Recruitment Strategies to Boost Retention in Cleaning & Security

Quick Summary: Recruitment & Retention at a Glance

• Cultural fit is key to long-term success
• Inclusive hiring practices increase talent diversity
• Flexible working and financial tools support retention
• Ongoing training, feedback and career development build loyalty
• Samsic supports 4,300+ employees with award-winning HR practices

Building a loyal workforce within your cleaning or security service is key to its success. A talented, dedicated team invested in your business will deliver service excellence, nurture strong client relationships, and ensure long-term stability.

In this article, we explore recruitment and retention challenges within the facilities management (FM) industry and their possible resolutions, highlighting our best-practice insights and effective recruitment and employee retention strategies to help you not only attract but retain top talent.

Understanding the Recruitment Dilemma

The FM industry is experiencing significant growth, with demand rising in sectors such as education, healthcare, public services, and corporate spaces for cleaning and security personnel. According to the RICS UK Facilities Management Survey (2023), employment levels increased throughout 2023, however filling roles remains a challenge, with 86% of survey respondents struggling to find suitable candidates.

The most common challenges in recruiting cleaning and security personnel include:

• Salary Competition: The cost-of-living crisis has driven candidates to seek the best financial packages, reducing employer loyalty and increasing turnover.
• Post-COVID-19 and Brexit Impact: Career shifts following the absence of regular work during the COVID-19 pandemic have seen former team members not return to the sector once pandemic restrictions were lifted. Similarly, workforce displacement following the announcement of Brexit has left gaps in the FM sector. Businesses are now required to attract and train new recruits in a new, tougher market.
• Industry Perception: Cleaning roles face stigma as not being able to offer a valid long-term career, or as being only able to offer part-time hours. Many job seekers may discount cleaning to seek full-time work in sectors like logistics, retail, or hospitality.
• Regional Disparities: Recruitment challenges vary by location, with London offering more opportunities than regions such as Wales, Scotland, and the Midlands.

These challenges can make recruitment in security and cleaning services more difficult, making it crucial for FM businesses to implement a strong recruitment strategy. This ensures they can deliver a seamless service to clients while hiring the right individuals to support the team’s success.

Workforce Challenges in Cleaning & Security Services

At Samsic UK, we employ over 4,300 team members and continuously evolve our recruitment strategies to support the growth of our business and the satisfaction of our clients. By focusing on key areas, we work to address industry-wide challenges while strengthening our workforce.

Cultural Fit

Recruiting people who are aligned with our business values and team culture is vital for long-term employee retention and satisfaction. Samsic UK recruits individuals who are motivated, collaborative, and eager to grow within our business. Recruiting individuals who will work well within their on-site teams, and who will work well with our clients and managers, is crucial to the success and growth of our contracts and the level of communication on-site.

We are a Disability Confident employer and promote a diverse workforce that includes team members who speak English as a second or third language. Regardless of background, we seek those who share our commitment to service excellence.

Financial Empowerment

To attract and retain talent we offer a range of financial incentives and rewards as part of our recruitment and employee retention strategy. In London, for example, we introduced the London Living Wage, to ensure fair compensation for our team’s hard work and to support their financial wellness. Throughout our UK business, we have established our Wagestream initiative, enabling our people to access earned wages early and benefit from free financial guidance. Participation in Wagestream in 2024 grew to 63% from 35%, demonstrating its value as a financial empowerment tool.

Additionally, we recognise and reward exemplary service and dedication to our business values, with £34,500 in vouchers distributed in 2024.

How Flexible Working Improves Staff Retention

We support flexible working arrangements and promote healthy work-life balance. Whilst cleaning vacancies are typically associated with part-time working, we can offer our people opportunities across multiple client sites for those seeking full-time roles. In addition, we can accommodate individual commitments by tailoring shifts where appropriate. This adaptability not only enhances job satisfaction but strengthens our workplace culture and supports our people who may have other commitments.

Region-Based Hiring Strategies for Cleaning & Security Roles

We recognise that talent availability and recruitment challenges vary by location. To address this, we customise our recruitment strategies by region and cultivate relationships within local communities to attract the right candidates for each area.

Onboarding & Continuous Training for Retention

Once the right cultural fit has been found, our recruits then receive a comprehensive onboarding process that prioritises their engagement and communication from day one. Each new starter is made aware of what is expected of them as a member of the Samsic family and is supported and guided through their first months. This structured onboarding process ensures new hires integrate smoothly into their roles.

All members of our Samsic family are offered and encouraged to take part in ongoing training and development, and we provide clear career progression pathways that also enable continuous service improvements. Through our two BICSc-accredited training centres and an extensive Learning Management System (LMS), we offer over 900 bespoke courses, accessible via desktop and mobile, to support skill-building across all roles, including within cleaning and security personnel.

