Every year, approximately 70,000 students graduate college with engineering degrees and enter the workforce. The engineering industry is highly competitive, and as a result, employers are looking to hire the best engineers. However, job seekers want more out of their careers than a high salary and generous benefits.
So, what exactly are graduating engineers looking for in a job? Below, we explore the different needs and wants that graduating engineers are looking for and discuss strategies on how to recruit engineers effectively.
1. Work-Life Balance
One of the top necessities for recent college graduates is finding a job that prioritizes a healthy work-life balance. The engineering profession, no matter what specialty, is a demanding job and can often require employees to work long, laborious hours. As many companies allow their employees to work remotely, people are finding it more difficult to create a balance between their jobs and their personal lives.
A way to encourage a healthy work-life balance is to offer flexible PTO policies, mental health resources, and flexible scheduling. If employers prioritize the health and needs of their employees, they will likely discover that their employees are more willing to do high-quality work and will genuinely enjoy their job.
2. Flexible Work Environment
Nowadays, it can be challenging to coordinate all your errands and appointments outside of the standard working schedule. Giving your newly hired employee the ability to create their own schedule or come and go as they please creates a sense of trust, as well as a heightened sense of responsibility for the employee to get the job done efficiently. Along with that, you are boosting workplace morale, decreasing turnovers, and prioritizing work-life balance.
3. Career Advancement Opportunities
It is important for recent graduates to be ensured that they will not be trapped in their entry-level engineering positions for too long. New employees are looking for opportunities to learn new skills while further developing their current ones. Also, employers that help their workers grow will be valued higher than those who do not.
There are various ways that you can foster your employees’ minds, including:
- Apprenticeship programs
- Certification courses
- Leadership development meetings
- Tuition reimbursement opportunities
By encouraging your employees to go out and learn, you will see them repay that kindness with hard work, loyalty, and high spirits.
4. Good Company Culture
No longer are the days where a hostile work environment will be tolerated just because there is a breakroom full of free snacks and treats. We have forged out the mindset that it is okay not to enjoy work, and instead, now strive for our place of work to be one where we are valued and happy.
Being a generation that is focused on the future, recent grads are looking for resources to help them learn and grow. In addition, they want to know that their work is appreciated, and are looking to receive good, constructive feedback.
As the employer, it is important to install these values and principles in your company’s work environment and culture, and continue to actively promote them.
5. Benefits that Fit Their Needs
When looking to recruit engineers, you must keep in mind that they will desire more than just a competitive salary; they are also looking for comprehensive benefits packages that cater to their career and life circumstances. Employers who take the time to provide benefits that align with the needs of Gen Z can attract top talent in this demographic.
Many of these benefits include what we have stated above, such as flexible scheduling, career advancement opportunities, student loan or tuition assistance, and more. Employers who offer benefits tailored to the needs of recent graduates are more likely to attract their attention and appeal to them.
6. Diversity and Inclusion
As our thoughts and ideas progress, so should our workforce. Skilled engineers are emerging all over the world and are ready to get to work. Most people are comforted when seeing people that look, act, and think like them in the workforce, as well as in leadership roles. According to one study, as of 2019, 72% of engineers were white, and 86% were male, demonstrating the need for more diversity in the industry.
There are many steps you can take to create a diverse engineering workforce, including setting hiring goals, using blind hiring tools, working with a recruiting firm, and more. By putting an emphasis on diversity and inclusion, you are telling your employees that you genuinely care about them and what they have to offer.
7. Employer Transparency
Recent college graduates searching for entry-level engineering jobs want to know exactly what the job has in store for them before they apply. That means being transparent about your salary range, benefits, advancement opportunities, and work-life balance.
In many cases, these candidates won’t even consider the job based on a brief and vague job description. The more beneficial information you can offer them from the start, the more likely your company will entice them.
There is no guaranteed way to recruit engineers fresh out of college. However, being able to keep up with the times can go a long way. Are you looking to fill your entry-level engineering positions? Contact us at Austin Nichols Technical Search in Kansas City to get started.
