How to Hire Engineers with the Most Efficiency

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It’s no secret that the engineering world, along with many other industries, is experiencing rapid changes on a nationwide and global scale. Interdisciplinary work and experience are slowly becoming a need rather than a nice-to-have. With international companies and remote work, organizations can now compete for talent on a global level. Modern-day challenges ranging from environmental and sustainability concerns to digital transformation initiatives and rapidly changing consumer expectations, demand for programmers, data analysts, and cybersecurity engineers is increasing. No matter where you look, companies are in search of the right, skilled engineers for the job. Finding and attracting top-tier talent is no easy feat – so how can you hire engineers with the most efficiency? Below are some best practices to help improve your hiring practices specifically for the engineering field, plus how a talent partner and recruitment agency like Brightwing can help. 

Inside the Steps to Hire Engineers

To recruit engineers, as with any skill hire, you’ll need to understand the depth of the position, the technology or space you’re in, and the skills necessary in order to be successful. Targeted recruitment strategies are required in order to help you expand your brand’s reach. Specialized professional recruitment agencies like Brightwing have dedicated teams with deep networks and insights in their respective industries. Our engineering recruiters leverage their 50 plus years of combined experience to attract, find, and hire engineers for the right job. Recruitment works best when you treat your recruiting agency as a partner, collaborating on job qualifications, responsibilities, and expectations – aka defining your engineering hiring process. 

What Do You Need?

Before posting any ads or fielding any candidates, you must first identify what you need. Define the job role and skill requirements. 

  • What type of engineer is needed for the job/project? Software engineer, electrical engineer, etc? 
  • Does the engineer for hire need to hold specific certifications or have certain skills?, Knowledge of programming languages, hands-on professional experience, or is this an entry-level position? 
  • What educational background is necessary for this role? 
  • What soft skills do you expect this engineering hire to have? Identify which soft skills will guide how you hire engineers. You may not post all of them in your job description, but knowing whether you want your engineer to have excellent communication skills or leadership capabilities will heavily shape your final choice of candidate.

Crafting the Perfect Search: From Engineer Job Description to Recruiting Technology

To hire engineers with the talent and skills you’re looking for, you need an engineer job description that is clear and informative. 

  • Emphasize the unique aspects of the job and what your candidates can expect to do on a strategic high-level and on a daily basis. 
  • Be transparent about salary estimates and benefits packages. 
  • Incorporate inclusive language that resonates with diverse groups. 
  • Capture growth and advancement opportunities. 

Above are some practical approaches to crafting effective engineering job descriptions. A talent partner and recruitment agency like Brightwing can help you capture all these details and more to find and hire the right fit for the job. 

Interviews and Onboarding

The final step in hiring engineers is interviewing and onboarding. In a traditional hiring process, you might structure your interview to evaluate both technical aptitude and synergy with the workplace culture and ideals. However, if you’re trying to hire with optimal efficiency, using a recruitment service like Brightwing helps streamline your HR hiring process. Engineering recruiters take the time to get to know individual client teams, their needs, and their overall company. This “getting to know you” phase paired with intuition that never fails us allows our engineering recruiters to identify the best-fitting engineers. No more sifting through a stack of hardly vetted resumes and second-guessing your decisions – qualified, talented, and available candidates are your options. 

Priming the Company for Successful Searches

While having established HR hiring processes and the best recruiting resources in place – recruiting and maintaining top talent all comes down to one thing: your employer brand.  Your company’s values, work culture, and employer brand reputation will ultimately determine your success in hiring – and retaining – engineers. If you haven’t already, get a pulse about how past candidates have reviewed your organization. If you’ve received difficult feedback, it may be time to introspect as an organization and possibly promote your employer brand through social channels. 

The Employer Brand

At the heart of your employer brand are the values you drive. Does your recruitment marketing material align with your brand values and what you look for in candidates? Do you have employee stories sharing their experiences working at your organization? Industry-wide awards, recognitions, and certifications of excellence add additional rapport to your employer brand. Additionally, taking on relevant social initiatives adds an emotional connection and loyalty to your brand. Lastly, keep your brand active and top of mind for active candidates. Make yourself present at industry events, job fairs, universities, etc. 

Setting Expectations 

Oftentimes the engineering recruitment process misses details about the nature of the job, salary, and benefits. When this miscommunication happens, the candidate may turn down the offer at the end of the process.

Engineers Trust Brightwing

Brightwing’s engineering recruiters know the industry inside and out. Our locations in Metro Detroit and Dallas-Fort Worth are comfortable navigating the nuances of industrial engineering, manufacturing engineering, process engineering, and more thanks to years of experience working with high-profile clients to place candidates with specified technical expertise. With thousands of job placements under our belts, the Brightwing team understands the latest developments in the field. That knowledge is an enormous advantage that not every employment staffing agency can offer. That’s why our interview-to-hire rate exceeds the national average by nearly 40%. If you are looking for cutting-edge engineering candidates, contact Brightwing today. 

Find Great Employees for Your Engineering Team

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How to Find Great Employees for Your Engineering Team

Creating an effective engineering team is all about choosing the right members. Just like any job, who you work with makes a huge difference. Engineering is a field where the engineering talent of your team can affect every aspect of your growth, output, and production. Finding the right candidates to join your engineering team takes time and effort, but it is definitely worth it to find the right person. This is why most engineering companies use experienced recruiters like Brightwing to bring the talent to them.  

Attracting Engineering Talent in 2022

Building a team of talent in 2022 can be difficult in some ways and easy in others. In 2021, millions of Americans quit their jobs in search of new opportunities. At this point, there is a large gap in opportunities vs. candidates, which means that the job market for hiring is competitive; however, there are a lot of good candidates to be found. Creating a solid team in 2022 is very possible as a lot of people have left their jobs even after years of working for their prior companies. Finding experienced workers and newly graduated students alike is relatively easy, but attracting them to your engineering firm may be a little easier said than done. 

Job Offers

Creating a unique job offer to appeal to engineering talent is essential in today’s hiring scene. What does a unique job offer look like? There are a few ways to make your offer the best one on the table: 

Competitive Salary

Obviously offering a competitive wage is important, but including things like bonuses and room for pay raises and growth will help you stand out among the crowd. Millennials especially tend to take a job that will promise them a career path and scheduled raises rather than a high-paying job where they can’t grow. Offer salary vs. hourly, whatever may work best for you. A competitively priced job offer isn’t just important in this market, it is absolutely essential. 

Benefits

Offering benefits will help your employees know that you care about their health and welfare. Most large firms are offering benefits like health insurance, dental and vision, and 401ks. Make an effort to offer a benefits package that will be interesting and worth it to your new hires. If you offer a plan that doesn’t cover the basics or has an extremely high deductible, that detracts from your offer. Employee benefits are also tax-free to employers, which can help your business in return. 

Perks

Fun, exciting perks don’t always have to be fancy or over-the-top. You can offer monthly competitions with modest prizes. Have casual Fridays! Have special gifts for birthdays! Find a way to bring something you enjoy into the workplace, like offering a gym membership to each employee or renting out a theater twice a year for a premiere. Sometimes something simple and enjoyable can make your job stand out over another and often turn the tide for an employee trying to decide between two firms. 

Show them Your Spark

Help people know that you offer a problem to be solved or a challenge to face in your field. Show your engineering team that you work on something worthwhile and interesting! Engineering is sometimes seen as boring or stagnant. When you have a project that piques the interest of your candidates, you have a great reason for them to choose you over a firm that just isn’t as interesting. If you specialize in something, tell your applicants. Show them what they would miss out on if they didn’t take your offer! 

Building a Team of Talent 

Creating an engineering team doesn’t mean just finding one good individual and building a team around them, it has to do with recruiting members that will work together as a whole. What makes a good team player in an engineering team? 

Team Players are Leaders

On some engineering teams, younger or less experienced engineers may feel left out or like they can’t make comments, offer criticism, or otherwise contribute beyond expectations. When teams have rigid hierarchies, non-team leads or juniors may self-censor. You certainly don’t want that – you want a team where everyone can rise to the occasion as both formal and informal leaders. Creating a team of leaders helps people to take charge and work together. 

How to Find the Perfect Match

Many engineering firms have a difficult time finding the engineering talent they are looking for to fill their teams. Engineers are busy and work on many different kinds of projects, and each firm may experience something different when hiring. Using a recruitment agency for engineering hires is a great way to go about building a team of talent. A renowned recruitment agency with a long-standing engineering focus like Brightwing attracts engineering talent along with other workers in design and manufacturing. Recruiting takes significant time and effort, especially when the recruiting process is optimized to get to know each applicant’s goals, strengths, and weaknesses. 

