Working in recruitment, we regularly speak to professionals who discover that the reality of a new role is very different from what they were told during the application and interview process.
Sometimes this happens because the vacancy was not explained clearly. In other cases, responsibilities change after the employee joins due to restructuring, new leadership, shifting business priorities or unexpected operational demands.
Whatever the reason, a significant mismatch between expectations and reality can affect engagement, performance and retention.
We asked our professional network:
Is your current role what you were told it would be during the interview?
The results were striking. Seventy-one per cent of respondents said their current role was not what they had been led to expect.
Interestingly, nearly a third of those respondents said the role was different but actually better than anticipated.
This suggests that a changing role is not always negative. However, when the reality is less attractive than the opportunity originally presented, employees may quickly feel disappointed or misled.
There are several reasons why a job may evolve after someone joins.
These include:
In a fast-moving profession such as Facilities Management, some change is inevitable.
FM teams often operate at the centre of business continuity, workplace experience, compliance and operational delivery. As the organisation changes, the Facilities Manager’s responsibilities are likely to change with it.
Not every mismatch can be explained by natural organisational change.
Sometimes employers have not fully defined the role before beginning the recruitment process. Different interviewers may also have conflicting views about what the successful candidate will be expected to achieve.
In more concerning cases, an employer may minimise difficult aspects of the role to secure a preferred candidate.
This can include failing to explain:
Even when this is not deliberately misleading, the outcome is the same: the employee begins the role without an accurate understanding of what they have accepted.
Facilities Management roles are often broad and difficult to define through a short job description.
A Facilities Manager may be recruited to oversee maintenance and contractors but quickly discover that the role also includes workplace strategy, major projects, sustainability, security and business continuity.
At more senior levels, FM professionals may be expected to identify the priorities themselves rather than receive a fully established plan.
This requires:
These qualities are part of what makes experienced FM professionals so valuable.
However, adaptability should not be used as an excuse for poor communication or unrealistic expectations.
A clear job description helps both the employer and candidate understand:
It should reflect the actual role rather than an idealised version of it.
Employers should also review the description with the hiring manager and other stakeholders before advertising to ensure everyone is aligned.
Candidates can reduce the risk of surprises by asking specific questions during the interview.
Useful questions include:
The answers may reveal more than the job description alone.
A role evolving after you join does not automatically mean you need to leave.
Begin by identifying exactly what has changed and whether the new responsibilities are manageable.
Then arrange a conversation with your manager to discuss:
A constructive discussion may clarify misunderstandings and create a more realistic plan.
Sometimes a role develops in ways that improve the opportunity.
You may gain:
Where the change strengthens your career, it may be worth embracing—provided expectations, recognition and remuneration remain fair.
The situation may require more decisive action when:
In these cases, document the differences and seek advice from HR, a trusted senior colleague or a specialist recruiter.
Employers can reduce early turnover by being transparent from the beginning.
This means:
Candidates are generally more accepting of difficult roles when they understand the reality before joining.
Facilities Management is dynamic, and roles will naturally evolve as buildings, workplaces and organisational priorities change.
However, there is an important difference between healthy development and a job that was inaccurately presented.
Employers should communicate honestly, while candidates should ask detailed questions and test assumptions during the interview process.
The strongest appointments happen when both sides begin with a realistic understanding of the role—and remain willing to review it as circumstances change.
If this sounds like your background, there may be roles that match this profile on our books
