I interact with a lot of architecture, engineering, and construction (AEC) professionals from up and down and left and right across the org chart. I have conversations with professionals who are thriving and ones who are frustrated, from big firms and small firms, urban firms and rural firms. Out of that, in no particular order, here are some of my musings on what I see as some of the biggest mistakes that are driving away top talent or, even worse, failing to even get on the radar of top talent in the first place.
-
The best talent checks out your firm’s social media presence to quickly get a sense of your firm’s culture.
-
The best talent looks more closely at the firm’s contribution to health insurance than any other financial benefit.
-
The best talent isn’t going to wade through a cumbersome online application process.
-
The best talent will easily call BS on “core values” that aren’t very “core”.
-
The best talent values work that matters over pizza parties and cornhole.
-
The best talent isn’t scrolling through job boards looking for a new gig.
-
The best talent wants to see the vision for your company and how they fit into it.
-
The best talent is interested in equity opportunities…if you pitch it effectively.
-
The best talent wants clear metrics for performance measurement.
-
The best talent is looking at the firm’s culture as a differentiator…sell that as the opportunity.
-
The best talent probably doesn’t have a current resume document to send you.
-
The best talent wants to see a career path that isn’t one-size-fits-all.
-
The best talent hates annual performance reviews…but tolerates “stay” interviews.
-
The best talent hates exit interviews…they had to leave for you to finally ask for their feedback?
-
The best talent wants to see how you are embracing AI.
-
The best talent thrives in an environment that isn’t buried with rules and policies.
-
The best talent wants to see real professional development and upskilling opportunities.
-
The best talent definitely does care about compensation…don’t trust studies that say people aren’t motivated my money.
-
The best talent is quickly demotivated when underperformance is tolerated around them.
-
The best talent will respond to recruiters who have actually taken the time to research why the candidate may have a great opportunity in your firm.
-
The best talent doesn’t need to be told when to be in the brick-and-mortar office.
-
The best talent wants a firm that supports a constant state of curiosity.
-
The best talent understands that DEI isn’t just a label…it is an interwoven part of the firm’s culture.
-
The best talent doesn’t despise meetings…as long as they have structure and purpose.
-
The best talent won't be a job-hopper if these truths are realities in your firm.
For years, finding quality talent has been the biggest challenge facing AEC firm leaders. If this sounds familiar to you, what are you doing differently this year to get best-in-class talent coming to (and staying with) your firm?
Pro Tip: Some of the same skills that help you win the best projects and find the best acquisitions apply equally to attracting the best talent!
