The talk, So How Do You Become a Registered Architect? A Few Pointers for Graduates, was intended to assist fifth-year students, in the middle of their final-year design theses, with thinking about what they might do on completion of their studies. There were pointers about writing a CV, where to look for work, salary expectations and selecting(?) a practice to work for; the real point was about directing/developing a career to become a registered architect – a process that will take most students five years.

So how do you become a registered architect? There are many possibilities for graduates in architecture: some have used the qualification to step into a variety of roles from marketing to film-making and within the greater construction industry. However, to work as an architect in New Zealand, graduates must gain registration through the New Zealand Registered Architects Board (NZRAB). Although it is possible to practise without completing registration, with recent changes to the Licensed Building Practitioners scheme, it would appear that completing registration is the path of least resistance for recent graduates. A significant component of fulfilling the requirements for registration is to demonstrate a breadth of experience in the many facets required of a practising architect. This demands employment within a practice under the guidance of a registered architect. While the worst of the recession appears to have passed, its shadow still lingers over the construction industry and, unfortunately, that means that recent graduates and those about to graduate may still find it difficult to gain employment easily within the industry.

Christina van Bohemen, of Sills van Bohemen Architecture, brought together a number of speakers for an industry panel discussion with students at The University of Auckland. This talk focused on preparing final-year students and recent graduates for finding and gaining employment as architectural graduates in the current economic climate. The panellists came from a variety of backgrounds, interests and practice types, and provided invaluable insight into a range of issues. The panel speakers were: Christina van Bohemen – director, Sills van Bohemen Architecture, NZIA Councillor (Auckland), NZRAB Board Member, presenter for the NZIA Graduate Development Programme; Richard Goldie – director, Peddle Thorp architects, NZIA Chair (Auckland); Roz Smith – architect, Peddle Thorp architects; Melanie Lochore – director, Lochore Priest architects; Tim Melville – principal, Warren and Mahoney, assessor for the NZRAB, NZIA Councillor (Auckland); Sandy Hayward – architect, The Buchan Group; Aaron Paterson – director, Glamuzina Paterson Architects; Shannon Joe – principal, Warren and Mahoney, NZIA Urban Issues Group Chair; and Craig Moller – director, Moller Architects, presenter for the NZIA Graduate Development Programme.

PREPARING A CV AND PORTFOLIO AND INTERVIEWING TECHNIQUES

While applying for positions as a graduate architect, it’s important to keep in mind that firms are more than aware of graduates’ lack of real-world experience. After completing the degree, all graduates are assumed to be at the same base level of knowledge. Because of this, finding initial employment becomes more about who you are, who you know, a willingness to learn and, vitally, how you and your skills are conveyed through your CV, portfolio and personal interaction.

As Richard Goldie noted, “personality and ability” is what is being sought in a potential employee and “personality comes across in better ways than emailing your CV to a principal at a practice. The most proactive people will come and visit the office and politely demand to see you…” Comments from all of the speakers emphasised the power of personality and the importance of establishing a personal connection. Tim Melville pointed out that the architectural profession relies heavily on interpersonal and communication skills, whether they are exercised through the design process, interactions with colleagues or presentations to clients. “It is important to either call or visit to establish some sort of connection,” said Melville. “You know, one of the things that you don’t learn much about at university, which is absolutely fundamental to our profession and almost every other, is communication. And what you’re doing with your CV is communicating you and promoting you.”

CVs and portfolios should be clear and concise, making it easy for the recipient to assess your skills and aptitudes, especially when these documents are emailed. They must stand out among the other applications being received daily. Van Bohemen advises that creating an email-ready shortened CV or portfolio can be useful, and enables potential employers to assess applicants quickly. Should they wish to know more, a detailed CV/portfolio can then be requested or presented in an interview situation. While it is understood that graduates have not had extensive experience in the industry, it is beneficial to present a breadth of content in the portfolio, from CAD drawings and resolved work, to conceptual images and the ever-enigmatic hand sketches. With the reliance on digital drawing in current workflows, the power of the sketch is often overlooked. The inclusion of hand drawings and sketches in the portfolio demonstrates the ability to communicate with colleagues and the way in which the design process has been worked through. For works included in a portfolio, Melanie Lochore reminds us that it is imperative to acknowledge work produced under other firms; it is not taboo and, as architects are usually familiar with others’ projects, misrepresentation, whether it is intentional or not, can damage a potential employer’s impression of you.