We have introduced mentorship programmes to provide new hires with guidance from experienced employees, helping to motivate and nurture career development and employee retention. Upskilling programmes are also offered to ensure opportunities for career progression within Samsic UK.

Effective Recruitment Strategies

A strong recruitment strategy helps find the right candidates and secures long-term commitment. At this time, candidates are forming their initial judgment of your business, so a positive experience enhances your reputation and eases any concerns they may have. Additionally, by aiming to be as inclusive as possible and removing any barriers, businesses can support the creation of a diverse workforce that benefits from individuals with different perspectives and backgrounds.

Effective recruitment strategies and actions include:

Inclusive Hiring Practices:

Assessing the recruitment strategy at each stage to enhance diversity, can help to eliminate bias and create a fair setting for all candidates.

Job Posting:

• Remove gendered terms from the job advert to avoid discouraging groups of applicants
• Focus on essential skills rather than unnecessary qualifications that could exclude otherwise capable candidates
• Advertise roles across diverse platforms, including disability employment services, community centres, and inclusive job boards.

Application Process:

• Ensure accessibility with alternative formats (e.g., paper applications, large print, or screen reader compatibility).
• Consider skills-based assessments alongside CVs to evaluate practical abilities more effectively.

Blind Screening:

Ensure all candidate names and demographic details are removed from resumes during the first round of screening to reduce unconscious bias from the decision-makers.

Structured Interviews:

• Use standardised, pre-agreed interview questions with all candidates to ensure fairness.
• Include diverse interview panels to offer multiple perspectives and reduce bias.
• Offer reasonable adjustments, such as video interviews for candidates with mobility challenges.

Post-Selection Support:

• Once hired, the business should provide clear next steps, onboarding details, employee perks and benefits packages, key dates, and an accessible contact in case of any questions.
• The hiring manager should check in with the candidates before their start date to ensure they are feeling confident and ready to commence work.
• Feedback should be asked for to ensure amendments to the process can be made to ensure an inclusive and supportive work environment

Comprehensive Candidate Packs:

Candidate packs should provide all the necessary details to help individuals make an informed decision about the role. These should include an overview of the business, insight into the company culture, a full job description, and any relevant client information where applicable. When candidates have a clear understanding of what to expect, they can better assess whether they are the right fit for the position, ensuring alignment between their expectations and those of the business.

Internal Job Circulation:

Internal teams should be given equal access to apply for any vacancies, allowing them to take advantage of any opportunities to grow within the organisation. This can be achieved through internal web portals, office noticeboards, and direct communication from line managers. By prioritising internal mobility, businesses demonstrate their commitment to employee development and long-term career progression.

Build Employer Brand to Attract FM Talent

A strong employer brand plays an important role in shaping the candidate experience. Throughout the recruitment process, branding should reflect professionalism, stability, and company culture. A well-branded approach not only enhances credibility of your organisation but also helps potential candidates determine if the company aligns with their values and aspirations. When an organisation effectively showcases its culture and career opportunities, it attracts like-minded professionals who are more likely to thrive within the team.

Building a Culture of Growth and Opportunity

Investing in staff training and development is essential for creating a workplace where employees see a clear path for growth. Individuals with a clear future within the business are more engaged, and as such, employee retention improves. By providing structured career pathways as part of your recruitment strategy, businesses can transform roles in cleaning and security from “just a job” into meaningful, long-term careers.

Correct talent management supports the entire employee lifecycle, supporting upskilling and development for staff at all levels. At Samsic, we have established our Learning Management System (LMS), a free and accessible online portal that contains hundreds of bespoke courses for our people. The LMS covers everything from basic skills training to personal support courses, with over 58 learning categories to choose from, helping to provide our people with on-the-go learning opportunities. Alongside this, we offer accredited apprenticeship programmes, including the Cleaning Hygiene Operative (Level 2) course, with employees across the business currently advancing their careers through these structured learning opportunities. We also conduct in-house training through our BICSc-accredited Professional Skills Suite Academy which has received awards for excellence in training and assessment.

To ensure continued development, regular one-to-one meetings and appraisals allow employees to openly discuss aspirations, personal or professional challenges, and areas for growth. Managers can then use these conversations to identify support and development opportunities. In 2025 we are additionally introducing mentorship programmes to develop inter-team support, creating a collaborative environment where knowledge and experience can be shared.

Recognising growth is just as important as implementing opportunities for your people’s achievement. Celebrating individual and team achievements reinforces engagement and motivates continued success. By prioritising development, acknowledging accomplishments, and providing clear career pathways, businesses can empower their people to build lasting careers.

Enhancing Employee Experience

Creating a positive and supportive work environment is essential to employee satisfaction and long-term employee retention. A strong HR foundation, equal opportunities, and competitive compensation packages all contribute to a workplace where employees feel valued and motivated. Initiatives such as structured induction courses, regular appraisals, staff recognition programmes, and salary access schemes like Wagestream help guarantee a sense of security and belonging. As an Accredited Living Wage Employer, Samsic UK is committed to fair pay, which, along with wellbeing and career development support, we have found strengthens morale, performance, and retention while reducing absenteeism.

