Discover Top Posts Tagged with #jonathan segal

The Cresta

San Diego, California

Jonathan Segal

Photographs: Matthew Segal

Pikes Peak State Park

#iowa #jonathan segal #nature #adventure #explore

Episode 15: The Master Builder

My friend Ben Stevens runs a blog called Skyline where he interviews people involved in the built environment (architecture, real estate, planning, and so on). You might remember that I did an episode with him about a year ago where we talked about the overlap between architecture and development.

His most recent episode is with San Diego-based architect-developer Jonathan Segal. I’ve mentioned Segal before on this blog and that’s because he is well known and admired in certain circles for (re)creating a process that places the architect in the position of “master builder.”

He is singularly driven by one goal: to have ultimate control over the architecture that he creates. Making money is secondary. It is a byproduct of goal number one.

To achieve this, he has worked to cut out every conceivable middle person. Design is in-house. Construction management is in-house. Property/asset management is in-house. He even avoids bringing on investors for his projects, out of fear that they will start to dictate what he can and can’t do.

If this approach resonates with you, I definitely recommend you watch the interview. Click here if you can’t see it below.

#skyline #ben stevens #jonathan segal #architect-developer #architect #developer #real estate developer #interview #video #vidfe

3 Ways to Spot Top Quality Candidates via Social Media Screening

Social media is deeply ingrained in our lives today - particularly with Millennials.

Millennials have been involved in technology and also social media considering that they were birthed and also they are anticipated to represent 75 percent of the international labor force by 2025. Provided the frequency of social networks, it should come as no surprise that several companies make use of social media screening to "collect dirt" on possible hires which to look for red flags that can direct to bad on-the-job performance.

A current study discovered that over half of recruiters (52 %) consistently look social networks blog posts as component of the hiring procedure. Additionally, a survey by the Culture for Human Resource Administration (SHRM) discovered that greater than one-third of business (36 %) have actually found info on public social networks or in an online search that has actually caused them to invalidate a work applicant.

Although HR groups keep an eye out for damaging information on social media when vetting prospects, they also are looking for information that will favorably influence a candidate"s opportunities of getting the job. Here are three examples:

Social media blog posts show how candidates will fit with the firm culture. Cultural fit is a major concern during the hiring process. Many organizations think that they can train a new hire on the technological skills should perform a task well, however that it"s difficult to transform a person"s individuality so it fits with the firm culture. Social network articles connected to outdoors interests, volunteer activities, and much more could give employers idea into a prospect"s personality.

Social media accounts highlight prospects" interaction skills. LinkedIn profiles, personal blogs, and public social media blog posts on Twitter or Facebook supply employers with useful information concerning candidates" composing styles and focus on detail.

Social media accounts could consist of professional recommendations. Some candidates might include professional suggestions in their LinkedIn profile. These recommendations from former managers and also peers could be useful when taking into consideration just how an applicant will certainly function with others.

While social media screening process has actually come to be an essential aspect in the working with procedure, it"s necessary that firms do it in properly as well as at the best time. HR groups have to determine when in the hiring process to conduct screenings, as well as how to structure the testing process. Specifying social media screening process policies could assist companies prevent charges of discrimination and other difficulties from candidates.

To find out even more concerning decreasing the legal threats of using social networks in Human Resources, while making the most of the potential advantages to your business, join us on April 7th for a webinar with Jonathan Segal titled "Social network: The "Double Edged Sword" of Hiring and Recruiting." Click on this link to register!

3 Ways to Spot Top Quality Candidates via Social Media Screening http://ebizworldwide.blogspot.com/2016/07/blog-post_4.html

#HR #Human Resources #Jonathan Segal

Mr. Robinson -- Architect as Developer

I first learned about the work of Jonathan Segal back when I was in architecture school. And he was somebody I immediately admired.

At the time, I was struggling to figure out where I wanted to position myself between architecture and real estate development, and he was somebody who had seemingly figured it all out: he simply merged the two.

For those of you who are unfamiliar with Jonathan Segal, he has made a name for himself by being a pioneer of the “Architect as Developer” business model. That is, he acts as both the architect and the developer/client.

This business model isn’t going to suit everyone, but I suspect that we’ll see more of it in the future.

Of course, it doesn’t just have to be an architect acting as a developer. It could also be an architect and a developer joining forces or some other permutation. Whatever the case may be, design and innovation are central to business today and that’s why I think this model will only become more relevant.

Below is a short 3 1/2 minute video about Segal’s latest project, called Mr. Robinson. It is located in San Diego. If you can’t see the video below, click here.