Proactive firms can take control in tight job market

The best way to predict the future is to create it.

A bright future is in store for proactive architectural and engineering companies using creative recruiting techniques.

Optimal staffing with the best employees will be the norm in these businesses. Increased revenue, a solid reputation and strong customer service will be the result.

Only a handful of unqualified applicants will be available to fill openings in reactive companies. The same old recruiting techniques may be used on an as-needed basis. As a result, unfilled job slots, lost sales opportunities and customer dissatisfaction will plague such organizations.

Architectural and engineering firms can take control in this tight job market and create their future by using the knowledge and skills of employees already on board.

Choose to become a leader in your industry by applying 10 systematic recruiting techniques.

Start a "people book." Hold a brainstorming session to identify possible prospects. Carefully document all known information. Divide the list among key staff, matching each candidate with a suitable employee. Establish a regular schedule for recruiting-related telephone calls. Write down additional knowledge discovered. Expand the people book as new names are identified.

Profile raising. Require all management and professional staff to perform profile-raising activities. Network and promote your company by having each person join a different, relevant organization. Establish measurable goals concerning the number of new contacts made per meeting. Document key details and develop a regular follow-up plan. Provide information for placement in the club newsletter.

Speakers' bureau. Create a speakers' bureau to serve relevant organizations. Identify current employees gifted in persuasive communication. Offer their expertise on hot topics in the architectural and engineering field.

Events. Hold an event and drawing for a coveted prize. Require every attendee to complete a raffle ticket. This will generate a huge prospect list that includes names, job titles, company names, addresses and telephone numbers.

Media coverage. Submit press releases concerning company growth, new products and events. Publicity can lead to recruiting if you and your staff brainstorm ideas and establish a schedule, Assign one person to create a mailing list.

Conferences. View industry conferences as a recruiting gold mine, Promote your company continually. Devote one employee to focusing on recruiting, and be prepared to gather an extensive list of names.

Clips gathering. Monitor newspapers and magazines geared toward possible prospects. Clip out pictures and articles about anyone who has excelled. Call to offer congratulations and establish a rapport. Perform routine follow-up.

Applications and resum?s. Save each and every application and resum?, no matter what skill set the candidate possesses. Obtain a name, telephone number and address of a family member or friend that the applicant is confident will remain the same for years. Then you will always have a liaison for the candidate, even if he moves.

References. Track any references current applicants provide on resum?s and applications. Also, review old files and you will soon build an impressive list of contacts.

Evaluations. Last of all, make sure each current employee's performance evaluation includes recruiting-idea generation and achievements. Results will significantly increase with accountability.

Implementing these proven recruiting strategies will ensure that you have a list of qualified candidates readily available for job openings. Control the job market, instead of letting the job market control you.

(Lynne Haggerman is president/owner of Haggerman & Associates, an employment, management training, human resources consulting and outplacement firm.)