T h e Va l u e o f H i r i n g                                           Unconventional Candidates                        ...
Value of Hiring Unconventional Candidates in Facilities Management                                                        ...
Value of Hiring Unconventional Candidates in Facilities Management                                                        ...
Value of Hiring Unconventional Candidates in Facilities Management                                                        ...
Value of Hiring Unconventional Candidates in Facilities Management                                                        ...
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Value of Hiring Unconventional Candidates in Facilities Management 2 7 13

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As facilities management moves forward in an increasingly complex environment, institutions and other owner organizations who have extensive real estate portfolios are realizing that unconventional candidates can offer very different business experiences and valuable contributions, helping their organizations to change their thinking and open themselves up to promoting progress. This article discusses the perspectives of James Lord (Managing Director) and Wesley Miller (Managing Consultant) on hiring out of the box candidates within facilities management and also provides several case studies of executive searches in which unconventional candidates were secured.

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Value of Hiring Unconventional Candidates in Facilities Management 2 7 13

  1. 1. T h e Va l u e o f H i r i n g Unconventional Candidates in Facilities Management An  Executive  Search  Perspective                                                                                                                                                                                                                                        Written  by  Sami  L.  BarryF                  acilities  management  is  moving  forward  in  an  increasingly  complex  environment  and  institutions,   consideration  and  acquisition  of  ‘out  of  the  box’  or   ‘unconventional’  candidates.        corporations  and  other  types  of  owners  that  have   There  are  many  factors  that  can  make  a  candidate  extensive  real  estate  portfolios  are  implementing   unconventional  and  they  can  range  from  the  individual’s  strategies  to  maximize  budgets,  reduce  operating  costs,   industry,  experience  and  corporate  culture  mentality  to  and  implement  green  building  and  sustainability   management  style,  unique  skill  sets  and  personality  measures.  Overall,  these  entities  face  a  critical  need  to   characteristics.  In  the  highly  competitive  facilities  manage  their  portfolios  in  the  most  efficient  and   landscape,  institutions  and  other  owners  are  realizing  that  streamlined  manner  in  order  to  strengthen  their   these  types  of  candidates  competitive  advantage   can  offer  fresh  and  sustain  long-­‐term   The average FM professional’s profile is: perspectives  and  make  success.     ‣ Male, approximately 49 years old. valuable  contributions  in  Along  with  these   ‣ College-educated with a degree in business, helping  their  challenges,  the  value  of   engineering or facilities management. organizations  to  change  experienced,  diversely-­‐ ‣ 28 years of total work experience with 16 of their  thinking  and  open  skilled  facilities   those in FM. themselves  up  to  professionals  has  become   promoting  progress. ‣ Position entails managing multiple functionsapparent  and  to  make   including operations, maintenance and energy As  search  consultants  strategies  as  successful  as   management. that  specialize  exclusively  possible,  organizations   *Source: International Facility Management Association (IFMA) in  facilities  management,  are  putting  much  effort   Profiles 2011: Salary & Demographics Report construction,  engineering  into  attracting  and   and  real  estate,  Helbling  securing  these  types  of   &  Associates  understands  the  value  of  expanding  individuals  for  a  variety  of  facilities  roles.  These  positions   recruitment  parameters  to  include  unconventional  involve  managing  major  capital  building  programs,   candidates  and  recognizes  how  these  individuals  can  enhancing  energy  management,  upgrading  facilities  to   make  real  contributions  to  their  organizations.  The  utilize  advanced  technologies  and  developing   following  discusses  the  perspectives  of  Jim  Lord  comprehensive  sustainability  programs.  While  there  are   (Managing  Director)  and  Wes  Miller  (Managing  facilities  professionals  who  have  the  skills  and  abilities   Consultant)  who  have  extensive  experience  partnering  necessary  to  perform  successfully  in  these  roles,  there  are   with  institutions  and  other  owners  in  securing  facilities  not  enough  of  them  to  address  the  overall  need  across  the   professionals  for  various  functions  and  levels.      industry.  Therefore,  recruitment  initiatives  must  be  strategic  and  well-­‐planned,  and  should  often  include  the  
