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Standard of Excellence: Finding and Hiring the Right Candidates for Engineering Positions

Without a doubt, the biggest challenge we face today is finding, hiring and keeping the right people. With this in mind, I will be dedicating my next three columns to finding and nurturing the right individuals for engineering, quality and manufacturing. This month, we begin with how to hire and keep the right people so they become productive engineers.

In today’s competitive market, finding the right candidates for engineering positions can be challenging. The right hire can drive innovation, improve product quality and propel your company to new heights. However, a poor hiring decision can be costly in terms of time and resources. As someone who has navigated the complex landscape of hiring the right engineers, I’ve learned a few key strategies to help you find the perfect fit for your team.

The first step in the hiring process is to understand clearly what you need. This might sound obvious, but too often, companies draft vague job descriptions that fail to attract the right talent. Start by working closely with the team that is managing the new hire. Understand their challenges, the skills they need and the type of personality that would fit well within the existing team.

For example, if you’re hiring for a role that requires innovation and creativity, look for candidates with a history of uniquely solving complex problems. On the other hand, if the role is more about maintaining and improving existing systems, someone with a methodical approach and attention to detail might be a better fit.

It’s easy to fall into the trap of looking for candidates with specific degrees from certain schools or with a set number of years of experience. However, this can limit your talent pool. Instead, consider candidates from diverse backgrounds who have demonstrated, in other ways, the skills you need. For instance, someone with experience in a related field might bring a fresh perspective to your team, or a candidate with strong problem-solving abilities but less formal education might be a quick learner who can adapt to the specific needs of your company.

Technology has revolutionized the hiring process. There are now many tools available that can help you identify and evaluate candidates more effectively. For example, applicant tracking systems (ATS) can help you manage resumes and identify keywords that match your job descriptions.

In addition, consider using online assessments to test candidates’ skills before they reach the interview stage. These tests can help you weed out those who might not be a good fit, saving you time and resources.

Skills and experience are important, but so is cultural fit. A candidate who aligns with your company’s values and culture will likely thrive and contribute to the team. During the interview process, ask questions that reveal a candidate’s work style, values and how they handle various situations. Ask about a time when they faced a significant challenge at work and how they overcame it. Their response can give you insight into their problem-solving abilities and whether they would fit well with your team’s dynamic.

Hiring the right candidate takes time. While it might be tempting to fill a position quickly, especially if you’re feeling the pressure of deadlines or project demands, rushing the process can lead to poor decisions. Take the time to vet candidates thoroughly, conduct multiple rounds of interviews if necessary and involve multiple team members in the decision-making process. Remember, the goal is not just to fill a position, but to find someone who will contribute to your team’s success in the long term.

The hiring process doesn’t end once you’ve made an offer. Onboarding is a critical part of ensuring that your new hire becomes a valuable team member. A structured onboarding process can help new employees understand their roles, your company’s expectations and how they can contribute to the team’s success.

Additionally, continuous development is key to retaining top talent. Offer opportunities for learning and growth, such as training programs, mentorship and regular feedback. By investing in your employees’ development, you not only improve their skills but also demonstrate that you value their contributions to the company.

Finally, engage them in the product. Create a system where they understand the importance of the product you are building. Create an atmosphere where your engineers feel like they are helping to make the world a better place.

Finding and hiring the right candidates for engineering positions is a complex process that requires careful planning and execution. By understanding the needs of the position, broadening your search criteria, using technology, focusing on cultural fit, taking your time and investing in onboarding and development, you can increase your chances of a successful hire. Ultimately, the right candidate can drive your company’s success and help you achieve your goals.

Anaya Vardya is president and CEO of American Standard Circuits; co-author of The Printed Circuit Designer’s Guide to… Fundamentals of RF/Microwave PCBs and Flex and Rigid-Flex Fundamentals. He is the author of Thermal Management: A Fabricator's Perspective and The Companion Guide to Flex and Rigid-Flex Fundamentals .Visit I-007eBooks.com to download these and other free, educational titles.