The widespread shortage of technical and engineering skills has been exasperated further by the pandemic. Even though some companies have been forced to downsize due to the pandemic, the demand for engineering talent still far exceeds supply, according to research from Terminal, a company that builds remote engineering teams for its clients.
Likely none of us are too surprised by this. According to the EE Times, over the course of the next two decades, 10,000 baby boomers will turn 65 each day. Engineering will represent only a fraction of that number, but retirements will leave a large hole in talent for many companies, and the upcoming talent pool of young engineers is smaller compared to the previous generation.
In other words, the war on hiring engineering talent is coming.
If your company is like many others in their need to recruit engineers into its workforce, marketing can help play a role. Working with human resources or talent acquisition teams, marketing can bring branding, messaging, and channel skills to bear that can help overcome the recruiting challenge.
Fine-Tune Brand Messages
According to research in the 2021 Pulse of Engineering report, the most important career factors for engineers are interesting work/projects, good work/life balance, learning, and respect. Compensation was only the fifth most important factor.
In your recruitment ads, company boilerplate, website, and other messaging platforms, let potential hires know how your company accommodates these career factors that are important to engineers. Even subtle placements help. Quotes from your subject matter experts in press releases or blog posts might mention something about an interesting project or new insights discovered while working at your company.
Help Train the Next Generation
The 2021 Pulse of Engineering also found that engineers often turn to online training courses, webinars, and professional development courses to help increase their knowledge and skills.
Consider offering free online training or paid certificate courses on topics that your company can demonstrate expertise and leadership in. You can also look into hosting and moderating technical discussion or Q&A forums for engineers. Produce webinars on the latest trends in your industry to show that your company is on the forefront of industry change.
Promote the Latest Technology
Engineers are commonly interested in working for companies that are at the leading edge of technology. Top talent won’t want to spend their time using outdated programs, so ensure your tech stack is up to date. If your company uses the latest technology tools and platforms, be sure to promote this aspect as a way to make your company more attractive to engineers.
Offer a Vision
Before accepting a position, engineers want to get a sense of what their career might look like at your company. In your communications, provide a short- and long-term sense of your company’s mission, vision, and core values. But don’t be generic. The engineering workforce is specialized, and your vision should be too.
Align with Today’s Preferences
The research conducted by Terminal reported that 8 out of 10 engineers want options for working remotely. Seventy percent of engineers report they are more productive when working at home.
If your company offers flexible and remote working options and remote-specific benefits such as technology and productivity tools or stipends, you should be able to attract more talent from a much broader pool of candidates located around the world.
In addition, mental health services are in high demand today in every profession. Benefits like access to virtual therapy can help make your company more attractive.
Conduct Targeted Recruitment Advertising
Consider advertising on GlobalSpec for your employer brand promotion and talent acquisition needs. GlobalSpec’s audience consists of the world’s top engineering and technical professionals, which puts us at a unique advantage to help market your employer brand message to the people working in the industries you’re targeting.
For more tips on attracting engineering talent and preserving and protecting your company’s specialized engineering knowledge, download our new whitepaper, “Hiring the Correct Engineering Talent and Decreasing the Knowledge Drain.”