  2. 2. Value of Hiring Unconventional Candidates in Facilities Management Winter 2013 NavigatorWhen  representing  institutions,  corporations  and  other   Lord:    Many  of  our  institutional  and  owner  clients  come  to  owners,  what  is  the  value  of  expanding  search   us  when  they  realize  that  they  need  to  significantly  parameters  to  include  unconventional  candidates? enhance  the  way  they  are  currently  managing  or   operating  from  a  facilities  operations  perspective.  Usually,  Miller:    As  executive  search  consultants,  we  know  that   they  are  looking  to  be  innovators  and  trail-­‐blazers  so  it  is  every  client  is  unique  in  its  operations,  culture,  goals  and   important  to  recognize  what  other  industries  may  have  planned  strategies.  This,  in  turn,  makes  every  recruitment   the  expertise  they  seek.  And,  partly  because  they  have  process  unique  as  well.  That  is  why,  at  the  beginning  of   tried  to  recruit  individuals  on  their  own  prior  to  retaining  every  search,  it  is  critical  for  us  to  understand  our  client’s   us  for  an  executive  search,  they  understand  that  their  organization,  its  short-­‐  and  long-­‐term  objectives,  its   industry  peers  do  not  have  professionals  with  the  internal  dynamics  and  its  specific  expectations  of  securing   capabilities  they  seek.  Therefore,  they  know  they  have  to  an  individual  for  the  particular  role.  By  building  that   go  outside  of  their  sector  to  obtain  the  strong  business  foundation  of  thoroughly  understanding  our  client,  we   experiences  and  acumen,  and  fresh  perspectives  that  are  can  perform  comprehensive  research  and  analysis  of  the   necessary  to  move  forward.    marketplace,  the  candidate  talent  pool  and  a  host  of  other  factors.  After  we  discuss  our  findings  with  our  client,   For  our  institutional  clients,  unconventional  candidates,  together  with  them,  we  develop  a  customized  search   such  as  those  from  the  corporate  sector,    typically  have  strategy  for  their  specific  need.  Many  times,  this  strategy   extensive  corporate  training  and  a  for-­‐profit  mentality  will  include  target  organizations  that  our  client  had  not   which  gives  them  a  better  foundation  for  implementing  previously  considered  and  thus  candidates  from  outside   and  managing  large  groups  and  programs.  The  for-­‐profit,  industries  who  may  have  the  experience  and  skill  sets  to   private  world  tends  to  be  more  advanced  with  technology  add  immediate  value  to  our  client’s  role  and  organization.   and  is  more  willing  to  invest  in  cutting  edge  concepts  so  Quite  simply,  we  take  what  could  be  a  traditional   these  candidates  also  offer  a  new  perspective  of  recruitment  process  and  turn  it  into  an  untraditional   technologies,  systems,  processes  and  management  recruitment  process  to  ensure  that  we  explore  all   styles.  I  believe,  in  general,  having  a  diverse  staff  can  help  candidate  options.  Taking  the  time  to  define  our  client   any  organization  more  effectively  navigate  their  business  and  their  expectations,  and  to  consider  all  opportunities   challenges,  innovate  themselves  and  adapt  to  industry  for  available  candidate  talent  pool,  we  can  provide  a  more   pressures.    comprehensive,  focused  and  strategic  recruitment  effort  to  support  a  successful  outcome.    Trends  that  are  shaping  the  plans  of  progressive  institutions  and  the  skill  sets  needed  in  FM  professionals,  leading  to  the  consideration  and  hiring  of  unconventional  candidatesTrends: Skill  sets: ‣ Aligning  information  technology  and  facilities  to   ‣ Solid  understanding  of  energy  management,   manage  utilities,  buildings,  capital  projects  and   systems  reliability,  life  cycle  operating  costs  and   budgets  on  a  real-­‐time  basis. deferred  maintenance. ‣ Improving  energy  management  through  strategic   ‣ Financial  aptitude,  strong  business  acumen  and   procurement,  production  and  distribution   and  demonstrated  success  at  managing  budgets   practices. and  working  effectively  within  an  organization’s   financial  constraints. ‣ Exploring  innovative  technologies  and  alternative   project  delivery  methods  (i.e.  Building  Information   ‣ Ability  to  manage  the  planning,  design  and   Modeling,  Integrated  Project  Delivery,   construction  of  large  and  complex  capital  projects. Prefabrication  and  Modularization)  for  capital   ‣ Knowledge  of  green  building  and  U.  S.  Green   projects.         Building  Council’s  LEED  Program. ‣ Initiating  commissioning  and  retro-­‐commissioning   ‣ Soft  skills  that  are  necessary  to  develop  and   of  buildings. maintain  strong  relationships  with  the  public,   ‣ Utilizing  green  building  and  sustainability. boards,  analysts,  shareholder  groups,  senior   administration  and  end  users.
