Engineering Recruitment: A review

As we face new challenges in engineering recruitment, it’s always great to reflect on the past to see how the industry has changed, from the counter-offers to the wide range of diverse talent that we face today. In the current engineering recruitment field, there’s a vast opportunity to transform the challenges we encounter into positive strides for the future.

In recent years the need to invest in employee retention strategies has come to the forefront. Combatting counter-offers requires a strategic approach that centres around a company culture that places value on its workforce. Prioritizing professional growth, fostering mentorship programs, and creating an environment where engineers feel valued for more than just their salary are crucial steps in this direction. Doing so organisations can establish a work environment that not only attracts top talent but also retains them in the long run.

Another critical change is the demand for diversity and inclusion within engineering teams. In 2024 companies need to move beyond diversity checkboxes and actively commit to inclusive hiring practices. Showcasing a workplace that celebrates diversity is not just a moral imperative but a strategic necessity for fostering innovation. Studies consistently reveal that diverse teams outperform their non-diverse competitors, leading to increased success and creativity in problem-solving.

The shift towards remote working continues to reshape the landscape, and organisations must adapt accordingly. Remote work flexibility is no longer a perk but a cornerstone for attracting top-tier talent. By offering flexible work arrangements, companies can tap into a global talent pool that they didn’t have access to before. However, in the engineering industry, this is only possible in certain roles, as many hands-on jobs aren’t suitable for this benefit. This has led to some conflict in teams with disparate flexible working policies, but where it is possible, organisations have witnessed a remarkable surge in productivity.

With engineering evolving, employees’ skills must also develop at a rapid pace. To address this challenge, organisations must provide continuous learning opportunities and resources for upskilling. This not only attracts individuals seeking career growth but also ensures that the workforce remains agile and adaptable in the face of technological advancements.

As a final consideration, businesses may explore the potential benefits of adopting a Recruitment Process Outsourcing (RPO) or Talent Partnership model. The Jackson Hogg Talent Partnership, led by Joel Brown, stands as a testament to years of success in reducing time-to-hire, cutting recruitment costs, and concurrently enhancing the quality of hires while improving retention rates. For those interested in exploring this model further, additional information can be found on our website or by reaching out directly to anyone in the team. In the ever-changing engineering recruitment, the path to success in 2024 lies in embracing challenges as opportunities and adopting innovative strategies to navigate the evolving terrain.