A/E/C Talent Management Resources, Interviews, Insights, and More!

A/E/C PeopleMAX Employee Absence Excuse Contest: What’s the Wildest, Weirdest, Wackiest Story You've Ever Heard?
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We get it -- sometimes employees just can't make it in, due to illness, car trouble, or something more... unusual. Share the most creative excuse you’ve ever heard an employee give for missing work and you could win complimentary registration for A/E/C PeopleMAX, a $1995 value! One winner will be chosen, based on originality of submission. Entries must be received by December 31, 2019 and the winner will be announced January 6, 2020.

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Hear Barb Bruno, Barry Barber (Kimley-Horn), Jorge Rico (AECOM), Mariah Mayer (BRR Architecture) and other leading A/E/C recruiting and retention experts share their success secrets when you join your colleagues at the ULTIMATE networking and learning event.

A/E/C PeopleMAX is guaranteed to provide actionable guidance for rethinking and redesigning your approach to finding -- and keeping -- the talent your firm needs to thrive in this competitive market.

Register by January 3 to save $200!

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The A/E/C PeopleMAX On-Demand Webinar with Leading Recruiting Practices Expert Barbara Bruno:

Are You Engaging Platinum Candidates?
How to Find – and Land -- the Best A/E/C Talent
Originally Presented Monday, November 18, 2019 

barb bruno BW smol but thiccIn this candidate-driven job market, where A/E/C firms have more projects than people to execute them, the greatest challenge you face is how to identify, engage and retain the BEST talent. Many jobs go unfilled for months and job boards and website postings are increasingly ineffective. If you’re a principal or talent manager in A/E/C, this isn’t news. What you may not know is that there are some easy steps you can take RIGHT NOW to improve your candidate onboarding success rate.

Learn how to attract and land the BEST A/E/C candidates, those who aren’t actively looking but are open to a conversation, when you listen to this complimentary webinar.  Leading recruiting practices expert and trainer Barb Bruno explains:

  • 5 sure-fire ways to recruit passive talent
  • How to set performance objectives that rock-star A/E/C candidates LOVE
  • How to build engagement and retention starting with the interview
  • Secrets of retaining the peak performers no firm can survive without
  • How to stop doing the things that guarantee a candidate will NEVER call you back
  • And so much more
PLAY WEBINAR NOW

The A/E/C PeopleMAX Interview: Lindsay Pearsall, Aspect Consulting

What’s one thing you can do right now to improve your success rate when your A/E/C firm needs to fill a non-technical position? Maybe it’s all in the pitch…

Lindsay Pearsall web BW

We recently caught up with Lindsay Pearsall, Director of Human Resources at Aspect Consulting and active A/E/C recruiter. Aspect Consulting is a 100-strong (and growing) firm based in Seattle serving clients with data mapping, environmental services, and geotechnical engineering. In her last role, leading a boutique staffing firm, Lindsay sourced and place over 6,000 candidates with hundreds of firms.

PSMJ is honored to have her on the faculty of A/E/C PeopleMAX, the only recruiting and employee experience conference just for the architecture, engineering, and construction industries.

PSMJ: It’s a tight labor market right now, so you’re probably pretty used to having to push a little harder when an opening needs filling, but can you describe a recent recruiting situation that surprised you?
Lindsay Pearsall: We recently had an opening for an entry-level administrative position, and it was surprisingly challenging. We had to change our advertisement three times to attract the right talent. The hiring manager had a couple of week-long vacations during the process and was surprised that candidates we had scheduled for interviews a week or so out would receive and accept offers and cancel on us, candidates that we did interview were outside of our comp range and overqualified, they would have accepted our comp but been bored with the work. We had to adapt. In the end, once we dialed in the right advertisement, we filled the position in 14 days from job post to acceptance.

The most frustrating part was the hiring manager feeling the need to settle based on the applicants and the pressure from staff to hire, but with a little patience and fine tuning, in the end, we found the perfect hire with the skills we needed and in the comp range. The issue was that our advertisement was drawing in the wrong experience, once we fixed that the rest of was easy.

PSMJ: Where are you focusing most of your recruiting energy right now?
Lindsay Pearsall: We continue to focus our recruiting efforts within networking. Part of our culture has always been to network for business and talent alike. We also are likely to start looking at more campus recruiting, but it will really depend on the type of roles we need to fill. I think the most important piece is to stay on top of employer branding to become a destination employer. That way, the best talent is drawn to the organization for the right reasons and recruiting takes less energy.

PSMJ: Once you’ve identified a recruiting target, what are you finding is the biggest challenge in getting that person in the door and working? We hear a lot about struggles with salary demands, competitive bids, relocation challenges, benefits package expectations, and perceived cultural differences.
Lindsay Pearsall: We are nimble, paying close attention to compensation trends and finding creative solutions to both bring on new staff but also ensure that our current staff are paid well and fairly within the market. We’re located in an expensive area to live, so compensation really matters but so does the type of work and the leadership. We have fantastic leaders that bring in interesting projects that staff want to work on.

PSMJ: What’s one thing you most want attendees to take away from you’re A/E/C PeopleMAX presentation?
Lindsay Pearsall: I want attendees to look at recruiting as the long game – not a single transaction. A few small changes can have a big impact over time, but it’s not an instant fix.

Want more of Lindsay’s insights into what’s working, and what’s not, for filling positions at all levels of your firm, and keeping your high potential employees engaged and productive? Want to hear how 14 other experts with architecture and engineering firms are succeeding?

Come to A/E/C PeopleMAX in February and build out your action plan for dominating the battle for talent. You’ll hear from an expert faculty ready to share war stories and successful methods for sourcing, engaging, assessing and landing the staff you need to maximize opportunities right now.

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The A/E/C PeopleMAX Report
What's the benchmark for A/E/C recruiting practices? 

2019 Recruiting Study_WEB IMAGEDownload your FREE copy of our 2019 A/E/C Recruiting Study: How the Most Successful Architecture and Engineering Firms Identify and Recruit Top Talent

What's working for other A/E/C firms in the struggle to identify and land top talent? What's the the most popular social media channel for recruiters, and where are the most desirable candidates hanging out? Our 2019 survey of A/E/C principals, HR managers, recruiters, and business managers provides valuable data and analysis for anyone who want to see where their practices stand learn new ways to find the best new employees. With 161 firms participating and 50 pages of charts, responses and ideas, this executive survey report is yours FREE. 

DOWNLOAD MY FREE REPORT

Table of Contents:

  • Overview: How A/E Firms Find and Recruit Talent Today
  • Social Media
  • On-campus Recruiting
  • Job Boards (i.e., Monster, Indeed)
  • Professional Recruiters
  • Internal Recruiters
  • Firm’s Website
  • Professional Society Advertising
  • Employee Referral Bonus
  • Use of Testing to Screen Candidates
  • Best Practices for Effective Recruiting
  • Participating Firms’ Most Effective Recruiting Method
  • Participating Firms’ Overall Recruiting Program Effectiveness
  • Participant Demographics
  • Conclusions and Actions to Take Now Based on This Study