It’s a dog-eat-dog world, they say. In this scrappy milieu of growing technology and companies competing to get new products to market first, it’s easy to lose out if you don’t have the right talent.
This is especially true when it comes to filling an engineering job as the need for specialty engineers is growing rapidly.
For this reason, it is more important than ever to take the right approach to hiring. For instance, engineers should be recruiting engineers, a truth we will discuss more below. Moreover, you will need help from an engineering staffing agency and strategic partner to get the right talent in the door.
So why is it so challenging to find the right people? And what can you do about it? Let’s take a look.
In our technologically driven and ever-more-networked world, many companies are competing to find the smartest, most qualified specialty engineers for their open positions.
Engineering positions such as software development, project management, and data analysis are in high demand. Still, the talent pool of qualified candidates for many of these roles is limited. Technical recruiting has become more challenging because the IT industry is experiencing very rapid growth that requires specialized labor. As a result, there are not enough skilled engineers to meet this growing demand So businesses end up having to compete for talent by offering higher salaries and more perks.
The question is not whether you can land the best talent. You can. It is how to do so in such a competitive world.
Take heart … it’s far from impossible. Here are nine of our recommended tips for recruiting engineers who fit your company and that will be onboard for the long-term.
When recruiting engineers, use keywords in your job description. The majority of job seekers still use Google and other search engines to find their next gigs. The right keywords and phrases, both competitive and long-tail, will bring the right engineering talent to your doorstep.
Some companies like to leave evergreen open positions up on their websites when they’re hiring, but that’s a bad call. Not only do they tend to provide inaccurate information, but they also make you look less professional.
Instead, update your online listings frequently. Then make sure that your changes are reflected on any external websites where you might also list jobs.
If you’re a tech recruiter recruiting engineers, it’s not enough to wait for qualified applicants to come to you. Specialty engineers are in high demand. An “if you build it, they will come” approach is likely to result in little interest.
Instead, go find them vs. waiting on them to find your job posting. Form relationships on social media, especially DMs. Do some Google searches and find their websites. Reach out on LinkedIn and introduce yourself, which if nothing else expands your network.
Fantastic specialty engineers want to work for companies that truly get them. They want appreciation, a good fit, and challenges that match their skill sets.
Make sure your job descriptions reflect this. If a candidate can’t tell whether you’re describing a full stack engineer or a developer, they’ll look elsewhere. You might find it helpful to work with a partner such as OSI Engineering who can look over every posting.
When recruiting engineers, you need engineers. They understand the language of the field and the desires of other engineers is essential to your recruitment process. They also understand the left-brained approach many take to their job search.
This has a number of benefits. For one thing, it means recruiters with an engineering background can write descriptions that reel the best folks in. For another, you’re better equipped to discuss the job, its perks, and more with candidates who do approach you.
Engineers are tech-forward, plain and simple. If you are not, you might lose their interest before you even talk to them.
One of the smartest ways to avoid this is to make your applications mobile-friendly. Don’t assume everyone is using a desktop or laptop to apply for jobs. Phones, tablets, and other mobile devices are also viable channels of application.
Not sure how to modify your online hiring presence to cater to job seekers? You might need to hire an engineer for this.
Who says you need to wait for your candidates to graduate before you start headhunting? No one, that’s who.
Some of the best potential additions to your staff are in school right now. Sure, they’re still learning the tools of the trade right now. However, they might well become pillars of your company if you snap them up early.
Don’t pass up the opportunity to cultivate such potential. Your organization should spend time on campuses in your area and build a presence in global academic networks. When the time comes for the next round of engineer recruiting, you’ll be ready.
Your best candidates may not live in your area, and that’s okay. With all the competition out there, you may need to widen your net.
For that reason, it’s a good idea to make your positions global. That way, you have access to every engineer who might fit the bill. It might take some retooling to enable telecommuting, but if anyone is equipped for that model, it’s today’s engineer.
Many companies eventually find that, despite putting all the above into practice, they still aren’t getting ideal candidates. If that’s you, you’re not alone.Why? Because your competitors have an ace in the hole: recruiters and talent acquisition partners.
When you’re trying to hire specialty engineers, you need a combination of skills. They include technological expertise, knowledge of the industry, and long-term partnerships to find the best people. Most companies simply don’t have it all in their human resource departments.
Professional recruitering partners such as OSI Engineering, however, do. We are engineers hiring engineers, and we’ve got the track record to prove we know what we’re doing. We’ve partnered with high-profile companies such as Apple, Amazon, and Honda – and we would love to partner with you too to help you find qualified candidates.