For a graduate, Melville suggests that the preparation of a CV and portfolio is not too different from what was studied through the degree: “You presumably spend five years learning to present your ideas and communicate those to other people and that’s exactly what you’re doing with a CV.” These presentation skills that graduates possess are assets and often form the basis of a graduate’s role within a practice. Having caught the eye of a potential employer and secured an interview, establishing a personal connection is vital. While, for a jobseeker, it often feels as though interviews are about proving yourself as the best candidate to an employer, it is important to remember that it is also about a candidate assessing the firm. While graduates will have the opportunity to learn exponentially from more-experienced staff members, exisiting employees will also benefit from what is brought into the office. Craig Moller identifies that, “because you’re relatively young and fresh out of school, you’ll have something to offer that older people might not have.” For him, an interviewee should take the opportunity to portray themselves for who they are and demonstrate personality and a willingness to learn. Ultimately, an interview enables a potential employer to assess how you might fit into the firm.

As firms vary in their project focus, it is important to be familiar with their work, know what the practice does and who the directors are. Aaron Paterson first interviewed with Moller and was familiar with several of the firm’s projects that were of interest to him as well, so he made a point of discussing them in the interview. Roz Smith underlined the importance of identifying your interests and finding firms that resonate with them. She suggests that, in an interview, graduates should tailor what they say about themselves and what they want to gain from the position to each firm. Knowing that she wanted to work on large-scale buildings, not residential, was the driver behind her deliberately approaching Peddle Thorp for a position. Being aware of the differences between practices and knowing what you would like to gain from employment is essential for establishing a successful professional relationship.

Should a candidate find themselves in a position where they are talking to multiple offices, Goldie advises being upfront. “Tell the others that you’ve been talking to other offices. If you’ve got another offer on the table, try not to use that as leverage… You don’t want to start a relationship with someone you’re going to employ and have big obligations with someone who’s going to be tricky.”

In the end, as van Bohemen notes, “Getting a job can be about being in the right place at the right time”. However, being in the right place at the right time is easier if you’ve made it simple for employers to assess your skill set and personal qualities and if efforts have been made to forge personal connections within the industry.

WHERE TO LOOK FOR JOBS

While submitting CVs and portfolios is still an effective method for finding work, it should be kept in mind that many opportunities come through fostering a personal network. Paterson’s practice, for example, has never hired from a CV and employees have been individuals that either Paterson or his business partner have known, including students they have taught. Sandy Hayward landed her current role at The Buchan Group through an acquaintance, highlighting the benefits of maintaining friendships and connections with university colleagues. Hayward also credits her involvement with the NZIA for establishing connections with others within the industry.

Membership with the NZIA enables access to its Directory of Practices, in addition to the job-listing pages on its website. Other organisations and websites to be aware of, when looking for jobs, are groups such as the Auckland Architecture Association, which hosts a number of events and competitions, or architecturenz.net and the Student Architecture Network New Zealand (SANNZ).

Through The University of Auckland, the Open Desk programme, coordinated by Andrew Barrie, has also been highly successful for both students and practices. This programme places students in a number of firms for a two-week period each, enabling students to discover what working in a practice involves. Students who take part in programmes such as these or who seek employment while studying or through holiday periods invariably benefit from the increased exposure, and it is a way for both parties to trial relationships before committing to formal agreements.

SALARIES

Due to the fall-back in the economy, starting salaries for graduates may have dropped but currently fall within around the $35,000 to $40,000 range. It may also be common to start out on an hourly rate. Needless to say, experience and skill will influence the figures on an individual basis. Unlike areas like law and medicine, potential top-level salaries are not especially high. However, like other directors and business owners, senior members of firms are often offered additional benefits such as shareholdings, insurance, vehicles and phones, or a number of other non-monetary items.

WHAT GRADUATES DO

Without experience, graduates are not expected to be on par with more-experienced members of the firm. Shannon Joe believes graduates to be invaluable assets to a firm, reinvigorating a practice with energy and a passion for design. This enthusiasm is generally coupled with strong skills in conceptual and presentation work, meaning that a graduate’s role is generally built around those capabilities. While these areas may be significant parts of the role, graduates will have the opportunity to observe a wide range of tasks and procedures. As such, a large part of a graduate’s job is to absorb knowledge and continue learning from the environment created within the firm. Joe suggests treating anyone in the practice as a mentor; while working as a graduate in Moller’s Wellington office, Joe made a point to learn from everyone: other graduates, architects and technicians. All invaluable resources.

