Recruiting top architectural talent is becoming increasingly challenging in today’s economy. Thankfully, there are a few strategies that you can implement to attract the best candidates to your firm.
For example, you can highlight the benefits of working for your architecture firm by featuring employee testimonials or video tours of the workplace. You can also offer professional development opportunities to your employees.
Focus on Your Firm’s Values
A strong company culture is essential to recruiting top design talent. Creating a values-based statement and using it as a guideline during the interview process can help you find candidates who fit your firm’s culture well.
For example, if one of your firm’s core values is collaboration, hiring applicants who can work well with others will ensure a smooth project workflow. Likewise, if you are looking for an architect who can manage multiple projects simultaneously, interviewing those who demonstrate excellent organizational and conflict-resolution skills will be a good fit for your firm.
Getting clear on your firm’s values is also a critical step in setting goals for the future. Make sure to review your current goals and develop new ones regularly.
Communicate Your Firm’s Vision
A firm’s vision isn’t just a lofty idea but a crucial component of company culture and employee engagement. During group presentations, team meetings, and one-on-one conversations, it’s essential to consistently hold up your firm’s vision as a fundamental part of each employee’s pursuit of career goals.
A company’s vision should be both inspiring and measurable. Ensure that your architectural marketing strategies incorporate it, including in client check-ins, emails, and during networking events. Try Interior Talent’s services for architecture firms to streamline your firm’s workflows.
Create a Collaborative Culture
Architecture and interior design professionals want to work for firms that value collaboration. They also appreciate flexibility, such as working from home or taking days off instead of working long hours.
Consider including a culture-based statement in your job description to highlight your firm’s values and help potential employees identify alignment with those values. Including employee testimonials on your website and social media may also be beneficial.
Nurturing your current staff’s desire to advance within the firm can reduce turnover and hiring costs. To do so, consider establishing mentorship programs and incorporating regular reviews with the goal of advancement.
Build Strong Relationships with Clients
Whether you’re looking for an architect who can help modernize your firm’s overall vision or an architect who knows local building codes like the back of their hand, finding—and keeping—top talent is critical. To do so, architecture firms must first understand what it is about their company that appeals to young professionals.
Ask interviewees questions about their organizational and conflict-resolution skills to identify suitable candidates. For example, you can ask them to describe when they successfully worked with a client to meet deadlines and budgets. This will reveal how well they manage timelines and projects, an essential skill for architects and interior designers.
Offer Professional Development Opportunities
Finding and retaining top architectural talent is critical to a firm’s success. The key is understanding what drives architects in their careers and how firms can provide them with the opportunities to reach their goals and advance their skills.
For example, some architecture firms provide a mentorship program for employees seeking their licensure. This allows the mentor to help guide a less experienced architect and shows that your firm values growth and development.
Other benefits that can attract top talent include providing access to online learning platforms and paid professional seminars and conferences. These are the kinds of benefits that not only improve architecture recruitment efforts but also boost morale and productivity.
Focus on Employee Satisfaction
In addition to reviewing your firm’s current hiring practices, consider asking members of your design team how they feel about their workplace. Their answers can provide valuable insight into the areas that should be prioritized for architecture recruitment and retention efforts.
Including culture-based information in your job description can help applicants identify if there’s alignment between their values and those of your firm. You can highlight perks such as flexible working arrangements and supportive office ergonomics.
Many Architects are looking to progress their careers and must-see progression opportunities at your firm. Providing regular, meaningful feedback and mentorship programs can support this goal.
