At 14% of Minnesota’s total GPD, manufacturing is its largest private sector element, according to a recent article. The sector currently employs one in seven people living in Minnesota, equating to approximately 306,000 and supports jobs in other sectors. Directly or indirectly, manufacturing supports a third of all Minnesota jobs.
How can you stay ahead of your competition and attract the most qualified engineers to your organization?
Be visible
A positive, recognizable employer brand leads to the creation of talent pools for your future recruitment needs. Establish a generous referral program for people who refer qualified engineers to you who you ultimately hire. Work with a specialist recruiter in your field. Promote your brand across your social media feeds and your careers site. Provide insights into what it’s like to work with your company, invite them to find out more and include your invitation in your e-mail signatures. The broader and more positive your brand message, the easier it becomes to attract talent.
Tell your story
Better still, encourage your best engineers to tell your story, whether in blog posts, conference speaking or via video interview. Involving your existing team will demonstrate that you already have talented people working for your company. Talent seeks out talent; capitalize on your best people.
Assess their motivations: Skilled engineers aren’t motivated solely by money. Flexible working hours, the ability to work remotely and the type of projects your business can offer all contribute towards becoming a talent magnet. Some engineers prefer smaller businesses where they can excel, others like to be part of a large organization. Most will expect recognition for exceeding their performance objectives and compensation that reflects what they’re worth.
Check out the market rate
The best engineering candidates are being paid premium salaries in today’s market. To attract the best, you will have to pay the best. Before deciding exactly where to pitch your role, consider what skills and abilities you truly need from your candidates. Can you achieve your business goals with a less qualified candidate? If not, be prepared to pay top dollar for the very best engineering professionals you can find. Anything less will damage your company’s credibility.
Attract female engineers
According to a report by the Congressional Joint Economic Committee, only 14% of engineers in the workforce are female. Global brands like Intel are making serious investments into diversity programs at universities to attract more qualified candidates into the sector. Follow their example and couple your initiative with the implementation of flexible and remote working options, combined with a ‘purpose not profit’ approach to attract millennials.
Review your onboarding process
Your onboarding process is the final and perhaps most important part of the candidate experience. Hiring the right person is only the start; retaining your top performers is your next challenge. Let technology automate basic elements such as background check requests, allowing you as the employer to create a personalized onboarding process. The more your new hire feels valued and part of a team, the more motivated and committed they’ll be to your organization in the long term.
Learn more about our Engineering, Operations, and Supply Chain practice area.
