Hiring the right people is the most important thing for your business

Hiring in architecture is a critical process that can have heavy repercussions for your business.

With the industry evolving rapidly, it’s crucial for architecture candidates and leaders to stay up-to-date on the latest trends in hiring practices. In this article, we’ll explore four key trends shaping the architecture hiring process and why they’re important to consider.

To ensure that you’ll hire the right candidate for your architecture firm, commit to leveraging four significant recruiting trends when hiring:

Diversity, equity, and inclusion; technology utilization; a soft skills and technology focus; and unique employee benefits.

Trend 1: Emphasizing Diversity and Inclusion

Making a good hiring decision is everything. Your new employee should bring skill and insight to every project. To harness that powerful creativity, consider emphasizing diversity, equity, and inclusion.

Diversity and inclusion have become hot topics in the architecture industry in recent years, and for good reason. Research has shown that diverse teams are more innovative and better equipped to tackle complex problems. Architecture firms are beginning to recognize the importance of diversity and are taking steps to make their hiring processes more inclusive.

Some examples of how firms are implementing diversity, equity, and inclusion initiatives in their hiring processes include:

  • Setting diversity targets for new hires and promoting transparency around these goals
  • Partnering with organizations that promote diversity in architecture, such as the National Organization of Minority Architects (NOMA)
  • Using blind recruitment methods, such as removing identifying information from resumes, to reduce unconscious bias

Recognized architecture firms like ZGF have partnered with a nearby university to attract interns to the industry. Because their studios are worldwide, Perkins and Wells experience diversity, equity, and inclusion in unique ways. Director of Global Diversity Gabrielle Bullock, FAIA, notes that DEI looks different in various locations. According to Bullock, “Recruitment and outreach in Minneapolis, for example, might have a different emphasis than in Los Angeles, where the talent pool is more diverse. Our international office, for example, has very different issues around diversity, which may be defined by religion or nationality.”

Trend 2: Utilizing Technology to Streamline Recruitment

Firms of all sizes have turned to technology to do more with less. The IoT (Internet of Things) has drastically changed the architecture landscape with AR, BIM, and CAD tools that make the design process more efficient. Technology also has revolutionized the recruitment process in many industries, and architecture is no exception.

With the right tools, firms can streamline recruitment and save time and resources. Some examples of technology tools that can be used for recruiting include:

  • Applicant tracking systems (ATS) that automate resume screening and applicant communication
  • Remote video interviews, saving time and resources
  • Using AI to write job descriptions, interview questions, and record meetings

Using technology to create a more efficient hiring process for identifying architecture candidates allows firms to balance better the time they spend hiring.

Trend 3: Focusing on Soft Skills Over Technical Abilities

While technical abilities are essential for architects, soft skills such as communication, teamwork, and problem-solving are equally important. Critical thinking ability and interpersonal skills rank high in this industry.

Firms recognize the need for architects who can design beautiful buildings. They also look for designers who collaborate effectively with clients and team members. How?

Some examples of how firms assess soft skills during the recruitment process include:

  • Conducting behavioral interviews that focus on past experiences and how candidates have handled specific situations
  • Administering personality assessments to better understand a candidate’s working style and communication preferences
  • Incorporating team-building exercises or group interviews to assess a candidate’s ability to work with others

The goal is to find a candidate who demonstrates soft and technical skills; then, you can teach them everything else.

Trend 4: Offering Unique Employee Benefits

With so many firms vying for top talent, standing out from the crowd is essential to your hiring success. Offering unique employee benefits can help attract and retain the best architects.

Some examples of creative employee benefits being offered by architectural firms include:

  • Flexible work arrangements, such as remote work or flexible hours
  • Pet-friendly offices
  • Professional development opportunities, such as workshops or conferences
  • Health and wellness perks, such as gym memberships or meditation sessions

Benefits like these create your company culture, which matters greatly to candidates.

In Conclusion

The hiring process in architecture is evolving rapidly, and candidates and leaders need to stay up-to-date on the latest trends.

By emphasizing diversity and inclusion, utilizing technology, focusing on soft skills, and offering unique employee benefits, firms can attract and retain the best talent in the industry. Ultimately, these trends can improve the architecture hiring process and ensure firms’ future success.

Want to learn more about technology that is changing the industry? Let’s chat.