WE START OFF Becoming a Better Recruiter with an overview of what we will be covering and a discussion on the current state of affairs when it comes to Recruiting and Hiring the best talents in the AEC Industry. There will be time for questions and answers as well as topical issues that fit into our overall course outline. Our goal is to give all participants actionable items to take back to the workplace.

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Why are we teaching this webinar?
• Talent acquisition and retention is one of the biggest
challenges facing our industry today.
• To help people understand recruiting from a relational
standpoint and not just a transactional one.
• For some firms intentional recruiting is an afterthought.
• Most design firms post job openings and leave it at
that.

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Why are we teaching this webinar?
• Many firms don’t know their real performance
numbers when it comes to hiring.
• Internal recruiting matters as much as
external recruiting.
• Firms are not willing to try new things when it
comes to hiring and retaining talent.

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How do design firms recruit
better ?

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Recruiting, Relationships, and Marketing

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“Your job as a recruiter is
not to keep bad people
out but rather to get good
people coming in!”
Mark Zweig, Founder Zweig Group

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What is Recruiting?

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Answer:
Getting the right people at the right time into
the right role. It’s an art as much as a science.

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Recruiting is all about Relationships
• It’s a long term process that if done well can pay off handsomely.
• Learn to give as much as you get.
• These relationships are important both internally between HR and
Hiring Managers and externally between your firm and the
available talent pool.
• People want to work with people they like.
• Hire for character, train for skills
• Have to be willing to cut people from the team

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Recruiting is Selling
• You have to create openings to fill.
• You have to create attraction based job descriptions.
• You have to have the right people meeting with candidates.
• Consolidating your recruiting efforts with one or two people is
essential. It doesn’t make sense to spread it around to
everyone. Not efficient.
• Recruiting is a separate function that is separate and distinct
from human resources

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The majority of survey respondents (24%) said the candidate
pool was the biggest obstacle to finding qualified candidates.
- 2016 Zweig Group Recruitment & Retention Survey

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Making Your Firm a Great Place to Work

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A Great Place to Work
• Is a place where the owners/managers are
committed to growing.
• Is NOT a place where people are obsessed
with maintaining control over everything.
• Is NOT a place that just focuses on pay and
benefits.

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A Great Place to Work
• Offers tremendous opportunities to all of its
staff.
• Is a place where everyone is treated with
respect.
• Is a place with great pay and benefits and the
ability to recognize and reward excellence
even before an annual review happens.

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Close to two-thirds of firms surveyed (65%) give
raises through a formal salary / wage review
process.
- 2016 Zweig Group Recruitment & Retention Survey

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Almost two-thirds (65%) of firms offer referral bonuses*
- 2016 Zweig Group Recruitment & Retention Survey
* Mark Zweig is not a fan of
these!

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Three-quarters of firms (75%) offer
tuition and fee reimbursement.
- 2016 Zweig Group Recruitment & Retention Survey

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Know Your Numbers (Recruiting KPI’s)

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If you don’t measure
what you do, how do
you know if it’s working?

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Know Your Numbers
A good recruitment program keeps track of all the statistics related to
talent acquisition analytics.
• How many candidates do we have on every job opening?
• How long does it take to fill a position in days?
• What is our cost for advertising, online, newspaper?
• What is our cost for employment fees?

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Things to do back at the office…
Know Your Numbers - Cost Per Hire
( ∑ (External Costs) + ∑ (Internal Costs)
CPH =
Total Number of Hires in a Time Period

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Successful Interviews and Great Offers

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The majority of firms (47%) say it takes 30-60 days on
average to hire a candidate after making them an offer.
- 2016 Zweig Group Recruitment & Retention Survey

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Questions NOT to ask during the
Interview Process.
• What’s your background?
• What’s your biggest weakness?
• What’s your salary history?
• Do you think you can handle this workload?
• If I offered you the job would you accept it?
• Why do you want to leave your present
firm?

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Illegal Questions NOT to ask during
the Interview Process.
• What is your religious affiliation?
• Are you pregnant?
• What is your political affiliation?
• What is your race, color or ethnicity?
• How old are you?
• Are you disabled?
• Are you married?
• Do you have children or plan to?
• Are you in debt?
• Do you socially drink or smoke?

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Social Media and Mobile Recruiting

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Using Social Media & Mobile access to
your firm before and after the hire
1. Use Social Media to share jobs and engage
potential candidates.
74% of all internet users have at least one
active Social Media account.
-Export your firm’s culture via Social
Media
“7 Activities to Effectively Engage New Hires,” ICIMS whitepa

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LinkedIn is the most popular recruiting site, with 71% of
respondents reporting they use it.
- 2016 Zweig Group Recruitment & Retention Survey

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Q&A

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The fun is just beginning…
Continue the discussion about recruitment and
retention online. Use the hashtags #BBRWebinar
and #ZweigGroup. We will respond to anything
posted on Social Media on this topic.
Presenter: Randy Wilburn
617-828-9093
rwilburn@zweiggroup.com
@randywilburn

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