Easier for Employers

Creating a team has a lot to do with knowing each member, and it’s hard to go about building a team of talent if you don’t know the talents involved. Self-assessment is notoriously inaccurate, and worse, not everyone is completely honest on their resume. If someone says they are organized and collaborative but they really aren’t, it can have a ripple effect that interferes with your projects, timelines, and budgets. Using an engineering-focused recruiting agency to build engineering teams will save time, money and energy for employers because recruiters are experts at bringing engineers’ true soft and technical skills to light. [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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Here Are the Best Paying Engineering Jobs

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Engineering is one of the top-paying careers in the country. But what are the best paying engineering jobs? These may surprise you.

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Here Are the Best Paying Engineering Jobs

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[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text css=””]Engineering is one of the top-paying careers in the country. But what are the best paying engineering jobs? There are several that may surprise you.

While engineering makes up three out of the five most valuable college majors, engineering jobs vary considerably. Sure, some engineers graduate with a specific and tailored degree. Most, however,  head into their first jobs and let what they learn guide their career path, gaining skills and specializing as they go.

For example, hundreds of job options are available with just a mechanical engineering degree. On the other hand, someone with an aerospace engineering degree may find their choices a bit slimmer, but they’ll also enjoy higher demand and potential for a higher starting salary.

How much do engineers make? Here are some of the best-paying engineering jobs we’re found.

 

Automotive Engineers

 

Car and truck manufacturers, as well as the suppliers that support these manufacturers, employ automotive engineers to design and build entire vehicles or individual parts and systems. Automotive engineers work on the vehicle’s engine design, aerodynamics, performance and fuel efficiency, safety features, and ergonomics. According to the U.S. Department of Labor, approximately 257,900 industrial engineers were employed in the United States, and about 18% worked in the transportation equipment manufacturing sector. To break into the field of automotive engineering, you’ll need a bachelor’s degree in automotive, mechanical, electronics, materials engineering, or a related engineering field. A strong background in math and physics is also beneficial. The median salary for automotive engineers in the United States is $88,340.

 

Computer Hardware and Data Engineers

 

Computer hardware and data engineering is a relatively new field, which has appeared due to large data sets and tech design growing into a highly competitive field for companies worldwide. Technology engineers develop, design, create and study computer data, hardware, and software. Data engineers design and build pipelines that transform and transport data into an organized format so when it reaches the data scientists or other end users, it is highly usable and understandable. Data engineers focus on data infrastructure, data warehousing, data mining, data modeling, data crunching, and managing metadata. To be a successful data engineer,  you should be able to create software solutions around data.

Computer sciences are vast and varied, leading to a considerable pay range which leads people to ask, “What do technology engineering jobs pay?” Some suggest that big data engineers make on average around $150,000 per year, while computer hardware engineers make around $115,000. Other sources indicate that the median for technology engineers is closer to $90,000. Either way, this is a growing industry eager for new hires. Many engineering majors can find a job to suit their ideal work environment within technology engineering.  

 

Aerospace Engineers

 

When people picture the best paying engineering jobs, they include aerospace engineers. These engineers design aircraft, spacecraft, missiles, and similar mechanical devices. This field is highly specialized and has a degree of variety in the different aspects of design vs. manufacture and even research or development. When it comes to pay, aerospace engineers make about $120,000. This job requires a bachelor’s degree, and the field has about 4,000 openings per year. This is a relatively stable job field, with new technologies and explorations occurring regularly. However, this job does depend somewhat on the government, especially in the United States. The privatized sector of aerospace is beginning to take off, but it may be several decades before it grows into a substantial force. This may be one of the ideal positions for engineers in a different engineering field to consider job-hopping in 2022. 

 

Nuclear Engineers

 

A career as a nuclear engineer is technical and filled with discovery. As a growing career field in energy and nuclear systems, it is not a surprise that it is one of the best paying engineering jobs. This career is exciting, but it is not for everyone. It is one of the most dangerous engineering jobs and can be risky even on a day-to-day basis, depending on the exact job you choose. The high risk and intense amounts of study required are part of why this job pays around $105,000 yearly. Most candidates need a bachelor’s degree that focuses on physics and in-depth knowledge of chemical compounds and nuclear fusion/fission. One complication of nuclear engineering is that it may grow in the next few decades or almost disappear with the high risk of nuclear energy vs. other sustainable energy sources. 

 

The Best Paying Engineering Jobs for You 

 

While this list includes many engineering careers, other engineering fields like materials, biomedical, and environmental engineering are growing significantly and have a similar pay grade. Engineers have a hold on some of the most high-paying jobs in the country, and as such, there are many opportunities there. Finding a job you love with your degree and experience can sometimes be tricky. Engineers find open fields they hadn’t even imagined they’d qualify for, but they find a career they love. The average salaries are even within these top five best paying engineering jobs. Any answer to the question “How much do engineers make?” will likely not be comprehensive, though, thanks to shifts in the market and leaps forward in technology.  

The best way to get a read on what the market can offer you is to talk to an engineering recruiter. At Brightwing, we focus on core skill sets in markets that we’re deeply connected to. That way, we’re doing what we love with people we know. We know engineering, (as well as IT, financial services, and operations), so if you’re looking for a great paying engineering job, reach out to us today![/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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Current Engineering Trends: What Can Employers Learn?

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[vc_row gap=”20″][vc_column width=”1/4″][vc_empty_space height=”20px”][vc_single_image image=”26731″ img_size=”100×100″][vc_empty_space height=”20px”][vc_separator css=”.vc_custom_1623697841834{padding-bottom: 20px !important;}”][vc_empty_space height=”10px”][vc_column_text]BY STEVE ERMAK
PRACTICE LEAD – ENGINEERING & DESIGN[/vc_column_text][vc_empty_space height=”20px”][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]Are you having trouble finding qualified engineers to fill crucial roles in your company? 

If so, you’re not alone.

Talented, qualified engineers are in increasingly high demand right now. This is due to a number of factors, many of which you’re likely already seeing in your firm. 

One of these is the post-COVID recovery, which is leading to a booming economy across all sectors. As the economy stabilizes and the future becomes more certain, budgets are opening back up. This is likely why you’re able to start filling those crucial roles now. 

There’s also a generational shift that you’re seeing as well. Many Baby Boomers are retiring, and you need qualified Millennials and even Zoomers to replace them.

The problem is that although there are more students graduating with engineering degrees, fewer of those graduates have the necessary skills to succeed at top engineering firms. 

With an elevated demand and depressed candidate base, the result is a talent shortage.

So how do you as the employer navigate this market? A great place to start is by understanding the top 2021 engineering trends, and how you can and should respond. Here are four that you should keep top of mind.

 

It’s a job seeker’s market. 

 

Just a few years ago, we were experiencing a talent surplus and highly competitive market. In that environment, you as the employer had all the power.

Now, that script has flipped. Candidates now have all the power. 

This means that you’ll be competing against all the top engineering firms for qualified engineers. If you want to attract them to your firm, you need to come at them with an enticing offer. 

This includes going above and beyond when it comes to: 

  • Salary + benefits (some candidates can ask for $20K more than what they were making just a few years ago)
  • Responsibilities and upward mobility
  • Specific projects, particularly innovative and leading-edge work
  • Additional education and training

By “sweetening the pot,” as it were, you can not only attract active job seekers, but you can also potentially engage those who are happy at their current firm, but would be willing to go somewhere better. 

For those people, offering opportunities to make a substantial contribution to innovative work can be even more meaningful than simply raising the starting salary. 

 

Job seekers are looking to upskill.

 

Given the growing demand and lucrativeness of many specialized skills, there are a number of engineering candidates who are looking to upskill in their next role. 

This means that engineering firms need to ask themselves the following questions:

  • Will this role help candidates gain new specialized skills?
  • Will this role give candidates experience on projects that are innovative and cutting edge?
  • Will this role serve not only as a great job, but a great step forward for their overall career? 

For example, in automotive engineering, there is a lot of talk around autonomous & electric vehicles. The autonomous vehicle sector is slated to grow 39.4% by 2026. Additionally, most of the major OEMs have set net-zero emissions goals before 2030, meaning that they are investing heavily in electric vehicle development. 

In my conversations with the market, I’m seeing increased demand for these skills as well:

  • Electrical engineering
  • Embedded systems
  • Software systems
  • Hardware design
  • Program management
  • Technicians
  • Engineering managers

Since gaining these skills will make candidates much more marketable, providing opportunities to learn them will make your firm a much more appealing and enticing option. So during the job posting, interview process, and more, be sure to highlight these exciting opportunities. 

You may just attract a great engineer who’s looking to level up in their career. 

 

Candidates want to prove themselves as leaders. 

 

Many senior engineering leaders are aging out of the workforce. You may be seeing that happen within your organization. If so, you know first hand that this is leading not only to a skill gap, but a leadership gap. 

