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2020-2021 RECRUITMENT AND RETENTION SURVEY REPORT Zweig Group’s Recruitment and Retention Report of AEC Firms has statistics relating to all the latest methods used to hire and retain professionals in the industry. This survey contains data about recruiting methods and policies, training, HR departments experiences, attitudes, and challenges regarding the hiring and firing process, turnover rates, and compensation and benefits. Are you looking for hiring methods, expectations, and metrics in the AEC Industry? Do you know what most firms in the industry are doing to recruit top talent? This survey covers all areas of recruitment from the search process through integrating a new candidate into a firm. The Recruitment and Retention Report Report of AEC Firms also has data about HR departments and the use of outside executive search firms.

This webinar was specifically developed to help design and technical professionals in archi- tecture, engineering, planning, and environmental firms become more comfortable managing cli- ents and promoting the firm and its services. Led by two retired and current CEOs with extensive experience from the design desk to the board room, this one-of-a- kind webinar presents business development techniques proven to drive real growth and value in your AEC firm. Elevating Doer- Sellers Virtual Seminar 6 PDH/LU

CHAD COLDIRON, from page 1

employees will be able to keep pace with the future skills needed in their roles. This is a solvable issue but it requires a culture of learning and engagement amongst the entire firm. ❚ ❚ Soft skills. Firms should be developing their employees’ soft skills and not just looking for those with identifiable ones during the interview process. Basic training aimed at communication and mental health can offer critical tools for how to deal with conflict in a productive manner. Firms ignoring these topics will never truly develop an identifiable culture needed to inspire a team. ❚ ❚ Enhanced benefits. Offering employees and potential recruits benefits like paid family leave, mental and physical wellness programs, student loan repayment, flexible work hours, and telecommuting options are all areas that are rivaling compensation when it comes to making the decision between your firm or the one down the street. ❚ ❚ Removing energy drainers. These are people or workplace resources like a misused CRM that drain the life and energy out of you anytime you encounter them. These are also a main contributor to why someone would consider working somewhere else. Do not ignore your intuition or anyone else’s if it tells you that there is an energy draining situation that needs to be solved or avoided. AEC firms that fail to make these adjustments and open their minds up will be stuck recruiting from the bottom of the barrel and will find themselves sacrificing the qualities above in order to fill a role. Failing to adapt will also create greater turnover and a higher cost per hire that can keep you from investing in areas you need to be like technology upgrades, new equipment, maybe even staff bonuses. This is probably the 20th instance of covering some kind of “talent war” topic in an article for The Zweig Letter and that really says something in itself. This is not a hill you should ever reach the top of; in fact, it just gets hard the higher you trek. Keep finding ways to get up the hill that work for not only you but those you wish to lead. Please email me directly at or call my cell 479.200.3538 to talk about how Zweig Group can help make these adjustments for your firm. CHAD COLDIRON is director of executive search at Zweig Group. Contact him at ccoldiron@



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BEST FIRMS TO WORK FOR AWARD If you are looking for an easy tool that gives you valuable employee insights, improved staff morale, and bolstered recruiting materials, please participate in Zweig Group’s 2021 Best Firms To Work For Survey. Entry in Zweig Group’s Best Firms To Work For Award includes the largest employee survey in the AEC industry, with more than 2 million data points gathered every year!

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