Engineering recruitment can be highly competitive, so businesses need onboarding processes to match. Our recruiters have some tips for ensuring your engineering firm is up to date

Engineering is an extremely competitive discipline and most engineering recruitment candidates are
overwhelmed with applicants for each new role they offer. Selecting the ideal person for the job
might seem straight forward with such a big pool from which to select them, but employers
shouldn’t treat it as an easy task. The talent hired can make or break a project and businesses
looking for continual growth need to know what gives them a competitive edge in landing the best
candidates.

Don’t Put Too Much Emphasis on Schooling

When undertaking engineering recruitment, many companies scan CV’s and place those with red
brick university education at the top of the pile, and although there is no denying these schools
churn out top talent, there are other great indicators of a good engineer. In fact, some of the most
well-known engineers attended less prestigious institutions, while some have no higher education at
all! In interviews, ensure to ask about experience and problem-solving skills, over degree
classification to hone in on the traits that are important to the role.

Pair Them Up

Engineers have a bit of a bad rap for being elusive lone wolves when in actual fact most projects rely
heavily on teamwork and collaboration between design, structural and civil engineers. Identifying
candidates who work well together is a key part of the engineering recruitment process so business
should try to pair them up to work together on a task. Have one observe and one carry out a task,
with them swapping throughout, to identify candidates who are open to criticism and eager to
collaborate.

Work with a Recruiter

Partnering with an engineering recruitment business like Precision People can save businesses time
and money when hiring staff. With the help of our experts and their up to date knowledge of hiring
trends, we can ensure that we work together to find the ideal candidate for your unique needs. 

If you would like to have a chat about how we can help your engineering business call our knowledgeable engineering team on 0116 254 5411 today, or email email us at hello@precision-people.uk - busy? Book a time to call to suit you by clicking here.

See all our latest engineering jobs here

Find out more about the engineering team here.

Improving a business’s technical recruitment process is key to ensuring the hire of top-quality candidates, see how this can be achieved.

For a long time, technical recruitment clients measured their employment success based solely on the number of candidates that turned into hires, but as the old saying goes, quantity doesn’t always mean quality. However, over the past 5 years, technical recruitment has become more sophisticated and clients have more insights that help them to understand their candidate pool, measure engagement at each stage of the hiring process and most importantly, retain top talent – so how is this achieved?

Define Your Ideals

The first way to improve your technical recruitment process is to identify and understand your ideal candidate. Consider your most recent hires in the sector and assess what made you hire them – was it their grasp of several programming languages? Or the type of projects they worked on in their previous role? How quickly did they learn once on the job? By identifying the key ‘pros’ of past hires, businesses can form a profile, which allows their recruiters to better vet any future candidates and their qualifications.

Identify Areas that Don’t Indicate Success

A commonly made mistake by firms looking for technical recruitment is never identifying areas of the job description that don’t indicate future success in practice. At one time, employers often thought that GCSE’s and A-Level grades earmarked candidates skill levels, but these days employers are keener on work experience and real-world applications. Sit down with managers and identify what your job listing says compared with actual hires, which will aid recruiters in the development of the job description, ensuring only candidates with the necessary criteria are processed.

Forecast for the Future

Businesses should always be prepared to recruit technical staff, even if there are currently no available openings. It’s good practice to assess the years gone by and identify recruiting trends and test whether or not they are likely to repeat themselves. This allows the business to be prepared for recruitment spike’s and won’t leave them flat-footed when the time comes to grow the team.

If you would like to find out more about how our technical team can help your business - find out more here or call for a informal chat on 0116 254 5411, email hello@precision-people.uk. Too busy to talk? Book a time for a chat when it suits you.

Check out all the latest technical vacancies here. 

Have you got your growth strategy in place for 2020? Or are you waiting to see how Brexit develops, as a number of our clients have said they are.

Whatever your decision, one way to keep your business fulfilling orders and keeping yrou customers happy is the use of independent technical contractors, can provide many benefits and it’s not just that they bring the talent you need for a project without becoming a permanent employee.

