Upskilling Your Team: What Skills Do Your Hiring Managers Need in the Building Services Industry?

As the demand for skilled professionals in the Building Services industry continues to grow, companies are facing an increasingly competitive talent market. Hiring managers need to be more than just recruiters—they must act as strategists, industry experts, and relationship builders to secure the best talent. As we approach 2025, upskilling your hiring managers has never been more crucial. With significant shifts in technology, sustainability, and compliance standards, businesses must ensure their hiring teams are equipped with the right skills to navigate the unique challenges of the Building Services industry, covering sectors like fire systems, HVAC, water supply, vertical transportation and EVAC solutions.

In this blog, we’ll explore the essential skills that hiring managers need to focus on to effectively recruit in 2025 and beyond.

1. Industry-Specific Knowledge

In the Building Services industry, technical expertise is critical—not just for the roles you’re hiring for, but for the hiring managers themselves. They need to understand the complexities of the systems they’re hiring for, such as fire protection systems, HVAC, water management, vertical transportation, and EVAC technologies. A solid understanding of these areas enables hiring managers to accurately assess a candidate’s qualifications and fit for highly technical roles.

Key Areas to Focus On:

• Technical Understanding: Hiring managers should be well-versed in the technical aspects of the roles they are filling. This includes staying updated on evolving standards, regulations, and advancements in systems such as fire suppression, HVAC, water supply, and electrical infrastructure.
• Compliance Awareness: In an industry bound by safety and regulatory standards, hiring managers need to ensure candidates are fully compliant with certifications and industry standards like BAFE, NICEIC, and CIBSE.

2. Data-Driven Recruitment Strategies

The Building Services industry is moving fast, and hiring managers need to make decisions based on real-time data to ensure they are ahead of the competition. Data-driven recruitment allows businesses to forecast staffing needs, assess talent shortages, and measure the effectiveness of their hiring strategies.

Key Areas to Focus On:

• Industry Trends: Hiring managers should leverage data to understand trends in skills shortages within sectors such as fire safety engineering or HVAC installations. Analysing this data helps businesses prepare for upcoming demand and proactively build their talent pipeline.
• Recruitment Metrics: Utilising Applicant Tracking Systems (ATS) and HR analytics tools to track and optimise recruitment performance will help reduce time-to-hire and ensure hiring goals are met in a timely manner.

3. Employer Branding for Technical Roles

Employer branding is a crucial strategy for any business looking to stand out in a competitive hiring market, especially in an industry where skilled professionals are in high demand. Hiring managers must act as brand ambassadors, communicating why top talent should choose their organisation over competitors.

Key Areas to Focus On:

• Highlight Specialisations: Emphasise the exciting opportunities available in specialised areas like fire safety systems, environmental services, or advanced building automation. Hiring managers should be able to clearly articulate how working for your company offers unique career development opportunities.
• Sustainability and Innovation: With growing focus on green building solutions and energy efficiency, hiring managers should highlight your company’s commitment to sustainability and innovation in building services, attracting talent interested in shaping the future of the industry.

4. Emotional Intelligence and Candidate Engagement

Recruiting for the Building Services industry involves attracting professionals with technical expertise, but it also requires connecting with candidates on a personal level. Candidates are often looking for more than just a job—they want a company that values their skills, offers growth opportunities, and supports a healthy work-life balance.

Key Areas to Focus On:

• Building Relationships: In a sector where technical skills are highly valued, hiring managers must engage candidates throughout the recruitment process. This could mean understanding what drives candidates—whether it’s a commitment to safety, innovation, or sustainability.
• Tailoring Communication: By developing emotional intelligence, hiring managers can communicate more effectively, understanding individual candidates’ career aspirations and aligning them with what your company has to offer.

5. Negotiation and Offer Management

In the Building Services industry, particularly in sectors like fire systems, electrical installations, vertical transportation and HVAC services, top talent is in high demand. Hiring managers need strong negotiation skills to secure candidates, offering not just competitive salaries but complete compensation packages that reflect the industry’s expectations and emerging trends.

Key Areas to Focus On:

• Compensation Knowledge: Managers must stay updated on salary benchmarks for specialised roles such as fire protection engineers, HVAC specialists, and water systems consultants. Offering the right combination of pay, benefits, and professional development will be crucial in winning over candidates.
• Non-Monetary Perks: More candidates are looking for benefits beyond salary, such as flexible working conditions, professional training, and opportunities to work on sustainable infrastructure projects.

6. Diversity and Inclusion (D&I) Competence

Diversity in recruitment is no longer optional; it’s essential for businesses in the Building Services industry looking to remain competitive. Diverse teams bring a range of perspectives that can improve problem-solving and drive innovation in fields like fire safety or environmental systems.

Key Areas to Focus On:

• Reducing Bias in Interviews: Hiring managers need to be trained to identify and eliminate bias in the recruitment process, ensuring all candidates are given a fair and equal opportunity, regardless of background, gender, or ethnicity.
• Expanding Talent Sourcing: D&I also involves sourcing talent from non-traditional backgrounds. Hiring managers should explore avenues such as technical apprenticeships, retraining programmes, and partnerships with diversity-focused organisations to widen their talent pool.

7. Interviewing Skills for Complex Roles

Interviewing candidates for specialised roles in Building Services—from fire system technicians to HVAC engineers—requires hiring managers to be proficient in assessing both technical competencies and cultural fit. Modern hiring processes also involve remote and AI-assisted interviews, which managers must be adept at handling.

Key Areas to Focus On:

• Competency-Based Questions: Hiring managers need to develop and refine their ability to ask competency-based questions, designed to assess candidates’ hands-on skills in areas like safety compliance or system maintenance.
• Remote Interviewing: With the increase in remote working environments, hiring managers must be comfortable with conducting virtual interviews that still maintain the same level of thoroughness as in-person interviews.

Conclusion: Prepare for the Future of Hiring in Building Services

As the Building Services industry continues to grow and evolve, businesses must ensure their hiring managers are equipped with the right skills to navigate a highly specialised and competitive job market. From mastering data-driven recruitment strategies to fostering emotional intelligence and maintaining a strong employer brand, these skills are essential for securing top talent in 2025 and beyond.

Now is the time to invest in upskilling your hiring managers to meet the demands of this rapidly evolving industry. At Cento, we specialise in recruitment solutions for the Building Services sector, and we can help you build a talent strategy that ensures your team is ready for the future.

Book a consultation with us today to discuss how we can help future-proof your recruitment strategy.

Want to find out more? Get in touch today!

London: +44 (0) 203 762 2868 | Loughborough: +44 (0) 1509 615290

New York: +1 (332) 282-5524 | Miami: +1 (305) 423-9283

Follow our socials: LinkedIn, Facebook, Instagram, X