Posts tagged ‘Civil Engineering Jobs’
The Brazilian Infrastructure Boom
Matt Barcus
President, Precision Executive Search, Inc
Managing Partner, CivilEngineeringCentral.com
View Matt’s profile & connect with him on LinkedIn
It was not too long ago that the infrastructure and construction boom in the UAE and the surrounding Gulf Region was all the rage. Take a look at this segment from a Discovery Channel special on Dubai to see what I am talking about:
Over the course of my conversations with civil engineering professionals I always like to ask what their take is of the marketplace and how things are going in their regions and where they see the next big area of growth (from both a disciplinary and geographical perspective). Over the course of the past week or so I have spoken with engineering professionals and executives at numerous consulting firms who alerted me to the fact that Brazil is booming and the demand for new and upgraded infrastructure is strong; as a result, they had recently, or were in the process of, setting up shop there. Now, that same demand can be said for the US as well, but as you well know, the Federal government all the way down to local municipalities are so strapped for cash that nothing much is being accomplished when it comes to improving our infrastructure. So while we sit around with our hands tied as our interstate highway system is at or exceeding capacity, while more and more US bridges become structurally deficient, and while the concept of a US high-speed rail system continues to receive much scrutiny and criticism, Brazil has a World Cup to host in 2014 and an Olympic Games to host in 2016; can you imagine the beating that their infrastructure will take (even if it is only for small period of time)? And with these major events come a true sense of urgency for all things infrastructure …and more importantly, the deep pockets to support them! Brazil’s National Development Bank (BNDES) will likely lend $29B for infrastructure in 2012, and the Brazilian government is projected to spend $25.3B on their national rail network alone by 2014.
With the onslaught of visitors expected, the infrastructure will need to meet the demands. Airport expansions are underway often with monorail systems; construction of hotels, stadiums, commercial and retail centers is booming; rail, urban transit systems and traditional highway and roadway projects are abundant, and there is a healthy investment in water and wastewater infrastructure. And, according to an October 2011 article on Investopedia.com,
“The sporting events are just the beginning to Brazil’s infrastructure build-out. Last year, outgoing president Luiz Inacio Lula da Silva, launched a $900 billion infrastructure plan which focused on improving transportation, electrical supply and the nation’s ports. Similarly, current President Dilma Rousseff, has also pledged to improve infrastructure via massive public works plans.”
With all of the investment in infrastructure, Brazil will be poised for economic growth for generations to come.
If it hasn’t already been pounded into your head by now, we are a global economy and as opportunities arise in overseas markets for a struggling civil engineering and construction community here in the US, why not take advantage of these types of opportunities? What has YOUR company done to get a piece of that pie? And from a career standpoint - if you are looking for adventure, what a great opportunity!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
New Year- Time To Get A New Job?
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
View Carol’s profile & connect with her on LinkedIn
Every new year many of us assess our job. As an architecture and civil engineering executive recruiter, I find January to be a very busy month! New year resolutions abound. Candidates tell me that they will not spend another year working for a company or supervisor that doesn’t appreciate them…at a job that is no longer challenging or exciting. They won’t continue to go to work each day to be surrounded by people they don’t respect. It is time for them to be energized.
What questions should you ask yourself to determine if it is time to explore a new opportunity?
-COMPANY
Is my current company growing, shrinking or staying the same size? Do the company leaders communicate with all employees about the “health” of the firm? Do they communicate about their strategy for growth for the company? Are my values the same as the firm’s? Do I respect the company leaders? How is the company viewed in the industry?
-SUPERVISOR
Does my supervisor have and exhibit the qualities I respect in a manager? Am I learning from him/her? Does my supervisor keep me motivated on projects and informed about my career path? Do I feel comfortable asking for help or discussing situations?
-COLLEAGUES
Do I have established relationships with others in the company? Do I look forward to working with these people or do I dread walking through the office or visiting the lunch room? Are my team members collaborative or self-serving? Are they supportive or challenging?
-WORK/PROJECTS
Am I able to work on projects that are challenging and diverse? Do I like the work that is presented to me? Do I have an opportunity to learn and try new skills? Do I have autonomy to do my work? Do I have the ability to contribute to the overall success of the firm?