  3. 3. Value of Hiring Unconventional Candidates in Facilities Management Winter 2013 NavigatorWhat  are  the  challenges  associated  with  securing   extremely  pleased  with  their  decision  and  make  remarks  professionals  for  institutions  and  related  organizations   about  how  the  candidate  came  in  and  made  significant  who  are  from  the  for-­‐profit  or  corporate  sector?     changes  in  a  relatively  short  time  frame,  impacted   operations,  and  allowed  their  organization  to  move  Lord:    It  is  a  fact  that  most  corporate  environments  have  a   forward  to  accomplish  its  goals.  Similar  experiences  are  faster-­‐paced  decision-­‐making  process  than  higher   had  by  candidates.  The  professionals  we  place  are  high-­‐education  and  healthcare  institutions  which  can  present  a   performers  who  enjoy  challenges.  When  they  enter  the  risk  for  a  corporate  candidate  coming  into  the   institutional  sector  and  see  the  opportunities  that  await  institutional  setting.  This  cultural  shift  to  an  environment   them,  they  are  motivated  and  excited  about  the  changes  that  is  much  slower  paced  with  a  more  complicated   and  positive  impact  they  have  the  opportunity  to  make.    decision-­‐making  process  and  with  more  stake  holders  can  be  difficult  for  some  professionals.  The  candidate  may   Following  are  brief  case  studies  of  recent  execu4ve  want  to  move  much  more  quickly  than  the  institution  is   searches  within  Facili4es  Management  performed  by  accustomed  to,  which  can  cause  frustration  for  both   Helbling  consultants  for  which  unconven4onal  candidates  parties.  However,  we  continually  place  candidates  from   were  secured.    the  corporate  sector  with  our  institutional  clients  with  much  success.  In  follow-­‐up  calls  with  our  clients,  they  are   Executive  Search  Case  Study  -­‐  Director  of  Engineering  &  Utilities  for  a  University   Jim  Lord,  Managing  Director This  role  with  our  repeat  client,  a  Mid-­‐western  university,  is  responsible  for  providing  the  institution’s  utility  services  to  all   campus  facilities  served  via  on-­‐site  production  and  for  leading  long-­‐term  energy  management  programs.  These   programs  include  strategic  procurement  of  natural  gas  and  electricity,  energy  conservation  efforts,  renewable  energy   portfolio,  master  planning,  centralized  building  automation  services  and  oversight  of  the  building  commissioning   process.  This  was  a  newly  created  position  within  our  client’s  organization.  When  we  first  spoke  with  our  client,  they   expressed  that  they  sought  an  individual  who  had  a  proactive  mindset  to  utilities  management  and  who  had  at  least  ten   years  of  experience  working  in  utility  infrastructure  preferably  within  university  utility  and  facilities  operations. After  an  extensive  search  of  targeting  local  healthcare  and  higher  education  organizations,  we  presented  several   candidates,  most  of  which  were  from  the  institutional  sector.  One  unconventional  candidate  came  from  the  corporate   side.  He  was  the  Director  of  Energy  &  Sustainability  for  a  major  international  petroleum  company,  responsible  for   purchasing  utilities  in  a  deregulated  market.  The  individual  had  spent  17  years,  mostly  on  the  corporate  side,  in  energy   management  consulting,  and  energy  and  sustainability  business  strategy  development.  He  has  broad  knowledge  of   various  emerging  alternative  energy  and  distributed  generation  technologies  and  applications.  He  is  a  Professional   Engineer  in  three  states  and  a  Certified  Energy  Manager.  Our  client  made  the  decision  to  hire  this  particular  candidate   due  to  his  knowledge  of  procurement  strategies,  energetic  personality  and  detailed  approach  to  utility  management.   Within  his  first  six  months  of  employment,  the  individual’s  knowledge  and  expertise  had  saved  our  client  significant  costs   in  negotiated  fuel  contracts.  He  has  changed  the  metro  gas  procurement  methodology,  which  will  generate  significant   savings  and  is  steering  how  the  university  is  approaching  energy  management  projects  so  that  they  do  things  in  the   correct  order.  Another  contribution  that  the  individual  has  brought  to  our  client  is  his  perspective  of  safety,  which  he   shares  with  his  supervisor.  Both  individuals  came  from  entities  where  safety  is  considered  the  highest  priority.  They  are   now  working  together  to  initiate  cultural  changes  within  our  client’s  environment  to  make  safety  one  of  its  primary  goals.
