Wish You Could Hire Engineers?

Do you want to hire a skilled, diligent engineer? Good luck. Your search will likely require a great deal of time and resources. After all, start-ups usually spend an average of about 80 hours sourcing and recruiting just one engineer. Your projects will suffer if you don’t recruit the right personnel, but can you really afford to spend two working weeks finding and hiring one person?

Recruitment will always be a labour intensive process, especially if you’re a smaller firm. Your staff has to complete projects on time, on budget, and with a high degree of quality. Team members can ruin your agency’s reputation if they don’t live up to these standards. However, it isn’t easy to identify the best candidates for a given position. Some applicants may not be skilled engineers, but they can turn on the charm and fake their way through an interview. If you don’t want to foot the bill for training and possibly a replacement, you need to nail the recruitment process.

You don’t have to complete this task alone, though. These four tips will help you hire engineerswithout protracting the process or incurring undue expenses. The right worker can be yours if you follow these steps.

Referrals Are Extremely Valuable

Sourcing can be one of the most difficult stages in the recruitment process. You may try to reach as many qualified candidates as possible, but many will either miss or ignore your efforts. When you do connect with prospects, only about 10 percent will actually match your requirements. From there, you have to narrow down these applicants and hire the best of them, but simply getting to this stage can take plenty of effort.

That’s why referrals can be so important. When your employees or partners recommend qualified professionals, you don’t have to spend time vetting and considering candidates. They already have many of the credentials you need, so you simply have to verify their qualifications and make your decision from there.

Avoid Difficult Questions

Engineers need to be experts in their fields. Candidates who can’t answer technical questions will be a liability when they actually have to demonstrate their skills. The interview process generally confirms whether these professionals have what it takes to work in the industry.

But sometimes the answer to a question is less important than the way in which the candidate responds. An engineer who remains calm and thoughtful under fire is obviously more qualified than someone who can’t compose his or her thoughts. Left-field questions can throw each of these groups off balance, but if you keep your questions relatively simple, one will stand out from the other.

Get Candidates to Perform Tests with Other Engineers

There’s no denying that interviews are important. Anyone can falsify a resume, but it’s much harder to bluff your way through an interview when hiring managers and industry professionals are grilling you.

But the interview process does have its shortcomings. Certain candidates may excel at answering prepared questions or talking in a formal setting, but they crack if they have to work within a team environment. Never hire engineers without asking them to complete a test with your workers or other candidates. This will demonstrate their true skill and offer you a glimpse at how they’ll fit into your team.

Outsource Your Hiring to a Recruiter

These methods can help you hire engineers, but unless you have a well-defined strategy in place, they may just be temporary measures. If you need extra assistance, don’t be afraid to consult an engineering recruitment firm. These organizations can take the pressure off your department and help you find the right engineers.

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