Replacing qualified engineers is one thing. But replacing leaders is a whole different ball game.

While you may be able to attract experienced leaders from other organizations, they’re more difficult to convince to make a change. So you may have more success bringing on younger candidates who aspire to leadership. 

But how do you tell which candidates have that desire? It’s true you could ask them, but someone who says “I want to be a leader” may not be cut out for it. 

However, there are a number of soft skills you can look out for during the interview process: 

  • Active listening and response to your questions
  • Empathy
  • Initiative (i.e. they don’t wait for you to ask questions, they’re asking questions too)
  • Curiosity (again, they’re ask lots of questions)
  • Positive response to constructive criticism (e.g. they ask you if you have concerns about their resume/experience)

If you have a candidate who seems to excel in these areas, that could be a sign that they aren’t just a great engineer, but have what it takes to be a leader as well. 

 

Conclusion: Sell the experience of working at your firm. 

 

All of these market trends boil down to one thing: you can’t just expect engineers to come flocking to you. Instead, you have to sell the experience of working at your firm.

This involves collaborating with the marketing department to work on building your brand. If you’ve had bad experiences with employees in the past, some reputation management work is also in order. 

And if you don’t consider yourself the best person to “sell” someone on your company, then you need to find someone else in the organization who is.

Overall, engineering candidates are going to need a great reason to choose you over the competitors. If you put some work into the process, offer a great package, and present them with the chance to work at a top-tier, cutting-edge firm, you’ll have some stellar candidates lining up to take the job. [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639173221115{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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Why Now is the Perfect Time to Level Up in Your Engineering Career

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[vc_row gap=”20″][vc_column width=”1/4″][vc_empty_space height=”20px”][vc_single_image image=”26483″ img_size=”100×100″][vc_empty_space height=”20px”][vc_separator css=”.vc_custom_1623697841834{padding-bottom: 20px !important;}”][vc_empty_space height=”10px”][vc_column_text]BY MIKE GOURLEY
SR. TECHNICAL RECRUITER[/vc_column_text][vc_empty_space height=”20px”][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]Right now, in Q3 2021, the job market for engineers is better than it’s been in a long time. Now is the time to dip your toes into the water and see if you should level up in your career. 

The high demand for qualified engineers is due to a number of factors, one of which is the post-COVID recovery that is leading to a booming economy across all sectors. Businesses are becoming more certain about the future, so their budgets are opening back up. 

This is exacerbated by a generational shift: many Baby Boomers are reaching retirement age, and are looking for qualified Millennials and even Zoomers to replace them. 

The problem is that there aren’t enough qualified candidates to meet the demand. Which, from the candidate’s perspective, isn’t really a problem at all. It means that you have all the power, and can negotiate the best possible situation. 

Here are some major trends in the engineering talent market that should convince you that now is the time to go after your ideal job, level up your skills, and move your career forward. 

There’s a talent gap in the engineering sector. 

 

There’s a growing number of job opportunities for qualified engineers, along with a shortage of qualified engineering talent. The result is a growing talent gap. 

Although more people are graduating from college with engineering degrees, they don’t always have the requisite skills to succeed at top engineering firms. From conversations I’m having with employers, they’re finding fewer and fewer candidates that are qualified to work on their projects and replace outgoing Boomer talent. 

If you have experience in the sector, this puts you in a powerful position. More opportunities plus less competition means that you basically have your pick of the jobs available. So if you’ve got a dream job or company that you want to work for, now is the time to go for it.

Candidates have the power. 

 

Just a few years ago, we were experiencing a talent surplus and highly competitive market. In that environment, the employers had all the power.

Now the script has flipped completely. As the candidate, you have the power.

Not only can you more easily find your way into your dream job, you also have a better chance at negotiating for better opportunities & benefits:

  • Salary + benefits (some candidates can ask for $20K more than what they were making just a few years ago)
  • Responsibilities and upward mobility
  • Specific projects
  • Additional education and training

The ideal situation is when you’re able to combine a great, reputable company with exciting work and excellent compensation. With the market the way it is, there’s no reason why you can’t have all of that. 

So if you’re in a situation where you’ve had to choose one or the other, now’s the time to jump into the market and see if you can level up. 

Innovation & specialization are in demand. 

 

Making a job switch shouldn’t only be based on the short term, but the long-term impact it could have on your career. 

Given the demand for very specialized skill sets among engineering firms, one question you should ask when looking for a job is: Will I work on projects here that will allow me to gain new specialized skills? 

For example, in automotive engineering, there is a lot of talk around autonomous & electric vehicles. The autonomous vehicle sector is slated to grow 39.4% by 2026. Additionally, most of the major OEMs have set net-zero emissions goals before 2030, meaning that they are investing heavily in electric vehicle development. 

Some of the other skills that we are seeing increased demand for are: 

  • Electrical engineering
  • Embedded systems
  • Software systems
  • Hardware design
  • Program management
  • Technicians
  • Engineering managers

As these skills become more in demand, you will become much more marketable as a candidate if you have experience in these areas. So be sure to highlight your areas of specialty on your resume, and during your screening calls and interview. 

But more than that, if there are firms where you may be able to pick up some of these skills, consider prioritizing those during your search. Those may be the jobs that take you to new places in your career. 

Engineering firms are looking for new leadership. 

 

As I mentioned earlier, many senior engineering leaders are aging out of the workforce. This is resulting in not only a skill gap, but also in a leadership gap. 

Not all engineers aspire to corporate leadership. And that’s totally fine. But if it’s something you’re at least open to, you’re probably going to be in a stronger position going in. 

Granted, you don’t want to walk into an interview saying “I want to be a leader.” That’s not going to get you anywhere. But you can demonstrate strong leadership skills during the interview in a much subtler way:

  • Active listening and response to the interviewer questions
  • Empathy
  • Initiative (i.e. don’t wait for the interviewer to ask questions, you ask questions too)
  • Curiosity (again, ask questions)
  • Positive response to constructive criticism (e.g. ask them if they have concerns about your resume/experience)

By demonstrating that you have the capacity for leadership, you’re demonstrating that you can potentially fill more than one void that the market is leaving open. 

Conclusion: The market is all yours. 

 

If you want to be in the strongest position possible as a job seeker, now is the time to get into the market. You’re going to be hard pressed to find another time when the market is placing this much power into candidates’ hands.

This applies no matter where you are in the process: whether you are looking to advance to the next level, just starting out, or a tenured engineer ready for a new challenge.

Reach out to Brightwing and our trusted, people-first process can help you find your ideal job match. [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639428925781{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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How to Compete for the Best Engineering Talent

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[vc_row gap=”20″][vc_column width=”1/4″][vc_empty_space height=”20px”][vc_single_image image=”26731″ img_size=”100×100″][vc_empty_space height=”20px”][vc_separator css=”.vc_custom_1623697841834{padding-bottom: 20px !important;}”][vc_empty_space height=”10px”][vc_column_text]BY STEVE ERMAK
PRACTICE LEAD – ENGINEERING & DESIGN[/vc_column_text][vc_empty_space height=”20px”][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text css=””]Right now, the engineering market is white hot.

Although there are plenty of students with engineering degrees, fewer and fewer candidates have the requisite skills to succeed as engineers in top organizations. This is resulting in a growing talent gap: too many jobs and not enough qualified candidates to fill them.

So if you want to attract and land great engineering talent, you have to get serious about competing for that talent.

Paying above-market rates is a good place to start; the old adage “you get what you pay for” rings true here. If you want top-tier talent, you’ve got to pay the top tier bucks.

But there are a number of reasons that factor into an engineer’s decision to take a new job, and pay isn’t the only factor. Here are some other ways your organization can compete for top engineering talent.[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Move fast.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]In a highly competitive market, engineering candidates are fielding job offers left and right. That’s why speed is an important factor in getting a candidate to accept your offer.

I know that a lot of companies want to be absolutely sure before they make an offer. After all, hiring someone is a big investment. It makes sense that you’d want to take your time.

But consider this: let’s say you have engaged an ideal candidate but haven’t made an offer yet. At the same time, they’re entertaining an offer from a competitor.

Which company do you think they’re going to go with? Who would you go with, if you were in their shoes?

Clearly, it would be the competitor who’s already made an offer.

My advice is to always assume that there’s another offer on the table. That way, you’ll move as fast as possible and won’t miss the opportunity to work with your ideal candidate.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Showcase your state-of-the-art projects.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text css=””]There’s a lot of demand for engineers with niche skill sets. For example, in the automotive sector, experience with autonomous vehicles or electrification is a massive plus.

As a result, engineering candidates are looking for jobs where they can pick up these skills. If you have state-of-the-art projects that you’re working on, be sure to showcase that in the interview process.

Technical recruiters should highlight projects that provide opportunities for engineers to learn, grow, and upskill.

