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BUSINESS NEWS D. E. SHAW RENEWABLE INVESTMENTS ANNOUNC- ES THE START OF CONSTRUCTION OF HUNTING- TON WIND PROJECTS D. E. Shaw Renewable Investments LLC and Oregon Windfarms LLC announced the start of construction of five wind farms known as the Huntington Wind projects. The projects are located 30 miles northwest of Ontario in Baker County, Oregon, and consist of five independent 10.0 MW wind facilities developed by OWF. All five projects have signed 20-year qualifying facility power purchase agreements with Idaho Power Com- pany and will use five 2.0 MW wind turbines supplied by GE. Upon commencement of operations, the Hun- tington Wind projects are projected to gener- ate enough clean, renewable energy to power more than 9,000 households each year. “We are proud to reach this important mile- stone for the Huntington Wind projects,” noted Bryan Martin, managing director and head of U.S. Private Equity at the D. E. Shaw group. “We appreciate the hard work of Idaho Power,

OWF, the other equity investors, and our many other partners to bring these projects to finan- cial close.” BALFOUR BEATTY CONSTRUCTION SELECTED TO BUILD MARQUEE PARK DISTRICT PROJECT AT DOORSTEP OF KLYDE WARREN PARK IN DALLAS The evolution of uptown Dallas continues with Park District, a one-of-a-kind project that will further connect the Arts District, downtown, and uptown, providing residents and the pub- lic with a unique way to experience Klyde War- ren Park and the city. Balfour Beatty Con- struction was chosen by joint venture part- ners Trammell Crow Company and Met Life, Inc., to provide preconstruction and construc- tion services. Designed by Dallas-based HKS Architects , the 916,000-square-foot, mixed- used development will sit on the 3-acre parcel between Pearl Street, Olive Street, and Klyde Warren Park. The landscape architecture firm responsible for Klyde Warren Park’s award- winning design, the Office of James Burnett , will handle the design of Park District’s plaza.

The overall scale of the two towers, largest in the central city area, will provide additional walkable live/work space in a rapidly grow- ing area of Dallas. The 20-story office tower is comprised of approximately 500,000 square feet of Class A office space and 7,000 square feet of ground floor retail. It will feature an ex- ecutive lounge, first-class fitness facility, col- laborative workspaces, on-site restaurants, outdoor amenity spaces, on-site banking and valet. The 34-story residence tower will fea- ture approximately 253 residential units and 22,000 square feet of retail space on the lower floors of the complex, and will front the park and a landscaped plaza area. Residents will have access to an amenity deck with a pool overlooking Klyde Warren Park and the down- town Dallas skyline. The development team will seek LEED Gold and Silver certification for the office and resi- dential buildings respectively. Balfour Beatty has deep expertise in green building and en- vironmental sensitivity.

RANDY WILBURN, from page 9

How much more information do you need to determine whether the candidate is worth a call or a meeting? The design industry has a tight labor pool and you sometimes only get one bite at the apple. This is why you need to act as if the candidate is doing you a favor by talking to your firm, even if you don’t feel that way. Think about when you go to buy a car. Do you expect the car salesmen to treat you with contempt and act as if they are nice by showing you a car and taking you out for a test drive? No one asks you to fill out a credit application the minute you walk into the showroom. They do everything they can to make you feel like you made the right decision by coming to visit them. The recruitment process isn’t much different than that. Don’t worry about all the paperwork, just get the candidate on the hook by selling the features and benefits of working with your company. The other stuff will work itself out. I know some of you are probably saying: “Randy, we hire people for federal projects, and there is always a certain amount of paperwork involved.” I understand, but when dealing with “not actively looking for a new job” candidates, that paperwork can wait until you’ve got them on the hook and they are totally interested in seeing where this opportunity may end up. Lack of a cohesive recruitment process is one of the biggest hurdles we see to hiring “not actively looking for a new job” candidates. With a little practice and understanding, you can go a long way to having success hiring the right people in a challenging employment market like the design industry. RANDY WILBURN is Zweig Group’s director of executive search. Contact him at rwilburn@zweiggroup.com

and we have to cajole, convince, and sometimes coerce (only half joking) an individual to speak with our client. Unfortunately, a majority of our clients don’t understand this concept, acting as if the candidate came in off the street to apply for a job. This situation couldn’t be further from the truth. A “not actively looking for a new job” candidate shouldn’t go through the same hoops that an employed job applicant or unemployed candidate does. While you need to treat all candidates with dignity and respect, you need to understand the motivation of a “not actively looking for a new job” candidate before you raise the hiring bar. A good recruiter can convince even the most engaged employee to consider other options if you frame the opportunity and the client firm. As recruiters, we get cut off at the knees when we have to go back to these job candidates and ask them for a completed employee application. For some, it can be a humiliating request. Here are some thoughts for firms that find themselves in this position. First, go into the interview with as much anecdotal evidence as you can find out about the candidate. This may or may not include a resume, and maybe some social media and online research. Remember, happily employed candidates may not have an up-to-date resume or CV. Not everyone in our industry needs to have a current resume unless they are selling work and need to keep an updated CV to attach to job proposals. Don’t get bent out of shape when a candidate tells you that they have to “dust off” and update their old resume. We hear that all the time, which is why we present a complete profile to our clients which includes work history, accomplishments, education, professional licenses, if any, salary and benefits information, future expectations, and some observations based on our conversations with them.

THE ZWEIG LETTER February 22, 2016, ISSUE 1140

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