Facilities Services Employee
Also known as: Facilities coordinator
Ensures a well functioning work environment, from mail handling and stocking office supplies to liaising with suppliers.
The facilities services employee works practically and in service of the whole organisation, often with many separate small tasks in a day. The distinction from an office manager lies in the executing rather than organising role. Selection often fails on candidates who come across as service oriented in interview but struggle in practice to independently prioritise among many separate requests.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Accuracy and attention to detail Competency (50-framework): Accuracy Knockout | N2 | Big Fifty, 360 Feedback | Personality questionnaire | Goes through the own work with a checklist and repairs errors found before the work is passed on. |
| Client focus Competency (50-framework): Customer Focus | N4 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Uncovers the real need behind a client question, makes a fitting proposal and checks after delivery whether it works. |
| Switching between tasks and roles Competency (50-framework): Flexibility | N4 | Big Fifty, Colour Profile (Jung), Competency Check | On-the-job observation | Switches independently between execution and consultation tasks, keeps notes per role and correctly resumes interrupted work. |
| Stress tolerance Competency (50-framework): Stress resilience | N2 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working on the current task as pressure rises and asks the supervisor which task can wait. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| G | Accuracy and attention to detail | N2 | 5 | yes | Personality questionnaire |
| V | Working with digital devices and applications | N2 | 5 | yes | Work sample test |
| G | Client focus | N4 | 4 | no | 360-degree feedback |
| G | Switching between tasks and roles | N4 | 4 | no | On-the-job observation |
| K | Dutch language proficiency at professional level | N2 | 4 | yes | Knowledge test |
| V | Complaint handling | N2 | 4 | no | Situational Judgement Test |
| V | Service calls and telephone contact | N2 | 4 | no | Work sample test |
| V | Written client communication | N2 | 4 | no | Work sample test |
| G | Stress tolerance | N2 | 4 | no | Personality questionnaire |
| V | Information gathering and filtering | N2 | 3 | no | Work sample test |
See all 21 skills in the full profile
Assessment instruments for this job
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Conflict Styles
Preferred style in conflict situations
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Communication Styles
Preferred communication style
15PF
Personality Profile, a shorter alternative to the Big Fifty
Structured interview
Behavioral interview with a fixed structure
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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