A/E Firms Use Generational Differences as Staffing Strategy

Dec. 27, 2007

A/E firms everywhere are feeling the effects of today's tight labor market. To combat the shrinking talent pool, firms are getting creative and looking toward generational differences as a recruitment strategy. According to ZweigWhite's Recruiting and Retention Survey of architecture, engineering, planning & environmental consulting firms, 50 percent of firms are utilizing this technique in an attempt to attract candidates and retain staff.

NATICK, MA - A/E firms everywhere are feeling the effects of today's tight labor market. To combat the shrinking talent pool, firms are getting creative and looking toward generational differences as a recruitment strategy. According to ZweigWhite's Recruiting and Retention Survey of architecture, engineering, planning & environmental consulting firms, 50 percent of firms are utilizing this technique in an attempt to attract candidates and retain staff.

In order to cater to specific generations, firms are emphasizing different aspects of their company and their open positions. By tailoring the recruitment message by age group, firms are able to appeal to each generation's unique wants and needs. The survey found that the 18-25 year old group set value opportunities to learn, while work/life balance scored high for the 26-39 age group, and the 40-67 demographic is more interested in benefits and bonus potential.

Lori Oakes-Coyne, a principal with ZweigWhite's Human Resources Advisory Group, provides an in-house training program that prepares firms to compete in today's multi-generational workplace. "Generations at Work" presents in-depth profiles of the silent generation, baby boomers, gen Xers and millennials (or genY), and explores their values, career goals and communication styles. Tactics for generational recruiting methods and motivators and rewards are also covered. The training program teaches firms which organizational responses are effective for each generation and how to anticipate future generational staffing trends.

ZweigWhite's Human Resources Advisory Services Group has been the A/E/C's recruiting and retention solution since 1988, with more than 95 percent of searches filled. The group specializes in the A/E/C industry, and has the knowledge and experience to help firms overcome their human capital challenges. Consultants provide access too hard to find, top tier, industry professionals through executive level search and recruitment process outsourcing. They provide guidance and advice through the entire recruitment, interview, offer, and hire life-cycle, functioning as an extension of firms' H.R department. Reputation and ZweigWhite's network of business information experts set H.R.A.S apart.

ZweigWhite is a leading source for management consulting, information, and education for the design and construction industry. ZweigWhite brings together experts in strategic business planning, organization, operations, business valuation, ownership transition, human resources, recruitment, finance and administration, information technology, mergers and acquisitions, market research, marketing, project management and project delivery methods. The firm is headquartered in Chicago, with additional offices in Natick, MA, San Francisco, and Washington, D.C.

For further information, contact Caren Tortorici, [email protected], or visit www.zweigwhite.com.

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