Insight Blog

The recruitment of experienced professionals within the Architecture|Engineering|Construction (AEC) industry is becoming increasingly arduous especially at the executive and senior-operational levels. This is because the talent pool for these types of positions continues to decrease with the retirement of baby boomers. In the competitive AEC landscape, professionals who are capable of performing in these roles are in high demand and ideal candidates are those who are technologically and financially astute, and who have the abilities to manage profitable business units and foster cultures of collaboration and innovation.

To adapt to these pressures and enhance the success of recruitment efforts, many AEC organizations are turning towards candidates who are considered ‘unconventional’, which are those candidates who are “different” in terms of their:

• • Industry / business / vertical sector experience

  • Corporate culture mentality

  • Market perspective

  • Management style

  • Specific skill sets

Organizations are beginning to understand that unconventional candidates can offer significant value to their companies in executive and senior-operational roles, helping them to get out of their comfort zones, and stimulate progress. These professionals offer new ideas and fresh perspectives and the best of them add new dimensions to their roles, elevating them within the structure of an organization through their different viewpoints of strategies and approaches.

When considering the recruitment of unconventional candidates for key positions, it is important for firms and their hiring executives to include several factors and dynamics in their strategic thought process prior to initiating recruitment activities, which include:

Company goals:

• Short and long-term objectives.

• Planned strategies and initiatives.

Market Analysis:

• Market conditions and available talent pool.

• Industry/Vertical market competitors – Identify competitors and their reputations, plans and strategies. Determine which companies have stronger competitive edges and if they have individuals who would provide value.

• Firms outside of the AEC industry that could have professionals with applicable experiences and skill sets.

Recruitment Process:

• Skills and experiences that a professional would need to truly make a positive impact on what the firm wants to accomplish.

• Attributes of the firm and its opportunity that would be appealing to unconventional candidates and the development of a strategy for attracting them.

Role:

• Specific objectives of hiring a professional for the role.

• Six and twelve-month expectations of secured professional.

As executive search consultants that specialize in construction, Helbling & Associates understands the value of hiring unconventional candidates for executive and senior-level operational roles. Tom Dunn, Search Consultant, has placed unconventional candidates within the AEC realm over the past year with much success. He further elaborates on the above by suggesting that an AEC firm “consider what makes a candidate unconventional to determine how they can provide value”. If they are “looking for a senior executive who can change the status quo or enhance its innovation and competitive edge, it is certainly beneficial to open up search parameters to include unconventional candidates who can strengthen a team and broaden its capabilities by bringing a fresh, strategic thought process and approach.”

He notes that when an organization is trying to achieve aggressive growth and strategic objectives, “it is imperative for its senior management team to have a progressive mindset and be receptive to a completely different and fresh perspective than an unconventional candidate can and will offer.” Only then will the hiring of an unconventional candidate be successful long term.

The AEC industry will continue to progress with technological and other advancements, and competition will accelerate for talented professionals, especially at the executive and senior operational levels. As this happens, firms will give increasing attention to unconventional candidates. By considering the above recommendations prior to initiating search efforts, a company can come to understand the value that an unconventional candidate may provide. At the same time, it will improve its recruitment process and ensure that it identifies and attracts all potential qualified candidates for roles that are critical for long-term success and vitality.