It is a topic that is brought up time and time again among facility managers: the labor shortage. People are quick to blame the younger generation for contributing to the shortage, saying that “nobody wants to get their hands dirty anymore” or that those applying for jobs just don’t have the right qualifications. Still, Baby Boomers are retiring at a faster pace than managers can fill positions. More teams are becoming short staffed and people are getting burned out or are getting hurt on the job, thus making the teams even smaller.
The labor shortage has grown so severely that some managers have taken to using technology like artificial intelligence (AI) to aid in cumbersome tasks like scheduling or work orders. But technology can’t unclog a toilet or fix a clanging air vent. The human aspect of facilities management is irreplaceable, and new talent is desperately needed. Even with the industry promises job security by essentially being technology-proof, many managers are still struggling to hire new talent.
As FacilitiesNet recently reported, managers are either hesitant or flat out refuse to hire Gen Z workers, saying that the generation “lacks work ethic and are unprepared for the workforce.” The oldest of Gen Z employees first entered the workforce in 2020 and were instantly met with the challenges of working during a global pandemic. Unlike their other peers, they never got to experience what the workforce was like pre-pandemic. While they may not have had side-by-side learning opportunities, they were able to adapt and use new technology – something that many FMs resist.
It’s a double-edge sword right now when it comes to hiring. FacilitiesNet recently asked its readers what they look for in new candidates and the most overwhelming response was having a positive attitude.
“Yes, looking for related experience and technical skills is standard, but attitude plays a huge part,” says one respondent. “Do they look at problems as stumbling blocks or opportunities? Are they a good team player and want the entire team to succeed? Do they have a ‘let’s take on the world today’ type of attitude or just a ‘let’s just get through the day’ type? The latter can make for very long days. A good sense of humor is a big plus as it breaks tension and makes us more human and approachable rather than a stern taskmaster. We are all in this together, so let’s enjoy what we do and make it worth coming to work for.”
Meanwhile, many respondents said that they were okay with candidates having the soft skills they need to do the job. However, adaptability and flexibility is a must-have skill for any FM as the two workdays are never the same.
“Candidates should ‘expect the unexpected’ in a given workday so somebody who can manage a fast pace, be okay with ambiguity and reprioritize tasks on-the-fly depending on the needs of the business,” another respondent says.
Many respondents said that they are willing to train the right candidate if they show a willingness to learn. One respondent said that candidates should never be satisfied with just being “okay” at something, and that they should always strive to learn new skills and techniques.
“A person with facilities related experience and a positive attitude will reduce the time required for a person to get up to speed in a technical environment,” another respondent says. “The technical skills are trainable. I understand the time to learn will extend the need for skills in the operation, but the capability of the individual, along with their attitude, will allow for growth and eventual success in the organization. Training personnel is an ongoing process for successful operations. However, the amount of training is always a variable.”
Other qualities hiring managers look for in new hires include:
Mackenna Moralez is the associate editor of the facilities market and the host of the Facilities in Focus podcast.
