To reach your company’s goals, you’ll need talented and dedicated engineers. Effective recruitment strategies and thoughtful hiring practices will help you find the right people and build a team that can handle all of your growing company’s needs.
If you need some guidance, the following tips will help you improve your recruitment and hiring processes, find great new engineers, and get back to work on fulfilling your company’s mission!
Open Up to Online Platforms
First, you should ensure that you’re getting the most out of the various online platforms available to your company. Online job posting platforms allow you to reach more talent than ever, allowing you to choose from a far broader pool of applicants. If you fail to take advantage of these resources, you could seriously limit your hiring success!
Streamlining your recruitment strategy starts with understanding where to look for applicants. Online job posting boards like Indeed and Glassdoor are reliable options. Still, you may even be able to find industry-specific platforms that will help you reach people with more experience and specialized skills.
While it may seem untraditional, social media is a great way to connect with potential candidates. Whether you post about openings on different platforms or reach out directly to desirable candidates on networking sites like LinkedIn, social media will get more eyes on your job postings and even direct more traffic to your company’s career site.
Rethink Your Job Postings
If you’ve had difficulties hiring, you may need to rework your job postings. To attract the best talent and draw in competitive candidates, you must represent your company and the open position well in your job description. Make your descriptions clear so applicants know what they are signing up for.
One way to do this is to be more transparent about desired qualifications. In addition to standard education and job experience requirements, are there any programs or skills you expect candidates to know? Are you and your team willing to train them to use new software and equipment? Either way, you should communicate this information clearly in the job description. You may receive very different applicants based on what you ask of them and what you share about the job’s environment and tasks.
Further, it would be best if you tried to ensure that your job description accurately reflects your company’s culture. A qualified candidate may have a great resume, but what matters most is that they mesh well with your existing team. Engineers who share your company’s values are far more likely to perform well and stay with your company longer.
Consult Your Current Engineers
Finally, don’t utilize your company’s best resource: your existing engineers. If your company is growing and thriving, your success is largely due to your team’s performance. It would be best if you strived to hire more engineers with similar skill sets, qualifications, and attitudes.
One way to achieve that is to set up an engineer referral program and allow your existing engineers to connect you with more talent. They likely know other professionals through shared education or work experiences, so they may be able to help you network. If you implement engineer referrals, provide incentives to encourage them to help you recruit great new talent.
You may even want to include your engineers in interviews to ask candidates questions and determine whether they fit your current team. No one knows your company culture better than they do. Their feedback could help you distinguish between a great on-paper candidate and one who will perform on the job.
If you’re trying to expand and improve your team, these tips will help you update your recruitment strategies and make wiser hiring decisions. If you utilize online resources, clarify your needs and preferences, and consider your current engineers’ expertise and advice, you’re sure to find new hires who will help your company meet its goals and continue to grow!
