22 can help you avoid a bad hire
We possess extensive experience in helping businesses mitigate the costs and challenges associated with a bad Facilities Management hire. Here’s how we can assist:
In-Depth Candidate Evaluation: We utilise a multi-stage evaluation process to assess candidates’ technical skills, experience, and cultural compatibility. This includes comprehensive interviews to ensure a holistic understanding of each candidate’s abilities and suitability for the role.
Industry Expertise: Our recruiters boast profound industry knowledge, with a focus on Facilities Management recruitment. This means we comprehend the specific skills and experience essential for Facilities Management positions and can identify top candidates that might be overlooked by other recruiters.
Expansive Network: We boast an extensive network of Facilities Management professionals, comprising both active and passive job seekers. This allows us to swiftly identify top talent and connect them with suitable job opportunities.
Ongoing Support: We provide continuous support throughout the hiring process, encompassing reference checks and negotiation support. This guarantees that both employers and candidates embark on a successful journey from the outset.
By collaborating with Catch 22, you can avert the manifold costs associated with a bad Facilities Management hire and, instead, discover the best talent to fulfil your FM needs. Our seasoned recruiters are at your service, whether you’re seeking to fill a permanent or contract Facilities Management role.
Talk to our team today and see what we can do for you.
London & The South – 020 7220 8900
Yorkshire & North East – 0113 242 8055
Midlands & North West – 0161 470 2160
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