It gives them a compelling reason for them to accept your offer, rather than a competitor’s.[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Manage your market reputation.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text css=””]People want to work for reputable companies. So if you have a tarnished reputation, you’re going to have a hard time attracting and landing top engineering talent.

Anyone can Google your company, read reviews on sites like Glassdoor, see what people are saying about you on social media, and will certainly call anyone in their professional network who’s had experience working with you.

Bottom line: you can’t get away with anything anymore.

Hopefully, your reputation is so great that you won’t have to worry about this. But that’s not always under your control. Sometimes, you’ll be a part of an organization that has had a shady past and you’re trying to turn it around.

If that’s the case, then reputation management has to be part of your recruitment strategy. Here are some intentional steps you can take:

  • Own your mistakes. Don’t try and pretend like past mistakes never happened. Your candidates are smarter than that. Instead, own up to them and show that you’re ready to make a change.
  • Proactively respond to complaints. Don’t wait for the candidate to bring up the bad reviews. Show that you’re proactive by letting the candidate know that you’re taking steps to turn things around.
  • Show that you’re serious about moving forward. Don’t just talk the talk: walk the walk. Provide tangible examples of new policies or benefits that will reverse the negatives of the past.

Great talent will flock to great companies. If you’ve had trouble with your reputation in the past, then it’s critical to start fixing it immediately.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Provide upward mobility.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text css=””]Top engineering talent isn’t just looking for a J.O.B.

They want to work in an organization that they can contribute value to, but will also contribute value to them in their career. This includes salary, benefits, and office culture, but also upward mobility

Granted, this is something they have to work for. But if you’re talking to great talent, they know they’re going to have to work for it. Odds are, they’ll work extremely hard for it.

They just want to know that, at the end of the line, there’s going to be a reward for all of that hard work.

No one wants to take a dead-end job. By showing that you’re a place where engineers can grow in their careers, you’re going to set yourself apart from the competition.

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How to “sell” the experience to top engineering talent

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text css=””]Having all of these benefits is great. But unless you can communicate them to the candidate, they’re not going to help you land that great talent.

In a typical job interview, the onus falls on the candidate to sell themselves. But on the flip side, you need someone who can sell your organization and present all of these reasons why an engineer would want to work with you.

If you aren’t a natural salesperson, then you need to find someone within the company who can provide this support.

Remember: the key to finding and landing top engineering talent is to proactively sell your company to the talent market. If great engineers see that you’re an exciting place to work, you won’t have a hard time landing them.[/vc_column_text][vc_empty_space height=”75px”][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639425768127{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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How to Land an Engineering Job by “Owning” Your Interview

,

[vc_row gap=”20″][vc_column width=”1/4″][vc_empty_space height=”20px”][vc_single_image image=”26483″ img_size=”100×100″][vc_empty_space height=”20px”][vc_separator css=”.vc_custom_1623697841834{padding-bottom: 20px !important;}”][vc_empty_space height=”10px”][vc_column_text]BY MIKE GOURLEY
SR. TECHNICAL RECRUITER[/vc_column_text][vc_empty_space height=”20px”][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]Employers don’t hire for skills. They don’t hire for experience. They don’t even hire for hustle.

Sure, those things are important, but they only point to the real thing employers want: value.

They’re interested in answering one simple question:

→ How much value do you provide to the organization, and is it worth the amount they’re investing in you?

Unfortunately, both employers and candidates will often miss the mark. They’ll spend precious time during the interview just going through the resume, talking more about the what than the why.

The solution: “own” your interview. Don’t rely on the interviewer to uncover why you’re such an awesome candidate. Be proactive and do it yourself.

It’s no secret that the engineering job market is white-hot right now. In my experience, having worked with hundreds of engineering candidates, I’m seeing that candidates have more power in their hands than before.

But you can’t wield this power if you aren’t proactive during the hiring process. So here are some tips to land an engineering job in 2021 by owning your interview.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Avoid the resume trap.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]In the engineering world, an “interview” will often just be two people sitting down to go over the candidate’s resume.

This is a waste of everyone’s time.

It’s not that resumes aren’t important. But people can read a resume at any time. There’s no need to spend valuable in-person time rehashing information the interviewer already knows.

On top of that, resumes are great at answering, “what have you done & what can you do?” But if you’re going to own the interview, you need to show them, “why should I hire you?”

Make your value as a candidate clear. Talk about experiences and insights that aren’t on the resume. Ask questions, tell stories, anything that engages the interviewer.

By avoiding the resume trap, you can ensure that the interviewer gets a full picture of who you are and what you have to offer.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Ask questions about the projects you’ll be working on.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]A lot of people think that the main goal of a job interview is to impress the interviewer. And while, yes, you want to make a great first impression, there’s more to it than that.

An interview is a conversation. You need to answer questions, but you also should be asking them.

The more information you have, the better you’ll understand whether this is somewhere where you actually would want to work:

  • What kinds of projects will I be working on?
  • Do your engineers tend to work collaboratively or individually?
  • What is the work environment like (fast-paced & stressful, or more balanced)?

Not only does this help you learn about the company, but it shows the interviewer that this isn’t just a J.O.B. to you, but a place where you can succeed and, God forbid, maybe enjoy your work.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Don’t oversell your contributions to past projects.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]A common trend I find among junior engineers is they spend way too much time talking about big, impressive projects where they made a minimal contribution. Experienced engineers, on the other hand, talk about the big contributions they made, even if the project was smaller in scope.

The people interviewing you aren’t stupid. They’ve got years and years of experience within the field. If you start overselling yourself, they’ll know.

Worse, they’ll likely use that as an opportunity to quiz you even harder. And if you can’t answer those questions, then you’re going to look a heck of a lot worse than if you had just stuck to specifics.

So stay humble. Be specific. If you can demonstrate the value you provide them, that’ll impress them more than anything.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Be prepared regardless of the interview format.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]Although we’re moving into a post-COVID world, there are some things that will probably stay, like the rise of video interviews over Zoom or Skype.

Now, ideally we’d like everyone to get an in-person interview. But it’s not something you can take for granted anymore. You have to be prepared for both.

Just like with the in-person interview, the goal is to be engaging and interesting. Here are a few things to keep in mind:

  • Take the initiative. Show up a few minutes early, and be on camera and ready when the interviewer logs on.
  • Remember where the “eyes” are. Eye contact is so important, but remember that while we’re trained to look at a person directly, you need to look at the camera in order for it to seem like you’re making eye contact.
  • Actively listen. It’s hard to show that you’re engaged on a Zoom call. To combat this, make sure you’re actively listening and responding to what they say.

Overall, you may need to adapt your in-person tactics to a virtual format. But the overall idea, making yourself interesting and engaging to the interviewer, is the same across the board.

 

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]

Conclusion: Show your leadership potential.

[/vc_column_text][vc_empty_space height=”75px”][vc_column_text]One of the things that I’ve noticed about the market right now is that companies aren’t just looking for engineers. They’re also looking for leaders.

Not all engineers aspire to leadership. And that’s fine. But if you demonstrate that you have leadership qualities, it’s going to make you all the more attractive to the company, regardless of what your ultimate aspirations are.

By taking ownership of your interview and asking questions, you can demonstrate that you are a leader in your field. Interviewers will certainly see that, respond positively to it, and, hopefully, it’ll be a no-brainer for them to hire you.

 

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Research on the Engineering Talent Shortage Says We Should Start Worrying

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Research on the Engineering Talent Shortage Says We Should Start Worrying (1)
Did you check out our recent 2019 Hiring Insights in Engineering yet? We’ve got the research to prepare for your 2019 hiring initiatives. Go check it out, then meet us back here.

 

The talent shortage.

 

A long-time buzzword in the engineering and manufacturing sectors – one you’d be tempted to tune out by now. Except it hits too close to home to ignore; your productivity, growth, customer service, and innovation are just a handful of areas that vacancies will negatively impact – and the talent shortage ensures that those vacancies will take at least three months to fill, according to surveyed manufacturers.

 

By 2028, a continued shortage will translate to a potential loss of $454 billion in economic output – a massive 17% of the forecasted manufacturing GDP in the US.

 

For many companies, it’s tempting to throw money at the problem and forget about it – offer higher salary packages to attract the right talent or invest in automation technology to relieve the demand for transactional labor. But it’s not enough.

 

Take a look at this graphic from Deloitte and The Manufacturing Institute. Can money really fill the gap of 2.4 million manufacturing vacancies by 2028?

 

 

The engineering and manufacturing talent shortage isn’t just a buzzword. Its impact is both global and local. The need to tackle this challenge is not dependent upon revenue size, organizational demographics, or reach. It’s a commitment needed by every company.

 

We dig into more detail below. Grab a cup of coffee and read on.

