Hiring Engineers that are at the top of their field is a no-brainer. Of course, you want someone who has more than just their technical chops but can also push projects to new heights. But in a recent survey, attracting the creme of the crop in Engineering is nearly 100% difficult for most firms.
Never before has there been such a fervent demand for Engineers. However, competitors often stifle this demand by scooping up your most wanted candidate. If you don’t want to be left in the lurch when it comes to attracting top candidates, you have to look at the employee value propositions (EVP) your company offers.
What is an EVP
The times have changed when only high pay and notoriety attract candidates to a new job or project. More than ever, additional benefits, culture, and incentives are needed to stand out from the pack. That is where a brand’s EVP comes into play. Think back to when you were applying for a job. Were there some qualities your work offered that made you extra eager to apply? That company probably had a successful EVP that made you happily press click on the apply button.
It can be challenging to gauge what EVP attracts different individuals. Luckily, Matchfield has extensive experience working closely with qualified engineers, and we know what motivates them to work for a new company. Engineers are people who like to analyze, research, and picture how a company can help them with their career goals.
With this knowledge of typical traits in engineers, you can use tactics to resonate with candidates.
Present Your EVP
You only have a few seconds to catch a job seeker’s eye, even less when they’re not actively looking. If you’re actively trying to recruit a specific candidate, you need to present your EVP to them briefly and effortlessly to see how their career goals are aligned.
First, make a list of what exactly your company offers that go beyond just competitive pay. Right now, work-life balance and remote working options are the most sought-after qualities in attracting candidates. Nevertheless, if remote work is entirely off the table, adding perks like job growth opportunities, stakes in the company and profit sharing could be the honey that attracts flies.
If working with a 3rd party hiring firm, ensure everyone understands and grasps your company’s EVP.
Create a Sense of Urgency when Hiring Engineers
Engineers are busy bunches with brains racing with information, numbers, and, frankly, more offers. They are most likely speaking with other companies simultaneously, especially if they are actively looking for a new job. Creating a sense of urgency in the vein of “we have candidates who want to work with us, but we want you to have first dibs” or “these company perks are only being offered at a limited time right now” is enough to add scarcity to get their attention.
Be on top of contacting and updating the candidate you want through interviews. Add more perks and promises as the interview process furthers their interest in the company. Remember, not everything simply has to be about money. Explaining to a candidate how your company is what will help make their career ambitions succeed is sometimes the right amount of urgency they need to hear.
Showcase Job Satisfaction when Hiring Engineers
Accomplishment is the main driving factor for a lot of engineers. They want to build structures that not only stand the test of time but get noticed and marveled at. Many times people think only top Engineering firms are what attract top talent. That may be true, but a feeling of deep satisfaction in one’s work trumps notoriety.
Use testimonials from your current employees to showcase the fulfillment they feel from the projects they’ve worked on. If you do not have those testimonials, begin cultivating a better work culture. Encourage your engineers to take pride in their work and post on social media. Add incentives like an extra vacation day or rewards to motivate your employees to showcase their job satisfaction.
When engineers see other engineers working in fulfilling work environments, they will naturally be attracted to that job. Remember, your current employees are your best recruiters.
Don’t Fake Anything
It can be seductive to try to oversell your company. After all, you want to attract the best of the best, so you want to seem like the best of the best. But if you get carried away by the glitz and glamour of the job you’re offering, it won’t take long for them to see through it.
Highlight the good of your company while still being aware of areas to grow in. No one expects a job to be 100% perfect, but they expect and appreciate honesty. Jobs that seem too good to be true are often jobs that lead to low morale and higher attrition rates.
Make sure to highlight how much feedback is valued at your company. Instead of lying about it, be honest that your company wants to continue to grow, and it needs the honesty of its employees to do that. You expect your candidates not to lie and pad their resumes too much; this is the same for your company.
Start Hiring Invaluable Engineers
You recognize that a building needs a solid foundation before it can be built. The same goes for hiring a stellar engineer. Engineers are meticulous and analytical bunch who notice small details. Going the extra mile to build a strong EVP offering, reputation, and transparency are extremely important in attracting top talent.
Of course, you do not have to go at it alone. Matchfield has talent advisors with years of experience working with engineers. We know what makes them want to work for a company. Book a consultation with us if you’re ready to work with industry experts who know engineers like the back of their hands.