Apparently, going green DOES cost more!

If you haven't heard yeard about the National Council of Architectural Registration Boards' plan to raise its fees an average of 20%, I guess this post makes us the bearers of bad news. The reason for the fee hike? The council is switching from a paper-based system to all-electronic. We're still struggling to understand why that means the fees should be higher, but it seems like poor timing, given the struggles across the AEC industry for the past couple of years.

What do you think? How much deeper will your firm have to dig to remain certified through NCARB?

Dating yourself with incomplete resumes

Apparently, there's been an increase in job seekers sending potential employers incomplete resumes as they try to break back into the market. By choosing to omit college graduation dates and even the years during which they worked in previous jobs, some people believe these job seekers are being deceptive - either on purpose or by accident - and they're simply pitching their resumes, further extending the job seeker's time on the unemployment line in many cases.

Have you run across this issue at your firm? How do you handle it?

New app for AEC

For those who haven't heard, there's now an application that lets you carry the latest news from the AEC industry in your pocket wherever you go. Developed strictly for those in the AEC industry, this app contains content from some of the most trusted and well-respected industry publications and websites. In one iPhone app, you will receive the latest industry news headlines, marketing ideas and tactics, commentary on industry legal issues, green building trends and news, announcements on industry networking events, and free training videos you can watch directly on your iPhone or iPad. You can also email articles to friends and colleagues and add them to your Twitter account.

Have you downloaded this app yet? How does it work? What's good or bad about it?

The graying of the AEC industry

Statistics show there could be a steady increase in the senior set in prominent roles at firms across the country for the next two decades. Whatever the reason for that, it stands to reason that the longer the older, and presumably wiser, members of the management team stay on board, the fewer opportunities it will allow for younger proteges to advance their careers and run the firms themselves. That can't be seen as a good thing, and has generated a lot of buzz across the blogosphere.

How does your firm handle the torch-passing? Do you let the founder or long-time owner dictate when it's time for him or her to go, or is there a realization that the firm can only advance by staying current and keeping tabs on its clients' needs today, not its needs from 20 or 30 years ago?