  4. 4. Value of Hiring Unconventional Candidates in Facilities Management Winter 2013 Navigator Executive  Search  Case  Study  -­‐  Corporate  Director  of  Engineering  for  a  Medical  Institution Jim  Lord,  Managing  DirectorOur  client,  a  prominent  healthcare  system  in  the  Northeast,  was  seeking  a  Corporate  Director  of  Engineering  who  would  be  responsible  for  establishing  system-­‐wide  operational  performance  standards  and  practices  as  they  relate  to  maintenance  (preventive  and  reactive),  utility  management,  project  commissioning  and  infrastructure  upgrades.  During  our  initial  discussion,  our  client  expressed  that  they  wanted  a  professional  with  an  Engineering  degree  and  at  least  seven  years  of  experience,  preferably  at  a  large-­‐multi  site  hospital.  As  the  search  progressed,  it  became  evident  that  the  talent  within  our  client’s  direct  competitors  was  lacking  in  innovation  and  fresh  approaches.  As  a  result,  it  was  decided  to  explore  other  avenues  in  order  to  secure  a  candidate  with  these  ideal  characteristics.        Although  the  selected  candidate’s  background  did  include  working  within  an  institutional  setting,  his  more  recent,  long-­‐term  experience  was  leading  a  building  commissioning  and  consulting  firm.  Having  come  from  this  type  of  entity,  where  he  was  one  of  the  founding  partners,  the  individual  brought  an  entrepreneurial  perspective  to  our  client’s  position  which  is  very  rare  in  the  Northeastern  healthcare  facilities  environment.  As  well,  he  is  a  licensed  Professional  Engineer  and  a  LEED-­‐accredited  professional.  Because  of  his  extensive  experience  with  building  commissioning,  he  has  brought  talents  related  to  the  commissioning  process  that  are  quite  rare  on  the  institution  side.  His  structured  and  detailed  approach  has  helped  our  client  to  develop  much  more  diligent  and  delineated  facilities  maintenance  processes.  Partly  as  a  result  of  the  candidate’s  contributions,  the  team  was  successful  in  completing  its  most  recent  Joint  Commission  survey  with  zero  citings  related  to  facilities.  That  was  quite  an  accomplishment  and  a  significant  decrease  from  its  previous  Joint  Commission  survey. Executive  Search  Case  Study  -­‐  Senior  Project  Manager  for  a  University   Wes  Miller,  Managing  ConsultantOur  client  is  a  well-­‐respected  university  that  we  have  represented  on  multiple  search  assignments  as  it  has  progressed  with  an  aggressive  capital  construction  program.  In  working  with  them  previously,  we  were  familiar  with  their  mindset  and  culture  as  well  as  the  details  of  their  extensive  capital  program.  When  we  began  the  search  for  a  Senior  Project  Manager,  we  understood  that  they  wanted  ‘hardcore’  construction  people  from  construction  management  firms,  instead  of  from  other  institutions.  During  our  discussions,  they  made  it  clear  that  their  goal  was  to  have  their  internal  capital  projects  team  be  as  knowledgeable  and  skilled  as  the  construction  management  firms  they  hired.    Only  targeting  construction  management  organizations  in  our  client’s  area,  we  presented  several  final  candidates  who  met  their  criteria  and  had  strong  construction  management  backgrounds.  They  chose  a  candidate  who  is  well  educated  and  whose  entire  career  was  spent  working  in  project  management  with  a  construction  management  firm  on  healthcare,  higher  education  and  commercial  projects,  which  translated  to  our  client’s  needs.  He  also  understands  pre-­‐construction  and  how  to  reduce  costs.    Although  the  individual  is  a  ‘builder’  first,  he  fits  well  within  the  university’s  setting  and  understands  how  to  interact  with  end  users  of  the  institution  which  is  why  he  continues  to  play  a  valuable  role  within  the  organization.  
