You’re always hiring, period. And you’re likely to be relieved to hear that you’re not the only one that finds engineering employment services challenging. Hiring great talent remains the number one concern of CEOs. Even back in 2017, PwC’s CEO survey reported that chief executives view the absence of talent and skills as the biggest threat to their business. Employers also spend an enormous amount on hiring—an average of $4,129 per job in the United States, according to Society for Human Resource Management estimates. Many times, that amount for managerial roles—and the United States fills a staggering 66 million jobs a year. Most of the $20 billion that companies spend on human resources vendors goes to hiring. You most likely have first-hand knowledge of what it’s like to compete for the best technical talent on the market. Your hiring might include systems engineers, software developers, programme managers, or data scientists. Many recruiters explain that it takes up to 5-6 weeks to conduct interviews with candidates and send a job offer. However, engineering talent is rarely ready to wait more than two weeks for an offer. Engineers either lose commitment regarding the role or stay at their current job.
Most recruiters post jobs on their company website and key job platforms like LinkedIn, CareerBuilder, or Indeed. Nonetheless, that is not enough for attracting engineering professionals in 2021. The demand for tech talent is constantly expanding as companies attempt to knock out their competition by pushing the boundaries of innovation. Engineering positions such as software development, project management, and data analysis are in high demand. Still, the talent pool for many such tech roles is limited. Technical recruiting is difficult because the IT industry is experiencing rapid growth in demand for specialized labor. There are not enough skilled engineers to meet this growing demand. Businesses end up having to compete for talent by offering higher salaries and more perks.
Roughly seventy percent of job seekers use Google search to monitor potential jobs. Securing your vacant positions in a job search on Google results increases your chances that engineers will notice a vacancy.
Do not post phantom jobs. It costs nothing to post job openings on a company website, which are then scooped up by Indeed.com and other online companies and pushed out to potential job seekers worldwide. Thus it’s unsurprising that some of these jobs don’t exist. Employers may simply be fishing for candidates. Often job adverts stay up even after positions have been filled to keep collecting candidates for future vacancies. Or just because sometimes it takes more effort to pull the ad down than to leave it up.
To succeed in hiring even for the most challenging positions for your business, you should never forget about the existence of inactive candidates on the job market as a recruiter. A great solution is to use content marketing, social media, and many other options to reach engineering specialists and talented college students.
What do engineers want out of their jobs, and how can you, as the recruiter make this happen for them? Since they’re so in-demand right now, engineers often have a lot of flexibility in the workplace. While money is always a factor in their ultimate decision, many of them want workplace flexibility—like the ability to work remotely or the option to choose which projects they work on. Your job description cannot be a bland list of qualifications for prospective candidates to check off. Make the job description come to life by presenting exciting and challenging possibilities the position will offer.
Like most professionals, engineers are drawn to challenging and engaging workplace culture. They’re looking for an environment that will test their abilities and present them with new and stimulating problems to solve. Instead of focusing on what your next engineering hire needs to possess for the job, focus your job description on selling the opportunity, and your company, to candidates.
Suppose you’re going to be hiring an engineer without the help of an engineering recruiter, such as OSI Engineering. In that case, you’re going to have to learn the lay of the land. They will be more effective at screening candidates. They will also have contacts in the tech industry that may give you access to a broader tech talent pool. Hiring a technical recruiter will provide you with peace of mind that you’re hiring the best candidate. It will also give candidates an excellent first impression of your company. Before you start the process, know what skills and competencies you’re seeking so that you’re not scanning the wrong type of engineering talent. your best option is to partner with a recruiting firm that specializes in recruiting engineers. A recruiter who exclusively places engineers has a massive network of talent available to them. Using their previous relationships, they’ll be able to find your company the perfect engineer to fill your opening.
Engineers are architects at heart, which means that they are typically passionate about solving problems and making things work. During the recruitment process, offer up a situation that your company has had in the past and ask what their course of action might solve it. You’ll learn a lot about how they work while at the same time giving them a slice of what types of exciting projects they’d be working on at your company.
At OSI Engineering, we’re firstly engineers. We can put ourselves in the shoes of the candidates. We deliver professional engineering consultants and contractors to enable you to meet your time-to-market demands. Our technical knowledge of your specific technology streamlines the process to provide the ‘right’ engineer with the ‘right’ technical expertise to add value with minimal ramp-up time. To speak to a member of the team, call (408) 550-2800 or use this contact form.
1/ HBR. https://hbr.org/2019/05/your-approach-to-hiring-is-all-wrong