-SALARY/BENEFITS
Do I receive a competitive base salary? Did my company change their benefit plan so I pay more for less? Am I receiving incentive bonuses for exceptional work?
There are many other questions to ask when deciding to make a job move. It is important to make an informed decision. Changing jobs is often more emotional than logical. Before wasting your time, a recruiter’s time, your current employer’s and potential future employer’s time– do your homework and evaluate your situation.
One thing is for sure: If you “can’t take this.. not another day” at your current job, then start exploring your options!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Green Engineering Jobs: Coming to an Ocean Near You?
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
View Carol’s profile & connect with her on LinkedIn
Picture this: the sun, beach, sand, waves, porpoises ….wind turbines?
A variety of wind farms are being proposed, designed and constructed across the US. Cape Wind proposes the first offshore wind farm on Nantucket Sound, “… Miles from the nearest shore, 130 wind turbines will gracefully harness the wind to produce up to 420 megawatts of clean, renewable energy. In average winds, Cape Wind will provide three quarters of the Cape and Islands electricity needs. Maryland’s Governor proposed a plan to build offshore wind farms in the Atlantic Ocean (Maryland lawmakers today refused to pass the plan this year). His was a $1.5 billion field of giant turbines about 10 miles off of the Ocean City, Maryland shoreline, while the eastern edge is approximately 27 miles from the coast. And in Delaware, NRG Bluewater Wind has won the exclusive right to negotiate with the federal government to build an offshore wind farm.
Will these “green” initiatives bring green engineering jobs? “Bluewater Wind officials estimated in 2008 that the project would bring 400-500 construction jobs to the state, as well as at least 80 ongoing operations and maintenance jobs. A Port of Wilmington official estimated last year that building a regional turbine assembly facility there could result in about 770 jobs during construction, and another 750 operational jobs.” The American Wind Energy Association (AWEA) reported in 2010 that the wind energy sector that employs 18,500 staff in the manufacturing sector could “support tens of thousands of additional jobs manufacturing wind turbines and components if the right policies are put in place.”
Civil engineers will be needed for a variety of roles within this “green” engineering market. For example, the wind farm infrastructure consists of roads and drainage, wind turbine, met mast foundations and buildings housing electrical switch gear, planning, modeling, preliminary design, QA/QC and construction of wind farm infrastructure for sites and utilities for access roads, crane pads, crane paths…
Many of us will be interested in reviewing the results of states and P3 proposals. Will other states step up and add these green engineering jobs or, like Maryland, will legislators blow the turbine proposals out of the water? :)
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Civil Engineering Salary Cuts and Layoffs Continue
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Last year an executive at a national civil engineering firm was overheard saying that staff who held the company “hostage” by demanding high salaries and outrageous benefits were now getting a cold reality. They would either accept pay and benefit cuts or would be welcome to leave. After all, they could be replaced by other talented civil engineers who would be happy to have a job. This executive thought the company had been strong armed into high salaries and comprehensive benefits in a demanding marketplace. Additionally, he decided that many employees showed no loyalty to the company during good times. Staff threatened to leave for opportunities and remained when they received counteroffers. Now, he felt that “what goes around, comes around.” Engineering businesses are known as professional services firms. They are only as good as the talent they have on their teams…and the amount of projects in the marketplace.
Salaries respond to market conditions. Clients are driving the lack of return to normal as the supply of work remains low. When engineering consultants are busy, clients are willing to pay higher fees to secure the firm they want planning, designing and constructing their projects. Likewise, when firms are looking for projects to keep their staff employed, salaries are lower as are winning bids.
Salaries are also reflected by the great purge of 55 – 65 year old staff. As politically incorrect as this is to discuss, this economy has allowed firms to let go of senior civil engineers who are technologically deficient in deference to hiring younger professionals who are more marketable. These younger staff are LEED accredited, BIM proficient, command lower salaries which means lower bill out rates and potentially more winning bids. It is more economical to have a senior civil engineer oversee as a QA/QC manager, while junior and mid level engineers produce the work. The job market is now flooded not only with 2009 and 2010 graduates, but also with 35-45 year experienced engineers. Although I understand the thought process behind keeping salaries low in a competitive market for project wins, my previous blog comments in “Never Underestimate the Gray Haired Engineer” holds true. (A future BLOG will discuss the ramifications of removing senior engineers to save dollars).
