How to Recruit Young Engineering Talent

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For any successful, evolving business, ensuring that you are an attractive proposition to the next generation of talented professionals is as important as it is for candidates to be an attractive proposition to businesses. There will always be perfectly competent members of the workforce that just want a job – any job – at any particular time, especially when the economy is in a downturn. But for many really talented in-demand candidates in certain sectors, their position is such that they have the luxury of being able to pick and choose where they work. The engineering sector is one such industry, where head hunters often clash horns when looking to secure the top candidates for their clients.

The field of engineering recruitment comes with many variables and recruitment rarely starts the moment you put out a job advert. There is a lot to consider before then, especially if you want to attract future engineering gurus to your company. Here are some of the ways you can stand out:

Build Your Brand

Make sure your company brand is visible online. Word of mouth reaps rewards amongst jobseekers, so ensuring you represent your brand effectively and treat staff fairly all year round will help your engineering recruitment needs before you need to employ a hiring strategy. One of the key elements to be aware of is that your brand must align with the values a young person places as desirable in their employer.

Be Ethically Responsible

Now we are in the throes of climate change, the issue must be addressed by companies. The most common way to do this is by practicing sustainability, having an eco-friendly approach as part of your processes and advertising this on your website and social media. Young people are routinely polled as prioritising climate concern in their everyday consumer habits and it ranks just as highly in their employer. Those who are scientifically minded – such as engineers, are even more likely to want their employer to have eco-friendly practices in place.

Show Employee Engagement

Nowadays, there is a lot of information about the employee experience documented online. It is likely that previous or current employees will have left reviews of your company culture on websites. While authenticity is rated so highly amongst younger generations that deleting bad reviews will pique their suspicion and eliminate you as employer potential entirely, it is advisable to reply to all reviews – whether positive or negative, to show you engage with your employees. It also shows a propensity for growth culture, which young engineers will prioritise both as part of their career journey and as desirable from the forward-thinking companies they want to lend their freshly honed skills to.

Contact Recruitment Specialists

There is nothing negative about getting professional accompaniment during the recruiting process. Recruitment is an area of expertise just like any other, and those who specialise in it, especially those who specialise in specific areas such as engineering, will more often that not ensure a superb ROI during the process (and long after it).  Delegating to and collaborating with recruitment professionals means being able to tap into vast networks of candidates as well as benefitting from their vast experience in areas such as outreach, for which recruitment agencies have perfected – almost turning into an art form!

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