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 Adding Value to the Hiring FunctionJones Lang Lasalle

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Facility Management Industry in India

0.0

2.0

4.0

6.0

8.0

2008 2009 2010 2011 2012 2013

Market Size & Growth

Industry Analysis Drivers/Challenges Case Objectives Recommendations Appendix

Region-wise market split

• The facilities management services market has

been valued at 3.3 billion $ in 2009.• The market is expected to grow at 22%

annually.

• The organized market is about 150 mn square

feet and un-organized is about 1 bn square

feet.

• With the growing IT/ITes & retail sectors in

India, the market for facilities management

services looks positive.

Delhi (20%)

Andhra Pradesh (5%)

Bangalore (35%)

Mumbai/Pune (20%)

Chennai (10%)

OthersSource: Netscribes, Inc report on facility management services India

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Drivers & Challenges

Industry Analysis Drivers/Challenges Case Objectives Recommendations Appendix

Drivers Challenges

Source: Netscribes, Inc report on facility management services India

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Availability of Manpower

Industry Analysis Drivers/Challenges Case Objectives Recommendations Appendix

• Facilities management requires 3-fold manpower comprising professionals,

skilled and unskilled labor.• There are very few professionals who can handle large infrastructure projects, the

demand for them is huge in India.

• The unskilled manpower easily switches jobs for better payments and hence

controlling employee turnover at that level is a big challenge.

Three fold manpower

Professional Skilled Unskilled

Requires technical qualification Requires expertise and relevant

qualificationsThese are the one’s who deliver

the results.

0 20000 40000 60000 80000

Professional

Skilled

Unskilled

Salaries range for Manpower

Minimum

Maximum

Source: Netscribes, Inc report on facility management services India

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Best Practices which can be implemented

• The content map evaluates allrelevant content parameters likefacility management concept,emergency concept, cost reductionconcept, offered service levels,service portfolio etc

Total ContentManagement

• The stakeholder map evaluates allrelevant stakeholders likeManagement, Owner, User, Staff,Legal, Workers Committee,Shareholders, Renters etc. In thatcase it means how to involve them

(functional, convincement,informative), conceptionalrequirements, functionalrequirements etc

Total StakeholderManagement

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Sourcing the Candidates

The value of hiring a right candidate is directly dependent on the time it takes to fill a position from

each recruiting source and also the cost involved in the same.

Cost of Wrong Hires (OUCH!)

Opportunity Costs

CFO’s surveyed said that on average,

supervisor’s spend 17% of their time

(one day per week) – managing poorly

performing employees.

Unhappy Workers

60% of hiring managers said that bad

hires affect team morale.

Compensation & Other Expenses

A wrong hire can cost about 2.5 years

of the hire’s annual income to the

company.

Hiring Time

According to roberthalf.com/recruit, it

takes 5 weeks to fill a staff level and

7.5 weeks to fill a managerial position

. 

GeographicTargeting

• Lower – Middle Level Positions

• High adaptability and increased stability

ProfessionalAssociations

•  Engineering Council of India,Association of Hospitality Professionals

to provide relevant searchabledatabases, prescreened andprequalified recruits.

•Conferences to identify promising leads.

In-House

Sourcers

•Develop talent pipeline with in depthknowledge of the business culture andnetworking.

•Maintain resume databases ofprescreened earlier rejected resumes.

Localizedcontingency

firms

•Present candidates and charge fee onlywhen potential candidates start the job.

Methods to create Competitive Advantage

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Cost Analysis of the Recruiting Source Effectiveness

Following metrics should be kept in mind

How applicants, top candidates and successful

hires discovered the vacancies. Recruits per source and their quality

Conversion rates from applicant to hire for each

source

Job performance and promotion rates for

sources

Absence and turnover rates by each source

Recruiting Yield Analysis

• Tracks the recruiting sources that produced

each applicant• Evaluates each recruiting source on the basis of

relevant criteria

Number of qualified applicants

Proportion of qualified applicants

 demographic characteristics.