Firms need to remain competitive to win work. While most will agree that civil engineering salaries had finally reached the level of their high tech counterparts, the economy could not sustain them. Infrastructure needs, natural and man made disasters will force work to our marketplace. But, the economy and clients (both governmental and private) will dictate industry salaries.
Thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Storm Water Job Trends
By Carol Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
The ever-shrinking job market, aging baby boomers and rapid technology growth have created a need for storm water generalists who can do it all—use off-the-shelf and proprietary tools to conduct modeling studies; plan, assess and design storm water and water resource projects; resolve complex problems such as conflicting design requirements and unsuitability of conventional materials; and prepare and review a myriad of reports, including technical and regulatory specifications, contract documents and cost estimates.
No longer is storm water management a niche position filled by hydraulic and hydrologic specialists; now it encompasses everything from business development to contract bidding and administration to project management.
Furthermore, storm water-related jobs are not limited to civil engineering and construction companies; they now are found in federal, state and local governments, scientific consulting and services firms, research and development companies and waste management organizations.
At the same time, rising population growth, crumbling infrastructure, growing concern for the environment and a need to comply with tighter environmental laws and regulations have created increasing demand for environmental engineers knowledgeable of storm water management. Many developers today are taking a proactive approach by working to prevent rather than control problems, requiring engineers who can use science and engineering principles to ensure the preservation of natural resources, the use of environmentally beneficial materials and the health and safety of residents. Environmental engineers also design remediation systems to counter the effects of pollutants on soil and groundwater and retrofit existing storm water systems to mimic predevelopment hydrology and restore ecosystems to their predevelopment state.
Storm Water Staff as Generalists
With unemployment on the rise, it is no surprise that some career boards report a 50% decline in the number of storm water-related jobs over the past two years. Fewer jobs usually means that the people who do have jobs have more to do, and that seems to be the case here. More storm water-related employees are expected to come to the job not only with knowledge of the general engineering field, hydrology, hydraulics and water quality, but also knowledge of best management practice design and local, state and federal water programs’ regulations as well as experience in site design, work plan development, data collection and analysis and preparation of technical memoranda, reports and presentations.
To get a job in today’s tight market, storm water-related workers must possess technical knowledge dealing with a range of topics, including soils, pollutants, watershed management, storm water/drainage management, water rights, water quality modeling, environmental permitting and economic analysis. In addition to these hard skills, engineers are expected to be fluent in softer interpersonal skills involving organization, management, communication and problem solving. Successful employees also need to be self-motivated, with the ability to work both on one’s own and within a large team environment.
Higher-level jobs require knowledge of and experience with more advanced topics such as conducting hydraulic, hydrologic and water quality modeling studies, using specialized computer software for data analysis, developing GIS applications and developing and updating computer code to create new analysis tools. Advanced workers also provide senior leadership for engineers involved in storm water-related projects and may prepare proposals and conduct other marketing activities to gain new business.
Storm Water Staff as Environmentalists
Engineers have a long history of working to minimize the environmental impacts of land development and to maintain or improve our nation’s environmental health. Many storm water-related workers are tasked with protecting our natural habitats, systems and resources by finding ways to maintain existing hydrologic patterns, reduce impervious surfaces, maximize undisturbed natural areas, minimize runoff and pollutants and take advantage of the natural retention, absorption and infiltration capabilities of vegetation and soils. Increasingly, environmental engineers are required to provide “green” and sustainable site management technologies and practices, making sure to integrate sustainability into every aspect of the development project.
In 1972, the U.S. Environmental Protection Agency (EPA) enacted the National Pollutant Discharge Elimination System storm water permit program to regulate sources, such as developments, that discharge pollutants into U.S. waters and waterways. In 2007, the EPA introduced the Green Infrastructure initiative to highlight opportunities for municipalities to increase the development and use of green infrastructure to infiltrate, evapotranspirate or reuse storm water.
