How To Find, Hire & Retain Great Architectural Staff with Stephen Drew | 007

Jon talks to Stephen Drew, the founder of Architecture Social and Interior Design Social, about the challenges of finding, hiring, and retaining great architectural staff. Stephen enlightens listeners about the importance of creating engaging job adverts that go beyond listing required skills, and instead paint a vibrant picture of the company culture. He advises businesses to be agile, and transparent about their financial situation, and to constantly engage with employees about their professional goals. Stephen encourages companies to think from an employee's perspective and leverage their unique strengths, like flexibility and opportunities for more hands-on experience, which are particularly attractive to candidates. He also highlights the cost-saving advantage of employee referrals and the importance of fostering relationships with local universities for potential new hires.Today's Guest...Stephen Drew is the Founder of the Architecture Social and Interior Design Social as well as an ambassador for the Architect's Benevolent Society, a Fellow of the Royal Society of Arts, and a professional member of the Recruitment Employment Confederation and the Association Of Professional Staffing Companies. Architecture Social has a fresh spin on an old formula by breaking down traditional barriers between companies and creatives, providing a supportive environment to develop professional skills, find new jobs, and socialise.Episode Highlights...00:00 Introduction and Podcast Overview00:57 Guest Introduction: Stephen Drew01:40 Personal Interactions and Casual Conversation03:31 Stephen Drew's Journey into Recruitment05:46 Challenges and Solutions in Recruitment08:22 Mistakes Employers Make in Recruitment08:35 Effective Job Advertisements and Hiring Strategies15:18 The Importance of Respect and Communication in Hiring19:00 Salary Transparency in Job Advertisements21:46 Understanding the Market and Setting Salaries22:38 Balancing Business Needs and Employee Expectations23:29 The Importance of Flexibility and Progression in Retaining Staff25:32 The Art of Negotiation and Counter Offers28:40 The Role of Flexibility and Experience in Attracting Candidates31:49 Advice for Sole Practitioners on Their First Hire34:18 The Importance of Practice and Comparison in the Hiring Process34:42 Closing Thoughts and Personal ReflectionsKey Takeaways...👉 Putting thought into the job description and the portrayal of your firm can significantly impact the number of quality candidates you attract.👉 Be clear about your expectations and honest about what you can offer. Create clear goals for potential hires to work towards and be open about salary discussions.👉 Ensure that you're ready to make a decision when you start the interview process.👉 Employees need to feel that they can progress in their roles and that their concerns are being listened to.👉 Flexibility is vital in current times, so allowing options like remote working can contribute greatly to job satisfaction and staff retention.👉 When it comes to sole practitioners hiring their first team member, taking the time to establish connections with universities and job boards can open up a pool of eligible candidates.👉 Avoid rushing the hiring process to ensure you find the right fit for your practice.👉 Your job ads should focus on selling your firm as a great place to work rather than just listing what you want in an employee. Be upfront about both your expectations and what you're offering.👉 Mention the benefits that you offer, like flexibility and opportunities for professional development to make your firm more appealing to potential hires.👉 Staying engaged with your staff, setting clear goals for them, and providing them...

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