Many employers have different expectations of an independent contractor’s role and what they bring to a business.

Technical contractors are a useful solution for employers, looking to successfully navigate periods of change, especially in these uncertain times faced by businesses.

You may have a big project coming up for which you’ll require an extra pair of hands, but not be able to commit hiring a permanent employee. Understanding this, and then revising your job specifications around your requirements and expectations is key.

Here are five benefits to bringing an independent professional on-board:

Considerable Financial Benefits 

Independent contractors are a temporary solution and do not require an annual salary, as well as the other associated costs of taking on a permanent employee. You will also not need to invest in paid learning and development for them, as they will only benefit your business for a limited period.

Shorter Onboarding Process

Traditionally, the onboarding process for contract employees is a lot quicker than for permanent employees. When hiring long-term employees, you have to consider personality and cultural fit whereas for independent contractors, you only need to hire for technical skills. 

Flexibility

One of the most widely acknowledged benefits of hiring independent contractors is that they are flexible. Independent contractors allow you to respond to business and market needs, as they arise. They are also often used to working for different personalities, in different locations, for varied of periods of time. 

Immediate Impact

As they are only joining for a limited period of time, they should know that they need to make an immediate impact. You will also not have to spend time familiarizing them with the work environment, introducing them to every staff member and training them!

Highly Skilled, Niche Experience

Independent contractors have a highly specialised skillset and are accustomed to working on niche projects. Utilising these skills on your team can really help to drive your business forward.

If you want to know more about hiring contractors, talk to one of our contracting experts today on 0116 254 5411 or click here.

 Precision People's annual Christmas Party   and Star Awards were held on Saturday 7th   December, at Tandem Restaurant in Leicester   city centre. 

 Staff were treated to a chilled glass of prosecco on arrival, followed by a delicious 3 course meal with wine, in a private balcolny room, over looking the city centre. 

 After dinner, the Precision annual Star Awards were presented by Commercial Director Ray Metcalfe and Recruitment Director, Phil Walker. 

There were in total fourteen awards handed out at the black tie evening. The awards are designed to recognise the hard work of the consultants and support staff through out the year. As well as serious awards there were also a few more light hearted awards handed out. 

Award Winners: 

'Quote of the Year' award 

Was awarded to Civil Engineering Recruitment Specialist, Faisal Ahmed. 

'Why use five words when you can use 1,000' award

Was voted for by the team and this was awarded to Technical Sales specialist Harry Pemberton. 

'Most improved' award 

Was awarded to Lift & Escalator specialist Ben Marmon 

The awards for Highest Biller, Highest Candidate NPS, Highest Monthly Biller, Sales League Winner and finally Brand Amabassador' 

Went to Construction and Building Products recruitment specialist, Natalie Chapman. 

Natalie consistently demonstrates Precision's values which are Listen, Integrity, Passions and Support. 

Highest Permanent Fee Award 

Was awarded to Search consultant Mike Morris. 

Best Newcomer 

went to Engineering Consultant, Sam Taylor 

Highest % of business brought in award

was awarded to Maintenance specialist, Guleid Fouad 

'Most Improved' and Employee of the Year' 

L to R: Commercial Director Ray, Employee of the Year Ben Marmon and Recruitment Director Phil Walker. 

Recruitment Director, Phil Walker commented: 

"Congratulations to all the winners especially firstly to Natalie who won five awards including highest biller and also a massive congratulations to Employee of the Year, Lift & Escalator consultant Ben Marmon who also won 'Most Improved'.  Ben's hardwork and commitment to his candidates and clients through out the year, has clearly paid off. I also want to thank all the staff through out the year for all their hard work and dedication." 

Take a look at all the photos from the recent Precision Star Awards

If you would like to find out more about working for a recruitment firm that has fun whilst rewarding staff, contact Ray Metcalfe on 0116 254 5411 or email raym@precision-people.uk for an informal chat.