Employers and recruiters

Many RIBA members and practices have expressed their desire to provide practical assistance to architects and students of architecture, fleeing the invasion of Ukraine. For further information about RIBA’s response, see: Ukraine crisis – latest guidance (architecture.com)

An acceleration in workload and the adoption of digital technologies have triggered a competitive recruitment market in which practices are seeking to source specific software skills to plug holes on projects. However, is this the best approach to investing in talent? Senior practice leaders and ...

Do you work for a forward-looking practice that is seeking greater gender equality and diversity in the background of its staff? Here is some accessible advice on how to kickstart EDI recruitment.

Here are our top tips to help you attract and recruit the best people in the architectural market when you have a small practice. Review the kind of candidate you want. Develop your company culture. Clearly define the job role. Specifically, target potential candidates. Be upfront about salary.

This article will aim to help recruiters to hire the best talent in a job seekers' market and maximise recruitment success. How do you promote the opportunity and the company while presenting how the ideal candidate would fit in within the structure?

How can recruiters and future employers make good use of interviews to find the best candidate?

How can recruiters and prospective employers efficiently read through a CV to find what they are really looking for?

Advice on how to choose the right applicant for the job.

How can recruiters or prospective employers get the most insight out of a covering letter?

RIBA Jobs HR and Recruitment Briefing.

This article describes current focuses for HR and people management in architecture.