Legislation is changing at a fast pace, and environmental engineers have to keep up with the latest rules, regulations and enforcement procedures at all government levels. Increasing numbers of localities are adopting low-impact development ordinances as treatment control for pollutants and pursuing the U.S. Green Building Council Leadership in Energy and Environmental Design certification. To comply with these environmental regulatory requirements, engineers must be familiar with the specifics of the ordinances and engineering standards related to storm water management in addition to keeping accurate, clear and concise records.
To complete a land development project successfully, environmental engineers have to examine the project in its entirety, considering each design decision in terms of costs and benefits not only to the company and client but also to the environment and balancing the costs of different types of green materials with the benefits of long-term storm water management.
Keeping Employed/Staffed
As this article has shown, storm water management trends, technologies and legislation are ever-changing. In order to maintain a job in this field, it is more important than ever for storm water-related workers to take advantage of every continuing education opportunity that comes their way.
To be successful, storm water-related engineers need a strong understanding of the water/storm water industry and new design standards and technologies. They also need experience in water resources, drainage, flood control and green infrastructure technologies. These individuals must read technical journals, attend professional conferences and interact with colleagues in order to keep up to date on the latest materials, standards and technologies and offer the greatest value to their employers. Even experienced storm water-related engineers need to keep abreast of the latest topics and often can benefit from a refresher course on the basics.
In the same way, if companies want to keep their employees, they must provide not only competitive salaries and benefits but also opportunities for continuing education and enhancement. In today’s work environment, learning new things can be a win-win situation for both employers and employees.
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Down Economy, Down Morale, Down and Out……Only if You Choose to Be!
Featured Guest Blogger: Anthony Fasano, P.E., CPC, LEED AP
Maser Consulting
Associate Civil Engineer and Certified Professional Career Development Coach
Click to Connect With Anthony on Linkedin and Facebook
Read The Career Development Blog – A Newly Created Support Forum for Civil Engineers
I have given many surveys to civil engineers through social media with regards to career development and advancement. Lately I have found that due to the economy many companies have been making changes with their staff in any way possible to stay as efficient as possible. This has resulted in many engineers having been forced to take on roles that they may not want or enjoy.
Many engineers have been asked to relocate to other office locations based on workload, increasing their commute and putting them in an uncomfortable atmosphere. Other engineers have been transferred to other departments based on workload. So you may have been working on private development projects for the past 5 years and all of a sudden you find yourself out doing bridge inspections.
How do you maintain productivity and passion in your day-to-day career when you are taken out of your desired role and/or location? Here are a few recommendations to keep your attitude and energy up while going through this situation:
- Be thankful for your job as there are currently many people without one. This doesn’t mean to be happy with your job, you don’t want to create a mindset that this job is “good enough” for me or that you are just going to accept it, the truth is you don’t have to.
- Paint yourself a very clear picture of the job you would eventually like to have. Be specific by listing the type of projects you would like to work on, your role on those projects, the general location of the projects if that matters, etc.
- Review your current day-to-day activities and see where the experience you are currently gaining will be helpful in your ideal role, once you achieve it. For example, if you have been re-assigned to manage something other than your ideal role, take the time now to improve your managerial skills which will apply in both situations.
- During these times, strengthen existing and build new relationships both within your company and throughout the industry. Take advantage of any downtime you have to re-connect with existing and prospective clients as well as other industry professionals. Attend more professional society events, with the idea that the more relationships you build, the more opportunities that will be available to you.
- Do one thing each day, no matter how small that will help you in achieving your ideal job or role. This might be an e-mail, phone call, internet research, read an inspirational article or quote, etc.
One thing that a professional coach helps people to do is realize the opportunity in every situation. Every time something you perceive as “negative” happens, ask yourself the following question, “Where is the opportunity in this situation?” You will be amazed at the list of positives that you will draw from a perceived “negative” situation.
The key is not to give up on what you’re passionate about doing, just because of the current industry situation or economic climate. Yes things are tough and we all have financial responsibilities and this is the time when we may have to accept roles that we aren’t comfortable with to survive. However the job that you want is out there somewhere until you decide that it is not!
I’ll leave you with a quote to help raise your attitude and energy up a level…..
