5 minutes read

How To Recruit A Good Engineer

Looking for advice on how to attract, assess and recruit the UK best field service engineering talent? Recruiting engineers in the UK is tough! The current UK engineering skills gap together with high demand for the good engineers makes recruiting the best engineers difficult. It's more challenging than ever to secure the great talent, here's how you can be more competitive in the scramble for hard to find engineers.

So, how do you recruit a good engineer?

Are you looking for the best engineers in the UK? If so, you need to start with a detailed and robust recruitment plan. 

Executive Recruiter Nick Goodwin says:

"Every successful recruitment project needs a hiring plan, everyone involved in the process needs to understand and agree on the requirements, objectives & timescales. Once agreed, the recruiting of the best engineering talent should be an effective & efficient process"

Table of Contents

Guide To Hiring Top Engineering Talent

1. Preparing

It’s a good idea to ask a few questions to figure out your needs so that you can have a clear goal when hiring engineers.

For example, start by asking what the targets of your business are.

How much does the company want to grow and how many hires will you need to make to meet specific revenue targets? When do you need your new hire to start and do all involved understand the hiring process and timescales?

After that, you should figure out how you will attract a new engineer hire. 

2. Sourcing

Engineers are in high demand, they can choose which companies they want to work with or not. It’s important to create a great first impression, and this starts with a well-crafted job advert. Invest time to create a detailed and compelling job description.

Focus on Employer Branding

To get potential candidates interested ensure your company has a clear, recognisable, and positive brand. Figure out your strengths, what makes your company unique, are your salaries competitive, and what benefits your company offers.

Where to Find Your Engineers

While posting on job boards and LinkedIn can pull in some great candidates, TalentTech has an extensive network and database of engineering talent. You are more likely to have more qualified candidates when you have a larger talent pool.

3. Screening

It is important to have a robust interviewing strategy and specific timescales.

Review CVs and applications to identify candidates who meet the basic qualifications and relevant experience. Candidates who pass the initial screening should undergo a phone screening, this is an opportunity to assess the candidate’s communication skills, general fit for the role, and interest in the company.

Candidates who perform well in the initial screenings should be invited for an in-person interview. Have well thought-out questions prepared, specifically designed for the role you are looking to recruit for, these could include technical questions related to the field they would be servicing, their problem-solving abilities, and interpersonal skills.

Tip: Remember the interview process is two-way, treat an interviewee as you would one of your customers. If you think they are good, so will your competition, it is important to create a good hiring experience and act fast to secure top talent.

4. Selecting

Move quickly, good engineers aren’t on the job market for long! EngineeringUK research has found that one in four jobs advertised in the UK is for an engineer and that demand for engineers is set to grow. Engineers with the right skills and experience are in high demand, and they often have multiple job offers to choose from. Delaying the hiring process can result in losing top talent to other companies. With fierce competition to attract and retain top engineering talent, a swift hiring process can make your company more appealing to candidates, demonstrating that you value their time and skills. In contrast, a slow hiring process can create frustration and make candidates lose interest.

Delaying the hiring process also impacts on your business:

Project Timelines: Many engineering projects have strict deadlines. Delaying the hiring of engineers can lead to project delays and increased costs. When engineers join the team quickly, they can start contributing to the project’s success sooner, helping to meet deadlines and deliver value to the company and its clients.

Productivity and Retention: The onboarding process directly impacts an engineer’s ability to integrate into the team, understand their role, and become productive quickly. A well-structured onboarding program can significantly reduce the time it takes for an engineer to become fully productive, improving their job satisfaction and increasing the likelihood of long-term retention.

Cost Savings: A lengthy hiring process can be costly, both in terms of the time and resources spent on recruitment and onboarding and in terms of the potential loss of productivity due to vacant engineering positions. A swift hiring and onboarding process can reduce these costs.

Skill Alignment: The sooner an engineer joins the company, the quicker you can align their skills and knowledge with your specific projects and goals. This can ensure that the work they do is directly contributing to the company’s success, rather than languishing in a lengthy onboarding process.

5. Hiring

Once you’ve successfully employed an engineer, the process doesn’t end; it’s crucial to continue the employee experience to retain top engineering talent. Retaining top engineering talent is an ongoing process that involves creating a supportive and engaging work environment. It’s about addressing the evolving needs and expectations of engineers, promoting their professional development, and recognising their contributions. When companies focus on the entire employee experience, they are more likely to keep their engineering talent satisfied, motivated, and committed to the organisation, ultimately benefiting both the individual and the company as a whole.

Professional Growth: Engineers typically seek opportunities for professional development and growth. A supportive work environment that offers training, mentorship, and the chance to work on challenging projects helps engineers enhance their skills and advance in their careers. Companies that invest in their employees’ growth are more likely to retain top talent.

Recognition and Feedback: Providing regular feedback and recognising an engineer’s contributions are vital for their job satisfaction. Engineers who feel valued and acknowledged are more likely to remain committed to their work and the company. Consistent feedback can also help them improve their performance and address any concerns promptly.

Competitive Salary and Benefits: Staying competitive with compensation and offering attractive benefits packages is essential. Engineers are often well aware of their market value, and if they feel undercompensated, they may be tempted to explore other job opportunities. Regular salary reviews and a comprehensive benefits package are key components of retaining top engineering talent.

Healthy Work Culture: A positive work culture, characterised by teamwork, inclusivity, and a sense of purpose, is highly attractive to engineers. A healthy work culture promotes collaboration and fosters a sense of belonging, making engineers more likely to stay with the company.

Flexible Work Arrangements: Offering flexibility in work arrangements, such as remote work options or flexible hours, can further enhance job satisfaction. It allows engineers to balance their professional and personal lives, which is particularly important in today’s evolving work landscape.

