Recruitment and retention by design: Supporting talent through space

This blog post was authored by Amanda Fisher, Communications Specialist, BWBR.

In today’s competitive labor market, companies across sectors are grappling with the same question—how do we attract and retain top talent? As organizations grow, evolving industries require increasingly technical skillsets, and people-first cultures that prioritize employee wellbeing continue to rise, leaders are seeking innovative solutions for recruitment and retention.

We sat down with Healthcare Practice Leader Ryan Johansen and Science + Technology Practice Leader Nate Roisen to discuss the challenges and opportunities they’re seeing in their respective markets. A key takeaway they share: design can make all the difference.

Solving for Shortages

Staffing shortages are reshaping how organizations operate. In healthcare, limited access to providers—especially in rural communities—is forcing systems to rethink how care is delivered and how to attract professionals to underserved areas. “It’s not just a numbers game,” Ryan explains. “It’s how do organizations draw that talent—and keep them there.”

In the science + tech world, Nate sees a similar pattern. “We have so many clients that are relying on highly specialized workers,” he says, which means a much smaller talent pool with the required skills and training. “Keeping the people that are there today and then trying to figure out how to make yourself an appealing destination for people in the future is a big deal that we grapple with when we’re doing a design project.”

While salary and benefits matter, Nate points out that the workplace itself sends a strong signal. “Quality environments are a leading indicator that a company cares about its people,” he says—making design a meaningful part of the overall employment package.

Making the Workplace Worth the Trip

As more organizations seek to bring employees back into the office, more leaders are asking how to make it a place people want to be. For Ryan, that starts with purpose. “Why are people coming into the office? What do they need to do there?” he asks. The answer often centers on collaboration, connection, and teamwork—things that are harder to replicate at home.

Multidisciplinary activity spaces, open environments that encourage cross-pollination, and thoughtful layouts that create natural touchpoints between teams are all important parts of the puzzle. Nate and Ryan emphasize that seemingly small changes in planning and layout can have a bigger impact than expensive amenities. “I don’t see tons of those amenity type spaces as a huge draw. It’s really more about improving the plain old spaces that are currently there,” Nate shares.

The great news for organizations is, these types of improvements won’t break the bank. “This doesn’t have to add a whole lot more space—how you lay out the space and how it functions really makes a lot of difference,” says Ryan. “And it doesn’t have to cost a dime more.”

Reducing Friction, Improving Experience

A central theme throughout the conversation is the idea of reducing friction—removing the small, everyday obstacles that make in-office work more difficult than it needs to be. Is the break room too far from where people work? Are employees spending valuable time navigating inefficient layouts? Are noisy environments adding unnecessary stress? “These are nuts-and-bolts challenges,” Nate explains, “but they really do matter.”

In healthcare settings, Ryan sees this firsthand. High noise levels, constant activity, and limited access to quiet spaces can take a toll on staff. By incorporating respite areas, improving acoustics, and designing for better flow, organizations can create environments that support both wellbeing and performance.

Details like access to daylight, comfortable restrooms, and spaces that support cultural and religious practices can send a powerful message. As Nate notes, these considerations help employees feel valued, reinforcing a sense of belonging that directly impacts retention.

Creating Connections

Design also plays a key role in helping employees feel connected to their work. In complex organizations, not every role is directly tied to the end product or service—but everyone contributes to the mission.

Thoughtful planning can bridge that gap. In science and technology facilities, for example, creating visible connections to labs or production areas allows employees to see the impact of their work. In healthcare environments, similar strategies can help administrative staff, IT teams, and support roles feel connected to patient care.

“Create moments where as people are walking by, they can see and experience some of the amazing things that their company does,” Nate says. “Those are such an important part of the design puzzle.” By creating opportunities for visibility, interaction, and shared experience, organizations can foster a stronger sense of purpose across all roles.

Intentional Design, Powerful Results

Ultimately, designing for recruitment and retention goes beyond creating a visually impressive workplace. “If a project does nothing more than do the same work in a prettier space, what’s the point?” Ryan asks. Instead, design can be used as a powerful lever to address pain points, make workflows more seamless, and improve employee wellbeing.

Nate adds that leadership alignment is critical to making vision a reality. When organizational leaders clearly communicate why a project matters—how it will improve operations, support staff, and strengthen the overall mission—it sets the tone for everyone involved.

For organizations navigating today’s workforce challenges, success requires a holistic view of the employee experience. By using design as a tool to shape how people move through their day, how they connect with others, and how supported they feel in doing their work, organizations can better position themselves to attract—and keep—the talent they need.