“Everything can be taken from man but one thing: the last of human freedoms – to choose one’s attitude in any given set of circumstances – to choose one’s own way.” – Victor Frankl
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Use the Downturn to Make Yourself Part of a Winning Firm
By Bruce Lynch, Vice President of Publishing, PSMJ Resources Inc.
For over 30 years, PSMJ Resources, Inc. has offered publications, educational programs, in-house training and management consulting services to A/E/C professionals worldwide. PSMJ Resources conducts more than 200 educational seminars and conferences annually, supported by major professional societies, including AIA and ACEC. Headquartered in Newton, MA, PSMJ Resources provides more than 150 titles in book and audio, and publishes three newsletters about A/E/C firm management. PSMJ Resources also produces the industry’s preeminent annual surveys on management salaries, financial performance, fees and pricing, and benchmarks for the design firm CEO. On the web:http://www.psmj.com/
I have spent the last few weeks interviewing the PSMJ Circle of Excellence Class of 2009. Circle of Excellence firms ranked in the top 20 percent of firms participating in PSMJ’s Financial Performance Survey that achieve the best overall performance in 13 benchmarks that measure business operations in terms of profitability, growth, cash flow, overhead control, business development, project performance, and employee satisfaction.
Virtually every executive I have spoken with from this exclusive group of design firms has told me that they have used the economic downturn to improve the overall quality of their staff. Many super-talented people with very impressive resumes – as well as star students coming out of design schools – are available and obtainable for firms that have the muscle to make it happen.
Are you one of these people that’s going to add value to a firm that is prospering in the face of tough economic times? There are a number of factors that determine the answer. In general, firms that are looking to upgrade staff try to improve their overall position in specific geographic locations, in services offered, and in markets served. To upgrade at the management level, firms are looking to hire market and/or thought leaders. In upgrading staff, firms are looking for people with direct apples-to-apples experience with a specific market or service offering or that bring valuable knowledge on the latest technology.
Here are some examples: If you are a project manager and you are a super client champion in a specific geographic area, research firms that may be interested in expanding their services in your area. Sell yourself as someone who comes to the firm with a ready-made base of new clients. If you are a K-12 program manager, look for healthy firms that may want to expand into the K-12 market – your addition to the firm gives them the opportunity to hit the ground running. What if your expertise is in a market that is currently sluggish like residential construction? Sell your value-add expertise. Do you have relationships with zoning boards or permitting authorities? These are tangible benefits that can elevate the profile of a firm overnight.
For non-management design professionals, sell your direct experience with a specific market or service. If you design health care facilities, get letters of reference from health care professionals with whom you have worked directly. Having direct experience using Building Information Modeling (BIM) software like Revit is a huge selling point as more firms work on BIM-designed projects. If you have recently graduated from design school, sell your facility in new software applications and your ability to train up your peers in these applications.
It’s also helpful to have a relationship with a professional recruiter – even if you end up finding an exciting new job on your own, these people have the experience to serve as a sounding board and alert you to opportunities you didn’t know existed.
If you are good and you have the skills and experience that other firms see as an “upgrade”, you will always be impervious to the ups and downs of the economy.
All the best,
Bruce
civil engineeering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Civil Engineering Jobs – Will Any Job Do?
By Carol Metzner
President, The Metzner Group, LLC
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
I recently received this email from an experienced civil engineer: “I don’t care where the company is located or what types of civil engineering projects I will be working on. After 3 months of being unemployed, can you just help me find a civil engineering job?”
By now, we all know the difference that a couple of years can make.
It wasn’t that long ago that candidates would turn down good opportunities for a variety of reasons: too far of a commute; didn’t like the workspace (“I want my own office”); job title wasn’t right (“I want a Department Manager title”), etc. An upcoming CivilEngineeringCentral.com newsletter author spoke with me about an excellent article he wrote for us entitled, “Advancing Your Career.” Specifically, he lists “Top 10” ideas that one can use to help advance his/her career. Among the 10 bulleted items, the article suggests assessing where, and for whom one works. It is suggested that you then evaluate whether you are in the right company with the right people to help you reach your professional goals. I question whether many of our readers have the luxury to make these types of assessments at this stage in life.
