3. Create job ads that engage and appeal to the best candidates
Whilst there is indeed a growing demand for engineers, there currently exists a shortfall of 55,000 skilled workers for that demand – those with exceptional engineering expertise, therefore, have the luxury of picking and choosing between job opportunities. It’s crucial that you can gauge which aspects of the role would appeal to engineers for hire.
So, it is incredibly important that you create a job ad that engages and attracts top engineering talent:
How do you create engaging engineering job ads?
Having an accurate, detailed job description is crucial.
Listing the job responsibilities (what the role usually involves day-to-day) and job requirements (qualification, years of experience, software proficiency) in full will enable candidates to decide whether they are qualified for the role and whether the role and the company would be best fit for them.
It is also helpful to be honest about your hiring timeline and process in the job ad.
For certain engineering roles, especially more senior positions, the hiring process can take a significant amount of time and involve various stages.
In detailing this, candidates will be able to properly consider whether they are interested in the role to the extent that they are prepared to fully commit to your company’s various recruitment stages.
In this way, providing an honest, in-depth job ad enables a higher percentage of applications from qualified and committed candidates, resulting in a more efficient and cost-effective recruitment process!
Incentivise candidates by highlighting the benefits of your engineering role
Another central element of a successful job ad is the inclusion of the role’s key benefits.
Considering the competitive nature of the engineering job market, it is not good enough to only specify the competitive salary as the role’s main benefit.
You need to be seriously considering: “why would a candidate apply to my engineering role over others?”
Effective job ads will excite candidates by including a ‘benefits of the job’ section, made up of a range of career incentives that draw top talent in.
Here are some of the top job incentives, outside of salary, to include:
Professional development: can you offer prospective employees the opportunity to partake in any training courses? Will candidates gain any technical qualifications? Do you offer professional development plans?
The best engineers are looking for opportunities to advance their skillset and progress their career, so offering some sort of professional development as part of the role is key to attracting top talent.
Work-life balance: do you offer remote working or flexi-work options? Does your working week include early finishes? Can you provide well-being packages, generous holiday allowance, and pension schemes? Are there regular team socials?
Work-life balance is becoming an increasing concern for prospective employees, so it is crucial that if you have those benefits to offer, you put them front and centre.
Exciting projects: do you have any exciting new projects in the works? Do you have a history of innovative projects? Can you name-drop some impressive clients/collaborators? Great engineers will want to be challenged and be able to make a real impact on new, exciting business ventures.
One of the many ways we can help you find top engineering talent is by writing a standout, optimised job ad that promotes your role and company in such a way that only the best engineers are targeted.
Utilise your company’s social media presence
It is vital that you use your company’s network and social media presence as a form of free advertising that can provide your job ad with great online exposure.
Whilst it is useful to take advantage of all social platforms, LinkedIn should take your central focus, given its talent pool of over 600k engineers.
With such a huge database of engineers, your LinkedIn job ad has the potential to reach thousands of potential candidates, so it is important to make sure your company’s branding is on point and integrated with your employee’s profiles.
With their profiles in line with your company’s ethos, your employees can share your job ad with their industry connections and help your role to be seen by a wider network of candidates.