two mechanical engineers reviewing plans on a computer monitor

How to Optimize Your Engineering Recruiting Strategy

Engineering recruiting is a cutthroat business. This is because those who have studied engineering have worked very hard to get their degrees, and therefore, know their worth. When you are hiring engineers, you’ll need to be able to keep up with the competition and provide the individuals you want to hire some incentive to choose your company. Here’s our quick guide for how to recruit engineers and keep your company running smoothly.


1. Offer Competitive Salaries

When engineer recruiting, you must offer a competitive salary. Top engineers won’t even look at your company if you don’t. According to the Bureau of Labor Statistics, the median annual wage for all different types of engineers in 2016 was $91,010. Granted, you will need to consider the median salary of the specific type of person you’re looking for, such as someone with mechanical engineering skills, as well as your location. But it will be extremely difficult to hire anyone in this field if you do not offer competitive pay.


2. Simplify Your Recruitment Test

If you are going to hire engineers to write code or work with other kinds of electronics, you might be looking to test their knowledge before hiring. It’s okay; everyone does it. But long, drawn-out tests that don’t tell you anything about your potential hire’s practical knowledge are pointless. And they might turn off potential recruits. If you’re hiring engineers of any type of skill set, keep your recruitment test short, simple, and to the point by testing only the skills they will need for the job.


two robotics engineers working at their desks


3. Don’t Skimp on Benefits

When you’re engineering recruiting, you’ll need to make sure you’re offering employees what they need so they’ll stay with you after being hired, let alone be interested in your company in the first place. Most companies that hire engineers can attract the best candidates by offering healthcare insurance, wellness programs, and educational programs. And this not only benefits you when you’re hiring engineers, but also a healthy, happy, and well-educated workforce makes for a smoothly run company.


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4. Make the Interview Process Less Intimidating – and Less Boring

During stay interviews, ask the employees who are already with you what they would have liked to have known about the company going in and how they could have felt more at ease during the interview process. When candidates feel comfortable and excited during the interview, they will be more likely to choose your company over another option. Make sure the questions are specific to their potential role and industry and that you allow them to make their skill levels and personality shine.

When you want to know how to recruit engineers, just think to yourself, “What would I have loved to see in a company that was recruiting me?” After all, the interview is an opportunity for the employee to evaluate you as much as it is for you to evaluate them.


civil engineer working with a colleague on building plans


5. Think of Recruiting as Part of Your Culture

Inc. suggests thinking of engineering recruiting as part of your company culture. It’s not just a means to an end. It’s a way to make sure things keep running smoothly and that everyone is able to get the job done. The process of recruiting should also be specific to the culture of your company. Remember, it isn’t a hazing process, and it shouldn’t be so hard that talented people simply give up. It should be a partnership that benefits both company and employee and attracts people to your business, rather than making them feel unworthy of the position.


Want to Learn More About Engineering Recruiting?

You can use some of our best strategies as well as our recruitment solutions to find new hires with who will be perfect for your company. Check out iHireEngineering’s top tips for hiring today.

By iHire | January 23, 2020