Recruiting is tough, but AEC firms that master the basics gain a serious competitive advantage.
Let’s break down recruiting in the architecture and engineering industry back to some basics. We know that as a design and service industry, we are in the business of selling our firm’s talent. It’s a people business through and through – which means nothing matters more than the skills of the people we hire, at all levels.
So how is it that so many firms overlook the fundamentals of recruiting? It’s because recruiting is difficult, unpredictable, and requires constant attention. Recruiting is also time-consuming, which can make it feel like a distraction from design, production, and client service.
But I promise – if you pay attention to these four basic elements, your firm’s recruitment game will improve markedly:
- Leadership sets the tone. Recruiting starts at the top. Your CEO should be a passionate advocate, talking about recruiting regularly and emphasizing that it’s a top, if not the top, firm value. Leaders should teach that recruiting is a shared responsibility across the entire team, from senior leadership to entry-level staff. This consistent emphasis from the top creates a culture where everyone understands that attracting and retaining great people is a strategic imperative for your firm’s growth and success. By framing recruitment as a strategic priority, leadership empowers every employee to help shape the future of the firm. That’s impactful!
- First stop, employee networks. The most immediate and warm connections your firm has to talented professionals are through your existing staff. Of course they know other talented people in the industry! If you aren’t pushing heavily on this resource, you are making a big mistake. Start by implementing a system that offers incentives, such as significant hiring bonuses, to incentivize your staff to constantly be recruiting. Offer an amount that will get noticed and inspire action. We have clients who are paying $5,000-$10,00 in bonuses to staff who introduce people who get hired! I have one client with a guy who makes almost $20,000-$30,000 extra every year because he’s constantly introducing good people who get hired by his firm! And they’re not just people he knows; they’re people he meets at conferences and industry events who he intentionally keeps in touch with and pursues.
- Recruiting is marketing. Have you heard this before? Just like your firm is aiming to attract clients, you should be doing the same to attract the best professionals. As you gather names of potential hires from your hard-working staff, diligently include them in your firm’s systematized marketing and outreach via direct email, social media posts, etc. Send them individualized and targeted information. Woo them! Smart people are always thinking about building their careers and making good decisions to move forward. If you keep these people aware of your brand and growth, you can be ready when they decide to make a change.
- Be decisive. One of the most common mistakes we see is firms requiring either a large committee decision for hiring or a protracted interview process with too many meetings. If your staff know your firms’ culture and mission, making hiring decisions should not be difficult. People who are talented and good at their jobs know it and are aware they have choices. If you’re not able to be decisive in hiring them, they’ll find a better place to go. Streamline decision-making and be ready to move quickly when the right candidate comes along.
Recruiting doesn’t have to be overly complex – but it does have to be intentional. In an industry where people are your greatest asset, building a strong, consistent, and proactive recruitment strategy is essential to long-term success. By reinforcing recruiting as a cultural value, activating employee networks, treating recruiting like marketing, and making swift, confident hiring decisions, your firm can create a competitive edge in today’s talent-driven market. The basics work – if you commit to them.
And if your firm needs support developing or executing your strategy, Zweig Group’s executive search team can help. Our consultants specialize in finding top-tier talent for AEC firms – because we know that great people build great businesses. Learn more about our executive search consulting services.
Chris Catton is manager of Talent consulting services at Zweig Group. Contact her at ccatton@zweiggroup.com.
