Engineers are hard to find right now, so hiring them is hard. Since there is a lot of demand for engineers, they can choose which jobs they want to apply for.
It is a unique problem for people who hire people. See here top engineering hiring agencies. How do you find the best engineers and get them to want to work for you? Let’s look more closely at what you can do to find sound engineers.
- 1 Why is it so hard to find a sound engineer?
- 1.1 How to find engineers and hire them
- 1.2 Step 1: Make your company the place engineers want to work.
- 1.3 Step 2: Show off your heritage
- 1.4 Step 3: A good description of the job
- 1.5 Step 4: Don’t rush the process of screening.
- 1.6 Step 5: Find the right questions to ask.
- 1.7 Step 6: Close up quickly
- 1.8 Step 7: Got a job? Don’t give up!
- 2 Outsource your recruitment efforts.
When you look at the list of the jobs growing the fastest around the world, the engineer comes up more than any other. Robotics Engineers, Full Stack Engineers, Data Engineers, Site Reliability Engineers, Software Engineers, and Cloud Engineers will all be in high demand over the next few years.
Because there is a shortage of skills worldwide, engineers have a lot of chances to grow their careers. Engineers can do many different jobs, making them hard to find and even harder to hire.
Add to that the fact that schools don’t teach enough about STEM careers, which means that fewer people look for jobs or more education in engineering, and you can see why it’s hard to find the best engineers for your team.
Because it’s hard to find great engineers, recruiters need to have a plan and spend more time than usual trying to find them. To help you with your recruitment process, here are seven essential steps:
You have to be the kind of business engineer you want to work for if you want them to work for you. Money is essential, but it’s only a short-term way to get things done. People who choose the best jobs look at more than just the pay.
For example, some engineers might be interested in positions where they can make a difference and see how their work helps people. Many also look for chances to learn and grow and improve their skills. As a company, you might want to invest in ways to learn and grow or take on more ambitious projects.
Deloitte says that 94 per cent of executives and 88 per cent of employees think that unique workplace culture is essential for a business to be successful.
A job description is usually the first step in the hiring process for most companies. But you need to start with your brand if you want to hire great engineers.
To make your company appealing to engineers, you need to show off your company’s culture on your website, social media, and in other ways that people outside of your company can find out about you.
Think about what your business stands for. How did it start? What does your company want to change or improve about the industry? For example, if your company supports flexible work, use this as a unique selling point in your marketing.
Engineers will pay attention to your messages if they know more about your company’s culture. It will help you find the right kind of candidates.
A good job description is more than just a list of tasks and responsibilities. Given how hard it can be to find engineers, your job description should find a good balance between giving information and convincing people to apply.
The first step to writing a good job description for an engineering position is to explain how the job fits into your company’s overall mission. Engineers who aren’t just interested in money might be attracted to the job if it’s tied to a more significant cause.
After talking about the typical tasks of the job, you should talk about why the company is an excellent place to work.
Mention all the job’s perks, such as the ability to work from home, a free gym membership, discounts, etc., and explain how they will help candidates. It would help if you also tried to eliminate any bias in the way descriptions are written.
When interviewing engineers, it’s important not to rush through the screening process. Even if a candidate doesn’t meet every requirement in the job description, that doesn’t mean they won’t be a good fit.
Instead, people in charge of hiring should try to get to know applicants first. Set up a phone call for a casual chat and learn more about why they want to work for you. Ask them what they want to get out of working for your company. Even if you decide a candidate isn’t right for the job, you can still talk to them about other jobs in the future.
Consider giving the candidates on your long list a test that reflects the work they’ll be doing in the role to find out if they’re a good fit. For example, the goal of a coding test is to see if an engineer can write clean, functional code that is easy to maintain.
During an interview with an engineer, it’s essential to ask about the work they’ll be doing. You’ll want to ensure that applicants show that they have the right experience, skills, and technical knowledge.
Instead of asking them in general where they want to be in five years, ask them about the specific programming languages they’ll be using. Give them fictitious project briefs and ask them how they’d start and what tools they’d use.
It can make it harder to get to a place of diversity and acceptance. According to the Boston Consulting Group, companies with more variety than average see their innovation revenue go up by 45 per cent.
So, rigid culture-fit agendas might not be the best way to conduct face-to-face interviews. More important than how well an engineer fits in with the team’s culture is how well they can talk to other team members.
If you’re sure you’ve found the right engineer for a job, you should close the deal quickly. Since there is a lack of people with engineering skills right now, sound engineers are snapped up quickly. If you’ve found the right person, don’t be afraid to contact them and offer them the job.
When you send a follow-up message, make it personal and remind them how they’ll benefit from working with your company. Once they’ve accepted the job over the phone, you can send all the paperwork. The key to quickly filling a role is to talk openly and honestly about what is expected.
It should include salary, working hours, benefits, and other important information that both parties need to know.
Even after you’ve hired someone, you should still keep looking. When you need to hire again in the future, you’ll be able to do it faster if you already have more engineers. Keep the people on your contact list interested by telling them what’s happening. Give them helpful information and let them know about any new roles.
You could also join websites that help people find jobs and put your company’s profile there for potential candidates to see. In the same way, if you find job seekers who might be a good fit for upcoming positions, reach out and talk to them. Outbound prospecting can be an excellent way to find suitable candidates for engineering jobs.
In a long time, you might want to start an internship programme. When interns work with a team of engineers, they learn a lot. The company also gets to check out the intern’s skills if they might be helpful in the future.
You can also hire other people to help you find engineers. We offer staff solutions to help you solve some of your most annoying capacity problems. Our services can be changed to fit your needs, whether you want us to staff whole departments or take care of the entire hiring process.
Find out more about how an agency can help you with staffing. As part of the services we offer for hiring people, we can help your whole department during busy times.