Hiring entry-level engineers can be a challenge. It can be difficult to manage Millennial employees, especially when leaders are of the Baby Boomer generation. Differences in work style and communication style can often lead to tension. However, not all entry-level engineers are lazy, entitled youth. There are many talented new engineers who have the drive and the determination to succeed, and when they are sourced effectively, can be a valuable asset to an organization. So how can you attract the right entry level engineering talent?
Speak Their Online Language
Millennials are truly the first connected generation. They grew up online, and they are used to having a smartphone or tablet within arms’ reach at all times. In order to attract the next generation of engineers, you must be able to put your best face forward online. Update your website to ensure it is eye-catching, easy to use, and can easily be read on a mobile device. Be sure your company has active profiles on major social networking sites like Facebook and LinkedIn. Millennials will research you online before they choose to apply or accept an interview, and if they do not like what they see, they will quickly move on.
Update Your Work Setting
Recent grads and new engineers want to work in hip, cool places. They aren’t attracted to the traditional cubicle setup of the 1980’s and 1990’s. They want open floor plans, bright spaces, and on-campus recreational activities. You don’t have to build a Googleplex, but if you haven’t updated your space since the Clinton Administration, you might find it hard to attract young talent.
Rethink “Work”
Because they are always plugged in, Millennials believe that work can happen anywhere, at any time. They are looking for organizations that offer flex time benefits, telecommuting options, and other non-traditional work arrangements. Many older-generation leaders find it difficult to get on board with flexible scheduling, but with the advent of cloud computing, work truly can occur anywhere. If you aren’t comfortable with a free-for-all work schedule, start off slowly by allowing basic flex time options such as early-start-early-leave plans. Other companies are already utilizing flexible scheduling, so if you find you’re losing out on young talent, you may want to rethink your options.
The engineering marketplace is competitive, and talented new engineers will have their pick of opportunities. In order to remain relevant to the next generation, employers must rethink their approach to both hiring and retaining talent.
If your organization is looking for ways to locate, attract, and hire entry-level engineers, Dunhill Staffing can help. Our team of experienced recruiters can get you a leg up on your competition when it comes to connecting with the right candidates for your open engineering positions in the Southeast region. Contact us today to learn more about our recipe for your success.