Engineering and manufacturing are two industries often cited as the hardest to employ for. Engineers still remain on the UK skills shortage list, and manufacturing is forever undergoing so many technological advancements that unique abilities are sought after each and every day.
We ensure our placements are bespoke to your needs at Net-Recruit. Combining both applicant tracking software (ATS) and in-house expertise, we capture your brand and distil it in a way that resonates with those in engineering and marketing. So, if you’re looking to do the same, here’s our top three tips.
Recruiters will bombard senior engineers at every opportunity. If they wanted to leave their job immediately, there would be no shortage of vacancies available to them. Bear that in mind when you write job ads – lead with the benefits that make you different from everyone else when describing the role.
Be transparent as you do this. Don’t overload your job ad with a list of company perks as a method of hiding the mundane day-to-day responsibilities. Those in manufacturing will want to understand the role in full (and what’s in it for them) before they’ll consider an interview.
In addition, make sure every element of your advert enforces the image you wish to portray. This extends to the job board you’re posting on; if they’re industry-specific, this will imply a level of value.
Be in the right place at the right time
Job boards aren’t all the same. Not only will some members of your target audience not access every board, but some may view certain platforms as more worthy of their experience over others.
At Net-Recruit, for instance, we’ll work with you to pinpoint the channels that are best accessed by your audience beforehand.
We’ll then review every CV by hand to quicken the onboarding process and keep high-quality candidates engaged with your brand. Senior talent will drop out of your pipeline if you’re not seen to be responsive, after all. We’ll use our Pipe™ ATS software to track, monitor and keep on top of things.
Throughout, we’ll use your tone of voice as an indicator of office culture and filter out those who aren’t a strong fit.
Tighten your interviewing process
Now you’ve got the pool of candidates you had hoped for, you’ll need an interview process that doesn’t send applicants running the other way. Again, be quick in your decisions but also appear knowledgeable (and interested) in their experience.
Enquire about specialist skill sets and ask questions that are tailored to each specific interview as opposed to generic competency-based ones. This is also your chance to explain the tools and processes that may be unique to you, and how their role interacts with the wider business.
Measure a cultural fit all the while. Those in senior positions may need to manage a team or deal with suppliers, so be sure to get a gauge of their personality and how well they’d work in your team.
Sound complicated? Well, we’ve got just the solution. We understand that repeating this process again and again, throughout the growth of your organisation, could massively impede your development. So, we’ve created a software that allows us to monitor your campaigns in real time.
We complement this with a human touch – creating ads that resonate and even conducting telephone screening if you need it. Simply get in touch today. A member of our team will guide you through the process and demonstrate how we can help you put people first.