Top 4 Mistakes Companies Make When Hiring Engineering Talent

It’s not uncommon for a bad hire to slip through the hiring process from time to time. Although there are plenty of red flags to look out for, sometimes they disguise themselves so well that they can become difficult to detect even for the most experienced of hiring managers. Just because a candidate lists an engineering degree from a prestigious university or former job title as embedded software engineer on their resume doesn’t automatically mean they will be the best fit for your company. An effective way to circumvent making a bad hire is to avoid making some of these common mistakes companies make when hiring engineering talent.

1. Reactive Hiring

The mistake that most companies make is that they don’t think about hiring until someone quits. This forces them to hire out of desperation and bypass some of the steps that are essential in screening out those bad hires. Rather than reacting to resignations in this tight market, we suggest being more proactive by always seeking out top talent in your industry. Also, by partnering with an experienced recruiter in advance, you will have quicker access to talented passive candidates when you need them.

2. Delaying Necessary Firing

Firing someone can be challenging; it’s a task that not many people enjoy. When you do find that you have someone on your team who’s not a good fit and isn’t performing well, it’s important to act quickly and with certainty to relieve them of their duties and get someone on your team who’s productive. Waiting around and hoping things get better is only going to reduce your team’s morale and diminish the company’s productivity. It becomes very difficult to reach your overall goals when you have someone who’s not preforming.

3. Taking a Hands-off Approach

Well done is better than well said. Yet, too many hiring managers rely heavily on talking during an interview. Discussing the details of a position in your office is a one-dimensional approach where you fail to get a feel for a candidate’s hands-on ability. Leaders who walk prospective candidates around the company are able to see how quickly they respond to their environment, potential colleagues, and the work at hand. It’s also best to listen more than you talk during an interview. Active listening gives you a much better chance of getting to know the candidate.

4. Focusing Too Much on Personality

Interviewers often have a tendency to hire candidates who are similar to them. Yet, companies that have a diverse team of employees with varied personalities and backgrounds tend to be more productive and successful. They are better equipped to handle a variety of projects, customers, etc. So, don’t let your personal biases be the driver of your decision to hire someone based on their personality.

 

 

Are you looking for top talent in the Engineering, Manufacturing, Construction, IT, or Banking markets?

Our knowledge of the greater Dayton, Ohio market and unmatched work ethic provides you with top professional talent, quickly, accurately, and cost-effectively. Contact us to create a custom recruiting strategy.

 

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