In today's competitive hiring landscape for architecture and engineering firms, attracting exceptional candidates is only half the battle. The real challenge? Not losing them during the recruitment process.
Here are 7 cringe-worthy mistakes that could be scaring top talent away from your firm.
Mistake 1: Having a poorly designed website.
Your website is often a candidate's first impression of your organization. A poorly designed, outdated site signals a lack of investment in your business. If you wouldn't want to work somewhere based on their web presence, neither will top candidates.
Mistake 2: Sending an impersonal job offer.
Emailing an offer letter with the message "see attached" can be read as cold. When possible, it's best to contact job candidates over the phone for crucial steps in the interview process. If you know you want to offer a candidate the position during the final interview, consider a face-to-face offer for a more personal exchange.
Mistake 3: Being inflexible with negotiations.
The most common issues that recruits tend to want to negotiate are sign-on bonuses and vacation time. Recruits can make a good case for sign-on bonuses when they would have to leave their firm before the end of the year because they may have to give up a significant year-end profit-sharing bonus. Candidates are also reluctant to give up vacation time they may have accrued over many years with their present employer. While you don’t want to give in to unreasonable demands, being flexible will put you in a better position to pull in top talent.
Mistake 4: Avoiding "selling" the job during the interview.
AEC firms must do a better job of selling the position and the company, rather than simply asking, “Why do you want to work here?” Small firms typically don’t have hundreds of resumes to look through, so there’s no excuse for not talking up the company. Talk about the strong points of your firm, and tie them in with the aspects that top candidates are passionate about or interested in.
Mistake 5: Taking too long to respond to a candidate.
If a job seeker leaves a message, always reply within 24 hours, not 2 weeks! The average company spends almost 24 days with a candidate before they sign an offer letter; however, if you can be quicker, you're more likely to secure the candidate. If you hesitate to respond, the top talent will have been snatched up.
Mistake 6: Acting unprofessionally in an interview.
This may seem obvious, but it is a common problem. Employers tend to evaluate how a candidate presents themselves during an interview, but often behave in a way that scares off candidates. Be mindful of what you say, and maintain a professional demeanor. When conducting a virtual interview, ensure your outfit and background are professional, and that your attention is fully focused on the candidate.
Mistake 7: Forgetting to look for a cultural fit.
Successful firms will often ask candidates back for a second interview when staff can talk with the candidate, establish rapport, and get “friendly.” Sometimes this takes place in a setting away from the office, such as a coffee shop. It is important for many job seekers to meet with the team they will be working with.
For more talent recruiting tips, read our newest book, Build Your AEC Dream Team: Strategies for Successful Design Firm Recruitment and RetentionIt's packed with practical, proven approaches to improve your recruiting and construct winning teams.