Alex Jeffries’ Post

Hiring top engineering talent can sometimes feel like finding a needle in a haystack. 🧵 But it doesn't have to be that way. We've developed a straightforward guide to help you identify and attract the best candidates in the engineering sector. From refining your job descriptions to utilising specialised recruitment platforms, our approach is designed to streamline your hiring process. Plus, with our industry insights, we've pinpointed strategies that truly work. 👍 One key takeaway? The importance of a clear and compelling EVP (Employee Value Proposition). Top engineers are looking for more than just a salary - they're interested in growth opportunities, work culture, and innovation. Our guide dives into how you can showcase these aspects effectively. For more tips and insights on attracting top engineering talent, check out our guide: https://lnkd.in/e3ujXc-k #engineering #recruitment #talentacquisition

When it comes to hiring, many managers start with resumes, degrees, and years of experience. Those benchmarks are helpful, but on their own, they don’t always show who you really need and who can actually do the job. Enter skills-based hiring. By putting demonstrated abilities at the center of your process, you can assess skills more accurately and expand your talent pool. Here are a few ways:

The #engineering sector is facing major hiring challenges, with around three out of four employers struggling to fill positions, a significant increase from 2021. This is happening alongside a growing skills gap and a widening disconnect between what candidates want and what companies are offering. To attract and keep top talent, I know we're all rethinking approaches to recruitment. I've shared just 5 things that #hiring #managers need to be able to offer in the recruitment process featured in this issue of Engineering Magazine. Headlines are: Be transparent: Be upfront about what's needed and involved. If you can't offer hybrid, don't suggest you might. Offer flexibility: Does it really need to be full-time? Have you really considered part-time or job-sharing? Set clear expectations: Same title, different role? They might have interviewed for several roles. Are the responsibilities and expectations clear? Be welcoming: An inclusive hiring process and a culture that values different perspectives is great during the recruitment process but is this what happens when they join? Talk about your values: Positive social and environmental impact is a key feature and not just for younger generations. Don't be shy about the business journey and what's still to do. Purpose matters. These can be seen as broad brush. The sublety is in how they are applied that will really make the difference. And, it's about how hiring managers on the front line of recruitment processes can really make the difference. While there are no quick fixes, small adjustments as well as new approaches now can help us attract and retain the talent needed to secure a stronger future for the industry. If you're interested in developing your managers to get stronger at hiring throughout the process, please get in touch, we would love to help. #engineering #hiring #recruitment #attraction #talentretention David Bullock Phil Johnson Michele Foreman, MCIPD Tara A. Rebecca Woolmington Rebecca Gilbert (Chartered FCIPD, CPCC) https://lnkd.in/efxuYew4

65% of organizations are shifting from degrees to skills-based hiring. This opens doors for veterans, career changers, and overlooked talent with proven experience. But making the shift requires more than dropping degree requirements. Kelly VP Pam Sands shares how you can craft your own skills-first hiring strategy that actually works.

When you're uncertain about a candidate's fit, consider a trial period. Hiring one or more promising candidates on a 1-3 month trial basis allows for assessment of their abilities in a real-world context. This approach provides a structured way to evaluate performance and determine if they can meet the job's demands. Extending the trial, if needed, offers flexibility. Transparency is key: ensure the candidate understands the short-term nature and the contingency on performance. tim #bgreen🌏🇨🇦🍁 P.S. Watch : Secrets to Hiring the Best Employees Revealed! :-) https://lnkd.in/gqe_9_gN #HiringTips #Recruiting #TalentAcquisition #HumanResources 75

By 2030, 70% of the skills needed for the average job will be different — making a skills-first mindset crucial. Here's the rundown on what that means for hiring. (via LinkedIn Talent Solutions)

🚀 Why “Specialized” Recruiting Firms Are the Secret Weapon in Today’s Talent War Hiring top talent in engineering, construction, architecture, or manufacturing has never been tougher. The best candidates are often already employed — and finding them can feel like searching for a needle in a haystack. That’s where specialized recruiting firms make all the difference. Unlike general staffing agencies, they understand your industry inside and out — from OSHA certifications and LEED accreditation to CNC programming and Six Sigma. Here’s what sets them apart 👇 ✅ Industry Expertise: They speak your language — and know what skills actually matter. ✅ Access to Hidden Talent: They tap into networks of passive candidates you’d never find on job boards. ✅ Faster, Smarter Hiring: Pre-vetted talent means shorter time-to-hire and fewer costly delays. ✅ Stronger Retention: By understanding both culture and skill fit, they help you build teams that last. In short — partnering with a specialized recruiter turns hiring from a headache into a competitive advantage. 👉 Read the full article to see why your next great hire might start with the right recruiting partner: https://lnkd.in/eMY6jbM5 #Recruiting #Hiring #EngineeringJobs #ConstructionCareers #Architecture #Manufacturing #TalentAcquisition #RecruitmentStrategy

The growing shift in hiring practices Companies are "tearing the paper ceiling" by shifting toward skills-based hiring, recognizing competency is more important than a qualification on paper. Expand your talent pool. Focusing on skills over degrees, gain access to a larger, more diverse pool of candidates who have demonstrated their abilities through non-traditional routes. Real-world competency skills-based hiring proves a candidate can apply their knowledge effectively, a key differentiator from those who have learned theory but lack the ability to put it into practice. Value of passion and grit. Hiring for aptitude and potential allows businesses to identify passionate individuals with strong work ethic. These are qualities that cannot be taught but are crucial for long-term success.

Choosing Among Exceptional Candidates. When assessing candidates, think long-term and consider how each person might fit future company paths, like growth or crisis. Every strength can also have a downside over time. #FuturePlanning #StrategicHiring https://lnkd.in/eK5T7zce

When two leaders look equally strong on paper, the real differentiator often lies beyond experience or credentials. It’s about understanding how they lead and identifying the traits, values, and behaviors that reveal whether they’ll elevate your team or disrupt it. The Higgins Group, Inc. helps organizations move beyond “qualified” to find the leader who’s truly aligned with their mission, pace, and culture. #LeadershipHiring #ExecutiveSearch #DecisionMaking #LifeSciences #TheHigginsGroup