While higher salaries and additional annual leave are certainly attractive incentives, we have found that long-term employee retention is often more effectively driven by investment in employee development, financial wellbeing, and mental health support. At Samsic UK, we prioritise mental health first aiders and workplace wellbeing initiatives to ensure our people feel supported both professionally and personally.

Ongoing Improvement and Feedback Mechanisms

A business should embrace a continuous improvement outlook when it comes to employee engagement and workplace improvement. By promoting an ongoing feedback loop, companies can refine the employee experience in real-time, adapting to their evolving needs and expectations. When feedback becomes a natural part of business operations, it helps cultivate an open culture where challenges can be addressed proactively, and conflicts can be resolved swiftly.

Regular surveys provide valuable insights into employee experiences, helping businesses to identify areas that need attention. For example, a previous Samsic UK survey identified a need for stronger communication at all levels. In response, we developed Samsic One, a platform designed to facilitate two-way dialogue between employees and leadership. This initiative not only promotes best practices and engagement but also ensures every team member feels heard and valued.

In addition to Samsic One, we introduced the Samsic UK Works Council, a representative body that gives employees access to a forum where they can voice concerns and share ideas for improving the business. By facilitating collaboration and transparency, the Council helps to ensure our people play an active role in decision-making, supporting both business growth and employee wellbeing.

By giving employees a voice and recognising them as individuals, businesses can build a stronger, more engaged workforce.

The Role of Cultural Fit

When it comes to building a thriving team within the facilities management sector, it’s more than just filling vacancies. It’s about creating a supportive, inclusive, and growth-oriented environment where employees are recognised and can thrive. By implementing the recruitment and employee retention strategies mentioned in this article, with a strong focus on cultural fit, businesses can not only attract quality talent but also retain them for the long term. After all, with a strong cultural fit businesses can benefit from more engaged and suited candidates, who can then be nurtured in their professional development with financial and career support, and a culture of continuous development.

At Samsic UK, we demonstrate a holistic approach, tailored to our teams and each of our people—prioritising employee engagement, work-life balance, and mental health, while supporting our people in their drive to build meaningful careers. By investing in your workforce in this way, you can support the development of a motivated, loyal team that can implement service excellence for your clients.

Ready to Build a Stronger Cleaning or Security Team?
Discover how Samsic UK’s hiring and retention strategies can help you reduce turnover and deliver service excellence. Book a free consultation today.

Key Takeaways

1. Hiring roles based on an individual’s cultural fit with the company is key for long-term success in cleaning and security roles.
2. Use inclusive hiring practices, such as blind screening and accessible applications, to attract a diverse talent pool.
3. A structured onboarding process with ongoing communication ensures smooth integration and improves retention.
4. Engagement, regular feedback, and career development opportunities significantly improve employee retention.

This article draws on Samsic UK’s experience managing over 4,300 employees across cleaning and security contracts in education, healthcare, corporate and public spaces.

Frequently Asked Questions (About Hiring & Retention)

What are effective recruitment strategies for cleaning and security personnel?

Effective recruitment strategies include offering competitive compensation, focusing on cultural fit, and using inclusive hiring practices to attract a diverse talent pool. Additionally, ensuring a positive candidate experience is key to engaging the right candidates.

How can employee retention be improved in the facilities management industry?

Employee retention can be improved by offering career progression opportunities, ensuring a healthy work-life balance, offering financial empowerment programs, and ensuring ongoing engagement through training and feedback mechanisms.

Why is cultural fit important when recruiting cleaning and security personnel?

Cultural fit ensures that new hires align with the company’s values and working style, which supports improved communication and long-term job satisfaction, leading to long-term improved employee retention.

What role does financial empowerment play in recruitment and retention?

Financial incentives, such as offering the Living Wage, tools like Wagestream, and financial rewards for exemplary performance help employees feel supported, valued, and motivated, contributing to both recruitment and employee retention success. This, however, should be part of an overall employee retention strategy, with professional development and investment having a greater effect long-term.

How does work-life balance affect employee retention in cleaning and security services?

Offering flexible working arrangements and adapting shifts to accommodate individual needs enhances job satisfaction, reduces turnover, and creates a more positive and productive work environment.

What strategies help recruit cleaning and security staff in regions with talent shortages?

Regional recruitment strategies tailored to local needs, building relationships with local communities, and offering attractive job perks can help fill roles in areas with talent shortages.

How can engagement improve employee retention in cleaning and security roles?

Engaged employees are more likely to stay within a business long-term. Offering comprehensive onboarding for new starters, continuous training, career development opportunities, and regular feedback promotes engagement and reduces turnover.