In 90% of cases this is absolutely correct. While there are those 10% of exceptions in the form of some amazing internal recruitment teams out there, to work as effectively as a GOOD, solid, consultative agency with sufficient levels of client engagement, they: - Will be incredibly well-paid (quite rightly) - Large teams - Each member has a very specific vertical market focus - Have significant budget for tooling, technology, Linkedin and Job board licenses In these 10% cases, the result of this is that when that business has scale of recruitment to justify that team and its resources, it is absolutely saving money, but the rest of the time it's a large expense and, as we have unfortunately seen over the last few years, can be unstable due to redundancies occurring when the need is not there. I'm not saying don't recruit directly, I am saying that engaging with a trusted partner and using a blend of internal and external resource is essential in the current climate. 💻guy.allen@reed.com || 📞0117 914 7340 Reed - Technology

Ever wonder how recruiters help employers? Here are FIVE great reasons to partner with a recruiter as an employer! 👇 1) Time Savings Working with a recruiter allows employers to save an significant amount of time. Recruiters are able to hand the initial hiring process such as sourcing, screening, and setting up initial interviews. 2) Access to a Larger Pool of Candidates Recruiters often have extensive networks and resources to reach a broader pool of candidates. This can be especially beneficial for hard to fill positions or niche roles. 3) Expertise in Hiring It is important for recruiters to fully understand job requirements, industry trends, and candidate qualifications. This industry expertise ensures that the right candidates are selected for consideration. 4) Market Knowledge Along with understanding the hiring process, recruiters spend time understanding market trends/conditions such as salary trends. This information allows employers to remain competitive in attracting and retaining top talent. 5) Confidentiality There are cases where a company is wishing to conduct a confidential search or is not ready to publicly advertise a position. Recruiters can maintain confidentiality while still actively seeking qualified candidates. If this information was helpful in understanding the benefits of working with a recruiter to fill your roles, reach out to me today to talk more about how I can help your company. Dylan Schuck Senior Search Consultant | Engineering, Surveying, Architecture 605-403-5166 dylan.schuck@gogpac.com

🚀 Exciting Opportunities in Architecture Recruitment 🚀 A recent article highlights a growing demand for architects with 3-6 years of experience. This trend is reflective of an industry push towards innovation and the seamless integration of design, construction, and project management skills. Key points to note: - Ideal candidates should have a strong portfolio showcasing diverse architectural projects. - Proficiency in computer-aided design (CAD) software is a must, which aligns with the industry's shift towards digital tools. - A Bachelor's or Master's degree in Architecture is required. - Competitive salary and benefits package are offered, underscoring the value and investment in skilled professionals. This trend has notable implications for recruiters and industry professionals. As the demand for intermediate-level architects grows, there is a need to not only focus on technical skills but also on the versatility and adaptability of candidates. 🌐 How are you adapting your recruitment strategies to source and secure top architectural talent? 💡 What trends are you noticing in your recruitment processes? Join the conversation and share your insights below. #Architecture #Recruitment #JobMarket #CAD #CareerDevelopment

🚨 Attention Construction & Engineering Recruiters in the UK 🚨 I’m putting together a FREE (For Now 😂) referral database to help connect job seekers with the right recruiters! 🔗👷♂️👷♀️ Here’s the plan: 📂 I’m creating an online directory. It’ll be sorted by niche & industry. 🏗️ Job seekers can browse through and find recruiters in their specific field. Then, they can reach out directly to you! This benefits both candidates who need jobs and recruiters looking to grow their talent pipelines! 💼📈 Interested in joining? Drop the following info in the comments: • Your Name • Locations you recruit for • Industry • Skillsets served Example: • Sarah Smith • London, Manchester, Birmingham • Construction, Engineering • Site Managers, Structural Engineers, Project Managers Let’s build something great together! 💪🔨 #ConstructionRecruitment #EngineeringJobs #UKRecruiters #TalentNetwork