 

Why Is There an Engineering and Manufacturing Talent Shortage?

The engineering and manufacturing industries are contending with historically-low unemployment rates in combination with the industry’s significant contribution to economic expansion. The result is the tightest labor market in recent history. But the root causes of this talent shortage go deeper.

 

Shrinking Immigration

The STEM workforce in the US has long been home to a significant portion of talented foreign-born workers – about 20-25% according to the American Immigration Council. However, the number of international students has declined a massive 17% in recent years – primarily due to changes in visa regulation. Furthermore, while large organizations in the manufacturing/engineering fields have historically been the biggest sponsors of H-1B visas for foreign workers, that number has similarly decreased.

 

Companies are left to turn to domestic talent, which is a far smaller pool of professionals.

 

Aging Workforce

A SHRM report suggests that almost 27% of workers in the manufacturing sector will retire within the next decade. Baby Boomers – and even some older members of Generation X – are out the door, taking their knowledge and skills with them. Not only are many companies lacking sufficient succession planning and knowledge transfer strategies, but there simply isn’t enough talent to fill the gap.

 

Decline in STEM Interest

Last year, the number of teenage boys interested in a STEM career dropped from 36% to 24% while the number of teenage girls is stagnant at just 11%. Only 3 in 10 parents consider advising their child to go into manufacturing. Some claim that an unfavorable perception of the industry is the root cause of this disinterest.

 

Consider the automotive industry, one expert points out; the emotional response tied to the Big Three automotive brands is nowhere near as exciting as that tied with Tesla, known for its innovation. But Tesla is not what people initially think of when considering a career in manufacturing. In fact, less than half of surveyed Americans believe that manufacturing jobs are “interesting, rewarding, clean, safe, stable, and secure.” With such a dismal view of the industry, it’s little wonder why enrollment in these fields is stagnant or, worse, declining.

 

Lack of Women in Engineering and Manufacturing

As mentioned, only 11% of teenage girls are interested in STEM careers. The number of female engineering graduates is higher – at 24% – but that’s still drastically uneven, despite the fact that women outnumber men in overall graduate school enrollment. Studies show that the US manufacturing workforce consists of just 29% of women workers. This lack of women in engineering and manufacturing is certainly perpetuating the talent shortage.

 

Overcoming the Engineering and Manufacturing Talent Shortage

Unfortunately, there’s no one-size-fits-all approach to address the talent shortage in the engineering and manufacturing fields.

 

The right solution depends upon a number of factors, including regional differences in skills demand and current STEM offerings, to name a couple. That said, we’ve seen companies find success in some of the following solutions. 

 

Investing in STEM Development

Getting involved at the college and high-school levels to promote STEM careers is one of the most proactive approaches to solving the talent shortage. Not only are you able to build your long-term talent pipeline, you’re also building employer brand awareness, which is highly valuable in attracting greater numbers of candidates.

 

For example, global manufacturer Cummins, Inc. created its own initiative to address the skills gap, called the Technical Education for Communities program (TEC). It’s a program that works with schools to identify and supplement gaps, helping them standardize teacher training, market-relevant curriculum, classroom tools and systems, and career guidance. It’s an extensive investment, but one that pays off by improving overall STEM education and sparking greater career interest.

 

Hand-in-hand with STEM education investment is the opportunity to get more girls interested in careers in fields like engineering and manufacturing. A Microsoft general manager Shelley McKinley points to studies that show girls need more role models: “Where are the women STEM teachers? Girls are more interested in hands-on experience; they want to see the life applications of what they are learning.” Companies can take a proactive approach in getting the right role models in front of this young audience to boost their interest in STEM.

 

Creative Compensation Packages

Many organizations hear the phrase talent shortage and act in a reactive manner, throwing money at the problem to gain the talent they need. Higher wages and sign-on bonuses are common strategies – and Deloitte reports a 68% positive impact from companies who go this route. It seems like a viable solution – for now.

 

But it’s a short-term fix. It doesn’t guarantee that the people lured in by the money will stay for the long haul or that the future talent pool will miraculously grow as a result. Plus, it’s expensive. The average US engineer wage sits at $91,010, reaching even higher depending on experience level and regional bias. How long will this strategy remain valuable?

 

Flexible Skills Requirements

Sometimes, the talent pool only seems limited because a company’s long list of requirements is so stringent.

 

Finding the perfect candidate in the current market is going to prove highly difficult. However, a more flexible approach to requirements will result in a wider range of available candidates. We’ve seen the success of this strategy first-hand. An automotive client spent six months trying to find a highly technical engineer with extensive experience in a long list of very specific skills. We helped them pare that list down and expanded the search from local to national (introducing a relocation package), resulting in a wider array of highly qualified people who fit the job.

 

Training Junior Professionals

Not only will getting more flexible on requirements help, but intentionally hiring more junior people can also open up the talent pool.

 

This strategy goes hand-in-hand with valuable training programs as well as knowledge transfer initiatives – especially as your oldest generation of workers gets ready for retirement. To aid in this effort, some manufacturers have already implemented short-term project opportunities for retiring individuals, allowing them to work in a smaller capacity in order to increase (or maintain) headcount while enabling greater knowledge transfer to junior employees.

 

Implementing Automation

Automation does not solve the engineering and manufacturing talent shortage, but it does help address the challenge in the meantime.

 

The World Economic Forum suggests that by 2022 42% of total task hours will be managed by machines and algorithms. As such, one in three manufacturers are already using these tools and technologies to supplement low-skilled jobs in order to focus their recruiting efforts on higher-skilled roles. As a result, 64% of executives have found that automation helps them overcome the challenges of the talent shortage.

 

* * *

 

At the end of the day, it’s clear that leaders in the engineering and manufacturing fields cannot remain silent about the talent shortage. Industry growth and demand are opening up more and more employment opportunities – and the only way to fill those positions is to be proactive about filling your talent pipeline.

 

For more research, check out the Brightwing 2019 Hiring Insights in Engineering Guide today.

Brightwing 2019 Hiring Insights in Engineering

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The engineering sector is experiencing a brain drain dilemma. Many baby boomer engineers are retiring at greater rates than graduates are entering the workforce. This isn’t a new phenomenon, but it will play a significant role in how organizations strategize for their 2019 hiring.

 

This skills gap is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.

 

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Engineering
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

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The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_empty_space][vc_column_text]

This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth.

However, job switchers in engineering can expect a 4.9% wage increase – a highly attractive reason to seek something new. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_column_text][vc_empty_space]

25.7% of employees are actively seeking new job opportunities.

And 55.5% are passively open to new job opportunities. [/vc_column_text][/vc_column]

 

 

 

 

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:

  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI

 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

 

A New Focus for the Future of Hiring

 

In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.

 

However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.

 

Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.

 

Here are a few numbers proving why the candidate experience is critical this year:

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68% of employees believe the candidate experience is a reflection of the employee experience [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

51% of people continue to look for jobs even after they’ve accepted an offer[/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

31% of candidates expect a customized message when a company reaches out with a new opportunity [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

55% of applicants give up if they haven’t heard back from a company within two weeks [/vc_column_text][/vc_column][vc_empty_space][vc_column_text]

 

 

In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.

 

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Engineering

 

Engineering employment has seen sustained growth over the last few years, up 2.27% in the last year alone. A majority of companies, 69%, anticipate hiring more engineers over the next 5-10 years.

 

The Growing Engineering Talent Shortage

The demand is strong, but the level of engineering talent can’t keep pace. This is partly due to too few engineering graduates, as well as an increasing number of retirees. It’s a major concern; 98% of companies are all too aware of how their business can suffer if they can’t fill open engineering positions.

 

Here are the top 5 biggest concerns with the engineering shortage:

  • Loss of competitiveness
  • Inability to innovate
  • Higher product development costs
  • Lost revenue opportunities
  • Poor design efficiency

 

Not only are there too few engineering graduates, it also appears that even those who do graduate with an engineering degree aren’t fully prepared for their career ahead. Here are some skills they’re missing out on:

  • Product cost management
  • Manufacturability
  • Industry knowledge
  • Project management
  • PDM
  • CAM
  • PLM
  • CAE
  • Problem solving
  • Systems engineering
  • Ideation
  • CAD
  • Technical problem solving
  • Integrating software and electronics

2019 from the Perspective of Key Leaders

 

“Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Engineering Talent Shortage?

 

You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.

 

For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.

 

We want to partner with you. Let’s chat.

4 Locations with the Highest Demand for Engineers

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While there’s a lot of excitement for those in and around the engineering industry, there are a handful of locations where demand for engineers is higher than others.

