Looking for one or more great-fit engineers for your engineering team? There are dozens, if not hundreds of things that could be used to describe exactly what you’re looking for in any engineering job candidates.
HR RECRUITERS AND ENGINEERING MANAGERS ARE THE TARGET READER FOR THIS BLOG POST
if you’re a technical HR recruiter in your company, or an engineer hiring manager, you don’t want to waste your time, or the time and goodwill of any fellow workers who will be involved in any interview process with you, because you failed to take the time to document exactly what you’re looking for and confirm the match with your recruiter before you bring in any candidates for serious job interviews.
THE PURPOSE OF THIS BLOG POST FOR HR RECRUITERS AND ENGINEERING MANAGERS
This blog post offers a simple checklist of critical step one items that need to be figured out and well documented regarding the correct credentials, experience, personality traits, time availability, salary expectations and more that are important to your hiring engineering team, your company at large, and of course to the engineering candidates themselves if you want to ensure an efficient and successful effort for all involved. See this GKA process http://www.georgekonik.com/content/client-engagement-process
Furthermore, if you’re setting out to contract with a recruiting firm that specializes in engineer recruiting to get some professional headhunter-help in finding one or more additional great-fit engineers for your company, having the proper documented list of exactly the kind of candidates that you’re looking for will ultimately make a huge difference between the success or failure of your efforts with that recruiter. Clearly, as a professional engineer recruiting-staffing firm, we at George Konik Associates would obviously urge you (for all the right reasons) to strongly consider contracting with a well-experienced, well-suited recruiting firm any time that you need to bring in new engineering talent.
THE 21 ITEM CHECKLIST: WHAT KIND OF ENGINEER AND ENGINEER RECRUITER ARE YOU LOOKING FOR?
- The number of hires needed, and are the open positions for: contract engineer(s), contract-to-hire engineer(s), or direct hire engineer(s)
- What you can pay within your budget for recruiting expenses
- The type of recruiter contract you are looking to sign with the recruiter for their placement services: a contingency recruiter agreement (paid only if they find a candidate) or a retained recruiter agreement (fixed upfront fee to have that staffing agency perform a dedicated/non-competitive search effort for your company)
- Precise expectations regarding the recruiter’s role, responsibilities, and rules-of-engagement related to communications with or direct access to any of the company’s personnel
- A list of common industry job titles that would best fit the engineering position(s) to be filled
- Core skills and specific technologies-experience for the position(s) (desired or required)
- Degrees or certifications (desired or required) for the position(s)
- Salary range and future career-growth expectations/opportunities
- Paid weekly or monthly (direct deposit or physical check)
- A work-hours-related description (average hours required per day and per week, typical start and stop times, over-time pay if any, any travel expectations, availability for calls before or after work hours, availability for emails and texts that need to be responded to before or after work hours, etc.)
- Present healthcare programs (if any)
- Present ESOP or other stock options programs available (if any)
- List of recent projects the target engineering team has completed in the recent past and are now working on or will soon be working on
- A clear description of the project or projects that the new-hire engineer will be immediately assigned to, and their specific responsibility on the project(s)
- A description of the company’s corporate culture (the people-work-work environment they will be entering – values, rules, goals, etc.)
- A description of the company’s engineering department culture (the departmental people-work-environment they will be entering – values, rules, goals, etc.)
- An organizational chart to place the position-to-be-filled in an organizational reporting structure
- The position’s personal physical workspace environment to which they will be assigned
- Successful candidate work traits based on the culture in which anyone hired would best thrive
- Successful candidate personality traits based on the culture in which anyone hired would best thrive
- Critical timelines associated with the hiring effort
George Konik Associates specializes in Engineer Recruiting and Staffing