On the company “gossip” websites, employees of A/E firms complain in great detail about their employers. In many instances they report that they will leave their employers as soon as the market allows for them to identify another job. But, for today, they will stay employed and endure their perceived incompetent management, demotivating work environment and inadequate compensation. Most are saying “any job will do”– for right now.
When the market bounces back, companies who are ignoring management training and evaluations will find voluntary turnover rates skyrocketing! Staff at all levels will leave in droves and recruiting to replace them will be a financial and logistics nightmare. Hopefully, HR leaders will keep an eye on employee comments and hold technical managers accountable during the current market.
Until then, while job security is more important now than in the recent past, there are still a lot of good opportunities out there to consider. Don’t stop evaluating your career goals– just be more selective in your search. And, make sure to either talk to your HR representative OR use your anonymous employee feedback system to alert management that you don’t just want “any job” located “anywhere.” You deserve to take an active role in making the one you have much better.
Questions Of The Month – Final Tallies Revealed
By Matt Barcus
President, Precision Executive Search, Inc.
Managing Partner, A/E/P Central, LLC, home of CivilEngineeringCentral.com
Each month at CivilEngineeringCentral.com we have a Question of the Month. This question is posted on our home page and is included in each issue of ”The LinkedIngineer“ as well as our monthly e-newsletter which is sent out to nearly 10,000 members of the civil engineering community (If you would like to sign up for our monthly e-newsletter please click HERE…sorry, couldn’t pass up that free plug). It’s been a while since we have posted the results, so in light of that (plus the fact that I have struggled to come up with anything else), check out the results below. If you see any surprising results in there or feel the urge to comment about any of the topics please feel free to do so.
MAY 2009
DID YOU SEE AN INCREASE IN PROJECTS IN YOUR COMPANY DURING THE FIRST QUARTER OF 2009?
83.1% No
16.9% Yes
Just yesterday I was speaking with a colleague of mine who commented on a report he had just watched on MSNBC. They were discussing the question “where did all the stimulus go?” Most of it of course is going to construction; all those projects that we have come to love and know as…shovel ready. What seemed like a lot of money initially, when spread out over the entire United States, seems to be spread pretty thin.
APRIL 2009
HAS YOUR FIRM CUT IT’S BENEFITS PACKAGE AS A RESULT OF THE CURRENT ECONOMIC CLIMATE?
67.6% Yes
32.4% No
It’s expensive out there folks. Our health insurance has gone up 50% over the past four or five years…everyone is feeling the pinch here.
MARCH 2009
WHAT DO YOU THINK IS THE HARDEST PART ABOUT SEARCHING FOR A JOB?
42.9% Networking
25.0% Not Knowing Where To Start
17.9% Updating My Resume
14.3% Nailing The Interview
The way I see it, assuming you are a talented engineer, if you are able to effectively network throughout the course of your career, that, in-and-of-itself, takes care of the the remaining three obstacles. You see, if you are a great networker, you easily know where to start, and because you have networked so well and know so many people very well, there is no need to update your resume because they have seen you in action and your stellar reputation precedes you. Your noticeable performance within your industry over the course of your career has coincidentally been an ongoing interview. All that being said, a hand shake over a cocktail, beer, sparkling water or other beverage of your choice should be all that is needed to nail down your next job. A little tongue in cheek maybe, but there is some validity to my theory.
FEBRUARY 2009
HOW OFTEN DO YOU VOLUNTEER IN YOUR COMMUNITY?
50.0% 8 or more times per year
23.1% Not at all
15.4% 1-3 times per year
11.5% 4-7 times per year
One half of our respondents give back to the community 8 or more time per year…that is AWESOME!
JANUARY 2009
HAVE YOU EVER MISLED OR EMBELLISHED EXPERIENCES ON YOUR RESUME?
77.8% No
22.2% Yes
One should always be truthful on their resume, that goes without saying. But sometimes resumes can be misleading as different titles mean different things to different companies and different people.
DECEMBER 2008
WHAT CONCEPT WILL MAKE THE GREATEST IMPACT ON SOLVING OUR ENERGY CRISIS?
