Which of These 5 Engineering Recruiting Mistakes Are You Making?

Engineering recruiting can be challenging, costly, and time-consuming–like any hiring process. But with the industry’s exponential growth alongside the technological revolution, engineering has become an increasingly in-demand expertise. With this growing need for specialized and experienced engineers, the recruitment process can be risky for developing businesses.

Whether you’re looking to bring in contract staff for a new project that requires more technical skills than your employees can offer, or looking for an employee to drive operations, it’s a smart business move to work with experts that can ensure your company won’t be left dealing with the lasting consequences of any mistakes.Partnering with a firm to help you with your engineering recruiting is the most sure-fire way to avoid exorbitant costs.

Here are five common engineering recruiting mistakes—and how to avoid them.

1. Acting Hastily

When you’re pressed to fill a position for an upcoming project, your unpreparedness could lead you to make a number of mistakes throughout the hiring process. It’s understandable! You’re working on a deadline without the resources or engineering recruiting expertise, and you’releft scrambling to find a qualified person–all without accumulating massive costs or wasting time. Making hasty decisions and hiring the wrong person can result in a number of unforeseen expenses: missed opportunities, strained relations, legal issues, resources spent to hiring and training, and the salary wasted on an ineffective employee can amount to a considerable sum.

Working with an experienced recruiting firm can relieve the pressure and ensure you hire for growth. With a refined recruitment process in place, there’s no risk of making a panicked decision.

2. Not Knowing What You Want

Want to attract the best candidates who will be able to provide the skills and experience you’re looking for?Write a great job description. A strong job description is often an overlooked (but essential) part of the hiring process.If you’re unsure of what your specific needs are and what the best fit for your company is, your job description will reflect that.

A thorough job adwill be specific, concise, and most importantly for engineering recruiting—a little bit technical. You want to show an engineer how they can apply their skills to your project. You’re looking for someone who has specific skills, so using technical jargon can be an effective way to eliminate—or discourage—unqualified candidates from applying and wasting your time.

3. Looking in the Wrong Places

If you’ve never hired within the engineering industry before, it’s possiblethat you don’t know where to start. This is perhaps where partnering with an experienced recruitment firm can provide you with the most beneficial services; their networks are established and far-reaching. Their relationships with the most skilled and qualified candidates can save you from making the mistake of spending countless hours trolling job boards or trying to build up a professional network just to fill a role.

4. Asking the Wrong Questions

When you’re interviewing talented workers, you want to be engaging as a company. If you want top talent working for you, you have to show them how you would be an asset to their careers. An interview is a great place to explorebeyond the information that they provided you with on their resume;don’t miss the opportunity to learn what they are looking for–a common mistake.

Engage with your candidates by asking about the types of problems they solved or what they’re favourite technologies are. You’ll soon see how passionate they are about their industry, which can show their desire to learn and gain new skills—a hugely important quality for being successful in the field.

5. Bad Etiquette

People talk.If an engineer who interviewed with your company had a negative experience, the news will spread fast. When you leave a bad impression (like not responding to a candidate efficiently)it will reflect poorly on your company and its culture. How you interact during the hiring process and your relations with engineers working in the field will affect your employer branding; if you’re getting negative reviews, no job ad can save you.

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Sarah Fell

Sarah Fell

Sarah is a Technical recruiter at Ian Martin specializing in engineering. A counsellor by trade, she prides herself on taking a consultative approach on the entire recruitment process. Supporting industries like Food and beverage manufacturing, automotive and engineering consulting companies, she is more then happy to give you helpful hints on how to successfully market yourself within your target industry.
Sarah Fell