| |
|
 |
|
|
| Focus on Recruiting |
|
 |
|
Recruiting passive candidates 101
Learn what it takes to find and attract higher-quality candidates to your firm.
Critical elements for embarking on a diversity initiative
Generations in conflict
With four distinct generations sharing the workplace, Lori Oakes-Coyne helps firm leaders better understand their varying profiles.
The downside to recruiting Mr. Perfect
Find out why looking for the perfect candidate for your A/E firm can be hazardous to your organizational health.
Principal Player: Judy Pence
Find out what this HR professional thinks are the biggest challenges about working in the A/E industry and what she thinks it takes to be
successful in the field.
Langan builds retention through training
Find out what you can do to improve your retention program from the experiences of this 650-person multi-disciplinary engineering and environmental consulting firm.
Create a successful mentoring program in your A/E firm
Done right, a mentoring program can prove an effective way for your A/E firm to develop and retain employees.
Managing the "Entitlement Generation"
Tapping into the talents of this generation presents a new set of challenges for employers.
The dos and don'ts of performance appraisals
Done properly, performance appraisals can motivate and retain employees. But how do you know if you are doing them properly? Here's a checklist of things to consider.
Creating a positive work environment
A positive company culture can help your firm recruit or retain key employees.
The importance of delegation
Delegating some responsibilities to others is essential to maintaining the focus necessary to being an effective leader. There are many ways in which delegation can benefit you and your organization.
Closing the deal
Here are seven suggestions for increasing your acceptance rate when you make a job offer to a prospective hire.
When employment ads don't work
When an open position arises in your firm, try this sequence of steps as an alternative to the ''post-first'' approach.
The 1, 2, 3's of relocation
To maximize your chances of hiring a potential employee requiring relocation, here are the resources you should offer.
Managing the "Entitlement Generation"
Do your new college hires come in asking to be project managers? It's generational.
Sexual discrimination in the workplace
Here are some things to consider when creating a sexual discrimination policy.
The science of job postings
Your ability to capture a prospective candidate's interest can be greatly impacted by the information you choose to include— or discount— in a job posting.
Principal Player: Len Cubellis
One firm leader shares his thoughts on how his firm came into existence, how he made his firm a desirable place to work, and the challenges facing his firm and the A/E industry.
Recruiting solutions to win the talent war
A primer to common problems facing an A/E firm's ability to hire quickly and retain the talent they have on board, and how to solve them.
Energizing your workplace
Fact: Most people spend more than one-third of their day at work. Sometimes,
they spend more time at work than at home with their families. Because we all
spend so much of our time at work (or thinking about work when we're not there),
shouldn't workplaces be a place where people want to spend eight hours a
day?
Interviewing 101 for employers
We've all had them: interviews gone terribly wrong. As the interviewee, we've done everything right to prepare— combed our hair, arrived on time, prepared thoughtful answers— only to be greeted by a less-than-enthusiastic interviewer asking a barrage of senseless or, perhaps, even inappropriate questions. If we were desperate for work, we probably grinned and bore it.
Interviewing 101 for employers
Find out how smart interviewing strategies can help you land sought-after talent.
Resolving to recruit competitively in 2006
It's the beginning of a great new year, and you're making those resolutions to start things off right! This is the best time of the year for your firm to brush up on recruiting tactics and strategy because, as we all know, when January 1 hits, half the world's population suddenly wants to find a new job.
The bonuses of referral bonuses
Word-of-mouth has consistently been one of the best ways to make new hires, and
referral bonuses can effectively increase a firm's hiring potential by
motivating employees to tap further into their networks and assist in finding
qualified individuals.
Referral bonuses help in identifying, recruiting new talent
When it comes to the often-difficult task of finding the right person to fill a
position, what better source is there than your current employees' own
networking base? Everyone in this industry knows someone who could be a
potentially valuable employee.
Insider talk to recruit and retain
Spreading the word about your company's achievements and attributes is an
integral component of a recruitment and retention strategy. Leveraging internal
communication is an effective and little-known trump card as companies strive to
compete for talent in the competitive AEC marketplace.
The importance of teambuilding
Strong, effective working teams can greatly impact and increase staff productivity, employee morale, and overall staff retention rates. Bonds amongst team members and team leaders can be strengthened through the development of their relationships with one another.
Do you know your candidate?
It's critical to develop a strong relationship with job candidates in order to be successful at recruiting them.
Putting your firm in front of students
Now's the time to start thinking about activities you can do throughout the academic year to boost your firm's college recruitment efforts.
Should you make a counteroffer?
People are your firm's most important resource. So, what should you do when a valued employee comes to you with another employer's offer in hand?
