Ask almost any facilities leader about their biggest challenge right now and the workforce will be near the top of the list.
Across the industry, it has become harder to recruit and retain skilled trades. Buildings are becoming more complex and require technicians with a wider range of skills. Electricians, HVAC technicians, maintenance engineers, and building specialists are all in short supply, and unfortunately, organizations are still using outdated hiring processes that weren’t designed for today’s labor market.
The result? Positions are staying open longer, candidates drop out of the hiring process, and facilities teams are operating with fewer technicians than they need.
The Problem with Traditional Hiring Processes
One of the most common issues in facilities recruitment is simply how long it takes to hire.
Skilled technicians are often already employed and may only be casually exploring new opportunities. If the hiring process takes several weeks, many candidates will accept another offer before the process is complete.
Another issue is job descriptions that fail to connect with candidates. Many job listings focus heavily on technical requirements but don’t touch on the work environment, growth opportunities, or the types of systems technicians will actually work on, which matters more to today’s workforce.
It’s imperative that facilities organizations think about hiring from the candidate’s perspective. Skilled trades professionals are looking for stability, clear expectations, and opportunities to build their skills over time.
Speed and Clarity Make a Difference
Employers that simplify the hiring process often see immediate improvements in recruitment outcomes.
That starts with clear and concise job descriptions that explain the role, the type of equipment or systems involved, and how the position fits into the broader team.
It also means responding to candidates quickly. Even a short delay between application and first contact can cause strong applicants to lose interest.
Facilities leaders should review their hiring process and identify where delays occur. Streamlining approvals, improving communication, and reducing unnecessary interview steps can significantly shorten the timeline and improve the chances of hiring a great candidate.
Invest in Internal Development
Recruiting experienced technicians will always be competitive, which is why many facilities organizations are investing more heavily in internal development.
Apprenticeships, certification programs, and mentorship opportunities allow organizations to build their own pipeline of skilled workers. These programs also give newer employees a clear path for career growth.
When technicians see that an employer is willing to invest in their development, they are far more likely to stay long term.
Retention Starts with the Day-to-Day Experience
While facilities leaders often focus heavily on hiring, retention is equally as important.
Technicians want to work in environments where they can do their jobs effectively. That means having the right tools, manageable schedules, and clear communication about priorities.
Technology can help simplify scheduling, reporting, and maintenance tracking, ultimately reducing administrative tasks and allowing technicians to focus on solving problems.
When the work environment supports technicians rather than slowing them down, job satisfaction increases.
A More Modern Approach to Facilities Hiring
The facilities industry is evolving quickly, and operational expectations continue to rise.
Organizations that rely on outdated hiring practices will continue to struggle to attract skilled workers. Facilities leaders who take a more modern approach to recruitment will stand out in a competitive labor market. Faster hiring processes, stronger training programs, and better day-to-day working conditions all contribute to building stronger teams.
Solving the skilled trades shortage will not happen overnight. But organizations that rethink how they recruit and support technicians will be in a much stronger position to keep their facilities running efficiently.
James Terry is head of US revenue at digital staffing platform Indeed Flex.
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