Hiring engineers can be a difficult task for many companies. Especially when it comes to finding qualified candidates that fit your company’s culture and needs.
As engineering becomes more popular among the millennial generation, it’s becoming increasingly important to communicate your company’s values and working culture to attract top talent. This will allow you to retain and develop your most talented employees.
Recruiting Passive Candidates
Engineering recruiting firms compete in a high-pressure industry. The job market is constantly changing and tech companies are struggling to find and hire the best engineering talent.
Fortunately, there is a way to win over passive candidates that is worth the effort and time. The key is to understand what your passive candidate wants and needs from their next role.
Passive candidates are typically looking for a better career path and more rewarding work-life balance than they are getting at their current company. They are more than willing to consider a move, but they need to be convinced by a convincing offer that your company will provide them with both of these things.
Recruiters are usually the first point of contact for passive candidates and should make it a priority to engage them in a conversation. They should be enthusiastic, friendly and to the point in their approach. They should focus on selling your company, the position and what they can expect from being hired.
Recruiting Technical Candidates
More and more companies are finding themselves in the need for technical talent — developers, engineers, and cybersecurity experts. The shortage in available talent is growing, and companies have to compete for tech candidates by offering higher salaries and more perks.
While hiring these technical professionals may seem challenging, it doesn’t have to be! Recruiters with technical recruiting expertise can help you find the right engineering talent for your business more quickly.
Ultimately, hiring technical talent is a critical task that requires a team of skilled professionals to ensure that the process runs smoothly and the right hires are made. These hiring specialists have the knowledge and resources to quickly fill your needs and get you started on the road to growth more efficiently.
One key aspect of recruiting is understanding your company values and employer brand, as well as highlighting those aspects in your job postings, social media, and interviews. This will allow you to communicate the unique value you offer to technical candidates, which will make them more likely to accept an offer from your company.
Recruiting Creative Candidates
One of the most effective strategies for recruiting engineers is to create an engineering culture that encourages creativity and innovation. It’s also important to create a job description that makes creative people want to work for your company.
Several companies have used creative hiring tactics to recruit top talent. For example, Danish agency Uncle Grey used a sponsorship deal with a popular online game to hire front-end developers.
Another example is Royal Marines, who challenged applicants with the 99% need not apply advert campaign to test their determination, athleticism and focus. This campaign generated social media buzz and attracted a large number of suitable candidates.
Another strategy for finding candidates is to search your ATS database. There is a gold mine of pre-screened candidates who were once engaged enough to apply for a position at your company.
One of the most effective ways to stand out as an engineering recruiter is to be flexible. Whether you’re adapting your interview process, your hiring processes or even the benefits you offer, being flexible can really help you attract more top-quality talent.
The recruitment market has changed a lot in recent years. Traditional roles have taken on a new scope and candidates’ expectations around the hiring process have changed too.
Therefore, it’s more important than ever to be flexible in your engineering recruiting. This way, you can ensure that you’re attracting the best possible talent and that your business is an attractive place to work.
Moreover, flexibility is a great way to improve employee retention and boost your employer brand. When you offer flexible working hours, it sends a clear message that you value your employees’ wellbeing and happiness, and that they can bring their whole selves to work.