Hays Architecture - July 2010
Hotspots
Demand remains high for candidates with Revit software knowledge. More architectural companies recognise the benefits of this software, and hence there is a push to secure candidates who do not require training. Meanwhile residential building companies are switching to ArchiCAD software, which is creating a need for candidates with prior experience in this package to help other staff transition across.
With an increasing number of projects in the design phase, design expertise is critical. An increase in the number of large-scale projects receiving the green light has created a need for candidates with experience on construction methods specific to large-scale buildings.
Meanwhile candidates with all-round skills are in high demand as companies start to rebuild their headcount and require people that can perform a number of different functions.
There is also an increasing need for Drafters and Project Architects. Business developers are also wanted, with practices recognising the value an Associate with business development skills can bring.
The coming quarter
Practices continue to rebuild resources lost last year, and are thinking strategically to ensure they have a strong permanent base of employees in place. Despite this, employers continue to recruit predominantly on a contract basis until their own clients commit to new projects. Temporary assignments are also valued as a short-term solution to complete work.
Executive recruitment
While executive vacancy activity is growing, employers are not in a rush to fill roles and are testing the market to determine the quality of candidates available. Recent areas of need include Architectural Managers, Senior Landscape Architects and Lead Interior Designers.
Employer trends
Recruiting timeframes have lengthened. When recruiting, employers are very selective and prefer to wait for a high-quality candidate. Yet when such a candidate is identified a lengthy decision making process often means the candidate has either secured employment elsewhere or lost interest after interpreting the employer's lengthy process as indifference.
In order to overcome the shortage of certain skills, we advise employers to consider transferable skills. A candidate may not have Revit skills, but skills in ArchiCAD or another BIM software will ensure an easier transition to Revit. In another example, a candidate with large-scale retail experience is capable of understanding the building intricacies of large-scale high-rise buildings.
Candidate trends
Job security remains of paramount importance to many candidates. Consequently many are reluctant to change employers at present and are loyal to the employer who retained their skills during the downturn.
A high number of candidates without local experience and who require sponsorship are still available on the market. Conversely, there has been a decrease in candidates with local experience who are looking to make their next career move.
There is also a high number of Graduate Architects available who are finding it difficult to break into the industry in an entry-level position.