25% of this company's engineering team are open to work because the company can't hire quick enough. Putting an advert out on Indeed and LinkedIn doesn't cost that much. Screening resumes takes a few days or weeks so factor that in. A few hours wages a day for that. Still, probably cheaper than paying a recruitment fee. 4 - 6 weeks to hire someone if you're lucky. Factor in the wages and time of everyone involved, and you're probably about even with a recruiter's fee if you don't have to start again. But what if you a member of staff resigns whilst you're hiring? What if the pace of hiring (or not hiring!) is what's prompting your current staff to be open to leaving? That's what's happening in businesses across the US right now. There are much bigger issues than hiring in some companies but working with a specialist recruitment partner can certainly help AND will be much more cost effective in the long run. Just something to think about. #hiring #recruitment #productdesign #designengineer #newyork #boston #mechanicalengineer

As technology advances and industries grow, so do the demands for specialized engineering skills. Engineering Staffing agencies have played a crucial role in adapting to these changes, employing modern strategies to connect engineering professionals with the right opportunities. www.webuildstaffing.com #CandidateRecruitment #Engineering #EngineeringStaffingAgency #JobSearch #Recruiters

3 Hiring Challenges Architectural Practices Face Hiring the right talent can be a complex and demanding process. Here are three main challenges architectural practices often encounter: 1. Small Talent Pool The demand for skilled architects, architectural technologists, and town planners is high, but the number of qualified candidates is often insufficient. This imbalance can make it difficult for practices to find the right people with the necessary skills and experience. 2. Matching Skills to Project Needs Even when candidates are available, ensuring their skills and expertise align with specific project requirements is another significant challenge. Architectural projects vary greatly in scope and complexity, requiring a diverse range of skills. Finding candidates who perfectly match the technical and creative demands of a particular project can be a time-consuming and meticulous process. 3. Retention of Top Talent Once the right candidates are hired, retaining them is another hurdle. The competitive nature of the industry means that top talent is often presented with numerous opportunities. Ensuring job satisfaction and career growth within the practice is essential to retain valuable team members and avoid the constant cycle of hiring and training new staff. How Sterling Arrow Can Help At Sterling Arrow, we understand these challenges and offer solutions tailored to your needs: -Expanded Talent Pool: Through our extensive network and rigorous vetting process, we provide access to a broader range of highly qualified candidates. -Skill Matching: Our expert consultants work closely with you to understand your project needs and match you with candidates who have the precise skills required. -Retention Support: We assist in creating attractive career development plans and provide ongoing support to help you retain your top talent. Sterling Arrow is here to help you navigate these challenges successfully. Contact us today to learn more. #ArchitecturalRecruitment #ArchitectureJobs

Thinking about making a move? We've got some great roles going this week across the engineering, construction, and property sectors 🏗🏢 Know someone who might be interested? Tag them in the comments below or click through to view the job descriptions and apply. #EngineeringJobs #ConstructionJobs #PropertyJobs

Check out the latest roles I am recruiting for and click the link in the first comment to apply #recruitment #newjob #engineering #systemsengineering

Hiring an Engineering Consulting Firm By Roy Cottrell 12 July 2024 It is estimated that the direct cost of hiring an engineer as an employee ranges from $20,000 to $30,000 including justification of the hire, advertising/recruiter fees, interview hours, background/reference checks, aptitude testing, new office space, computer, software and onboarding. Soft costs include increased manager/supervisor oversight, training, learning curve productivity loss, benefits, retention, overhead, severance and degraded employee morale if a layoff happens. These costs have been estimated to total over one year’s salary.  With the unemployment rate among experienced engineers hitting 0.8% in June 2024 (according to the USBLS) and an average tenure for engineers of 5.2 years, hiring an Engineering Consulting Firm (ECF) may be an interesting alternative to the direct hire. This report explores the strategic advantages, disadvantages and mitigation strategies of hiring an ECF, from the point of view of the project-oriented hiring company. (TO READ THE FULL REPORT, PLEASE DOWNLOAD THE ATTACHED PDF)