Optimise Every Stage of Your Process
Treat candidates well with communications that reflect how much you value your people. If you invite someone for an interview, make sure your process is comprehensive and structured to test for a range of skills. As well as this, try and incorporate an assessment of personality as well as technical skills. It’s important for any successful engineer to be passionate about their field and keen to learn and develop, so try to get a sense of them as a person during the interview.
When you get to the point of making an offer, do so quickly. Leaving only a short window between interview and closing reduces the risk of your candidate becoming frustrated and looking elsewhere. No one wants their ideal employee to be tempted away by another company!
Read more: How to Find and Hire the Best Site Engineers >
Have a Long Term Strategy
Don’t only think about hiring when you have a vacancy. The availability of premium talent and your recruitment needs may not always align. However, developing a network of desirable candidates allows for outbound sourcing which is often more efficient as a strategy. Keep in touch with candidates you don’t hire the first time round if you rate their skills. A vacancy may arise in the future that suits them perfectly. In which case, you will already have an established relationship.
Use Your Network and Encourage Employee Referrals
Utilise your network of other engineers and ask for recommendations. A recommendation from someone who has worked with the candidate before guarantees their skills are up to scratch. Many employers prefer hiring based on referrals because they see it as less of a risk. Another option is to offer incentives for employee referrals, though in this case you may find personal loyalty comes before suitability for the role.