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How to respond to the rise in engineering recruitment

Written by Kimberley Startup | October 22, 2013 | 0 Comments
Engineering-recruitment-2-269x300With demand for jobs at a constant high, you’d think that finding a superstar engineer to join your company would be an easy task.
However, as one of the most notoriously difficult sectors to recruit for, engineering recruitment isn’t getting easier for hiring managers.
Construction and engineering were the two sectors with the highest growing number of vacancies, according to the UK Labour Market’s Report on Jobs for September 2013.
But why are engineering vacancies so hard to fill?
With so few candidates possessing those specialist skills required for many engineering roles, it’s become a battle for companies to secure the top talent.
To ensure that engineers want to join your company, rather than a competitor, you need to think about what makes your company different – what can you offer and what is your USP?
As a company with a great track record of filling engineering roles, here are Webrecruit’s top tips to ensure that your engineering recruitment strategy sets you apart from the competition.

Make direct contact with new talent

Earlier this year, an industrial crane manufacturer revealed that it was proactively targeting universities in order to approach engineering students face-to-face.
Directly promoting your opportunities to the latest crop of engineering talent is a great way to ensure that your company is at the front of their mind before they even start looking for graduate jobs. Talk to students, discuss their ambitions and keep a record of names – you’ll have your own private talent pool before you know it.

Have a clear progression plan

No-one wants to work for a company where there’s no room to grow. Make sure that you promote training, management opportunities and the chance to move to other areas within the business.

Think outside the box

Online store Etsy attracted lots of attention earlier this year after starting an innovative new engineering recruitment campaign to attract more female engineers. They invested in training up several junior female engineers and, as a result, saw a 500% increase in female engineering employees.
If you’re after a more diverse workforce or struggling to find candidates of the right level, why not create them? Invest in training and development for enthusiastic junior employees with lots of potential; they could just be your next superstar.

The long haul

One massive perk of the engineering and construction sector is that building, construction and repair work will always need to be undertaken, therefore, employees will always be in demand.
Long-term job security is a huge selling point for any vacancy so really emphasise this when you’re talking to potential candidates.

Perks

The extra little perks are just the icing on the cake. Will your employees get a shiny new van? A tool kit? The chance to work with state-of-the-art devices?
Engineers like working with cool stuff so talk about the technologies that they’ll be using and what training they’ll receive.
Looking for more ways to enhance your engineering recruitment strategy? Webrecruit can help reduce both your time and cost to hire. Find out more by clicking here.

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