FIRM’S STRATEGIC RECRUITMENT PLAN

A. Internal Distribution
• Craft a personalized email to all current employees, emphasizing the growth potential
within the firm and the exciting opportunity for career advancement.
• Include a succinct yet compelling description of the open position, highlighting key
responsibilities, qualifications, and benefits.
• Attach or include a full job posting in the email, ensuring accessibility and clarity for
interested internal candidates.
• Encourage employees to refer potential candidates from their professional networks,
leveraging their familiarity with the firm's culture and values.
• Establish a designated point of contact within the HR department to handle inquiries
and facilitate the application process for internal candidates.

B. Constituent Distribution
• Share the job description with external stakeholders such as consultants, vendors, and
financial institutions, emphasizing the firm's commitment to growth and development.
• Utilize various communication channels, including newsletters, social media platforms,
and the firm's website, to reach a wider audience.
• Showcase the new position as a reflection of the firm's expansion and opportunities for
collaboration within the industry.
• Personally reach out to board members, partners, and other professional contacts to
inquire about potential referrals, leveraging their networks and expertise.
• Implement a tracking system to monitor the effectiveness of constituent distribution
channels and adjust strategies accordingly based on response rates and candidate
quality.

C. External Posting
• Identify and evaluate online job boards and publications that cater to the architectural
industry, focusing on platforms with a strong track record of attracting qualified
candidates.
• Allocate recruiting dollars efficiently by targeting channels that align with the firm's
target demographic and desired candidate profile.
• Seek input from current staff members with similar roles regarding their preferred job
search platforms and professional associations.
• Utilize the firm's social media presence to amplify external job postings and engage
with potential candidates actively.
• Emphasize quality over quantity when evaluating posting channels, prioritizing
platforms that attract highly skilled and experienced professionals.
• Regularly review and update the external posting strategy based on market trends,
candidate feedback, and the firm's evolving hiring needs.