"Tips To Attract Entry Level Mechanical Engineers," M.E. Online Exclusive, March 2008

March 2008

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Tips To Attract Entry Level Mechanical Engineers

by Julie Atkinson

If you read the newspaper or listen to the news, you know how competitive today's job market is. This is especially true for the engineering field as evidenced by the number of open positions and the length of time those job requisitions remain open. Senior engineering students do their homework so they know what opportunities await them in the job market. As an employer, you may also need to do some research to discover what will attract those elusive new engineers. The following tips should help you with your homework.

Tip #1: Communicate your company brand. Every company has a brand, those core values that make a company unique. Your company may be green, may contribute time and money to local charities, or may embody any number of positive values. Successful branding gives applicants a good understanding of those core values and relates them to your company. Engineers who relate well to those values are more apt to apply for jobs within your company and, if hired, are likely to fit in. Those who don't agree are likely to self-select out of the application process thus saving your company both time and money that may have wasted. Proper branding is essential for presenting your company to potential recruits.

Tip #2: Introduce your product or industry to the world. Advertising your product or industry often gets tied in with branding. Many engineers have a picture in their mind of the type of company they'd like to work for. They may want to help create new diagnostic equipment for the medical field, faster engines for the automotive industry or more efficient windmills for the power generation industry. If they don't know that your company creates these products, they may never apply to you for a job.

Tip #3: Teach your recruiters to make a good first impression. In many cases, the recruiter is the first human contact an applicant has with your company. Be sure that your recruiter presents a true image of your company. If possible, include a fairly new engineer with one to five years experience as part of your recruiting team. Insure that all of your recruiters convey a consistent message. If candidates get conflicting messages or if your recruiter is unorganized and misinformed, potential applicants soon become confused, uncomfortable and disinterested. They may not feel it's worth the time to sort out the facts; they'll go talk to your competitors instead. Allow your recruiters sufficient time to answer all questions. You don't want to give your applicants the impression that they are not worth the recruiters' time.

Tip #4: Attend job fairs. Try to have your business well represented at numerous job fairs, especially those on college campuses. Attending job fairs is a good way to make contact with large numbers of engineering students. It's an equally good way for those potential applicants to get first hand information from someone who already works for your company.

Tip #5: Schedule time to meet informally with small groups of applicants. Job fairs are beneficial but have the potential to be chaotic. Many applicants would like to spend some time talking to hiring managers in a casual setting prior to an actual interview. Try to reserve a meeting room on campus, order some pizza and soda, and invite interested applicants for some casual discussions.

Tip #6: Develop recruiting programs that target sophomores and juniors. If you want to attract the best applicants you should not wait until they are seniors before starting the recruiting process. One way to begin building a relationship with future engineers is to offer internships. An internship gives the employer the opportunity to try out a future engineering applicant to find out if that person fits well within the company and has the skills necessary to do the job. At the same time, the intern has an opportunity to learn firsthand what it would be like to work full time for your company while gaining valuable experience. If the intern is not a good fit with the company, it is better to learn now before you've hired that person.

Tip #7: Leverage your interns' contacts. So, you found an intern with the potential to be a good employee. Do you know that your intern may come with a bonus? He or she may know of other engineers looking for jobs. If your intern refers another budding engineer, you can usually trust the referral to be of the same quality as your intern. He or she will certainly not want to jeopardize his or her future with your company by referring a candidate with substandard qualities. Talk to your interns.

Tip #8: Sponsor a senior project. When a college approaches your company about sponsoring a senior project, agree to do so. This gives you the opportunity to present a real issue to a senior. In return, you may receive a solution to your problem, a qualified applicant for consideration, and, as a minimum, you'll receive advertising for your company.

Tip #9: Create an Engineering Development Program. Many inexperienced engineers have not been thoroughly exposed to all of the career options open to them. An Engineering Development Program allows an engineer to rotate through a number of engineering related areas, spending months in each job assignment. This program allows the engineer as well as the company to find the area best suited for both parties.

Tip #10: Empower recruiters to make offers on the spot. Train your recruiters to be able to recognize the skills needed for your open engineering positions. Then give them the authority to make offers to outstanding candidates. You'll get your offer in before the competition and you'll make it clear to the applicant you are seriously interested in hiring him or her.

Tip #11: Follow up with applicants during the hiring process. Don't leave your applicants wondering what's happening. Know what your timeframe is for completing each step of the process, communicate that to your applicants and then stick to it. If you tell them to expect your call within the week, call them within the week. If there is a delay in the process, call them and tell them so. Many sought after engineers get multiple offers. They almost always have a preference as to which company they really want to work for (yours, of course!). If you don't stay in contact to assure them that they are still in the running for the job and work to move quickly through the hiring process, they may get discouraged and take offer #2. If it takes too long to receive an offer, they may not be able to afford to wait so keep your process streamlined.

The preceding suggestions are simple but they will work. Why make the hiring process any more difficult than it needs to be? Focus on the type of people you'd like to attract as applicants. Portray your company honestly. Send your professional recruiters to job fairs to meet with applicants. Develop a recruiting plan that targets underclassmen as well as seniors. Implement an internship program that benefits your company and your interns. Sponsor a senior project. Plan to develop your newly hired engineers. Make job offers quickly. Remain in contact with applicants throughout the hiring process. Finally, be prepared to choose between plenty of highly qualified candidates.

Julie Atkinson is a materials logistics specialist in the steam turbine engineering department of Siemens Power Generation Inc. She has worked at Siemens (formerly Westinghouse Power Generation) in steam turbine engineering for nearly 20 years. She is currently enrolled in the Master of Human Resources program at Rollins College in Winter Park, Fla.