How to Hire the Best Engineers
There are more open engineering jobs than available candidates. It is a challenge for recruiters to find engineers who match 80% of job specs.
So how do you beat the odds?
Here are some strategies that can help:
Create a Pool of GOOD Engineers
There are many candidates but only 10–20% are exceptional. Sourcing good engineers through different platforms can be tricky. But with an adept understanding of the industry and job descriptions, it will be much easier to identify and select candidates from these platforms and compile a talent pool composed of skilled and highly-qualified engineers. This pool you should keep in touch with on a regular basis.
Experiment with different sources of candidates (i.e. job posting sites, LinkedIn, social media sites, referral system etc. ) and determine which are the most effective sources so you can focus on those which yield the best results.
Find, Match and Reach out
Once you’ve sourced good candidates, evaluate their skillset via their resume, social media profile and public project contributions like on github, then reach out to them right away. Let them know your clear intent and provide them with details of the opportunity, company background and a little about you.
It may take time to convince engineers to to take your offer, because they may be evaluating your offer against other job offers. Be patient and helpful at all times.
Remember the best engineers are in high demand so you and your offer needs to stand out. Think long term even if your candidate does not take your offer they will remember how you treated them and will come back to you in the future. Above all be genuine and consider the best interests of your candidates first.
Show the bigger picture
Engineers are critical thinkers and innovators so sell them on the exciting new projects they will be working on. Give them a clear picture of the duties, tasks and technical details of the work they will be doing. This will grab their interest and improve your chances of securing them to work for you.
Know what motivates engineers in your field. Provide a smooth skills assessment and interview process which puts them at ease and gives them enough information to make an informed decision in your favor.
Tell your story
Every company has a story to tell, it is essential to tell your story with passion, conviction and excitement to get candidates to buy into you and your company’s vision. Good engineers also look for culture fit and telling your story will get candidates to see the compatibility between them and your company.
The best engineers will always be eager to learn new things, and they will undoubtedly look for a company with a good engineering culture where they can work with people whom they can learn from. If you have such a culture, make sure you promote this to all potential candidates.
Close the Deal
If an engineering candidate met your requirements, with the necessary technical skills and experience and would also be a good culture fit, act on closing them right away. Don’t ponder and deliberate, extend your best offer and get back to the successful candidate(s) as quickly as possible. Sell the position and persuade them choose you. Do not let potential hires slip away; fight to hire the best.
Keep the hiring process at a favorable pace, fast but without rushing it. Hiring good engineers can either make or break your company destiny so it is best to invest ample time and attention to the hiring process to ensure the company’s future. Continuously look to improve your hiring process and get feedback from candidates through questionnaires and at interviews. The more insights you get from candidates the better you will be at delivering an exceptional candidate experience.
The tech job market will get even more competitive for engineering talent in the future making it harder and harder to attract and retain good engineering talent. The faster you move and the better and refined your recruiting practices are will determine your success or failure in the war for tech talent.
If you’re a engineer looking for a change or a hiring manager or HR professional looking to work with a specialist engineering recruiter reach out to me at lance@runtimerec.com
