Nowadays, engineers have become some of the most sought-after professionals in the job market, as they come with a very wide range of skills to offer that companies are looking for. As a result, recruiters and HR managers are facing quite a challenging situations, since several studies show that there are more open engineering jobs being offered than available candidates ready (and willing) to cover them. Therefore, we must make sure we are following effective strategies so that we can find and hire the best engineers out there.
Create A Database of Attractive Candidates
Before we start contacting candidates and offering positions at our company, we need to be able to find them. Therefore, creating a database of candidates should be the very first step we take. We need to go over different platforms and job offering pools in order to identify the most attractive candidates, which can be tricky. However, we can always experiment with and explore different candidate sources, including job posting sites, LinkedIn, social media, referral systems, and applicant tracking systems.
Find the Best Candidates and Get in Touch
Once you have created a database of attractive candidates, you need to start looking at the engineers’ profiles, analyzing their experience, their skills, and resumes. This will allow you to identify the most attractive candidates, sorting them out by the level of skill or urgency to hire. Then, you should start contacting them and making the offers, always being as clear as possible with your recruiting intentions. Also, make sure you don’t “save up” candidates for a later time, as you don’t know when or if they will be on the pool for long.
Work on Showing an Attractive Job Opening
Something that tends to give recruiters and candidates a negative experience is when the company doesn’t mention all the details and ends up not being really clear with the job openings they have available. Instead of wanting to save the best for the interview, remember to show candidates an attractive and detailed job opening. Since you are the one starting the interaction, it is your job to convince the candidates to give you a chance, and engineers tend to appreciate when a recruiter shares the bigger picture. If you don’t have a short and long-term plan as a company and for their employment, they will simply pass on the opportunity and wait for a more organized business to reach out.
Make Sure You Tell Your Story
For engineers, working on a company on which they can grow, both professionally and personally, and relate to the values and culture of the business, is quite important. Therefore, it is essential that we share the story of our company as well as the values that shape our mission and our vision. This way, we will be able to engage the candidates and help them understand why they want to be a part of our company. Once we have got their interest, closing the deal and making a proper job offer shouldn’t be a problem.
