Professional Registrations – More Than Wall Decorations

MET • December 8, 2015

For nearly 30 years I’ve been connecting employers and job seekers in the civil engineering industry. Sometimes I have someone who is a great fit for a position but the company does not want to interview the person. Why? Because the individual did not have a particular professional registration/license that the company felt would be valuable to the position – PE, AICP, LEED AP, PMP, etc.

 

Now before you fire off hate mail about the importance of professional knowledge and experience, I agree that both are important. That being said, a four-year degree and working for the same company for many years don’t mean you earned the right for job security or future promotions. Registrations are an unbiased barometer of your skills. They also illustrate your value, provide marketability and help you to stay current with industry knowledge and trends.

 

Show your Value
By showing your skills are up-to-date, you might be in line for the next promotional progression in your current or future role. You’re also showing your employer that you are a valuable member of the team and willing to learn new things.

 

Marketability
You may not think you need to be marketable because you’re not planning on leaving your current employer – especially in the current job market. With the many employer market driven changes and changing client loyalty, you should want to show you’re at the top of your game.

 

The days of employees working their entire career with one company are going the way of the Dodo bird. Employees often leave for new opportunities. (Sometimes too soon but I’ll address that topic in a future blog.)

 

And don’t forget about mergers, buy-outs or downsizing. As companies try to achieve greater success with reduced overhead (polite corporate speak for fewer people), they will want individuals who are among the best in their field. Registrations are another way employers’ view that you go above and beyond what is asked by putting in the time and effort.

 

Stay Current
Sure you have your undergraduate degree and possibly a masters or Ph.D. You also have on-the-job training and years of experience that you couldn’t pick up from the classroom. You also supplement workplace information with seminars and journals. Registrations or new accreditations are third-party recognition that you’re keeping your expertise current. It also shows that you passed an industry’s measurement of knowledge. It’s not a joy to complete, but you’ll thank yourself weeks, months or years down the road.

 

Now I’m not saying that licenses are the Holy Grail for a successful career. You still need to know your stuff and prove your worth. But as the job market expands and companies search for the best and the brightest to achieve greater success, professional registrations could give you an edge over another person for a promotion or a future job search.

 

Do you think that registrations are valuable to augment industry knowledge or are they over-valued and not worth the personal investment? Let us know.

The Metzner Group Blog

When "The Client is Always Right" Isn't Always Right: Navigating Tough Decisions as an Executive Recruiter

By Carol Metzner • October 22, 2025
Last night, I had an unsettling phone call with a client. It pushed me to assess whether "the client is always right." Here is what I came up with: In executive recruitment, "the client is always right" is a guiding principle. After all, clients trust us to understand their needs, align with their vision, and deliver top-tier talent. But what happens when that principle collides with another: the duty to place candidates into environments where they can thrive? Every recruiter has that moment of realization—a client may seek a professional, but their leadership style, company culture, or expectations send up red flags. Perhaps their demands are unrealistic, or their treatment of candidates raises ethical concerns. These situations challenge recruiters to balance two critical priorities: maintaining client relationships and protecting candidates from potentially detrimental placements. As recruiters, we’re not just matchmakers but stewards of careers and livelihoods. Candidates trust us to help them take the next step in their professional journey. If a client demonstrates behaviors or values that could lead to a toxic environment, we must assess and address the situation with integrity. This doesn’t mean severing ties with challenging clients immediately. Open communication is key—have a candid conversation to understand their expectations and share your observations. Sometimes, clients are unaware of how their actions or words come across and are willing to adjust. However, if it becomes clear that their approach contradicts your commitment to ethical placements, it may be time to reconsider the partnership. Ultimately, I have decided that "the client is always right" has its limits. As an executive recruiter, my reputation hinges on filling roles and making placements that benefit both sides. Walking away from a mismatched client might feel like a loss in the short term, but in the long run, it reinforces my integrity and ensures the candidates I work with continue to see me as an ally in their careers. After all, my genuine client is the principle of finding the right fit—for everyone involved. What are your thoughts? #civilengineeringexecutivesearch #architectureexecutivesearch #executivesearch #AEP #ethics #recruiterinsights

Strategic Career Choices: Beyond the Bottom Line

By Carol Metzner • October 22, 2025
Many of us understand the significance of both short-term gains and long-term investments. When evaluating a new opportunity, the financial package plays a critical role—it reflects the value of your expertise and supports your aspirations, both today and in the future. However, compensation should not be the only compass. A truly strategic decision considers how the role aligns with your vision, challenges your abilities, and fuels your capacity to lead with impact. The right opportunity integrates financial reward with culture and mission that drive fulfillment, growth, and purpose. One should not accept an offer solely based on money, nor should one reject an offer solely because of financial reasons. Leadership is about balancing head and heart, value and vision. Let’s prioritize decisions that secure not just wealth but meaning. What principles guide your career decisions? #Architecture #CivilEngineering #ExecutiveSearch #Recruiter #AE #RecruiterInsights