Start Recruiting Great Engineering Talent Today

While these strategies can be effective in luring top-notch engineering talent to your company, you might discover that certain challenges persist within your recruitment process.

If you find yourself in need of engineering hires but lack the resources to manage them, consider reaching out to TalentTech Recruitment. As a leading engineering recruitment agency, with over 100 years of combined recruitment experience, we specialise in attracting and matching exceptional engineering talent with companies across the UK.

If you’re looking to hire an engineer and would like to discuss how, TalentTech can help you recruit the top engineering talent, get in contact with one of the team today.

Dave in front of TalentTech poster
Dave O'Neill

Engineering & Technical Sales

Nick Goodwin

Engineering & Technical Sales

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I cannot recommend TalentTech Recruitment highly enough! They have been an incredible partner in our recruitment process, providing us with expert guidance, support, and exceptional talent. From the very start, the team at TalentTech took the time to understand our company culture, our values, and the specific skills and experience we were looking for in candidates. They were always available to answer any questions we had, and they were proactive in keeping us informed throughout the recruitment process. What impressed me most about TalentTech was their commitment to finding the right fit for our team. They took the time to thoroughly screen candidates, and presented us with high-quality candidates that exceeded our expectations. Thanks to TalentTech, we were able to find the perfect candidate for our open position quickly and efficiently. We are thrilled with our new team member and couldn't have done it without TalentTech's expertise and support. If you're looking for a recruitment partner who truly cares about finding the right talent for your team, then I highly recommend TalentTech Recruitment. They are a top-notch team that we would work with again in a heartbeat.
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Thomas Davies - Customer Success Executive
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Ryan was absolutely fantastic at helping me to find the perfect job. His brilliant communication and continued service throughout enabled me to find a role that is ideal for me at an incredible company! I would highly recommend Ryan for any of your recruitment needs, he was very easy to talk to, professional and identified my strengths to align me to a specific job role.
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David was fantastic to work with. Very helpful, supportive and I'm very grateful to him for putting me forward to a cracking sales role that I have now secured. I highly recommend David and the team around him at talenttech recruitment!
Anton Archer - Area Sales Manager
Dave and Nick were very helpful in supporting me on the recruitment process. They were very accommodating during my out of hours office calls and responded to emails and messages very promptly. They ensured that the company was fit for purpose for my needs and demands and encouraged me to Pursue this company which being part of Filtermist now has been challenging and fulfilling. John and Nick are professional, pro-active and pleasant gentlemen to be involved with. I would certainly recommend them as a recruiter both from a candidate and a hiring managers perspective
Manpreet Maan - Proposals Engineer
From first contact with John, he was open, friendly & offered some great advice. Throughout the process he was efficient & diligent with his communication/feedback & having this from a recruiter made the interview/job change process far easier - which is a rare thing! I thoroughly recommend John & his business when you’re looking for a new role/career change
Will McCullough - Area Sales Manager
We were struggling to find the right candidate for our Marketing vacancy so reached out to Nick and the team at TalentTech, we went through every aspect of the role and our company culture in detail. He gave us valuable insight into the current market and from this we were able to readdress the job spec, which helped attract a higher calibre candidate. I would without a doubt recommend TalentTech Recruitment. They are attentive, detailed and the person who we hired has been nothing but brilliant.
Lee Bunting - Air Ambulance
I worked with John to secure my current position. He is hands down the best Recruiter I have ever worked with. 10/10. Excellent communicator, friendly, helpful, efficient. Moreover, John is intelligent, he has great knowledge and can provide insight if required. I have every confidence in John and he is easily my number one choice for any future needs.
Stephanie Lyttle - Business Development Manager
Highly recommend John for the professionalism and support during the whole recruitment process. Very Encouraging to be kept up to date and informed through out. Many thanks for your help and advice.
Craig McCormack - Systems Engineer
David was helpful and prudent, supplying helpful information and advice when assisting me with first and second stage interviews after he introduced my CV to a role I'm very happy to have received. Thanks David
Joshua Palmer - Design Engineer
Recruiting engineers with the right technical skillsets has always been a challenge however with the ongoing support to any live roles TalentTech continue support our ongoing recruitment campaigns. We were kept fully informed throughout the process, the detail and lines of communications kept us up to speed and we were made fully aware of every stage of the process. In an increasingly difficult to recruit with they overcame this by listening to our requirements, spent time to understand our business. The shortlisted candidates have always been consistently good and it’s a refreshing experience to often have a choice of a strong shortlist, and on occasions we have recruited more than initial requirements due to the quality and depth of the shortlist. We’ve found the TalentTech engineering recruitment team to be knowledgeable, personal and a please to deal with.
Hannah Craig - Zwick Roell Ltd
John has been absolutely first class since the moment I applied for a role with TalentTech. He gave me instant feedback on my CV which was a massive help as I hadn’t had to write one for a while! He also provided advice throughout the interview process which was really valuable. I managed to land the role and this was in no small part down to John and his unwavering support. Checking in to see how I was getting on, asking me if I needed advice on anything and even after I’d secured the position, I could tell he was genuinely buzzing for me. A top recruiter and a top person to deal with. Highly recommend his expertise.
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Ryan has been amazing in getting me the sales job of my dreams! The help and support has been unreal. He has been very professional and understanding with giving the best advice and preparing me for all 3 of my interviews. Never have I had such great support from a recruiter before.
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The TalentTech team are honest, transparent, and efficient. They are a trusted partner with great experience in matching clients to new staff. Working with TalentTech must be treated as a true partnership. When tooled with the right level of information and expectation the TalentTech team deliver on what they promise. I am grateful for the advice provided in a straightforward manner during the recruitment process to enable me to make decisive decisions to secure the best talent. Their approach to recruitment is refreshing, I will continue to recommend them to both candidates and employers.
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