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How to stay ahead of the competition and win the war for engineering talent

The war for talent is real. The pandemic has led to a lot of people re-evaluating what matters in life and this year has seen a situation where the number of vacancies outweighed the number of people searching for employment.

The number of job vacancies in the United Kingdom reached a record high of 1.1 million in the three months to September 2021, over half a million more vacancies when compared with the same period in 2020.

Forecasts predict that engineering employers will need to recruit 265,000 skilled entrants annually to meet demand through to 2024, which is a big jump from 2020’s prediction of 182,000.

One look at those numbers proves that it’s vital to stay one step ahead of the competition in a candidate-led market.

Here are some tips on how to attract the talent you need: 

Do your research

It’s simple yet highly effective. If you are advertising X amount in wages and a similar company in a location nearby is offering more, then that is likely to be a problem.

Don’t think by leaving salaries off job adverts you are solving the issue, because two out of three jobseekers are more likely to apply for roles that include salary information, and it’s estimated that adverts with a range get around 30% more applicants. 

You’ve got to pitch your offering just right in terms of salary and the overall package. Rather than office-based perks, like pool tables and free fruit, employees are increasingly valuing training opportunities, progression, and flexibility.

Knowing the market and getting the most important details in your job adverts means that the right people will see it and be interested in what you are offering.

Be flexible

While salary and benefits are important, the need to offer some kind of flexible working opportunity is increasing. It’s clear to see from the current market that flexible working widens the talent pool.

If you can offer flexibility in terms of location, hours and/or pattern, then it will have a positive impact on your recruitment in terms of the number of applicants and the diverse range of talent.

Employer Branding and Employee Value Proposition

Providing the opportunity for your people to help shape a post pandemic workplace and workforce experience is both a unique and pressing need.

Your people want their voice heard and it’s important to listen to them, hear their experiences, concerns, and desires for better.

There’s no better way to outline the employee experience to potential hires than through interesting, authentic, and topical stories.

What now?

If you’d like to find out how our recruitment marketing expertise can be used to make sure your job adverts catch the eye of your ideal applicants, then please do get in touch with us.

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