Read more

4 Locations with the Highest Demand for Engineers

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4 Locations with the Highest Demand for Engineers

 

Engineering is a field that has historically seen strong demand, but with a current unemployment rate of 1.7%, the need for talent in the field is reaching a fever pitch. Hiring managers can’t find enough engineering talent, while professionals working in the field are finding it overwhelming to sift through the sheer number of opportunities flooding the job market. While there’s a tremendous amount of excitement and activity for those in and around the engineering industry, there are a handful of locations where demand for engineers is highest.

 

 

Michigan

When it comes to engineering, the Mitten State might have more to boast about than any other place in America. Not only does it rank in the top three states that employ the most engineers, but some parts of Michigan are seeing the highest STEM employment growth in the entire country. Such statistics indicate its place as an engineering mecca will continue for the foreseeable future.

 

Of course, the rebound of the auto industry in the last several years has played a huge part in driving the demand for engineering talent. It’s why Michigan is the number one employer of industrial engineers and employs nearly twice as many mechanical engineers than any other state. Detroit and its surrounding suburbs are at the forefront of this movement. Home to the famous American names of Chrysler, General Motors, and Ford, the area also fosters demand from international companies such as Nissan and Hitachi Automotive Systems.

 

As the auto industry focuses more on technological advancements, AI, and machine learning, the need for engineering talent is rising exponentially. Manufacturing in general is moving along the same lines, as plants outside the auto industry likewise are striving to increase efficiency through the use of technology. Also considering big investments from Amazon, Facebook, and LG, it’s no wonder that Michigan sees so much engineering activity.

 

 

Texas

They say everything is bigger in Texas, and it turns out that holds true when looking at engineering demand. The state is home to the second-highest number of engineers in the entire country, with engineering employment expected to grow over 23% by 2024. While engineers are still necessary for a huge number of roles related to the oil industry, an increased focus on sustainable energy is spiking demand further. Wind and solar projects are becoming increasingly common throughout Texas. While many of these efforts are focused on the west side of the state, Dallas-based companies are the ones leading the charge and making the big investments.

 

 

Pennsylvania

When looking at employment in general, Glassdoor ranks Pittsburg as the number one place for jobs in the United States. That drives talent to the area, and when that talent is versed in engineering, there are no shortages of jobs to flourish in. While the steel industry has lost some of its luster, U.S. Steel is still an important Fortune 500 company employing many engineers in the area. In fact, Pittsburg is home to eight Fortune 500 companies including food behemoth Heinz, construction and electrical materials manufacturer Wesco International, financial giant PNC, and more. Also taking into account the thriving medical community throughout the state, Pennsylvania has a big need for everything from biomedical engineers to process engineers and everything in between.

 

 

Florida

It might be known for oranges and sunshine, but Florida is one of the top five states driving demand for engineers. The state has one of the highest demands for agricultural engineers, thanks to ideal conditions for farming that results in two million residents working in the agriculture sector. Florida’s aerospace and aviation industry is likewise a big employer of engineers, as that sector is worth over $144 billion in economic activity each year. With over 2,000 aerospace and aviation companies and more than 20 military installations, the need for engineering talent is strong. Finally, Florida is home to a number of other organizations such as telecommunications company Harris and semiconductor manufacturer Intersil which employ thousands.

 

 

The Locations with the Highest Demand for Engineers

Engineering is one of the hottest fields in the country, and it will be that way for years to come as STEM jobs are growing at more than twice the rate of non-STEM positions. Every industry relies on engineers to an extent, and many companies simply cannot function without them. As the need for engineers continues to rise everywhere, Michigan, Texas, Pennsylvania, Florida will stand out as some of the premiere destinations looking for the most talent.

 

Whether you’re looking for your next engineering role or need to fill one, Brightwing can help. Reach out to us today to get started.

 

 

Related Articles

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How the Most Successful Engineering Job Seekers Dominate Technical Interviews

Engineering Job Seekers: 3 Quick Ways to Stand Out

GM’s Plan for New Vehicles and a Zero-Emission Future

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GMs Plan for New Vehicles and a Zero-Emission Future

 

On October 2, GM announced its plans to globally launch at least 20 new all-electric and hydrogen fuel cell vehicles by the year 2023. In fact, it intends to release two of these new vehicles within the next 18 months. This launch plan supports GM’s vision of an “autonomous, zero-emission future,” which the company’s CEO Mary Barra recently announced.

 

Even though we don’t yet know which vehicles GM plans on making electric, the company stated that their new 

GM Zero-Emission Futurevehicles are “built from the ground up” to meet the needs of its future goals. It did preview three new models for its next-generation propulsion system, which included the familiar designs of a Buick crossover and a Cadillac wagon.

 

We’re excited to see how GM will raise the bar on electric vehicle design and performance — and what other companies, like Ford and FCA, will do to compete.

 

Check out the full article for more details on GM’s plan for a zero-emission future!

6 Recruitment Mistakes to Avoid at All Costs

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6 Mistakes to Avoid When Recruiting

Recruiting is not merely a function of HR, it’s essential to the success of your organization. Without a well-defined strategy for recruiting talent, you run the risk of making inefficient and costly hiring decisions—up to $17,000 in lost productivity, compromised work quality, and turnover.

To ensure better hires, you need a targeted recruiting strategy that will help identify high-quality candidates who align with the requirements of the position and the corporate culture. Avoiding these six recruitment mistakes can help streamline your hiring process so you can make more reliable hiring decisions that will elevate and enhance company performance.

1. Hiring in desperation mode

When you’re desperate, you can often make hasty decisions that can have long-term (often negative) consequences for your organization. This is as true in hiring as anywhere else.

That’s why it’s essential to approach the recruitment process proactively, not reactively. Building and maintaining a pipeline of potential candidates, even when you’re not actively hiring, ensures that you always have a pool of pre-vetted, talented individuals to choose from.

This will reduce time pressure and help improve the quality of your hires.

Here are some steps you can take to build a talent pipeline:

  • Regularly attend networking events
  • Engage with potential candidates on social media and other digital platforms
  • Partner with a professional hiring agency that already has a pipeline in place

2. Failing to validate traits

Resumés can be misleading. Everyone naturally puts their best foot forward and, as a result, often overstates their previous experience and success. In fact, Forbes published a startling report last year, claiming that 70% of workers lie on their resumés.

As a result, validating each candidate’s values, aptitudes, passion, behaviors, and skills is absolutely critical. You can do this through a series of screening activities, including tailored assessments, reference checking, and more.

The more you validate candidates early in the hiring process, the less turnover you’ll have.

3. Not tapping into your personal network

Referral hires are 40% more likely to remain with an employer after the first year than non-referral hires. So if you aren’t leveraging your personal network in the recruitment process, you’re missing out on high-value opportunities.

4. Skipping the pre-screening phone call

You don’t want to waste time on a candidate that will never be a good fit for the role. Pre-screening phone calls, then, are an essential time management tool for your recruiting team. During these calls, you can quickly get a sense of the candidate’s:

  • Communication skills
  • Professionalism
  • Genuine interest in the position
  • Knowledge of the industry and their own trade

By screening out obvious bad fits, you can ensure your recruiters (internal or external) are only spending time with candidates you might actually hire.

5. Hiring based on instinct

Sure, intuition plays a role in the hiring process. But relying on your gut too much can lead to biased and inconsistent decisions. Instead, it’s important to have some kind of standard hiring process to enable evidence-based hiring decisions.

Brightwing has a time-tested process that involves multiple stages of assessment and strategic planning to ensure we’re finding the best candidates for your needs.

6. Speaking before listening

To the best of your ability, you should avoid telling applicants what the ideal candidate looks like before you find out who they are and what they can do.

By opening the conversation to explore their intrinsic motivations, problem-solving skills, and perspectives, you gain insights that would otherwise go unnoticed. This approach not only respects the individuality of applicants but also enriches your understanding of how they might contribute uniquely to the team.

Avoid these recruitment mistakes with a dedicated talent partner

It can take a great deal of time and energy to avoid these recruitment mistakes. That’s why it’s a good idea to have a talent partner in your corner that can take the reins of the hiring process. Learn more about Brightwing’s tested process here.

5 Tips for Purpose-Driven Recruiting

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5 Tips for Purpose-Driven Recruiting

 

The art and science of recruiting with purpose goes beyond matching a skill set to a job requirement. It’s about understanding the position and its impact on the organization and industry—and finding the ideal candidate who aligns with the organization’s core values and the other employees.

 

 

Brightwing’s 5 Tips for Purpose-Driven Recruiting will help you make more reliable, high-quality hiring decisions.

 

1. Know the Position—Intimately

Candidates will perform their due diligence researching your company, checking out social media channels, browsing through the website, and gathering competitive salary information long before sitting down for the interview.

 

Therefore, use the time to share information the candidate doesn’t know. Explain how the position impacts the organization, and describe recent critical projects that were completed. Discuss the candidate’s short- and long-term career goals and explain how the job will help achieve those goals. Bonus Tip: Identify specific training and programs that are in place to support and encourage employees’ professional growth.

