Posts filed under ‘Civil Engineering Jobs’

Has Your A/E Firm Taken Over Your Identity?

question

Are you known as a civil engineer, architect, landscape architect and planner OR are you known as an employee of your employer?

Recently an outstanding executive engineer was set to interview with my client. This engineer had worked as a leader in his firm for 20 years. At the start of the process, he told me had participated in a three-month long interview process for another opportunity only to not receive an offer. He was informed that he was not hired in the previous firm because they thought he was known as “Bill Smith, ABC Engineers.”

In other words, he was no longer “Bill Smith, PE, well respected leader in the ACEC engineering community.” Instead he was known as “ABC Engineers’ Bill Smith.” The firm told him that they were concerned that he had been with his employer (and successful) for so long, that his identity with municipalities and agencies was too intertwined with his firm’s identity.

This made me wonder: Can a firm take over your professional identity? Do you become the “brand” of your firm?

A “personal” or “professional brand” is an identity built around you personally. It is in basic terms, who you are and how you want the world to see you. Personal brands can be flexible and are becoming helpful for use in your career – at all levels.  A “business brand” is an identity built around a company or business. These brands are usually not flexible and can be critical to a firm’s success or failure.

Many of us are taught to be aware of our behavior when we attend business functions as we are representing our firms. We typically introduce ourselves by our name and our company affiliation. To separate your professional identity from your company’s is tricky. That is where your personality and relationships come in. You are representing your company, but remember you are also your brand.

LinkedIn and other professional social media outlets are helping many of us develop our own “personal/professional brand.” Blogs, participation in technical associations, published technical papers, LinkedIn profiles and published writings (like this one you are reading) are great avenues to have people learn who you are and what you do. For example, after reading this, it would be my hope that when someone asks “Do you know anyone who is an architecture or civil engineering recruiter/headhunter?” that you would reply “Yes. Carol Metzner does that.”🙂

 

Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com

View Carol’s profile & connect with her on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

January 27, 2016 at 5:14 pm Leave a comment

Happy Holidays From CivilEngineeringCentral.com

We would like to take a moment to thank all of those who help make CivilEngineeringCentral.com  successful and relevant!

All Of Our Customers Who Advertise On Our Site
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All Of Our 11,300+ LinkedIn Group Members
All Of Our 53,000 Annual Blog Visitors
All Of Our Friends & Family Who Continue To Support Us

HAVE A HAPPY & SAFE HOLIDAY SEASON & MAY ALL OF YOUR HOLIDAY WISHES COME TRUE!

December 21, 2015 at 11:59 am Leave a comment

What to Expect as a Candidate from your Recruiter – Part 1 in the “Honesty” Series

An experienced recruiter can be many things to a candidate they are working with:  career counselor, resume writer,  sounding board, confidant, negotiator, interview coordinator, interview coach,  and sometimes even friend.  One thing you should always expect from a recruiter as a candidate is honesty.  Here is how honesty presents itself through the recruiting process and what you should expect from the search consultant you are working with:

 

The initial call. When you are contacted for the first time by a recruiter you should know how the recruiter got your name.  Was it through LinkedIn or some other avenue the recruiter was researching on the internet, or was it via a referral from a previous supervisor, a client, a past subordinate, or maybe even someone in the peripheral on whom you made a positive impact.  This is important to know, because if the recruiter does uncover a great opportunity for you, you will want to reach out and thank that referring source.

 

Resume critique. Poorly written resumes are often brushed aside and given little, if no consideration. If someone’s resume is not up to par, I let them know, and we work on reformatting it together.  It is important that your recruiter share with you his/her thoughts, both good and bad, so that a properly formatted and laid out resume is developed prior to formal submission to any company.  I’ve seen my fair share of poorly written resumes, in fact I just concluded brushing one up with one of my current candidates.  The resume shipped over to my client in its original form may have not made the greatest first impression.  Your recruiter should understand that you are a professional engineer, not a professional resume writer, so if it is something that you have not done often it can indeed be a challenge.   A recruiter looks at resumes all day along, so they should be able to offer some solid tips.

Where your resume is going. Never allow a recruiter to haphazardly submit your resume to firms without your prior permission.  Having a recruiter “spam” your resume to dozens of companies is perceived as an act of desperation and absolutely jeopardizes your confidentiality.  You should be selective in who your resume is submitted to, and an honest recruiter will ALWAYS inform you as to where they would like to submit your resume and request your specific permission.

Qualifications / interview feedback. Submitting your resume and/or interviewing on your own without the guidance of a professional recruiter can be frustrating.  Receiving any feedback in response to a resume submission or an interview can be challenging, and for many people that is an understatement.  A good recruiter will provide feedback from the client.  Positive feedback is positive feedback; it is easy to understand and easy to communicate back to the candidate.  Often times, when a resume is not well received, or the feedback from the client in regards to the interview is less than stellar, the feedback can be a hard pill to swallow.  A good recruiter will be honest with you in providing feedback, no matter how negative; they should NOT beat around the bush or sugar coat things.  Discussing the negative feedback will provide value to you as a candidate and will help you better prepare for the next interview that arises.

