Get The Friedman File. Advice & insight for industry leaders.


By submitting this form, you are consenting to receive marketing emails from: Friedman & Partners, 7 Grove Street, Wayland, MA, 01778, http://www.friedmanpartners.com. You can revoke your consent to receive emails at any time by using the SafeUnsubscribe® link, found at the bottom of every email. Emails are serviced by Constant Contact
Friedman & Partners - Growth stategies for A/E/C and environmental consulting firms
Friedman & Partners - Growth stategies for A/E/C and environmental consulting firms
Friedman & Partners - Growth stategies for A/E/C and environmental consulting firms

LinkedIn: on steroids?

In my years of writing The Friedman File articles, I try not to rant too often. No one likes a crotchety consultant who complains about stuff but doesn’t offer advice or alternative solutions. But for months now, something’s been getting under my skin. What’s up with LinkedIn? What used to be a unique, thoughtful B-to-B social networking tool has become an annoying commoditized pain in the butt. In this issue, I’m going to address a few of the observations I’ve made and review what I believe are LinkedIn’s most valuable applications for marketing, business development and recruiting.

What perplexes me about LinkedIn

About six months ago, I started noticing multiple pings each day from folks (some I knew and some I didn’t) wanting to “connect” with me (a definite uptick). One explanation: more and more, it’s becoming common practice in many industries to put LinkedIn […]

By |2017-07-12T14:33:19-04:00October 2013|Recruiting & Retaining Talent|

Searching for key talent: don’t get caught flat-footed!

With more Baby Boomers retiring, a small pool of Gen X’ers, and many Gen Y’ers and Millennials having left the A/E/C industry during the latest recession, the scramble for talent is on.

If you’ve done a good job identifying and cultivating your rising stars, the key talent you need may be right under your nose — waiting to be tapped. But now that the industry is rebounding, even those who’ve retained talent are soon likely to be looking outside for practice builders, seller-doers, a CMO, or technical experts to name a few.

Our executive search consulting practice specializes in high-level marketing and business development professionals and that holy grail of A/E/C professional — the rare individual who is both technically competent and possesses high emotional intelligence (often referred to as EQ, or Emotional Intelligence Quotient). Already added to the threatened species list, these folks have […]

By |2017-07-12T14:33:56-04:00August 2013|Recruiting & Retaining Talent|

When social media is worth your time

In this issue, I’ve asked long-time business partner Sally Giedrys of Artisan Communications to follow up on her January 2012 The Friedman File article (Social media: strategy, not hype) by sharing additional thoughts and A/E/C industry case studies. — Rich Friedman.

While the use of social media is skyrocketing all around us (including in the markets we serve), few A/E/C firms are taking full advantage. And those that are, are using social media more for employee engagement and recruiting: connecting with new hires on LinkedIn and Facebook pages that focus on new projects, employee awards and fun around the office, for example.

We’re missing the marketing opportunity.

In fact, when Building Design + Construction surveyed A/E/C professionals about their firm’s social media use, just 28% said they use social media as a marketing and promotion tool. And more than half (61%) said their firms […]

Developing the talent pipeline: a story of two progressive firms

How many A/E/C firms do you know that employ staff with titles such as “Director of First Impressions,” “Talent Scout,” and “Chief Human Potential Officer”? The past few years of economic Maalox moments have yielded numerous stories about staff cuts, reduced salaries and scaling back employee benefits. Yet a number of firms have quietly stuck to their strategic hiring plan by recruiting the best and brightest from colleges, struggling competitors and even thriving competitors.

These firms view tough times as an opportunity to strengthen their pipeline of future leaders and “swap out” old-school naysayers with can-do, out-of-the-box thinkers with non-traditional skill sets. Here are two:

Luckett & Farley: A Commitment to Key Talent Development

One such firm is Luckett & Farley, an 85-person A/E firm based in Louisville, Kentucky.

How important is it to be recruiting and searching for future leaders? President Ed Jerdonek says this: “It’s […]

By |2017-07-12T14:44:56-04:00November 2011|Case Studies, Recruiting & Retaining Talent|
Go to Top