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Why are we teaching this webinar?
• Talent acquisition and retention is one of the biggest
challenges facing our industry today.
• To help people understand recruiting from a relational
standpoint and not just a transactional one.
• For some firms intentional recruiting is an afterthought.
• Most design firms post job openings and leave it at
that.

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Why are we teaching this webinar?
• Many firms don’t know their real performance
numbers when it comes to hiring.
• Internal recruiting matters as much as
external recruiting.
• Firms are not willing to try new things when it
comes to hiring and retaining talent.

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How do design firms recruit
better ?

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Recruiting, Relationships, and Marketing

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“Your job as a recruiter is
not to keep bad people
out but rather to get good
people coming in!”
Mark Zweig, Founder Zweig Group

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What is Recruiting?

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Answer:
Getting the right people at the right time into
the right role. It’s an art as much as a science.

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Recruiting is all about Relationships
• It’s a long term process that if done well can pay off handsomely.
• Learn to give as much as you get.
• These relationships are important both internally between HR and
Hiring Managers and externally between your firm and the
available talent pool.
• People want to work with people they like.
• Hire for character, train for skills
• Have to be willing to cut people from the team

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Recruiting is Selling
• You have to create openings to fill.
• You have to create attraction based job descriptions.
• You have to have the right people meeting with candidates.
• Consolidating your recruiting efforts with one or two people is
essential. It doesn’t make sense to spread it around to
everyone. Not efficient.
• Recruiting is a separate function that is separate and distinct
from human resources

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The majority of survey respondents (24%) said the candidate
pool was the biggest obstacle to finding qualified candidates.
- 2016 Zweig Group Recruitment & Retention Survey

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Making Your Firm a Great Place to Work

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A Great Place to Work
• Is a place where the owners/managers are
committed to growing.
• Is NOT a place where people are obsessed
with maintaining control over everything.
• Is NOT a place that just focuses on pay and
benefits.

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A Great Place to Work
• Offers tremendous opportunities to all of its
staff.
• Is a place where everyone is treated with
respect.
• Is a place with great pay and benefits and the
ability to recognize and reward excellence
even before an annual review happens.

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Close to two-thirds of firms surveyed (65%) give
raises through a formal salary / wage review
process.
- 2016 Zweig Group Recruitment & Retention Survey

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Almost two-thirds (65%) of firms offer referral bonuses*
- 2016 Zweig Group Recruitment & Retention Survey
* Mark Zweig is not a fan of
these!

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Three-quarters of firms (75%) offer
tuition and fee reimbursement.
- 2016 Zweig Group Recruitment & Retention Survey

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Know Your Numbers (Recruiting KPI’s)

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If you don’t measure
what you do, how do
you know if it’s working?

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Know Your Numbers
A good recruitment program keeps track of all the statistics related to
talent acquisition analytics.
• How many candidates do we have on every job opening?
• How long does it take to fill a position in days?
• What is our cost for advertising, online, newspaper?
• What is our cost for employment fees?

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Things to do back at the office…
Know Your Numbers - Cost Per Hire
( ∑ (External Costs) + ∑ (Internal Costs)
CPH =
Total Number of Hires in a Time Period

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Successful Interviews and Great Offers

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The majority of firms (47%) say it takes 30-60 days on
average to hire a candidate after making them an offer.
- 2016 Zweig Group Recruitment & Retention Survey

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Questions NOT to ask during the
Interview Process.
• What’s your background?
• What’s your biggest weakness?
• What’s your salary history?
• Do you think you can handle this workload?
• If I offered you the job would you accept it?
• Why do you want to leave your present
firm?

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Illegal Questions NOT to ask during
the Interview Process.
• What is your religious affiliation?
• Are you pregnant?
• What is your political affiliation?
• What is your race, color or ethnicity?
• How old are you?
• Are you disabled?
• Are you married?
• Do you have children or plan to?
• Are you in debt?
• Do you socially drink or smoke?

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Social Media and Mobile Recruiting

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Using Social Media & Mobile access to
your firm before and after the hire
1. Use Social Media to share jobs and engage
potential candidates.
74% of all internet users have at least one
active Social Media account.
-Export your firm’s culture via Social
Media
“7 Activities to Effectively Engage New Hires,” ICIMS whitepa

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LinkedIn is the most popular recruiting site, with 71% of
respondents reporting they use it.
- 2016 Zweig Group Recruitment & Retention Survey

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Q&A

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The fun is just beginning…
Continue the discussion about recruitment and
retention online. Use the hashtags #BBRWebinar
and #ZweigGroup. We will respond to anything
posted on Social Media on this topic.
Presenter: Randy Wilburn
617-828-9093
rwilburn@zweiggroup.com
@randywilburn

31. Upcoming Webinar Schedule