Nothing available.  After speaking with a recruiter,  if they have nothing available, they should TELL YOU THAT.  This will allow you to move forward with other avenues and will keep you from being hung out to dry. So often candidates submit their resume to a recruiter, have an initial conversation, but then never hear anything back.  I can’t tell you how many times I have worked with a candidate who has told me they submitted their resume to another recruiter who said they had an opportunity for them, but never heard back from them again.

Negotiations. An honest recruiter should be able to have a frank conversation with you when it comes to negotiating an offer.  They are certainly looking out for your best interest and formulating an offer that you will be excited about, but they are working on behalf of their client, and if they feel as though your demands will “upset the apple cart” they should let you know ahead of time, because once the apple cart is upset it is very difficult to get it back on its wheels.  A recruiter should let you know what requests are feasible, what current market conditions are, what others in similar roles are making, and they should have a good feel for their client as to what will and will not fly.  From time-to-time I have worked with candidates who demand the moon when we arrive to the offer stage.  A good and honest recruiter will be able inform the candidate that their expectations may be a little rigid, and if they really want the job they will have to back down a little bit.  The goal of a recruiter is to hammer out a deal that will be a win/win for all involved.

I have seen many civil engineering recruiters come-and-go over my eighteen-and-a-half years in this business, many of them are no longer in business because they failed to be honest.  When working with an experienced recruiter, make sure you feel comfortable working with them, and set expectations up front that revolve around some of the points I mentioned above.

 

Barcus headshot
Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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December 16, 2015 at 2:22 pm 1 comment

Professional Registrations – More Than Wall Decorations

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For nearly 30 years I’ve been connecting employers and job seekers in the civil engineering industry. Sometimes I have someone who is a great fit for a position but the company does not want to interview the person. Why? Because the individual did not have a particular professional registration/license that the company felt would be valuable to the position – PE, AICP, LEED AP, PMP, etc.

Now before you fire off hate mail about the importance of professional knowledge and experience, I agree that both are important. That being said, a four-year degree and working for the same company for many years don’t mean you earned the right for job security or future promotions. Registrations are an unbiased barometer of your skills. They also illustrate your value, provide marketability and help you to stay current with industry knowledge and trends.

Show your Value
By showing your skills are up-to-date, you might be in line for the next promotional progression in your current or future role. You’re also showing your employer that you are a valuable member of the team and willing to learn new things.

Marketability
You may not think you need to be marketable because you’re not planning on leaving your current employer – especially in the current job market. With the many employer market driven changes and changing client loyalty, you should want to show you’re at the top of your game.

The days of employees working their entire career with one company are going the way of the Dodo bird. Employees often leave for new opportunities. (Sometimes too soon but I’ll address that topic in a future blog.)

And don’t forget about mergers, buy-outs or downsizing. As companies try to achieve greater success with reduced overhead (polite corporate speak for fewer people), they will want individuals who are among the best in their field. Registrations are another way employers’ view that you go above and beyond what is asked by putting in the time and effort.

Stay Current
Sure you have your undergraduate degree and possibly a masters or Ph.D. You also have on-the-job training and years of experience that you couldn’t pick up from the classroom. You also supplement workplace information with seminars and journals. Registrations or new accreditations are third-party recognition that you’re keeping your expertise current. It also shows that you passed an industry’s measurement of knowledge. It’s not a joy to complete, but you’ll thank yourself weeks, months or years down the road.

Now I’m not saying that licenses are the Holy Grail for a successful career. You still need to know your stuff and prove your worth. But as the job market expands and companies search for the best and the brightest to achieve greater success, professional registrations could give you an edge over another person for a promotion or a future job search.

Do you think that registrations are valuable to augment industry knowledge or are they over-valued and not worth the personal investment? Let us know.
Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com View Carol’s profile & connect with her on LinkedIn civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

December 8, 2015 at 10:17 am Leave a comment

Flashback: Where Have All The Civil Engineering Firms Gone?

According to press announcements, there have been at least 30 merger/acquisitions within the past MONTH in the US civil engineering and architectural consulting firm community. The blog below is just as relevant today as when it first ran on Civil Engineering Central in 2008. Refresh yourself with the write up and let us know what you think of the continued consolidation in our industry!

Acquisitions in the civil engineering community exploded in 2007 with steady activity up to now. A client jokingly told me, “Eventually we will all work for about five firms. That is all that will be left!”

While I think my client’s comment is a slight exaggeration, the pace of these M&As does not seem to be slowing. What has happened to the traditional firms of the past?

Certainly, these consolidations allow firms a great way to increase staff and presence in particular locations or technical arenas. But, if you joined a firm because of a specific company culture, what do you do now?