 

2. Define the Ideal Candidate

This exercise will help you define characteristics of the actual human being who will be most successful in the role. This goes beyond skills, education, and even experience. Once a candidate aligns with the organization’s core values, identify characteristics that will ensure long-term success within the company as well as the department.

 

Consider two employees: one working in accounting the other in marketing. Even though their core values may be equally aligned with the organization’s, the characteristics that define the ideal candidate for their respective roles will likely look very different.

 

3. Answer the Question: Why?

Why should a highly qualified, perfectly aligned candidate sign an employee agreement with your organization? Every organization promotes work-life balance, culture, and people. Dig deeper. Give them more. Take time to consider the type of role you are hiring for and what you would expect the ideal candidate to want from the role. Talk about a cross-departmental innovation team that meets quarterly, and specific projects that are in process and on the horizon. Share an employee success story and tell an anecdote about a company party or event. This is a great way to say you have a great company culture without actually saying it.

 

4. Let Employees Tell your Story

Don’t limit testimonials to customers! Let your current employees be your greatest supporters. Give them the opportunity to share comments on the company website via short quotes or even short videos. Develop a variety of examples, including project diversity, holiday parties, on- and off-site events, etc. Be as transparent as possible. Remember, you want to attract and hire employees who will thrive in the organization and hopefully share their own testimonial one day.

 

5. Promote, promote, promote!

This is a recruiting step that takes planning and strategy. Get involved in events, forums, conferences, and meet–ups where you can connect with the right people. Invest in a strong social media presence to continuously engage directly and indirectly with your audience. Most importantly, push for referrals, as the best hires are often found in your employees’ network.

 

“The time of creases is over”: the Mercedes Concept A Sedan

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Mercedes Concept A Sedan

 

In case you missed it, Mercedes unveiled their new concept car at the Shanghai Auto Show last month—the Concept A Sedan.

 

The design reflects Mercedes’ new philosophy that “the time of creases is over.” It offers a refreshing, contemporary update for sedans, which generally aren’t known for being the most stylish or trendy vehicles.

 

The Concept A Sedan could revolutionize small-car design with its creaseless body design.

 

As if it didn’t already look cool enough, Mercedes added an AMG Panamerica grille and stunning grid-style headlights, which feature ultraviolet paint to glow different colors based on the light around them.

 

We’re interested to see how this vehicle impacts the auto industry in the next few years. By the time 2020 rolls around, small cars could look much different than they do now.

 

Want to learn more about what makes the Concept A Sedan different? Check out the full article.

 

3 Steps for Success for Engineering Professionals

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3 Steps for Success for Engineering Professionals

 

Engineering professionals are one of the most sought after individuals in the job market. In fact, according to Forbes, industries that haven’t needed engineers in the past, are now actively looking to fill these critical positions. With a wide range of opportunities available, it’s a great time to be an engineer!  Be sure to follow these 3 Steps for Success to grow in your career:

 

 

1. Build Relevant Engineering Experience

Experience is everything in any field. If you have a specific engineering career goal in mind, build experience that is relevant to that goal. This will keep you on the right track to quickly become an expert in a specific field, opening up many opportunities for you. When it comes to experience, there’s usually two types of people: those who don’t have enough, and those who have a little bit of everything.

   >>If you’re an engineer who’s just starting out, our recruiters’ advice is that you diversify your experience. This doesn’t mean you have to have 5 different jobs within the next five years, but diversify your experience at your current position by simply asking. Ask your manager for new responsibilities, new projects, or new opportunities that you can get in on. A new project might lead you to learn a new software which may just get you your next job.

    >>As an engineer who’s been in the field for some years, be sure to filter out your experience. It’s not about how much you have, but about how much of the right experience you can bring to the job. Depending on what position you’re going after, tailor your resume/LinkedIn to highlight the skills necessary for that job or industry.

 

 

2. Write a Strong Resume

Having a clear and direct resume is key to getting your foot in the door. It’s been said that recruiters spend about 7 seconds or less looking at a resume. Don’t make them invest extra time trying to figure out what you’re trying to communicate. Chances are that they won’t, and they’ll move on to the next one. Instead, make sure your resume reads well and highlights your strong engineering abilities. Every skill, every tool, and every software that is relevant to the industry/position you’re applying for should be clear and visible on your resume. Don’t assume people will automatically know that certain skills align with a specific title because it always varies. Being explicitly clear will help you showcase the best version of yourself, and guide you in the right path towards your goals.

 

 

3. Be enthusiastic

Engineering professionals, like many others, tend to grow too comfortable in their current positions. Even if you love the company you’re in, it doesn’t mean you should stop growing and learning. Recruiters are not only looking for people who are well-qualified, but for people who are passionate about what they do. If you want to succeed as a professional, it’s absolutely crucial to remain enthusiastic within your role. It’s such a simple, yet powerful factor that will positively impact your career.

Quitting Your Job? 5 Things to Consider

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Quitting Your Job? 5 Things to Consider

 

Quitting your job is a big move that, if done right, may be beneficial to your career. However, make sure it is the right time and for the right reasons. With such a big change, it’s crucial that you are strategic when quitting your job, to position yourself to move forward in your career rather than being stuck in unemployment. Although frustration creeps up in all of us, you don’t want to find yourself in a place where you’re struggling to get your career back on track. Here are five things to consider before quitting your job:

 

1. Check Your Finances

For most, if not all, money is the greatest motivator that will keep you in a job or push you to a new one. Quitting your job may seem impossible if you’re not financially stable. However, this shouldn’t be the reason you stay at a job you hate. Plan ahead with your finances, and save some money to use as a safety net. This will give you the liberty to take some time in finding your perfect job without feeling pressured to go back.

 

2. Start Your Job Search

Sometimes those who are already employed, make the best candidates. Don’t close yourself off to new opportunities. Begin the job application process before quitting your job, to make the transition from one job to another easier, and less stressful.

 

3. Keep It To Yourself

Although it’s okay to talk to other companies while you are employed, keep it to yourself. You certainly do not want this information to reach management, resulting in burnt bridges. When the time comes, be discreet when you quitting your job.

 

4. Stick With Your Main Reason

When you quit, you will need to provide your boss a reason as to why you’re leaving. Remain professional, respectful and don’t hurt your reputation. Your next employer is likely to call for a reference, and you don’t want to leave them with a bad impression.

 

5. Be Your Best Until The End

Once the end is in sight, it is so easy to slack off– Don’t! Stay focused and continue to work hard to accomplish all the tasks needed. This will leave your employers with a great impression, maintaining relationships that may pay off in the future. Make the transition for your coworkers and boss as smooth as possible.

Engineering Career Advice from Top Recruiters

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Engineering Career Advice from Top Recruiters

 

Whether you’re ready to take your engineering career to the next level, or you’re thinking about where you want to be in 5 years, you should always be prepared. At Brightwing, we work with dozens of fantastic organizations, and speak to hundreds of engineering professionals every week. We asked our recruiters to give their top engineering career advice – here’s what they had to say.

 

“If you’re looking to advance your engineering career, be prepared! Make sure your resume is up-to-date and proofread, and be ready to answer questions that recruiters may ask you – like ‘What type of job opportunity are you looking for?’ It seems straight-forward, but it could come down to a specific part of a vehicle you want to work on – be specific.”
—Maren Morris

 

“Don’t be afraid to show your passion if it relates to your job, as well as your personal life. There is a lot of people that want to be in the industry, and you will need to stand out.”
—Mike Gourley

 

 

“Let your friends and trusted networks know if you’re looking for a new engineering job. They could come across someone that has potential opportunities. It happens all the time.”
—Julia Powell

 

 

Have a question for one of our recruiters? Looking for for a new engineering job? Contact us any time at info@brightwingbdev.wpenginepowered.com.

Engineering Job Seekers: 3 Quick Ways to Stand Out

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Engineering Job Seekers: 3 Ways to Stand Out

 

For engineers, the challenge isn’t finding job opportunities—it’s being able to differentiate themselves from others with similar skillsets. Now, more than ever, engineers need to go beyond expertise and professional background to secure their ideal job. Here are 3 ways stand out as an engineering job seeker:

 

Speak to your Soft Skills

There are stereotypes out there that label engineers as individuals with no soft skills. In this market – there is an abundance of engineering opportunities, but in order to propel yourself to the next level, it is important to separate yourself from the pack. Employers know you have the right technical skills, but more and more are now looking for the right culture fit – engineers with solid communication skills. If you have soft skills to back up your professional experience, don’t be afraid to put it on your resume!

