The A/E/C Talent Churn–and How to Overcome Its Challenges-The AEC Talent Churn–and How to Overcome Its Challenges Slides

The AEC Talent Churn–and How to Overcome Its Challenges Slides

Pdf Summary

The presentation "Talent Churn–and How to Overcome Its Challenges" by Karl Feldman and Katy Pultz of Hinge Marketing focuses on the Great Resignation trend within the architecture, engineering, and construction (AEC) industries, highlighting key findings from employer branding studies involving over 1,000 professionals.<br /><br />Key insights reveal that mid-career and leadership-level employees are most impacted by resignations, with larger firms experiencing higher turnover rates. The trend is driven by multiple factors such as supply chain challenges, labor shortages, and increased construction demand.<br /><br />Job seekers prioritize culture, communication, and stability, with active seekers moving primarily for salary, team environment, and future vision. Mergers and acquisitions (M&A) contribute to increased passive job seeking. Retention challenges vary by career stage: entry-level employees seek growth, promotion, clear goals, and feedback; mid-career workers value company culture, respect, and avoiding role overload; senior leaders prioritize remote work options, voice, team collaboration, and cultural influence.<br /><br />Six strategies to counter talent churn are outlined:<br /><br />1. Understand the targeted talent by career stage and tailor recruitment accordingly.<br />2. Assess and improve employer branding, ensuring the firm's culture and values are clearly communicated through websites, social media, and reviews.<br />3. Enhance company culture and actively communicate it internally and externally, as poor culture is a leading cause of employee turnover.<br />4. Showcase expertise by highlighting visible experts and firm specialties to attract and engage candidates.<br />5. Introduce candidates to their potential teams, leveraging peer connections and mentorship to increase acceptance and fit.<br />6. Secure necessary resources and accelerants like SEO, social media, recruiting, and employer brand studies to boost visibility and candidate engagement.<br /><br />The presentation stresses culture as a critical retention element, recommending data-based culture change projects, consistent messaging, and leveraging peers. High-growth firms invest more in marketing technology and outside resources to enhance their employer brand and successfully navigate the Great Resignation.

Keywords

Talent Churn

Great Resignation

AEC Industries

Employer Branding

Employee Retention

Career Stages

Company Culture

Recruitment Strategies

Mergers and Acquisitions

Workforce Turnover