The Complete Guide to Staffing in the Engineering Industry

Hiring engineers is notoriously difficult. You need to find professionals with the right qualifications and skills for your projects. If you choose someone whose skills are too niche or underdeveloped, you’ll need to spend much more money to train or replace them. That’s why it’s so important for you to hire well. 

Yet many hiring managers lack the time, capital, and connections necessary to pursue top talent. Whether their talent acquisition processes lack initiative, they can’t adapt to industry trends, or they’re hit with an unexpected vacancy, hiring managers can be left in some pretty sticky situations.As a result, many companies bring on simply adequate engineers instead of seeking out a worker who can cater to their specific needs. 

You don’t have to make the same compromises, though. With the right help, you can recruit exceptional talent. This article will lay out just a few basic tips about hiring in the engineering industry. If you follow this advice, your staffing problems will be a thing of the past.

The Best Workers Already Have Jobs

Here’s a common sense tip that will send chills down every hiring manager’s spine: the best professionals in the engineering industry will never see your job posting. After all, skilled workers don’t have to struggle to find work. They’re usually gainfully employed, and they’ll only jump ship if you can offer them a better deal. 

These professionals are known as passive candidates, and you’ll need to be crafty if you want to recruit them. Most workers stay informed about openings in their industry, so you must ensure your openings reach them. Extensive networking can help you develop a set of contacts that you can use to fill newly vacated positions.

Company Culture is More Important than You Think

Hiring managers tend to ignore the old cliché that money doesn’t buy happiness. After all, salaries and benefits are often among candidates’ chief concerns. Yet managers risk a lot when they prioritize these factors above all else, especially if they work for a small or mid-sized firm. After all, if money was truly the only issue, wouldn’t your promising candidates try to get a job somewhere they could earn more? 

Professionals in the engineering industry already receive high salaries. As a result, company culture plays a bigger role in their decision-making process. If your firm’s values, goals, and specialties align with theirs, they’ll be more likely to work with you. However, this isn’t an automatic process. You need to do your utmost to promote your culture throughout your hiring campaign.

Time Is Money, for Both You and Your Candidates

By now, you probably understand why long hiring processes cost you money. If a position remains vacant, your company’s output will probably suffer. Combined with your recruiting expenses, this can rack up quite a few charges.

However, many hiring managers spend so much time worrying about their own expenses line that they forget about their applicants’ needs. Candidates don’t make any money from your hiring process, so you need to make a decision quickly. If you don’t, they may believe you’re wasting their time and look for a job elsewhere.

Work with an Engineering Recruiter

Recruiters can help you solve all of the problems listed here. They have access to networks of professionals within the engineering industry, which makes it easier for them to find passive candidates for you. They can help promote the positive aspects of your company culture, and also minimize your hiring time. This won’t just help you hire better; you’ll also save valuable time and money in the process.

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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