Since engineering fields are expected to see the most growth in the coming decades, firms must find ways to differentiate themselves from their competitors. Recruiting engineers for your team can be a difficult job. You are competing with other firms for candidates, and of course, everyone wants top talent working on their team.
At Austin Nichols, our recruiters understand how important it is to make a lasting impression to qualified engineers. Here are several tips to help your firm stand out among competitors when hiring for your engineering team.
Offer an Appealing Opportunity
When engineers are looking for their next opportunity, they will be looking for a place they can grow, expand their skillset, and move up within an organization. While these individuals will need to impress you, you should still want candidates to find you appealing, especially the most talented individuals. Share the growth opportunities that your firm can offer by highlighting training opportunities, continuing education programs, or leadership roles that the candidate can grow into at your organization.
Prepare Questions for Interviews
Just like candidates need to prepare for interviews, so does the interviewer. The person responsible for overseeing the hiring process and conducting the interviews should make sure to fully understand the position they are filling. They should be very knowledgeable about the organization and its values so that they won’t have any problems answering the candidates’ questions.
When recruiting new talent for an organization, the hiring manager or recruiter should be prepared and hold themselves professionally. Ensuring you have the most appropriate person representing your firm during the hiring process will help your firm stand out in the eyes of the candidate.
Create a Company Culture Candidates Want to Join
When searching for a job, culture is often at the top of a candidate’s list of qualities they are looking for in a future company. However, creating a positive culture that candidates want to be a part of is not a one and done task. In fact, it can take months or even years to build a company culture that aligns team members’ values and beliefs. Consider what type of culture you want for your company and make sure this is incorporated into everything that you do. Hopefully, you want a friendly and positive environment that values its employees, while also having an excellent reputation in the industry as well as local community. Not only will this make recruiting new hires easier, but it will also help boost morale during tough times.
Build Relationships with Potential Candidates
Networking and cultivating professional relationships are beneficial for both potential candidates as well as firms on the search for additional team members. Getting to know people in the industry can make the next hiring process a much quicker one. When it comes time to hire, and you already have a list of potential candidates, you will save valuable time and resources because you will not need to sift through dozens and dozens of resumes. Instead, you have a shortlist of qualified individuals to call to schedule interviews right away. Because candidates will know you and be familiar with your firm, they will likely already have a positive perception of the organization.
Building these relationships can be as simple as connecting with people on LinkedIn and engaging with their content. You can also attend networking events, join local organizations, or connect with alumni associations.
Offer Competitive Benefits
To attract the top engineering talent, your firm must offer competitive benefits. While company culture is important to candidates, a higher salary from an equally attractive competitor can be the reason you are losing qualified candidates to other firms. You must offer competitive salaries and benefits to attract the best engineers in the market. In addition to the standard benefits of paid time off, health insurance, and 401k plans, it may be worth considering creative ways to entice candidates. For example, you can allow team members to work from home one day per week or implement flexible schedules. There are plenty of creative ways to offer tangible benefits that not only appeal to potential hires but also make current employees think twice before leaving.
Work with a Recruiter
Working with a professional recruiter can be a great way to ensure you are attracting the highest-qualified candidates. These individuals can do a lot of the work on your behalf, including screening resumes and conducting preliminary interviews. Recruiters also form relationships with potential candidates, making it easy for them to think of individuals that may be a good fit for your next open position. Another benefit of working with a recruiter is to reach potential candidates who are not actively seeking out new opportunities. Qualified engineers may not be applying to your firm or open position; however, they may still be interested in learning about your organization and the opportunity at hand. Professional recruiters who are knowledgeable about the industry can handle this for you, and attract qualified candidates who may otherwise never learn about the opportunity.
How This Works During the COVID-19 Pandemic
During the period of the COVID-19 pandemic, your firm may find it difficult to recruit new talent for your engineering team. While engineering is a thriving industry, the threat of an economic downturn still affects the stability of work. However, when it does come time for your firm to hire new team members, it is vital to stand out among competitors to recruit the most talented candidates. For this reason, there are things that you can do today that will benefit your organization down the road.
For example, implementing procedures to help combat the spread of COVID-19 can demonstrate your company values as well as the firm’s willingness to put employee safety above all else. Additionally, you can be making connections and reaching out to prospective candidates through LinkedIn or other professional networks. Each of these things can help you seem more appealing to candidates.
Some companies are doing just fine right now. If your firm is fortunate enough to consider hiring engineers right away, do not let current physical restrictions keep you from moving forward in the hiring process. We are lucky to live in a time when much of the interviewing and onboarding process can be virtual. Please reach out to Austin Nichols if you need help implementing a recruitment strategy. You can get in touch with one of our recruiters by calling 816-471-5575.
