ABOUT NIA ARCHITECTS
Nia is also a black-owned and registered MBE (Minority Business Enterprise) architecture firm comprised of a diverse range of architects and designers. The strength, innovation, and creativity of their firm are rooted in their team’s diversity.
OVERVIEW
UNDERSTANDING THEIR NEEDS
Their salary bandings for the roles were tighter and under the average, compared to mid-size/large organisations within Chicago. This was making it difficult to attract professionals to Nia. Three offers were made to talented professionals, but they accepted offers at larger firms. Nia also struggled as their working situation was full-time in the office, rather than a 3/2 hybrid, which most firms were operating at the time.
IDENTIFYING THE CHALLENGES
The main challenges in the process were:
Competition
Benchmarking
Flexible working
Supply chain
NIA's AIM
Nia’s aim was to engage with a single supplier that would provide high-calibre talent and streamline the recruitment process to stay one step ahead of the competition. Their objectives were to:
Develop and push their Employer Value Proposition (EVP)
Improve their hiring processes
Attract high-quality candidates interested in social community projects
Improve candidate and hiring manager experience
It also became clear that as they needed their employees to work in the office 5 days a week and didn’t offer 3/2 flexible home working, they struggled to engage candidates in Chicago. Nia wanted a solution that would ensure consistent engagement regardless of volume, and a solution that could be scalable as their business grows.
OUR BESPOKE STAFFING SOLUTION
STR Group proposed that Nia broaden their search to look for professionals that were interested in relocating from another state to Illinois, as Illinois was comparable with New York and California in their compensation values. This provided Nia with a wider range of talent to meet their needs, allowing them to find the right professional and break the different hiring factor barriers in the relevant market.
Some areas of the US have more specific project types in certain areas, with California having more healthcare projects compared to New York for example, which means it might be easier for firms to offer relocation for professionals from this state to fulfil the vacancy.
Despite the relocation logistics, our candidate was still able to take up the role within 6 weeks of being offered.
DELIVERING ADDITIONAL VALUE
Market analysis and knowledge-sharing
Employer Value Proposition creation and ambassadorship
Constant communication, ensuring a positive candidate journey
Tailored, scalable solution
even if they are in the future.
