Hiring in the Public Sector Property Space? Here’s What Will Set You Apart in 2025
The demand for experienced Surveyors, Development Managers, and Housing Officers continues to outpace supply, especially in the public sector. Whether you’re hiring for a local authority or housing association, getting the right people into post quickly (and compliantly) has never been more important.
At Marks Consulting Partners, we’ve supported dozens of property and housing teams with both interim and permanent recruitment. Here are five practical hiring tips to help you compete for top talent in a challenging market.
Speed is still your biggest competitive advantage
It’s not just private sector salaries you’re up against, it’s their hiring pace.
Too many public sector employers lose great candidates due to drawn-out processes. If you’ve shortlisted someone who ticks the boxes, don’t wait weeks to act. Streamline your process, remove unnecessary panel stages, and aim to turn decisions around within 24–48 hours of final interview.
Tip: Let your recruiter know your sign-off process in advance so they can manage expectations and keep candidates warm.
Don’t just post, sell the opportunity
Candidates aren’t just looking for “a role.” They’re looking for:
- A stable team
- Projects with impact
- Work/life balance
- Opportunities to develop
Make sure your job description highlights the why, not just the what. What’s exciting about your pipeline? What changes are happening in your team? Why does this role matter?
We can help you write this in a way that attracts the right talent, not just applicants.
Interviews should test for fit, not just knowledge
Most candidates interviewing for a public sector surveyor or project manager role already have technical competence. The interview should dig into:
- Their ability to navigate bureaucracy
- How they work under pressure
- Team dynamics and stakeholder engagement
- Attitude, adaptability, and values
Especially for interim hires, experience is essential, but mindset is what determines success.
Be transparent about the challenges
The best candidates don’t want a sugar-coated version. If you’re under-resourced or in the middle of an audit, say so. The right person will often see this as a challenge, not a deterrent, and being honest up front helps reduce early exits.
“We’ve just taken stock of our compliance risk and are bringing in extra resource to catch up. This role will be pivotal in getting us back on track.”
That sort of framing wins trust.
Partner with a recruiter who understands your space
Generic recruiters will send CVs. We bring insight, pace, and proper qualification, so you don’t waste time interviewing unsuitable candidates.
At Marks Consulting Partners, we work exclusively in the property and housing sectors, placing experienced professionals in roles across compliance, regeneration, asset management, and more.
We take the time to understand your team, your pressures, and your timeline, and match you with people who can hit the ground running.
Final Thought
In a market where skilled professionals are scarce, it’s not enough to advertise a role and hope for the best. The best hiring managers build efficient processes, present a compelling case, and work with partners who know how to deliver.
Need help with your next hire? We’ve got a network of over 100,000 qualified professionals and a proven track record across the UK.
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