Engineering and manufacturing skills are in demand, and good candidates are hard to find. When people are scarce, posting an advert and hoping for the best isn’t enough.
Here is how to give yourself the best chance of hiring well, and of keeping the people you already have.
Move quickly
Good candidates are often talking to more than one employer, and they won’t wait long for an answer. A slow or unclear process is one of the quickest ways to lose them.
- Keep interview stages to a minimum
- Tell candidates the timeline at the start
- Keep in touch promptly at every stage
- Make quick but considered decisions
We’ve seen good candidates walk away because they waited too long to hear back. A quick, respectful process leaves a strong impression.
Be flexible
Many engineering and manufacturing roles need people on site, but that doesn’t rule out flexibility. Think about what you could offer:
- Flexible start and finish times for shifts
- Hybrid working for teams such as design or technical sales
- Time to attend appointments or manage family commitments
For many people, flexibility is a deciding factor when they choose a job.
Look at transferable skills
If you only hold out for the perfect match, you could wait a long time and lose good people along the way. Someone who has most of what you need, and the right attitude, may be the better hire.
Look at what people have done in other industries and roles, and which of those skills carry across to yours. Be clear which requirements are essential and which you can teach. Write adverts that welcome everyone, so you don’t put good people off before they apply.
Train people up
Training fills the gaps and builds the skills you’ll need in future. It also attracts ambitious people, who want to grow and stay at the front of their field.
Think about what you can offer:
- On-the-job training
- Recognised qualifications and courses
- Mentoring from experienced engineers
- Clear career paths
- Chances to lead projects or take on more responsibility
Working with local colleges and training centres can also help you bring new people into the trade.
Reach people who aren’t looking
Some of the best engineers aren’t looking for a job, but would move for the right one. Keep in touch with strong candidates even when you’re not hiring, and meet people at industry events, careers fairs and open days.
Your own team can help too. Ask them to recommend people they rate, and share their stories about working for you. Candidates trust what they hear from people who already work there.
Keep the people you have
When good people are hard to find, keeping the ones you have matters just as much. The things that attract new people also help keep your team: fair pay, flexibility, training and a clear path to progress.
Talk to your team about what they value, and act on what you hear. People who feel valued are less likely to look elsewhere.
We can help
Our consultants only recruit for engineering and manufacturing, so they know the market you’re hiring in. Tell us what you need and we’ll call you back.