Now more than ever, it's vital for firms to retain their top talent. But when thousands of firm leaders nationwide are struggling with the same issues, how is it possible for your firm to gain the competitive edge? Don’t despair! Turn to the 2008 Recruiting & Retention Survey of A/E/P & Environmental Consulting Firms for all the answers you need to improve recruiting and retention practices in your firm and hold onto your top talent. This comprehensive report is the industry’s only survey devoted exclusively to recruiting and retention—you won’t want to miss out on this invaluable data.
For this year's edition, we've added new content on staff retention, including employee tenure, promotions, feedback mechanisms, counteroffers, and how firm leaders are dealing with retention challenges. The report also covers the most influential factors in retaining staff, including compensation and benefits, firm culture, types of work, professional growth, and work/life balance.
When times are tight, it's important to make sure you’re investing enough to attract and retain the best employees without wasting time and money on methods that don’t work.With everything from in-house recruiting, employment agencies, and college recruitment programs to Internet and print advertising, this comprehensive report arms you with all the data you need to stay ahead of the competition and put your recruiting dollars to the best use. Find out how firms in the industry allocate recruiting expenses, learn how much they budget for recruiting, and see what they spend on different types of recruiting.
Save yourself the time and aggravation of learning by trial and error—see what’s working and what’s not among firms like yours when it comes to recruiting new hires. Learn which specific job boards and industry sites your peers are using to find and hire the best candidates. Find out which recruiting methods have been the most and least successful for firms of your size and demographic, and reap the benefits of their experience. In addition, discover ways to be more creative by taking special measures to recruit different levels and generations of employees, or by utilizing helpful alternatives to hiring when the funds simply aren't there for hiring new employees.
Packed with valuable charts and data broken out by firm type, staff size, region of headquarters and more, the 2008 Recruiting & Retention Survey includes everything you need to know to make sure your firm stays ahead of the competition. To create the all-star team you’ve been searching for and make sure your best employees stay with your firm for the duration, order your copy today!
Topics covered include:
Recruiting overview. How many employees voluntarily left their firms last year? Which types of staff turned over most often and what were their reasons for leaving the firm? Do firms take special measures to recruit women or minorities? How do firms allocate recruiting expenses and do they utilize recruiting databases or software? Which sources have supplied the best candidates when it comes to hiring rates, performance, and retention? These are just a few of the questions we’ve asked firm leaders in order to provide a comprehensive overview of recruiting practices in the industry.
In-house recruiting. Some firms have dedicated in-house recruiting staff who are solely responsible for bringing new talent to the firm, while other firms have their HR managers or department managers handle recruitment efforts. Find out which recruiting tasks different types of staff are responsible for, who has the highest day-to-day responsibility for recruiting, and what kind of professional experience this person typically has. This chapter also covers referral compensation and whether or not firm leaders feel it has helped with recruiting.
Employment agencies/search firms. How much are firms spending on employment agencies and search firms? Do firm leaders feel the agency’s efforts have been successful enough to warrant the often large expense? From retained and contingency recruiters to guarantee clauses, to the tasks agencies perform for their clients, this chapter covers all the details you need to know about employment agencies.
Advertising and promotional activities. From non-industry-specific sites like Monster and craigslist to industry-specific sites like AIA.org and ACEC.org, find out which sites have been the most successful in terms of finding candidates. Learn what other firms are spending on Internet and print advertising, and see how firms are utilizing their own web sites to publicize employment opportunities.
College recruiting. Do firms typically attend college job fairs and career-oriented events or advertise on college web sites, career offices, or alumni sites? Are firms hiring interns or co-operative education participants and, if so, what percentage of those students go on to work as permanent, full-time employees after they graduate? If your firm doesn’t do any college recruiting, you could be missing out on a large pool of potential candidates— make sure your firm takes full advantage of this valuable resource!
Hiring and retaining staff. Although there’s no guarantee new hires will remain with the firm for the duration, this chapter covers ways firms can make sure the candidate is the right fit for the company. And once firms have hired their top candidates, it’s time to focus on keeping them happy. See what other firms are doing to prevent their key employees from leaving for the competition. From bonus programs, salary increases, and benefit plans to social events, work/life balance, and opportunities for growth, learn what efforts your peers are making to hold onto their employees.
