Economic recovery and continuing generational changes are ramping up the talent recruiting pressure across all business sectors. If Facilities Management intends to compete for the best talent then we need to understand and leverage current recruiting trends.
Recent global surveys by Forbes Magazine and others point to HR recruiting trends that can be used by FM to both attract new talent to the profession and better position organizations in the talent recruitment and retention game. A few of the attention getters from the Forbes survey of 1,300 global business executives include:
- 72% globally are working on attracting talent from the BRIC countries
- 68% either are or are considering changing the workplace environment
- 64% are seeking to engage talent in the open economy
With these recruiting strategies come new execution and acculturation challenges. As new workers enter the field they must not only be challenged but also aligned with critical business needs, folded into new cultures, and sustained in their development.
For nearly a decade now we have been talking about Boomers exiting the profession and the talent and leadership gaps that are resulting. The exit has been slowed somewhat by economic realities for many but the core issues remain and are now gaining importance. Replacing workers that are leaving, bridging the divide between generations during transition, and development of new leaders are now critical pressure points for many, possibly most FM organizations.
We are at a point where these changes are accelerating around us. FM must match pace to remain a relevant option to younger and better educated talent. Among strategies that might be considered are:
- Redesigning work specifications to improve appeal and take advantage of new technology skills
- Redesigning organizations to better align new demands, technology and talent
- Investing in integrated technology solutions that provide cross-platform intelligence and leverage
- Developing a talent pipeline through association and joint efforts with local universities
- Identifying top talent early and building relationships before they become available to the market
- Providing robust training and advanced education opportunities to engage younger workers, build loyalty, and increase value
The talent wars are heating up and FM needs to pick up its game. It’s time, folks.
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