If you’re recruiting an experienced engineer, there’s a good chance they’re already employed. They’re probably working on interesting projects, earning a competitive salary and have settled into their current organisation. Simply advertising another engineering role isn’t necessarily going to tempt them to move.
The businesses that consistently attract good people are usually able to explain why joining them would be a positive career decision.
That might be the opportunity to work on cutting-edge technology, greater responsibility, better training, more varied projects or a clearer route for career progression. For others, it could be a healthier work-life balance, a shorter commute or simply becoming part of a well-managed team where people enjoy coming to work.
Candidates are making a decision just as much as employers are.
I’ve visited engineering businesses that have impressive facilities, invest heavily in their staff and have genuinely exciting projects underway, yet none of that was reflected in their recruitment advertising. The vacancy read like a shopping list of requirements rather than an opportunity someone would aspire to join.
Recruitment is about more than attracting applicants. It’s about attracting the right applicants, and that starts by understanding what makes your business different.
At ASL Technical, one of the first conversations we have with a client isn’t about the person they’re looking for. It’s about the business itself. What are you proud of? Why do your employees stay? What opportunities can you genuinely offer someone joining your team?
The answers to those questions often become the strongest selling points in the recruitment process.
Final Thought
The next time you’re struggling to recruit engineers, don’t just ask where the candidates are. Ask what your business is offering that would encourage the right person to make a move.
/~dis-800x600/~dis-caroline-attwood-983a7uWhdSs-unsplash.jpg)
