How to Take the Stress Out of Recruiting Engineers

Jonathan HuydaJonathan Huyda | Fri, Apr 21, 2017

Behind every great engineer is a talented hiring manager. These recruitment experts understand what their companies need and find the professionals who can deliver. Both the company and the individual flourish as a result. 

Download the essential guide to hiring engineers.

But it can be hard to be a stellar recruiter when the hiring process puts so much pressure on you. Hiring the wrong engineer will create inefficiencies and poor work environments, and each of these can be disastrous in a time-sensitive, project-based profession. At best, a bad addition would cause your teams to perform at a reduced capacity, and at worst, they might start to miss deadlines. 

It’s not easy to get better at hiring so you can find your firm’s next great talent. Yet many hiring professionals do so all the time, scooping the best new workers before anyone has the chance. Now, you can learn their secrets. These tips will help you get on top of your hiring game. Recruiting engineers will be no problem when you put these strategies into practice.

Always Be on the Hunt for New Talent

It’s never a good idea to wait for exciting new prospects to fall into your lap, and recruiting engineers is no exception to that rule. You should always have a pool of professionals in mind for a position, even if that spot has only recently opened up. 

A talent acquisition strategy will help make your recruitment efforts less urgent. Instead of seeking workers in sudden, unexpected bursts, you’ll consistently network with veteran and emerging professionals. That way, you’ll always have a few people lined up to fill an opening, even before the sourcing process technically begins. An acquisition strategy takes planning and effort to implement, but it will ultimately make recruiting quality engineers much easier.

Consider Your Company’s Culture

Some hiring managers place so much stock in a prospect’s experience and hard skills that they forget to consider whether the candidate will actually jive with their company. A resume may make a new hire seem useful, but if they can’t integrate with your team, they’ll be as valuable as fool’s gold.

If you consider your company’s culture before you hire, you’ll be more likely to pick the best fit for the job the first time. Try to describe your team’s best traits and values and look for candidates who share those characteristics. Don’t be afraid to ask your employee about what drew them to your company in the first place. Highlighting those aspects of your firm can help you attract the candidates you want.

Never Interview Alone

When a candidate comes in to discuss a position, there should always be more interviewers at the table than interviewees. Meeting with a prospect on your own opens your decisions up to personal biases and mistaken impressions. Plus, the more people you involve, the more subtleties your team can pick up about the candidate. Even small things like body language can be easily missed if you’re the only one asking the questions. 

When recruiting engineers, always bring at least one other person into every interview. These professionals could include the prospect’s potential supervisor, a human resources staff member, or another qualified employee. At the very least, these people will make you more confident and assured as you go about recruiting engineers.

Work with a Reputable Recruiter

Even with the best talent acquisition strategy, it will be difficult to recruit for some niche or needle-in-a-haystack roles. When this happens, you need to find the right worker quickly. Recruitment agencies can put you in touch with great workers from a variety of industries. They don’t just connect you with active candidates, but also passive professionals who may be willing to jump ship for the right offer. As a result, you’ll get the best engineering talent available when you put your faith in a recruiting firm.

The Essential Guide to Hiring Engineers

Jonathan Huyda

Jonathan is the Managing Director at Ian Martin. His goal at work is to take clients’ staffing problems and find ways to make them go ‘poof’. When not recruiting that next great hire, he can be found working on jigsaw puzzles or checking the scores in his fantasy pools.

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