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With a low unemployment rate, more firms are relying on a national approach for recruiting. Should I stay or should I go?
I n the past year, Zweig Group celebrated the first organic expansion in firm history by opening a new office in Dallas. As an executive search advisor with the firm I was eager to be a part of the company’s emerging presence in Dallas, so I jumped at the opportunity to move from the company headquarters in Fayetteville, Arkansas, to our new location.
John Bray
that recruiting and retention were the biggest challenges their firms face today. For this reason, AEC leaders are increasingly relying on a national approach to recruiting that will continue to impact the hiring process in this industry for many years to come. Relocation opportunities present themselves “You need to be prepared to go above and beyond for candidates during a relocation if you expect them to deliver a signed offer.”
Not only do I work with candidates through the relocation process as an advisor for Zweig Group’s executive search team, but I recently engineered a successful and exciting relocation myself, so this is an important topic that I have both professional and personal experience with. In June, the National Unemployment Rate in the U.S. remained low at 3.7 percent and the labor market in the AEC industry was even tighter. With seemingly more work available than firms can complete, companies are finding it more and more difficult to hire director-level talent that will put their firm in a position to be successful. This was echoed in Zweig Group’s 2019 Principals, Partners, and Owners Survey where AEC firm leaders stated
See JOHN BRAY, page 4
THE ZWEIG LETTER August 12, 2019, ISSUE 1308
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