40.0% Nuclear Energy
23.3% Wind Energy
20.0% Solar Energy
13.3% Bio-Fuels
3.3% U.S. Oil Digging
0.0% Coal
I think our economy will need to stabilize and re-establish itself for a while before we begin to see any of these technologies really begin to flourish.
NOVEMBER 2008
DOES YOUR MANAGER ALLOW FOR YOU TO WORK A 4/40 OR 9/80 WORK WEEK?
65.5% No
34.5% Yes
I think the civil engineering industry, prior to “The Great Recession,” had actually come accustomed to the 6/60 work week – that is Monday-Saturday/60 hours week!
OCTOBER 2008
WHICH PRESIDENTIAL CANDIDATE WILL YOU VOTE FOR ON NOVEMBER 4th?
49.4% Barack O’Bama
42.9% John McCain
6.0% Undecided
1.2% Other
0.6% Ralph Nader
Not bad, not bad. The final results in total votes for the Presidential election in November was Obama 53% / McCain 46%. Our participants were nearly dead on here…sorry I can’t say the same for the Question of the Month which we ran in August 2008; see below!
SEPTEMBER 2008
WITH HIGH GAS PRICES, HAVE YOU CHANGED YOUR COMMUTING HABITS BY OPTING FOR PUBLIC TRANSPORTATION?
73.5% No
26.5% Yes
This poll was posted at the time when gas prices were averaging $3.74/gallon. We have come a long way over the years in mass transit, but you know what? People love their cars and it would take a lot more than higher gas prices for them to drop their keys and take to mass transit.
AUGUST 2008
WHEN DO YOU BELIEVE THE LAND DEVELOPMENT MARKET WILL BEGIN TO PICK UP?
30.6% 2nd Quarter of 2009
26.5% 2010 or Beyond
14.3% 3rd Quarter 2009
12.2% 4th Quarter 2008
10.2% 4th Quarter 2009
6.1% 1st Quarter 2009
As of today, just about 50% of our survey responders are wrong and there are another 26.5% who will likely end up on the wrong side of the fence as well by the end of this year. Seems to be an ol’ case of “if I only knew then what I know now.”
I would like to thank you all for answering our Questions of the Month and look forward to your continued participation.
Got Comments? Got Questions? Got Insight? Got Speculation? Got Inside Information? Let us know, we would love to hear from you on any of the subjects of our recent polls.
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
What Can An Animated Squirrel Teach You About Hiring?
By Matt Barcus
President, Precision Executive Search, Inc.
Managing Partner, A/E/P Central, LLC, home of CivilEngineeringCentral.com
If You Have a Minute-and-a-Half…
What you just witnessed was Scrat, from Ice Age 2, working his tail off to get his prized acorn…he came SO close, but in the end he failed.
How many times have you come SO close to hiring the right candidate, but in the end you were not able to “seal the deal” ? In breaking down this video we can dissect how his mission is very similar to yours as a hiring manager, human resources professional, or recruiter in the civil engineering industry attempting to seek out the perfect candidate and what can occur if the proper steps are not taken.
The Hunt
The same way Scrat has pulled out all the stops in reaching his goal, you have exhausted your candidate database, your batteries in your electronic Rolodex have gone dead, you’ve dangled a boat load of “benjamins” in front of your employees encouraging referrals, you have scoured the job boards and resume databases, you have mined your way through the Internet, you have blasted through your contacts on LinkedIn to no avail…in one last ditch effort you have even discovered how to “tweet”, and as a result, you have found your acorn…errrrr, your perfect candidate!
The Capture
Visible and within reach, you loosen up the candidate with an introductory phone call that progresses nicely. At the end of the conversation you invite the candidate in for an interview…SWEET! The candidate goes through a multi-interview process and the outlook is positive, from where you are standing anyway. You feel awesome, you reeled ‘em in hook, line and sinker, he’s yours, sign him up.
The Fall Off
Wait, you told everyone in the office, you had the announcement ready for your next company newsletter, you had the press release prepared…what happened? You had your candidate right at your doorstep but he never stepped over the threshhold. Now you’ve lost the candidate and you have fallen back into the depths of the same search where you found yourself not so long ago. How could this possibly happen?
