The architecture, engineering, and construction sector has witnessed an exponential increase in demand for talented professionals in both permanent and dedicated remote roles. Architecture and construction firms are pressing ahead, overcoming the hurdles of lack of innovation and creativity among team members.
With the availability of the best talent from anywhere in the world with the snap of a finger, the possibilities have become endless and goals seem achievable for the AEC industry.
The recruiting and hiring landscape is constantly evolving, and while it is competitive, it is also full of opportunities and experiences. Hiring managers need to understand the needs and demands of their firm and the talent they are willing to attract.
As per a study by Microsoft, the top three reasons for employees to leave the company are:
- Poor work-life balance(43%)
- Lack of career growth opportunities(44%)
- Low pay and benefits(44%)
So, to hire and retain top talent from the global AEC industry, companies need to work on building relationships and providing satisfactory experiences to their employees. As the AEC industry as well as clientele starts embracing remote working, more firms in the USA are indulging in the remote hiring process. Let’s explore the comprehensive guide to know everything about hiring dedicated remote architects.
What is Remote Hiring in Architecture?
Advancements in technology, changing client demands, and the globalization of talent are driving rapid evolution in the AEC industry. As a result of this drastically changing scenario, remote hiring is gaining momentum, enabling firms to tap into a diverse range of skilled professionals from across the globe.
Remote Hiring involves hiring dedicated remote architects who perform the assigned tasks from the comfort of their preferred locations, using digital tools and platforms to collaborate with project stakeholders.
As per a report by Buffer, 48% of employees are more likely to continue working with a firm for longer durations that offer remote work opportunities. The study highlights the presence of 53% of in-office staff while 43% of workers work as consultants or freelancers.
Why is Hiring Dedicated Remote Architects Beneficial?
Dedicated remote resources are professionals who are extremely focused on specific projects or clientele, providing expertise and undivided attention.
The shift towards remote work has proven beneficial for the architectural industry in several ways. Here are some of the primary advantages of hiring dedicated remote architects in the USA:
Access to a Wider Talent Pool
The remote hiring process provides the opportunity to tap into the global talent pool and recruit professionals with diverse skills and expertise.
Removing the geographical constraints and hiring professionals from across the globe can enrich the design process with varying perspectives and innovative solutions for the AEC companies. The firms based in the USA can recruit professionals with specialized skill sets according to the project requirements.
Cost-Efficient Outcome
The major cost-cutting is due to the elimination of physical office space, utilities, and other work equipment, significantly reducing overhead costs.
Remote architects often use their resources further reducing the operational costs. These savings enable the firm to allocate finances more strategically to technology adaptation, growth initiatives, or firm marketing.
Multiplied Productivity and Efficiency
Remote architects often work in environments that soothe their suits and productivity styles, enhancing productivity and work efficiency.
The absence of a traditional office setting eliminates the surrounding distractions and allows the architects to focus on their assigned tasks. The multiplied efficiency and productivity eventually translate to high work quality.
Accelerated Project Turnaround
Dedicated remote architects are focused on specific projects which leads to efficient and faster delivery of projects. Their ability to work from anywhere and adapt their schedules as per client requirements leads to faster turnaround time.
The agile quality of remote hiring also helps the AEC firms in meeting tight deadlines, while working on multiple projects simultaneously.
Scope of Scalability
Hiring Dedicated Remote Architects offers the flexibility to scale their teams according to project demands. Whether considering team expansion for large-scale projects or downsizing during a lesser workload, remote hiring allows for easy adjustments. The provision of scalability enhances responsiveness to market dynamics and ensures the firms remain agile.
Synchronized Work-Life Balance
Remote Hiring offers the flexibility to manage project schedules as per convenience, promoting a healthier work-life balance.
The synchronized schedule can lead to higher job satisfaction and improved well-being of the remote workers, leading to a motivated and engaged workforce. It functions effectively for AEC firms, translating to lower turnover rates and greater retention of top talent.
What are the Challenges of Remote Hiring?
Along with the ample benefits of hiring dedicated resources, remote hiring also comes with a set of challenges for AEC firms.
The firms are supposed to address these situations to ensure successful project development. The challenges are:
Team Dynamics and Synergy
Building strong synergy and team dynamics can be challenging in a remote setting due to the availability of different team members at different times. It might get difficult to establish a camaraderie with the other team members for the remotely working professionals.
The AEC firms must invest in team-building activities, regular virtual meet-ups, and collaborative platforms to develop a cohesive and motivating work culture.
