Everything You Need to Know About Engineering Recruiting

Finding and hiring engineers has never been easy, but with the advent of technology in the workplace, it’s grown even harder to find top talent for your business. The technology market is evolving at an incredibly rapid pace, making it more important than ever to stay on top of the hiring process and keep your engineering recruiting skills up to date.

While the engineering market might continue to become more competitive, you don’t have to sacrifice on skills or experience to get the kind of talent your business needs. Here’s everything you need to know about engineering recruiting, and how you can fill your empty positions quickly, easily, and with the candidates you want.

Passive Candidates are the Key to Your Search

A lot of employers looking to fill their engineering positions fail to realize the importance of passive candidates, simply because it requires a bit of time and effort to attract the right ones. After all, passive candidates are desirable because they already have the experience working at another company, so it’s going to take a bit of work to convince them that you’re worth making the switch.

Passive candidates may be elusive, but they’re worth the extra effort once you catch their attention. While you may not want to divert all of your hiring resources to the passive candidate search, you should certainly be spending at least part of your designated recruiting time communicating with them. Even if you don’t manage to successfully recruit a passive candidate, you’ll at least be able to find out what offers you should be making, practice your negotiating skills, and ultimately learn what the best approach is to attracting adept, experienced engineering talent.

Balance the Work and Company Culture

Engineers are incredibly desirable in today’s market, and as a result they can afford to be a little picky. For them, the job search is not simply about compensation or benefits—it’s about a balance of interesting, fulfilling work and a great company culture.

It’s important to advertise to new recruits how great your business really is, and how much you value your employees. Whether you achieve this by creating an active social media presence or byallowing your team to work from home a few days a week is up to you; what matters most is that your employees are happy enough to foster a healthy work environment, ultimately attracting—and retaining— the best of the best.

Adjust Your Interviewing Format

Engineering recruiting takes a little bit of creative thinking—especially when it comes to the interview. Engineers are problem solvers at heart, so asking them your typical over-done interview questions isn’t going to catch their attention in the right way.

When an engineering candidate comes in for an interview, pair them up with one of your team members to show them the ropes. Giving them the chance to work on a small part of a project or see the code will not only help pique their interest, it gives you the opportunity to test their technical aptitude and whether or not they’ll fit in well with your team.

Be Flexible

For recruiting jobs that require a little bit less time and effort, it might be okay to write a quick job description, send out a few emails, and conduct a few interviews. Finding an engineer requires a little bit more flexibility during the recruitment process, especially if you’re trying to find a higher-level candidate. If offering to take them out to lunch is what it takes to communicate with them best, don’t be afraid to take that step. Adjusting your recruiting tactics to suit the situation could be what it takes to attract your ideal candidate.

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Jonathan Huyda

Jonathan Huyda

Jonathan is the Managing Director at Ian Martin. His goal at work is to take clients’ staffing problems and find ways to make them go ‘poof’. When not recruiting that next great hire, he can be found working on jigsaw puzzles or checking the scores in his fantasy pools.
Jonathan Huyda