 

Demonstrate Social Awareness through Social Media

It may not be the first thing that comes to mind, but engineers who develop their social media presence can quickly differentiate themselves from other candidates. According to CareerBuilder’s 2016 social media recruitment survey, 60 percent of employers revealed they use social networking sites to research job candidates. That being said, showcasing your interests, communication skills, and expertise on social media is one sure way to get noticed. LinkedIn is a must for job seekers looking to advance their careers, but there are other engineering platforms that fly under the radar. Here are seven social media outlets that engineering professionals are utilizing to advance their careers.

 

Talk to Specialist Recruiters

If you’re looking for a good resource to discover career advice or new job opportunities, be sure to reach out to recruiting organizations that specialize in taking your career to the next level. Tell them that you’re interested in an opportunity listed on their job board, or that you’re looking to take the next step in your career. The extra effort of reaching out can go a long way.

 

How Can Brightwing Help?

Brightwing has over 40 years of experience helping engineering professionals advance their careers – We build lasting relationships with a diverse group of companies and leverage our client relationships to connect you to the right engineering opportunity.

Self-Driving Cars — Automotive News

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Self Driving Cars: Automotive News

 

From Ford to Tesla, the automotive industry is rapidly moving forward with self-driving cars. With such a great and innovative technology at their fingertips, every company is working towards perfecting these vehicles to release them into the market. It’s a fact that self-driving cars are bound to transform and impact the automotive industry. We are seeing it now, and we will continue to see it as these vehicles grow. That’s why there’s no surprise that such widely known companies are partaking in the development of self-driving cars.

 

CB Insights highlights “33 Corporations Working On Autonomous Vehicles” that are taking a main role in this project’s development, including:

  • Apple
  • Audi
  • Bosch
  • Google
  • Delphi
  • FCA
  • Jaguar
  • Microsoft
  • Intel
  • Uber

 

As you can see (and as you may have guessed) tech companies are heavily involved as well! One of the most known tech giants working in this is Google, but Apple and Microsoft are not too far behind. They have both started to research and develop the most high-tech systems to make these self-driving cars a reliable reality. Furthermore, suppliers are also keeping up with the new technology. For example, an Audi with Delphi technology recently saw success by driving 3,000 miles on its own 99% of the time. With such advancements, automotive companies have also started to set launching dates. Nissan predicts to have 10 self-driving cars on sale by 2020, along with other companies like PSA Groupe, Volvo and BMW who all predict to have some sort of autonomous mode during this time as well.

Whether you’re a fan of self-driving cars or not, this innovation is sure to shake things up in the automotive industry.

3 Ways to Make Your Job as an Engineer Indispensable

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3 Ways to Make Your Job as an Engineer Indispensable

 

To get to the top, you can’t fake it. Here’s how to take your job as an engineer to a fulfilling career:

Engineers are among the most valued professionals in the world today, but what does it take to become an indispensable engineer? What does it take to get to the top of your field? EngineerJobs.com’s Monthly Magazine of the same namesake covers 3 main ways to be irreplaceable in the article, Becoming the Indispensable Engineer by JF Stackhouse. Stackhouse suggests that, “Being the heart of your team – the truly indispensable engineer is an ongoing commitment to professional development, integrity, and excellence.”

 

1. Don’t let grass grow under your feet

You may have a great education and technical experience, but if you aren’t continually looking to further your education you will always be behind. Steve Nimmons, a Chartered Engineer, Fellow of the Institution of Engineering and Technology, and Certified European Engineer comments, “Continuing professional education should be a vocation, not a mere obligation. Ensure you keep your knowledge of relevant legislation, standards and best practices up to date.”

So often the very technically minded engineer has trouble discussing their work with others in the company, or even customers.  Continual improvement in your technical skills is important, but don’t overlook the vital business knowledge and communication skills that can set you apart.  Nimmons continues to comment about the most successful engineers, “Invest time in understanding the commercials of any project including the business case, budgets and commercial imperatives or pressures.”

 

2. Desire to do your best work, always

The best engineers complete every single project with passion, precision AND….here’s the curveball, flexibility. Sure, you may be among the most sought after professionals today, but if you lack the integrity and drive to continually perfect your skills and grow as a professional, you will fall flat. “Your professionalism and impeccable values should be uncompromising… Coupled with deep domain and technical skills, you will be equipped for the role of ‘trusted adviser,” said Gina Smith, President and CEO of Systems Engineering Global.

On top of uncompromising values and professionalism, flexibility is incredibly important to job success as an engineer. Outside factors are fluid and ever changing, so you should react accordingly.

 

3. Don’t take yourself so seriously

Not necessarily exclusive to engineering jobs, is the act of making yourself “important” out of fear. A tactic that some use to seemingly protect themselves from losing their job is to integrate and specialize their position so much that if they were gone for one day, the whole system would fall apart. While this can seem like a great way to save your engineering career, it has the potential to set you up for failure.

The largest flaw with this thinking is that there are plenty of resources on demand that can further the education of any skill set, and as Sid Savara, technical manager for financial systems at the University of Hawaii, puts it, “Any competent engineer has resources where they can self-teach and catch up. The person who ‘hoarded’ the knowledge is no longer the only person able to learn it.”

 

Smith comments that the harmful traits that she has seen engineers take on are:

  • Refusal to discuss the details of their work
  • Hoarding documents and company resources
  • Not documenting changes or development
  • Constant self-aggrandizement

 

Playing games to make yourself important can actually end up killing your engineering career. Focusing on continuing education, considering the end user and an unwavering drive to do the best that you can, will really make your engineering job, a great engineering career.

How to Negotiate a Job Offer

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How to Negotiate a Job Offer

 

Negotiating a job offer begins the moment you start your job search. The key is to be prepared by researching similar positions in the industry. Doing your homework will help you make smarter, more reasonable decisions and establish a negotiation strategy. The most important factor in negotiating a job offer is confidence – confidence in your skills, talents, experience, and education. The way you hold yourself and present your capabilities will help convince the hiring manager that you will be a valuable asset to the organization. Learn the dos and don’ts on how to successfully negotiate a job offer with these three articles:

 

How to Negotiate A Job Offer

Learn great tips and strategies from Forbes on “How To Negotiate A Job Offer“. This article will guide you on every step of the process from the beginning stages of your job search, to the final negotiating stages. Not sure what to actually say during the negotiation? This article also provides a word-for-word example on what to say and what responses to expect from the hiring manager.

 

 

Don’t Make These 8 Mistakes When Negotiating Salary

Preparation is key to negotiate a job offer. Avoid these “8 Mistakes When Negotiating Salary“, as discussed in U.S. News. From lying about your last salary, to playing games, find out what may be causing you to loose the job offer completely. Don’t let these mistakes become experiences you are forced to learn from! They may cost you a great job offer and a great position.

 

 

How To Negotiate Salary: 37 Tips You Need To Know

According to The Muse, most people avoid negotiating their salary out of fear. Overcome this fear, and become a better negotiator with their article “How To Negotiate Salary: 37 Tips You Need To Know“. The article gives tips on every stage of the process including:

 

  • Getting Prepared
  • Starting The Conversation
  • Making the Ask
  • Getting An Answer (and Dealing With the Aftermath)

5 Interpersonal Skills Every Engineer Should Have

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This may be the understatement of the year: right now there is an incredible need for engineers. All skill sets and experience levels are in high demand from start ups to giant corporations, but that doesn’t mean that every engineer will be employed or successful.

 

interpersonal skillsIn the thriving STEM fields, interpersonal skills are becoming increasingly important in career advancement. They are just as important as the technical skills, as they help create personal branding and a well-rounded network of professionals, opening opportunities and creating relationships with peers. Following are the five key interpersonal skills that engineers and other STEM professionals should develop for career success:

 

1. Communication

Engineers and other STEM professions place higher value on technical skills than communication. However, effective communication is equally as important. In order to succeed and be innovative in their position, they must be able to communicate their ideas.

 

2. Creativity

The technical skills to find and fix system issues is just as valuable as the creativity to find new ways to solve problems. People who continually push the envelope to find and develop new products, processes etc, get the recognition from peers and management.

 

3. Adaptability

Like creativity, the ability to continually push and change is invaluable. Challenges arise daily and as an employee and job seeker, you must be able to adapt, be creative, and communicate the issues to work towards a solution.

 

4. Collaboration

Product creation, service execution, and system innovation do not happen by one person. Steve Jobs may have been an incredible driving force behind Apple’s success, but there were countless engineers, developers, and other professionals working to create, market and sell their products. Collaborating in a team setting is not only necessary for a job seeker and employee, but is absolutely essential.

 

5. Leadership

We all know what a leader is, however becoming one takes thought. If you aspire to make a difference in your company/ city/ the world in any profession, leadership skills have to come into play. Developing these skills over time as you build relationships will help you achieve success beyond your career.