Management and Oversight
Managing remote teams requires a different approach than conventional in-office management. Integrating strategies that focus on results rather than micromanagement, define clear expectations, and provide autonomy to architects is a suitable approach for AEC firms.
Regular check-ins, performance evaluations, and feedback sessions should be conducted to ensure accountability and alignment with project goals.
Communication Barriers
Hiring Dedicated Resources can sometimes lead to communication barriers, particularly when team members are located across different time zones or languages.
Communication delays and misunderstandings can affect the project timelines and outcomes. Firms can establish clear communication protocols and use digital tools to facilitate real-time interactions.
A Step-by-Step Guide for Hiring Dedicated Resources in the USA
Remote hiring requires a systematic process to ensure the selection of the right talent. Here’s a step-by-step guide to navigating the hiring process:
Trace Clear Project Requirements:
Firms should clearly define project requirements before initiating the remote hiring process, including specialized skill set, expertise, and experience needed. A clear understanding of project goals and client expectations will help identify the ideal candidate for the position.
An extensive job description:
A detailed job description is crucial to attract qualified and skilled professionals for the available position. The description should outline key responsibilities, qualifications, and required skill sets.
Conduct Interviews:
The interview process focuses on assessing the technical skills and problem-solving abilities of the candidate. The hiring managers should review the portfolio thoroughly to gauge the design capabilities and experience of the applicant before getting on an interview call.
Once the candidate aligns with the desired role and responsibilities, the firm can evaluate their skills and adaptability to remote work environments through virtual interviews.
Evaluate Technical Proficiency:
As remote hiring significantly relies on digital tools, assessing the proficiency of candidates with technology and architectural software is crucial. Assigning practical tasks or technical assessments can be a suitable approach to selecting the right individual for the role. After selecting the ideal candidate, the firms can hire dedicated resources and initiate the onboarding process.
Dedicated Resource Model (DRM): An Alternative to the Conventional Remote Hiring Approach
Successful integration of Remote hiring practices requires implementing approaches and models that foster collaboration, innovation, and accountability. One such remote hiring model is the Dedicated Resource Model (DRM) by Virtual Building Studio, which is working at the forefront of this paradigm shift in the conventional way of approaching and hiring remote talent.
Integrating the DRM solution allows the AEC firms based in the USA to connect with more than 200 skilled remote architects and engineers specialized and trained for US-based firms and are available for immediate hiring.
Merits of Adopting DRM solutions
- Access to the top 1% of the architects and engineers driving team expansion
- The Talent pool is selected through an extensive process of online tests, HR interviews, written tests, and technical interviews
- Trained Professionals especially for the USA and have elaborate experience working on US-based projects
- Access four top-grade professionals for the cost of one
- Culturally fit talent who seamlessly integrates into the company culture, fostering collaboration and growth
- Flexibility of working without any lock-in periods or long-term commitments
- Round-the-clock productivity, enabling timely delivery of the project
Case Studies: Seamless Integration of DRM
To illustrate the impact of hiring dedicated architects and engineers, let’s look at a few case studies depicting the successful integration of DRM solutions into the projects.
AECOM- A Texas-based infrastructure consulting firm expanded their remote hiring preferences and onboarded a team of 50 architects and engineers in just 8 months. AECOM was facing multiple challenges including high resource costs and skilled professional shortage, posing hurdles for a seamless project execution. Hiring Dedicated resources enabled the company to hire skilled talent from all over the world and at a lower cost.
Sunway Construction- A Malaysia-based construction company embraced hiring dedicated resources to access a wide talent pool of architects and engineers. They expanded a dedicated team of 30 architects and engineers in just 2 months.
The company encountered formidable obstacles while dealing with a crucial government project that required proficiency in BIM. The urgency to meet project requirements and previous disappointments with outsourcing services led to the decision to hire dedicated resources. With a dedicated team of professionals, the company has now successfully implemented BIM technologies and methodologies across all projects.
Conclusion
The future of the AEC industry is intertwined with Remote hiring, as technological advancements continue to reshape the industry. The hiring and retaining landscape is constantly evolving, and while it is competitive, it is also a vast pool of opportunities for AEC professionals.
By understanding the challenges and opportunities of today’s market, recruiters for US-based companies can develop efficient strategies to attract suitable talent and build a strong team.
Hiring dedicated remote architects in the USA offers a transformative approach to architectural projects, amalgamating the benefits of global talent, cost efficiency, and innovation.