Making sense of alphabet soup
Sponsoring and hiring qualified foreign professionals under three main visa programs could be the answer to your recruiting problems.
Questions you don't want answers to
Be sure to steer clear of certain questions that are illegal to ask when interviewing job candidates.
College career fair dos and don'ts
University events can be an easy way to quickly fill entry-level positions if you know how to make the most of the opportunity.
Effective training techniques
Employers may benefit from raising the skill level of their employees and increasing retention rates.
Movin' on up: Foster career growth in your firm
Firms can create an atmosphere that fosters career advancement by establishing these practices.
The long haul
Having a proper recruitment and retention plan in place will enable your firm to achieve its goals for 2005.
Picking professionals
Tips for choosing the right job candidate.
Screwing up an offer
Conducting due diligence before extending an offer can eliminate the risk of not hiring a highly qualified candidate.
Training investment drives "Best firm to work for"
There are various external resources available to provide the training necessary to make your firm one of the best for which to work.
Tracking staff turnover
Just keeping tabs on your firm-wide turnover rate won't give you the full picture on your firm's retention.
Creating the campus connection
Firms are finding benefits to being proactive with college recruiting.
Putting your best foot forward
Creating a positive first impression is just as important for the firms recruiting candidates as it is for the candidates themselves.
Supply-side HR revisited
With the business climate improving, it will become more difficult to find quality people to fill positions in your A/E/P or environmental consulting firm.
MKA: Creating a highly skilled workforce with in-house training
Magnusson Klemencic Associates (MKA) (Seattle, WA), a 140-person structural and
consulting engineering firm, has developed a highly skilled workforce by
creating a comprehensive in-house training program that invests in the
professional development of its staff.
Integrating a new employee
Taking the time to integrate new employees the first 60 to 90 days after an offer acceptance is critical to their success. As an employer, these first couple of months should really accomplish two things.
Jones & Stokes Associates: In-house training trendsetter
Implementing formal in-house university programs has become increasingly popular in the design business as a way to give employees the tools to stay successful.
Sabbaticals: Professional retooling
While sabbaticals have long been popular and common in the academic world, few design firms have taken advantage of this benefit for senior management.
Selecting your interviewers
There are many factors to consider when deciding who should be involved in the interview process. Begin by identifying strong attributes for an interviewer and follow-up by evaluating your interview process.
Getting an offer accepted
You've finally found the perfect candidate. Before making an offer, make sure that you have a thorough outline of all components that make up a candidate's compensation package so that you can make the strongest offer.
Being the best to work for
At the core, being named as one of the "100 Best Companies to Work For" comes down to taking care of your employees.
Recruiting resolutions for 2004
With positive economic forecasts becoming more and more prevalent, it's critical
to start the New Year on the right foot by having a recruitment strategy that
ensures your firm's capability to recruit and retain your most valuable asset,
your employees.
Investing in personality tests
Over the last few years, the design industry has seen a rise in the popularity of psychological and personality-based exams as a means of identifying the most talented and promising professionals.
Beating the cost of living
The shortage of professionals in the design and construction industries often forces firms to look outside their local area to recruit. Here are some important things to keep in mind when dealing with out-of-town candidates.
Taking a strategic view of HR
An effective, long-term approach to recruiting and retaining qualified
employees is to address the need as a strategic component of your
overall business plan.
Helping employees maintain a work-life balance
Unlike the ‘80s, when working 90 hours a week was something to be proud of, the late ‘90s and early 21st century are the age of "the well-rounded professional."
Recruiting quiz
Are you positioned to quickly fill your hiring needs? Here are some questions to ask yourself to see if you're on the right track to effectively recruit and retain your staff for the coming year.
Recruiting to Tupelo, Mississippi
Recruiting is no picnic. It's hard enough to attract engineers and architects to go across the street for better pay and more opportunity, much less get them to cross state lines. So if your office is in the middle of Folsom, New Mexico; El Centro, California; or Tupelo, Mississippi; you may be in a real pickle.
Top five interview no-nos
Too often we find that hiring managers are their own worst enemies in the recruitment process. Here are five of the most frequent and costly mistakes to avoid if you want to recruit successfully.
Closing the deal
Some firms go full-speed to create interest on the part of a candidate and
then, when it comes time to actually reel him or her in, the offer and the way
the firm extends it are anti-climactic. Here are some tips to increase the
likelihood that your offer will be accepted.
Protecting your M&A investment
A merger or acquisition is an expensive and time-consuming process. Even after you've finally weaved your way in and out of the intricacies of making the deal happen, the work is far from over!
Creating a highly skilled workforce
A highly skilled workforce is the best way to distinguish your firm from the competition.
