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BUSINESS NEWS WARE MALCOMB RECEIVES RECOGNITION FROM BUILDING DESIGN + CONSTRUCTION’S 2020 GIANTS 400 REPORT Ware Malcomb , an award-winning international design firm, announced it has been ranked as the No. 1 industrial architecture and engineering firm in the United States, as reported in Building Design+Construction ’s 2020 Giants 400 Report. The firm is also ranked among the top 15 architecture and engineering firms across building sectors for nonresidential and multifamily buildings work, and has moved up four spots since last year’s ranking. Building Design + Construction (BD+C) is a magazine that covers daily news, trends, and more for architects, engineers, and contractors. BD+C recognizes the leading companies in various categories with more than 130 rankings across 25 building sectors and specialty categories. In addition to being recognized as one of the

nation’s largest architecture and engineering firms, Ware Malcomb was awarded numerous industry sector rankings from BD+C including:

our clients and industry partners for making this achievement possible.” Established in 1972, Ware Malcomb is a contemporary and expanding full service design firm providing professional architecture, planning, interior design, civil engineering, branding and building measurement services to corporate, commercial/residential developer and public/institutional clients throughout the world. With office locations throughout the United States, Canada and Mexico, the firm specializes in the design of commercial office, corporate, industrial, science and technology, healthcare, retail, auto, public/institutional facilities and renovation projects. Ware Malcomb is recognized as an Inc. 5000 fastest-growing private company and a Hot Firm by Zweig Group.

❚ ❚ Industrial Sector – No. 1 ❚ ❚ Office Sector – No. 14 ❚ ❚ Retail Sector – No. 15 ❚ ❚ Reconstruction Sector No. 20

❚ ❚ Science & Technology Facilities – No. 35 The firm was also recognized in the healthcare, multifamily, laboratory, airport, hotel, government and education sector rankings. “We are excited to be recognized as the number one industrial sector A/E firm by Building Design + Construction’s 2020 Giants 400 Report, along with many other prestigious rankings,” said Kenneth Wink, chief executive officer of Ware Malcomb. “We want to thank all of our team members for their hard work and

MARK ZWEIG, from page 9

who are personally involved in interviewing and meeting job candidates at all levels will be more successful than those who don’t want to be bothered with these kinds of activities. It’s crucial to your successful ability to recruit really good people when they see the top person/people are personally invested in the process. 6)Speed everything up. I could say this until I am blue in the face. You all are too freaking slow and act like you have forever to make a decision on hiring someone. It’s like how we used to buy houses in my other business. We make offers first and fastest while everyone else sat there and pondered. We got more properties because of that. You need to do the same thing with your recruiting and hiring. Time is the enemy. Fool around and someone else will beat you to hiring that outstanding individual. 7)Manage your online employee ratings on Glassdoor and anywhere else you need to. One bad review can kill you if someone you are trying to hire sees it. Protest anything fishy or untrue. Ask your people who are happy to post good reviews to drown out any bad ones. Don’t let someone you fired or passed on hiring get back at you without doing everything you can to tell your side of the story (the good side)! 8)Budget and spend real money on recruiting. If you are large enough to afford it, hire someone who is really good at recruiting. How large do you need to be? I would ask you a question in return – how badly do you want to be a firm that can staff up with great people as the workload and strategic plan demand it? You show what is important by what you spend money on. Just like marketing, recruitment expenses can either be viewed as an investment in the company or an overhead cost to be minimized. You won’t be the best at it if your idea is it’s just overhead. And by the way, good recruiters aren’t cheap, whether they work for you as employees or as outside consultants. So there you have it. You want to make recruiting real or not? If so, change your evil ways! MARK ZWEIG is Zweig Group’s chairman and founder. Contact him at

of workplace, among other things. You should be hitting LinkedIn, Facebook, and Instagram, at a minimum, and be posting on each platform two to four times a day. 3)Be a firm that has a purpose and sell what people are really interested in today. First and foremost, people want to work for a business that stands for something. One that is doing some good. This is super important to the kinds of professionals we are all trying to hire, and especially younger ones. Get your purpose clearly defined and communicate the hell out of it using every means available. That includes email signatures, your website, and office decor, on top of all the social media/podcast/video opportunities that you have available to you. “If you are large enough to afford it, hire someone who is really good at recruiting ... You show what is important by what you spend money on. Just like marketing, recruitment expenses can either be viewed as an investment in the company or an overhead cost to be minimized.” 4)Stop acting like money isn’t important. People want a purpose, they want to learn, and they want interesting work. But they also want to get ahead and they won’t join your firm or quit your firm if the tangible rewards aren’t there. Don’t be afraid to talk about money and have a business that creates jobs at all levels where people can do better money-wise than your competitors. That means you have to be profitable and have to grow, and do so on a consistent basis, or you will negatively impact the earning potential of your employees. Face up to that reality and stop making excuses. 5)Get the CEO/founder/principals (highly) involved. None of this will happen if your top people aren’t involved and fully supportive of the effort. And let me say this, also – the CEOs

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