Engineers across all industries are experiencing some of the lowest unemployment rates in the country and HR professionals in some industries are finding it difficult to fill their most critical positions. In this market, it is necessary to look beyond the folder of resumes stored in a desk drawer or on a network drive somewhere to find the perfect candidate.
For this week’s blog topic, we’ll look at some new approaches used across most industries for engineering staffing in an increasingly smaller pool of qualified candidates.
Look outside of typical candidate search channels to find engineers with the right skill set.
When used correctly, social media is a great way to brand your company and build a following that includes potential employees. Tweet a job opening with hashtags (for example: #engineeringjobs, #ITjobs, #recruiting) and it has the potential to reach those actively looking for a position and those passively keeping a watchful eye out for the next step in their career.
LinkedIn is an excellent resource for finding active and passive candidates. Join relevant discussion groups and post job notices. Publish links, blog posts and articles to gain a wider following and establish your company’s authority.
If you’re evaluating a potential candidate for an important role, consider looking at their LinkedIn and Twitter profiles. Do they have a strong following? What are they discussing? Who/what are they following?
Use the blog on your careers page to reach potential new hires. Write blog posts that establish your company’s authority and that tell a positive story about your company’s culture and mission. Be sure to use someone that’s familiar with the above tools (like a college intern) and is both enthusiastic and professional.
Use dedicated LinkedIn, Twitter, Facebook, and blogging accounts for your recruiting. Be sure to use them to broadcast this information:
Before bringing the first candidate through the door, take the time to study the job. Know the technology the position will use and any special skills required. Understand the position as it relates to the company as a whole and know how it affects the bottom line. Many top candidates want to feel the work they are doing is vital to the company and its success.
Communicate how your company’s culture serves the needs of engineers. Tout cutting-edge technology being used, and outline opportunities available to learn within the position. Discuss perks your company has that no other company offers. Personalize and highlight the details about your company that line up with the candidate’s motivations.
Get to know as much about the candidate as possible. In the interview, ask about their career goals and pose other questions that help you understand the candidate’s core motivations. Engineers are problem-solvers. Appeal to this quality and stress the need for creative solutions within the company.
Finding and hiring engineers is probably not going to get any easier as demand increases and the workforce continues to shrink. Creating a search routine that has a broad reach will help funnel a continuous supply of qualified, interested candidates so that future openings are filled more quickly.
Another important step in finding the right candidate is to widen the scope of your search by engaging outside recruiters that specialize in connecting your company with engineers and technical staff. They are an excellent resource for finding active and passive candidates. Working with a recruiter can dramatically cut your search time, save money, and eliminate the headache.
Oftentimes, your best recruiters are those that have worked in your industry and understand your business model. Use specialized recruiters to get the inside angle to the best passive candidates and handpicked leaders for your organization.
Tagged → engineering staffing