In general, graduates entering small practices will see and experience a wide range of responsibilities, from the concept stages to going onsite. Those who enter larger practices tend to be more specialised and build on skills they initially bring to the practice. In this sort of situation, Lochore emphasises, it is easy to be pigeon-holed to a particular skill set. Hence, it is vital to keep track of your own interests, bearing in mind the skills you wish to obtain in any particular job. If a graduate is part of a larger firm, it can be that directors are unaware that they have been in the same role for an extended period of time. In these situations, it is imperative to take the initiative and push to try different areas. Melville admits that, though it is not easy to push issues such as these when you are young, “It’s your future and your career that you’re building and your employer has a responsibility to you, I think, to ensure that your development is continuous”. Registration necessitates exposure to a broad range of responsibilities; it is a proactive process and showing interest in your own path will only ensure that the competencies required for registration are achieved.

WHEN YOU AREN’T CHOSEN FOR THE ULTIMATE JOB AND OTHER INDUSTRY CHALLENGES

It is discouraging when you are not immediately chosen for the job you were hoping for. However, regardless of the job and industry in which you may find employment initially, it is important to learn from it as much as possible. Architecture is an industry that is still experiencing the tail end of a recession and that means that graduate jobs remain relatively sparse. Should a graduate position not be available, it is worthwhile to work in related fields, stepping back into the industry when possible. Moller worked as a bike courier in New York for six months and swears it was the best architectural education he had. Hayward started as a receptionist at her first firm and moved into a relevant role over time, while Smith went from the architect to project manager at a construction company. Taking a role as a carpenter or hammer hand is also rich with experience highly relevant to architecture, as is anything in the wider construction industry.

Additionally, involvement in competitions and efforts such as Habitat for Humanity and Emergency Architects Australia is a way of staying involved should the perfect job be elusive. As new graduates attempt to enter the workforce, those who have had some form of related experience and have maintained connections with industry members are definitely ahead of their less-experienced counterparts.

WOMEN IN ARCHITECTURE

Currently there are around 1,700 registered architects in New Zealand, 20 per cent of whom are women. A factor affecting the proportion of women in the industry is the impact of raising families while practising, as both are time intensive. Though it is possible to raise a family and work as an architect or run a practice simultaneously, it is recommended that women who wish to pursue long-term careers in the industry sit Registration before having children. Panellists Lochore and Smith are both examples of practising architects who are also mothers.

With a mind to fulfil both of these roles, Lochore and business partner Jane Priest ensured that they had acquired the necessary skills to start their own practice successfully. The relative flexibility of owning a practice enabled them to keep a hand in architecture while also raising families. Smith had also registered before having children, facilitating an arrangement to work remotely and part time once she had her first child. While it may be possible to form part-time arrangements with employers, Smith admits that this type of commitment is difficult to arrange when you are part of a large firm, especially where she is often the lead architect on a project. Both Lochore and Smith suggest planning seven to eight years ahead; while it’s difficult to look that far ahead, graduates wanting to start families in that time frame (both men and women) should aim to sit registration as early as possible.

REGISTRATION

The registration process is time consuming, requiring 140 weeks of work experience to be carried out under a registered architect. Although some graduates are able to register in a very short period of time, the process shouldn’t be rushed and it generally takes between four and seven years to gain the necessary experience. Melville suggests treating the journey as an apprenticeship; while a lot is learned during the degree process, there is a steep and continual learning curve to step into practice.

The experience and knowledge required for registration is made up of a number of core competencies: concept design, developed design, detailed design, working on a contract and practice management. These are designed to ensure that all registered architects are competent in all areas required of a sole practitioner. The process involves keeping records of project involvement and having a registered architect sign off experience in the relevant fields. During this time, a written document and portfolio of project experience is compiled for assessment.

As daunting as the process may seem, the NZIA’s Graduate Development Programme is designed to assist graduates in preparing for Registration, providing a support network and a number of invaluable resources to guide graduates through the process.

While forward planning is pivotal to success through the registration process, graduates need not panic if ‘perfect’ jobs are sparse. In a tight-knit industry like architecture, personality and good relationships coupled with skill go far in creating opportunities and potential employment leads. Be open and be proactive. Though there are pathways to registration, no two are identical.

Further information can be found on the NZRAB website: nzrab.org.nz/default.aspx?Page=123. A review has recently been undertaken and the pathways to registration will be updated shortly to assist those people who don’t follow the standard career-development path.