Prospects for AEC hiring remain strong. The Midwest and South Atlantic regions of the U.S. showed the strongest gains in total construction for January 2002 compared to the same month the prior year according to the January 2002 Construction Activity Report published by McGraw-Hill's F.W. Dodge division.

Robert A. Murray, VP of Economic Affairs, observed, "The construction industry proved to be one of the healthier sectors of the economy during 2001, and . . . construction remains resilient." He reports healthy gains in construction starts for single family housing, schools, healthcare facilities, churches and transportation terminals. "Supply and demand hasn't changed significantly from a year ago," says Bob Herbein, VP of Human Resources for Pennsylvania-based American Infrastructure. "It's still very difficult to fill most positions and even harder to find estimators and superintendents with specific industry experience for civil construction projects." He doesn't envision any let-up in recruitment.

"We project doubling the size and profitability of our construction management service by 2005. We're raising the bar on our human capital and seeking employees that are degreed or on the path to a degree," says Judith Squillante, HR Director of PBS&J in Florida. PBS&J is recruiting for about 40 entry-level positions and nearly 200 higher-level slots, some with more urgency than others. "There's a limited supply of top engineering people. The market is highly competitive. It's much harder to find someone with a Professional Engineer licensure in traditional civil engineering with specific knowledge of a niche market such as waste water or intelligence-based transit systems," says Squillante. By maintaining high visibility in community and professional circles, Squillante and other PBS&J executives attract diverse top talent, both male and female, to PBS&J.

Salary Savvy

Installation of wireless antennas in Missouri

Recruitment has been extremely competitive with compensation playing a major role in negotiations. In some regions the recessionary economy has triggered wage stabilization.

Many companies have focused on retention and increased efforts to provide career development opportunities. Without discounting the value of career development, 401k plans or insurance, salary remains a primary consideration. It's advised to survey salaries in the desired region before beginning a job search. To land in the highest compensation percentiles, experience has to be on target for the job requirements and skills current.

To benchmark salaries for various positions at PBS&J, Judith Squillante consults national surveys from companies such as Dietrich Associates Inc.; professional organizations (National Society of Professional Engineers and others); and engineering and construction journals. Industry roundtables, she suggests, are also very helpful. "We have to be sure that we are competitive," she states.

Excavation support and underpinning in Washington DC. Courtesy of Schnabel

Schnabel Foundation Company designs and constructs earth retention systems, soil mixed walls, underpinning, landslide stabilizations and specialized foundations. With more than 3,900 projects completed in over 750 cities nationwide, Schnabel has a well-earned reputation for expertise in this field. This growing company seeks engineers able to design and build complex earth retention systems. "Our marketing and project visibility attracts energetic and self-motivated people. We provide lots of training, interesting projects and responsibility. It's a perfect fit for someone who seeks the challenges and rewards of designing and building complex geotechnical structures," says Rich Hall, Marketing Director.

Excavation support and underpinning in Washington DC. Courtesy of Schnabel

Many applicants don't have an extensive background in this specialized field. For entry-level positions, Schnabel prefers engineers with MSCE degrees. With extensive training and mentoring, they develop design-build and project management experience. More senior positions require two to five years of project management.

"Ultimately, we want to develop engineers that can sell, design and manage projects. Many engineers thrive in this corporate culture that maximizes potential and enjoy careers at Schnabel spanning several decades," says Hall.

Squillante

PBS&J recruiters don't expect the shortage of skilled employees to go away, but people change jobs less frequently when the economy is uncertain. "It's harder to hire people away, but retention is easier," says Judith Squillante, Director of Human Resources. "Our good practices encourage retention and make recruitment easier."

PBS&J tests largest-ever New Mexico highway project. Courtesy of PBS&J

Over 40% of PBS&J candidates are referred by employees even without a financial incentive. "That says a lot about our culture," says Squillante. Prospective hires want to make sure they'll have the tools they need to do the job, such as technology. PBS&J's commitment includes computers, cell phones, remote hookups, distance learning and 65 IT support people.

PBS&J works hard at retaining employees with programs such as PBS&J University for career development, the company's diverse culture and community involvement, the presence of women in key positions and committees to review benefits, compensation, work/life issues and other important practices.

This Special Advertising Section was written by freelance writer Kathy Mullins. She can be reached at tel. 973-763-1945 or e-mail.