An AEC Recruiter Shares What Potential Employees Value the Most

According to recent industry surveys, the two primary concerns among AEC (Architecture, Engineering, and Construction) firm leaders are staff recruitment and staff retention. This comes as no surprise, considering that most firms aim for an annual growth rate of 10%, while the U.S. Bureau of Labor Statistics projects a net workforce increase of just 2%. Despite several alternatives available, hiring staff, or at the very least replacing "voluntary leaves," remains a top priority for many firms.

As a former executive of a 250-employee consulting firm, I have explored various hiring approaches, including handling recruitment in-house, enlisting the services of recruitment firms, and hiring a dedicated full-time recruiter. Regardless of the approach, I've discovered that the key to successful staff recruitment lies in thoroughly understanding the priorities and interests of prospective candidates. However, as I get older, this task becomes increasingly challenging. To aid me in this endeavor, I sought the expertise of Evan Gonzalez, a recruitment specialist specializing in matching the right candidates with AEC sector firms. His objective is to connect AEC firms with the ideal talent they need, and he is sharing his insights below to help employers better grasp what today's AEC employees value most.

Evan Gonzalez, MBA Emissary Recruiting Solutions

Firstly, it is crucial to note that employee interests have evolved significantly in our industry over the past five years and continue to do so. After working with over 100 potential employee candidates in recent years, I've noticed a few recurring interests that have emerged in nearly every case. Here are the three most prominent of these interests, in no particular order:

1. Potential for Career Advancement: Today's workforce is increasingly interested in rapid career progression. A mere promise during interviews to "support career advancement" isn't enough. Candidates seek tangible programs, evidence of investment, employee success stories, and a clear explanation of how their advancement contributes to the firm's success. Crafting a win-win narrative will demonstrate commitment and build trust.

2. Flexible Working: While flexible working covers a broad spectrum, it has played a pivotal role in nearly every employee placement. From flexible hours to unlimited paid time off (PTO), the underlying aim of flexibility is to reduce stress by accommodating employees' needs, such as doctor's appointments or health-related requirements. It's worth noting that surveys often reveal that employees with unlimited PTO take less time off than those with limits, because just having the option reduces undue stress. Instead of "chasing" flexibility trends, firms can demonstrate a culture centered around employee well-being and development, inherently demonstrating the desired flexibility.

3. Cultural Fit: This factor is emphasized because the lack of a "Cultural Fit" ranks as the leading reason employees leave their current firms. Consequently, if an employee departs due to a poor fit, they are likely to prioritize finding the right fit in their next role. So, as a potential employer, it's crucial to share examples of company-sponsored social events, collaboration initiatives, core values, wellness programs, and other factors contributing to your firm's culture. While not every candidate will align with your unique culture, failing to adequately describe it may lead candidates to assume they are not a fit.

In summary, employers should start by describing a clear employee development process. When discussing flexibility, focus on your firm's commitment to investing in employee well-being and how flexibility contributes to that goal. For defined programs like unlimited PTO, highlight the purpose rather than the process. Lastly, allocate sufficient time to describe your firm's culture comprehensively, allowing candidates to gain a full understanding of what your firm offers.

These insights along with a unique low risk approach have helped Evan's firm, Emissary Recruiting Solutions see rapid growth in the last 12 months. As AEC-specific recruiters, they have developed a transparent system to ensure candidates meet specific criteria and a process that achieves predefined KPIs, thus minimizing financial risk for their clients. Similar to the industry, their approach has evolved to provide superior service to their clients.