IIDA Perspective - Spring/Summer 2013 - 42
Is hiring currently
limited to a particular
market segment
or geographic area?
If you could create
a job position that hadn’t
existed previously in
your firm, what would
it be and why?
Are you looking
for talent in places
you haven’t explored
previously?
What do you expect
of applicants who
have been out of the
job market?
42
Hopkins: We have an explosion of hiring activity nationwide, with a majority
of growth in the Northwest. As project schedules tighten and client demands are
now almost hourly, we need highly productive people who are quick, clever,
and can stay responsive to constant changes in process and need.
HugHes: Callison has 10 offices on three continents, and we are hiring firm-wide. We
are experiencing growth across all market segments in the U.S. and internationally.
Byrnes: I see hiring taking place within all areas, and I think this is wise on the part
of my clients. Expert talent has always been challenging to identify, attract,
and retain, no matter the economic conditions.
Lee: Research is an area that we feel is a gap in our industry. Beyond function,
efficiency, and great design solutions, many of our clients are looking for proof
of outcome. Especially when it comes to new workplace environments, proof
is a key factor as clients align business and workplace strategies to support their
vision of growth. Executing a pre-move survey would allow us to compare before
and after to come up with more meaningful data. In addition, such a position
would undertake concept research on the relationship between new technologies
and the global work environment.
kLawiter: A director of social media or PR would create a stronger presence for
the firm, showcase our work, and get the firm much more intelligently involved
in newer, more current ways to communicate.
Hopkins: Along with always needing designers with core competencies, we need
specialists to finesse our design solutions. Graphic designers, lighting designers,
and real-estate specialists are examples of expanded services we could offer. Looking
at people graduating from business, engineering, and graphic design schools are
ways to stretch ourselves and our offerings.
Byrnes: The places to search for talent have not changed: We target competitor
firms, professional associations, venues for awards, alumni organizations, etc.
It’s the vehicle for reaching these professionals that has certainly changed. It now
includes interactive resources like LinkedIn networks, forums, and other social
media. Finding talent is a 24/7 process.
HugHes: We are very active online and in social media: Twitter, Craigslist, LinkedIn,
Facebook. Recently, we were looking for talent in our L.A. office and used Facebook
to get the word out. After only a few days, we had several quality responses, and
in less than two weeks we’d made two great strategic hires.
Hopkins: Attracting talent from our competitors has become the new normal,
which is a striking contrast to hiring people laid off during the recession, who were
desperate to find any work. Whereas before we were hiring staffers who were
either recently laid off or were looking to leave firms that were not doing well, fewer
of those candidates are on the market now. We have to dig deeper to find strong
candidates who, because of the downturn, have not been working. They are eager
to get back into a firm and are dedicated and loyal once hired. Often people have
taken roles outside the industry to pay the bills. I view this as admirable. What
is important is that they still have the passion for design.
Byrnes: To be candid about why they have left the market, to demonstrate their
passion to return, and to be realistic about their compensation, role, and responsibility
when they do return.
kLawiter: We expect them to have kept up with technical skills, code knowledge, and
planning trends, but we also want to know how they kept up—whether consulting
work, independent projects, or interaction with professional groups.
Hopkins: How those individuals were employed during that period speaks strongly
to their character and future value to a design firm. Honing people skills at the
local pub is one thing; volunteering with Designs For Dignity is quite another—
it shows dedication.
Table of Contents for the Digital Edition of IIDA Perspective - Spring/Summer 2013
IIDA Perspective - Spring/Summer 2013
IIDA Post-It initiative
Contents
Contributors
From IIDA
Behind the Issue
IIDA News
Design Dialogue
The Showroom of the Future
Working It
Hire Resolution
Get Your Game On
Design Decoded
Behind the Design
Viewpoints
IIDA Perspective - Spring/Summer 2013 - IIDA Perspective - Spring/Summer 2013
IIDA Perspective - Spring/Summer 2013 - Cover2
IIDA Perspective - Spring/Summer 2013 - IIDA Post-It initiative
IIDA Perspective - Spring/Summer 2013 - 2
IIDA Perspective - Spring/Summer 2013 - Contents
IIDA Perspective - Spring/Summer 2013 - 4
IIDA Perspective - Spring/Summer 2013 - 5
IIDA Perspective - Spring/Summer 2013 - Contributors
IIDA Perspective - Spring/Summer 2013 - 7
IIDA Perspective - Spring/Summer 2013 - From IIDA
IIDA Perspective - Spring/Summer 2013 - 9
IIDA Perspective - Spring/Summer 2013 - Behind the Issue
IIDA Perspective - Spring/Summer 2013 - 11
IIDA Perspective - Spring/Summer 2013 - IIDA News
IIDA Perspective - Spring/Summer 2013 - 13
IIDA Perspective - Spring/Summer 2013 - 14
IIDA Perspective - Spring/Summer 2013 - 15
IIDA Perspective - Spring/Summer 2013 - 16
IIDA Perspective - Spring/Summer 2013 - 17
IIDA Perspective - Spring/Summer 2013 - Design Dialogue
IIDA Perspective - Spring/Summer 2013 - 19
IIDA Perspective - Spring/Summer 2013 - 20
IIDA Perspective - Spring/Summer 2013 - 21
IIDA Perspective - Spring/Summer 2013 - 22
IIDA Perspective - Spring/Summer 2013 - 23
IIDA Perspective - Spring/Summer 2013 - The Showroom of the Future
IIDA Perspective - Spring/Summer 2013 - 25
IIDA Perspective - Spring/Summer 2013 - 26
IIDA Perspective - Spring/Summer 2013 - 27
IIDA Perspective - Spring/Summer 2013 - Working It
IIDA Perspective - Spring/Summer 2013 - 29
IIDA Perspective - Spring/Summer 2013 - 30
IIDA Perspective - Spring/Summer 2013 - 31
IIDA Perspective - Spring/Summer 2013 - 32
IIDA Perspective - Spring/Summer 2013 - 33
IIDA Perspective - Spring/Summer 2013 - 34
IIDA Perspective - Spring/Summer 2013 - 35
IIDA Perspective - Spring/Summer 2013 - 36
IIDA Perspective - Spring/Summer 2013 - 37
IIDA Perspective - Spring/Summer 2013 - 38
IIDA Perspective - Spring/Summer 2013 - 39
IIDA Perspective - Spring/Summer 2013 - Hire Resolution
IIDA Perspective - Spring/Summer 2013 - 41
IIDA Perspective - Spring/Summer 2013 - 42
IIDA Perspective - Spring/Summer 2013 - 43
IIDA Perspective - Spring/Summer 2013 - 44
IIDA Perspective - Spring/Summer 2013 - 45
IIDA Perspective - Spring/Summer 2013 - Get Your Game On
IIDA Perspective - Spring/Summer 2013 - 47
IIDA Perspective - Spring/Summer 2013 - 48
IIDA Perspective - Spring/Summer 2013 - 49
IIDA Perspective - Spring/Summer 2013 - 50
IIDA Perspective - Spring/Summer 2013 - 51
IIDA Perspective - Spring/Summer 2013 - Design Decoded
IIDA Perspective - Spring/Summer 2013 - 53
IIDA Perspective - Spring/Summer 2013 - 54
IIDA Perspective - Spring/Summer 2013 - Behind the Design
IIDA Perspective - Spring/Summer 2013 - Viewpoints
IIDA Perspective - Spring/Summer 2013 - Cover3
IIDA Perspective - Spring/Summer 2013 - Cover4
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