Recruitment process consulting for Serviced Office Operators: hiring for front office and facilities teams
Each new branch needs a front office team, an IT support person and housekeeping within weeks. Without a common hiring routine, every branch hires differently and quality varies.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhy recruitment process consulting matters in serviced office operators
Branch managers often hire in a hurry when a receptionist resigns or a new floor opens. They post the role, interview one or two people and decide on instinct. Presentation is judged, but handling a difficult visitor or a technical fault is not tested. The same role ends up with different pay and different expectations across branches.
A common process sets a role profile, a short selection routine and a pay band, and shares the shortlist work between the branch and head office. It also builds a bench of ready candidates, so a new tower does not wait for months to open its desk.
How to set it up
1. Agree role profiles
Use one profile for receptionist, IT and AV support, housekeeping supervisor and branch manager, with the must-have skills and what can be taught.
2. Set a common selection routine
A short call, a face to face with the branch manager and a practical task such as handling a mock visitor or a simple fault.
3. Hold a bench of candidates
Keep a list of people who were good but not hired, and contact them when the next branch opens or a vacancy appears.
4. Fix the offer rules
Pay bands by role and city, who may approve exceptions and what the offer letter says, so offers match.
5. Review each hire after ninety days
Ask the branch manager and the joiner what worked, and adjust the profile and selection tasks.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Compare the pay offered for the same role in two branches.
- Count how many hires were made without a practical task.
- See how long a vacant reception desk stayed unfilled in the last year.
- Check how many past candidates were contacted again for a later opening.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
Hotels, hospitals, retail and corporate offices all produce them. Look for calm behaviour, clear speech and attention to detail, and test with a short role-play rather than relying on the interview alone.
Hire for behaviour and judgement first, since procedure can be taught in a fortnight. For IT support, test the technical skill directly.
Start as soon as the opening date is firm and allow time for induction before tenants arrive. Hiring the manager first helps them shape the team.