We’ve helped engineering firms who have had difficulties in their recruitment process for eight years. Whether sourcing candidates with the right experience or finding those with niche skill sets, jobs vacancies that are not filled can cause major disruptions. Over the years, we have picked up a few methods firms can implement to ensure that they attract the right attention fast.

1- Understand your candidates.

Before any job specification is composed, it is crucial that businesses understand the strengths and weaknesses of a particular talent pool and how that evolves over time. Without this, businesses are at risk of hiring for the wrong position or a candidate with the wrong credentials.

2- Offer more than just a job.

Discovering how an engineering firm is perceived externally, what entices prospective employees and the information you need to share to convince those to work with you can be extremely beneficial to the recruitment process.

Especially when candidates are in high demand, capturing their attention is crucial. Developing job specifications with potential career paths should be a central part of the interview process. Even in cases where the position needs to be filled quickly, applicants can be deterred by only talking short term.

Trust potential candidates by sharing any future plans for growth or past projects that enhance your organisation’s credentials. This is most important in SMEs that do not have as much presence as major names. 

3- Transfer skills.  

Engineering by nature has always been very specialist, however, it is always worth considering candidates who do not have direct sector experience. Automotive and fasting-moving consumer goods (FMCG) sectors, for example, share similar fast-paced, customer-focused environments. With the foundation skill set in place, it is possible for an engineer with either background to transfer and adapt their valuable skills with minimal training.

4- Go global.

The labour force in engineering is international, presenting additional opportunities for UK employers. Those who possess a sponsor licence are able to recruit personnel outside the European Economic Area (EEA) for times where there are no available candidates.

5- Invest in people.

Even though there may not be any direct solution to a skills shortage, an investment in training can provide businesses with the tools needed to create a new pool of talent. Support in either apprenticeships or degrees is essential to maintain talent health in the engineering sector.

Continuous improvement is one our main principles at Austin Fraser, placing both suitable candidates and clients together. Use these top tips top ensure you attract the right engineering talent for your roles! 

Austin Fraser is an award winning, specialist IT and Engineering recruiter who specialise in sourcing specialists. It's our mission to break the perception of 'stereotypical recruiters' and demonstrate that recruitment, when done well, is an excellent and consultative process. 

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