Failure To Plug The Holes
You had your candidate the same way Scrat had his acorn. The pipes began to burst, you duct taped the holes temporarily and juggled the candidate as long as you could. But in the end, he accepted a position with your nemesis two exits down off the expressway.
Unfortunately I have witnessed this scenario all too often in my career as a search consultant. The goal of course is not to learn how to plug the holes (because you saw what happened to Scrat when he tried to do so), but rather how to prevent those unexpected bursts from happening altogether.
- Be On Time. The same way you expect a candidate to arrive on time for their interview, make sure you are on time as well. Prior to the interview make sure you exchange cell phone numbers in the event that something arises that is going to cause you to run late or have to reschedule. Last week on our LinkedIn discussion board we learned of a candidate that arrived to his interview on time, but was made to wait thirty minutes before the hiring executive was able to invite him back for the interview. Once the interview begins the candidate may be pre-occupied with the fact that he had to wait thirty minutes. And even if he does get over it and the interview goes well, that thirty minutes of unjustified monotony sitting in the lobby has created a seed of doubt in that candidate’s head as to how you or the company may operate…as if they do not care about people.
- Don’t Skimp. If the interview was scheduled before lunch or before dinner, and it is going well and you see it carrying over for some time, take the candidate out for a meal. Not only is this a memorable gesture, but as always it gives you the opportunity to evaluate their demeanor in a public setting. And if the IHOP is the closest restaurant to your office…you might want to try the NEXT closest restaurant.
- Get Off The Fence. Make a decision. Once the interview(s) are complete, your ability to get off the fence and make a decision is crucial. Don’t let the engineer in you be the cause of losing the candidate. The longer you sit in a deep contemplative state analyzing the potential hire the less interested the candidate becomes and the more likely he is to be scooped up by another firm. Even if it’s a no-go, communicate this to the candidate. Your failure to communicate even the decision not to hire the candidate will be remembered, and you never know when you may need to call upon that candidate down the road.
- Avoid The Low Ball. Evaluate your current salary structure and make nearly the best, if not the best offer you can, right off the bat. This shows you are serious. If the candidate is considering other offers on the table, even though you make it known you are open to negotiation, the first impression of you attempting to short change them more-often-than-not leaves a sour taste in the candidates mouth.
- Remember Magnum, P.I. Make sure you, your human resources staff or your recruiter conducts a full and comprehensive investigation. By understanding all the details of the candidates compensation (and I mean ALL the details) and benefits you will limit the sneak attack the can often occur at the end of the process. You know, the sneak attack when the candidate has all but officially accepted and then he drops the bomb that he is declining your offer to accept another? Make sure your understand their current and desired title and responsibilities. You could make a fantastic offer, but “if the shoe don’t fit” then you have wasted your time. Uncover their hot issues. Why are they looking to leave? What was the initial appeal to your firm? Speak to references to get a better understanding of their strengths and weaknesses so you can be prepare to offer an opportunity that will improve their weak points and tone up their strengths. And finally, know what they are up to. This may be a little tricky without utilizing a seasoned search consultant, but you need to find out what other firms they are meeting with and what the details are of any other offers they may be considering.
- Make Sure The Fat Lady Sings. The old saying holds true during the hiring process. You must continue to close the deal with the candidate until the day they walk through your door. There are a number of things that you can do to minimize the chances of them accepting another offer from another firm, or a counter offer from their existing employer.
- Require them to provide their current employer with no longer than a three week notice, though a two week notice is even better; any longer and that leaves a large window of opportunity for them to change their mind.
- Have them sign an offer letter. The psychology behind having a candidate sign and return an offer letter to you is huge. It shows another level of commitment beyond the verbal acceptance and holds them more accountable.
- Meet with them once a week for lunch until they start in order to discuss their office set up, their technology requirements (blackberry, lap top, etc) and to prepare them for the projects that they will be working on. This mentally pulls them in closer to you and further away from their current employer or any other firms that may be dangling a last minute carrot.
- And finally, have Human Resources invite them into the office to fill out the hiring documents so they can hit the ground running on their start date.
By following some of these simple steps you will find that your ability to bring on top talent will be sure to improve, and you will be able to have your acorn…and eat it too.
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