Are these large national and international firms of combined technical talents good for our industry? What do you think?

Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com View Carol’s profile & connect with her on LinkedIn civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

July 14, 2015 at 3:55 pm 1 comment

Legalized Marijuana Use Grounds For Termination Within A/E Firms?

The legalization of marijuana use in Colorado and Washington is causing an uprising within the A/E marketplace.  It has been reported that firms are trying to determine policies that take in consideration federal and state laws while being mindful of employee and client safety. Speaking with operations and human resources executives on the legalized use of marijuana by employees, I am receiving one unified comment:

Marijuana use will not be tolerated-whether legal in the state the employee works or not.

Civil engineering  and architect employers believe that any potential impaired judgement could lead to fatal design issues or poor decision making. I asked several executives how recreational use of the drug  during personal hours is any different than staff consuming alcohol on their own time. Additionally, I asked “If an employee goes on vacation to Colorado or Washington, then smokes marijuana, returns and tests positive- what will happen?” I received a variety of responses to both these questions, but no clear answer. “Too many shades of gray. Employees need to take responsibility. If they are smoking in a legalized state on vacation, chances are they are smoking at their homes too.”  Emotions are running deep on this topic.

The Department of Defense has reported that contractors who test positive for any drug use may lose their security clearance. Similarly, other federal agencies require contractors/engineering firms to drug test staff working on their projects. This would clearly direct firms providing services to those agencies. Liability insurances for many firms are expected to rise.

NORML (www.NORML.org) shares  “marijuana is the third most popular recreational drug in America (behind only alcohol and tobacco), and has been used by nearly 100 million Americans. According to government surveys, some 25 million Americans have smoked marijuana in the past year, and more than 14 million do so regularly despite harsh laws against its use. Our public policies should reflect this reality, not deny it.”

Many states and many more A/E firms will be dealing with this issue in months ahead. What do you think? Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com View Carol’s profile & connect with her on LinkedIn civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

March 19, 2014 at 9:48 am 2 comments

Attracting & Retaining Talent :: It’s a War Out There

In November of 2013 Carol & I were invited to host a breakout session at the Rusk O’Brien Gido + Partners Growth & Ownership Strategies Conference in Naples, FL.  The Breakout Session that we hosted was titled “Attracting & Retaining Talent :: It’s a War Out There.”  The topic was marketed as follows:

The day of the easy to fill empty seat in a firm is gone, and the ability to keep talent from joining a competitor is more challenging than ever. This breakout discussion will focus on ways of attracting talent and then keeping them from walking out the door with clients and staff. Using their combined experience of over 40 years exclusively within the A/E marketplace, this session will offer you the proven secrets that have helped hundreds of firms navigate difficult employee recruitment and retention waters. The day of the easy to fill empty seat in a firm is gone, and the ability to keep talent from joining a competitor is more challenging than ever. This breakout discussion will focus on ways of attracting talent and then keeping them from walking out the door with clients and staff. Using their combined experience of over 40 years exclusively within the A/E marketplace, this session will offer you the proven secrets that have helped hundreds of firms navigate difficult employee recruitment and retention waters.

Carol & I hosted our breakout session late on a Thursday afternoon, right before happy hour after a long day of sessions, but we were excited to see that our session was overflowing with an interactive group of executives poised for the growth of their respective companies.  Our session dealt with the following topics:

Five Methods To Attract Top Talent

  • Visibility of company and staff in the industry / marketplace
  • Successful, happy and engaged employees
  • Satisfied clients
  • Social media
  • Executive search services (internal and external)

Mastering the Art of the Interview

  • Process
  • Well planned
  • Well communicated
  • Well defined

Selling the Candidate

  • Roll out the red carpet
  • Great listening
  • Personalize the close

Six Methods To Retain Top Talent

  • Develop and implement on-boarding program
  • Allow and encourage feedback at all levels
  • Utilization of talents and skills
  • Making staff feel valued
  • Provide opportunities for training, development and advancement
  • Deliver what was promised: truth and responsibility

It was a jam packed session,  both from seats taken and with information shared.  The feedback that received from those in attendance was all very positive; we only wish we had longer than 45 minutes!

If you are interested in downloading the Power Point Presentation along with the detailed notes please click the following link:

Florida Presentation 11.04.13 

PresentationIf you are interested in further discussing any of these topics please make sure to comment below in our comment section, or feel free to contact Matt Barcus or Carol Metzner at: 

Matt Barcus:  mbarcus@precision-recruiters.com

OR

Carol Metznter:  carol@themetznergroup.com

And one quick side note here ~ if you have it in your budget and are able to attend the 2014

Conferencelogoheader0521

 BE SURE TO DO SO – IT WILL BE WELL WORTH YOUR WHILE!


Matt Barcus
President, Precision Executive Search, Inc
Managing Partner, CivilEngineeringCentral.com
View Matt’s profile & connect with him on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

February 3, 2014 at 3:45 pm 4 comments

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