Looking to more successfully recruit top engineering talent? You aren’t alone — and it’s going to require more than just a one-off intervention in order for you to move the needle. Here are four tips that should help you see better results from your company’s recruiting strategies.
1. conduct a deep-dive analysis
How can you plan for what’s next if you aren’t sure where you stand today? The answer is simple: You can’t.
That’s why, for engineering employers, the first step is to analyze your current workforce. For example, where do you have the most flexibility in terms of skill sets? Which roles are touching mission-critical projects, and why? Where might pressing talent needs emerge tomorrow?
Answering these questions will enable you to conduct more effective workforce planning.
While you’re at it, you might as well take a close look at your organizational hierarchy, too, in order to ensure that proper knowledge-sharing measures are in place. That’ll help you be better prepared to respond in the event of unexpected departures.
2. start planning accordingly
Looking, say, five years into the future, where will key engineering needs emerge? What business projects are going to matter the most for your bottom line?
To be sure, answering questions like these will help you start planning (and building) your talent-succession pipeline. Unfortunately, though, doing so probably won’t be easy, especially for engineering employers. As technology and science continue to rapidly advance, after all, some of the jobs and skill sets that will probably soon be on your radar don’t even exist yet.
It’s a good example of why working with a strategic partner can substantially improve your level of organizational readiness.
3. double down on employer branding
Think about your employer brand for a moment. Are you a well-known name for professionals in your industry? Do resumes from top engineering talent routinely flood the inboxes of your HR team? Or is this, perhaps, an area that needs some work?
If that last item rings true, try not to worry about it too much — a lot of engineering employers are in the same boat. But you do need to take action.
Closely monitoring (and tactfully responding to posts on) employer-review sites should be regarded as a simple best practice. In external-facing messaging, try to convey an authentic and sincere message anchored in your organizational culture.
That’s something candidates will respond to — and you should check out this blog post for more detailed insights.
4. consider how you would adapt to disruption
Recent landscape-scale disruption like COVID-19 should call attention to the need for your organization to rapidly pivot and adapt. Is your company ready?
If not, it’s time to fix that, and fast. Especially if you’re an engineering employer, working with an experienced strategic partner is probably the quickest — it’s certainly the most effective — way to begin future-proofing your organization.
The four tips outlined above should be top of mind as you work with business leaders to continually evolve your recruiting, hiring and workforce strategies going forward. Yet without the right planning, execution and oversight, you’ll be hard pressed to truly move the needle. Check out our full guide to recruiting engineering candidates for more in-depth guidance:
Plus, if you’re looking for more hands-on support, reach out to Randstad to learn all of the different ways we can deliver value for engineering employers today.