Minding your manners during the recruitment process
In an employer's market, it can be easy to start sliding on basic recruitment etiquette. Here are tips that always hold true in an up or down economy.
Getting the most out of your web site
The firm web site is the first place potential employees will look for information on your firm, and you want to make the most out of that interest. Here are some tips to maximize the return on your web site as a recruitment vehicle.
Making strong hiring decisions
In today's economy, design and construction firms can't afford to make poor hiring decisions. Here are a few things to consider.
Relocating a candidate
Relocating an employee from one office to another can be a headache, especially if there is a significant cost-of-living difference to be considered. The same questions arise when you're hiring someone from a different region or city.
Retention still a key issue
Even with the slowing economy, retention is still a major issue for design and construction firms. Here are some things to keep in mind to retain your best employees.
Maintaining competitive benefits
After vacation, holiday, and sick leave, group insurance benefits are the most costly to firms in the A/E/P and environmental consulting industry. Here are some things to consider when evaluating your firm's health care benefits' budget.
Firms providing domestic partner benefits
Last year, California Governor Gray Davis signed legislation that gives employees paid family leave. This is a significant change from the previous law, which only provided compensation for wages lost due to the employee's own sickness, injury, or pregnancy.
Streamlining your hiring process
Establishing a consistent hiring process helps ensure that your firm will be able to make critical hires in a timely manner.
Treating internal candidates like real candidates
Considering internal candidates can be a political quagmire if the process isn't well managed or if the candidates aren't treated with the same (perceived) respect as external candidates.
The magic of mentoring
Establishing a mentoring program can enhance employee professional development within your firm. Here are some things to consider when setting up a mentoring program for your firm.
Using your web site to recruit
Maintaining an updated, visually attractive, and informative web site is essential for firms interested in staying on top of their recruitment game.
Your firm's best recruiting resource
Employee referral programs are an excellent way to recruit qualified prospects, while at the same time increasing employee involvement in the recruitment process.
Creating balanced lives for working parents
Firms that encourage their employees to pursue a healthy work-life balance develop more productive, successful, and happier employees.
Getting an education has never been easier
Firms that invest time and money in training and education for employees can significantly increase their productivity.
Golden career years hold golden opportunities
An increasing number of companies are realizing the valuable experience that older staff members have to offer and are developing ways to provide opportunities and flexibility specifically geared towards senior employees.
Customizing your bonus program
These days, most firms provide some form of an incentivized bonus program. Employee bonuses are typically based on office or firm profitability, and employees successfully meeting revenue or project goals.
Welcoming new employees
Providing tools, knowledge, and guidance are steps an employer can take towards creating a culture that promotes long-term success for new employees.
Degreed or deceived?
Protect your firm and invest the time to verify
a candidate's information. Also remember to consult legal counsel to ensure that
your background checking procedures are in compliance with state and federal
law.
Non-competes for principals
Many firms believe principals or management-level employees should sign non-compete agreements, which are intended to prevent an employee from working for, or becoming, a competitor if he or she leaves the company.
The value of diversity
We found several firms that account much of their success to embracing a diverse workforce. Here's what they had to say.
ATI Architects and Engineers
While many firms continue to struggle to find top-notch candidates to fill their most urgent positions, ATI Architects and Engineers (Danville, CA), a 125-person multi-discipline A/E firm, has found a way to meet the challenge head on.
Fun in the office
We talked to several design or construction firms whose emphasis on a work-hard/play-hard environment has meant a boost in company morale, better communication between employees, and higher productivity.
Getting your offer accepted
Finding top-notch candidates is a challenge for design and construction firms. If you want to get the right person on board, making a competitive and attractive offer is critical.
Recycling resumes
Design and construction firms often have a gold mine of resumes from professionals who didn't work out or weren't a fit the first time around. Here are some suggestions on how to effectively keep track of these potential candidates.
The best of the best
One of the many deciding factors for professionals considering a job change is whether a firm has a good working environment. What makes a company one of the best to work for?
Mastering the exit interview
Formal exit interviews, typically performed when an employee voluntarily resigns, can help your firm determine the real reason behind a stellar employee's departure. Here are some important considerations when implementing an exit interview process.
2002 recruiting resolutions
Here are the recruiting resolutions you're going to make—and stick with—this year to ensure your firm's longevity.
Establishing a recruitment budget, part one
Recruitment is no longer an administrative aspect of your human resources function. It requires fully dedicated labor and dollars in order for growing firms to meet their goals.
|
|
 Back to top
 Email a consultant
 Contact a consultant via web form
 Call 1-800-466-6275
|
|
|
|