  5. 5. Value of Hiring Unconventional Candidates in Facilities Management Winter 2013 Navigator Executive  Search  Case  Study  -­‐  Senior  Vice  President,  Facilities  Development for  a  Healthcare  System Tom  Helbling,  President Partnering  with  our   long-­‐term   client,  a  major  healthcare  system  in  the  Northeast,  we   were  retained   to  work  closely  with   the   organization’s   Executive   Vice   President   &   Chief  Operating  Officer   (EVP   &  COO)   to   secure  a  Senior   Vice   President   Facilities   Development   and  Engineering.  This   is   a   very   critical   and   senior-­‐level   role   within   its   structure  with   its  primary   responsibility   of   managing  the   system’s  $3B   capital   program   within  their   six  million  square   feet   of   medical   space  while   conserving  physical  and   financial   assets.  Working   closely  with  the  EVP  &  COO  as  well  as   the   individual  who  was  currently   serving  in   the   role   and   planning  retirement,  Helbling   performed   an  exhaustive   search,  identifying   senior-­‐level   facilities   officers   from   highly  reputable  healthcare   systems   across   the  country  as   well   as   professionals   within   other   sectors   who   had  the  experience  and  capabilities  of  leading  major  capital  programs  for  organizations  with  large  real  estate  portfolios.         The  interview  process  progressed  with  the  majority  of  final  candidates  being  within  the  healthcare  sector  and  one  who   was  head  of  a  major  public  agency  focused  on  education  in  the  same  metropolitan  area  as  our  client.  In  her  leadership   position  with  the  public  agency,  the  professional  managed  the  daily  operation  of  one  of  the  largest  U.  S.  urban   educational  districts  that  has  an  annual  budget  of  more  than  $22B.  After  much  deliberation,  our  client  selected  this   individual  for  the  role  based  upon  her  more  than  twenty  years  of  urban  planning  and  development,  design,  construction,   and  operation  management  experience.  She  brings  immense  value  to  our  client  with  her  extensive  management   experience  and  unique  ability  to  navigate  a  complex  and  politically-­‐charged  environment.  She  is  illustrating  her   competence  in  developing  a  collaborative  and  streamlined  organizational  structure  with  well-­‐defined  responsibilities  and   clearly  measured  results,  as  well  as  her  commitment  to  ensuring  that  the  needs  of  the  institution’s  patients  and  families   are  met  by  its  facilities.     To  read  more  articles  about  career  development,  talent  management  and  the  A/E/C  and  facilities  management  sectors,     visit  our  Knowledge  Center.  To  subscribe  to  our  quarterly  e-­‐newsletter  or  blog,  visit: W:   h el bl i n g s ear c h . c o m B :   blo g. h elblin gs earc h . c o mHELBLING & ASSOCIATES, INC. RETAINED EXECUTIVE SEARCH C o n s t r u c t i o n   •   F a c i l i t i e s   M a n a g e m e n t   •   R e a l   E s t a t e   •   E n g i n e e r i n gPittsburgh www.helblingsearch.com 724.935.7500

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