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Get real about recruiting
Firms that can quickly fill any opening with excellent people have a major advantage over their competition in any market.
C OVID-19 pandemic or not, the fact is A/E firms all over are still facing significant recruiting challenges that are holding back their individual and collective abilities to grow. I have long felt that recruiting does not have the importance it should in an industry where companies only sell labor and expertise. Those firms that can quickly fill any opening with excellent people have a major competitive advantage over their competition in any market. It’s time to get real about recruiting!
Mark Zweig
So that said, what are some things you can actually do that will help your recruiting effectiveness? Here are my thoughts: 1)Reprogram your managers. This is number one on my list here for a reason. Most people who are involved with hiring people in this business think it is their job to keep bad people out of the company. That mindset screws everything up. It puts job candidates on the defensive and keeps good people out. When the culture is one of getting good people onto the team, everything is different. The hiring company sees their job as selling versus being gatekeepers. You are far more likely to attract good people when you are thinking the former versus the
latter here. So sit your managers down and explain this to them. They won’t all get it, but some will if you try. 2)Build and implement a recruitment-driven social media strategy. Let me say if there is one thing social media is good for, it is a fantastic recruitment tool. That is, however, conditional on you using it as such. You need to post every day on all relevant platforms. And you need to be featuring happy employees, employee training sessions, employee anniversaries, employee awards, stories on co-ops and interns, employees on interesting job sites, employee promotions, and firm awards for quality
See MARK ZWEIG, page 10
THE ZWEIG LETTER MARCH 15, 2021, ISSUE 1383
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