12 Compensation and Recruiting Errors You Don't Want to Make

In today's architecture and engineering firm, designing and implementing an effective compensation and benefits plan can be challenging, especially as the war for talent heats up. 

Here are 12 compensation and recruiting mistakes you do not want to make in your efforts toattract and keep top design talent.

1. Using standardized position descriptions to determine compensation for your technical staff.

2. Unknowingly designing your recruiting program in a way that completely turns off Millennials.

3. Using poorly-designed employee referral bonus programs that incentivize the wrong behavior.

4. Basing salary adjustments on Consumer Price Index data for various geographic locations.

5. Assuming your salaries are consistent with the market based solely on anecdotal data.

6. Attending college job fairs to attract graduates.

7. Hiring new employees at the lowest possible salary.

8. Failing to separate equity bonuses from performance-based bonuses for Principals.

9. Waiting to start looking for talent until you actually need talent.

10. Giving all employees bonuses regardless of their individual performance.

11. Inviting candidates for a personal interview before you are 90% sure you will make them an offer.

12. Failing to properly “sell” candidates so they accept your employment offer.

PSMJ has designed Compensation and Recruiting in Today’s AEC Labor Market through decades of real-world experience from some of the AEC industry’s most successful firms. After two days in this engaging program, you will leave with specific strategies for banishing profit-draining compensation and recruiting mistakes from your firm.