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As one of the most in-demand roles today, engineers have become the backbone of the development of products and services for many organisations. Electronics, manufacturing, telecommunications, aircraft and energy are some of the key fields that fall under the wide umbrella of engineering. These various engineering disciplines are all developed upon the same foundation - technology.
There are dozens of existing disciplines where engineers can hone their skill sets to make a real and positive impact on organisations. Software engineers are instrumental in the development and maintenance of tools and apps to enable user-friendly processes. Data engineers process a tremendous amount of digital information to be analysed by data scientists. Automotive engineers discover new ways to refine electric and autonomous vehicles.
In innovative and emerging studies involving biomedical engineering, quantum mechanics and sustainable food, job opportunities for engineering talent are flourishing more than ever.
increasing talent demand is driving up hiring costs
When skilled engineers lead a company's workforce, its development potential is limitless. This revelation has created immense hiring demand for engineers. According to the Malaysia Digital Economy Corporation, the number of digital job vacancies tripled from 19,000 in June 2020 to more than 56,000 in April 2021.
As the competition for great engineers heats up, salaries for these professionals will also continue to rise. According to a study conducted by recruitment platform Glints and venture capital firm Monk’s Hill Ventures Singapore-based startups at Series B onwards paid a base monthly salary ranging from $7,500 to $10,000 for heads of engineering.
The 2021 Randstad Employer Brand Research revealed that 75% of ICT professionals ranked “good work-life balance” as the most important EVP factor they look for in an ideal employer. 65% of them also said that “career progression opportunities” is important to them.
What this reveals is that for companies to acquire the best talent, a competitive salary is merely table stakes. In order to attract and retain employees, companies must provide better support to manage their work-life schedules and provide opportunities to upskill and reskill.
it’s not all money talk with engineers
Money makes the world go round. But how long can organisations keep up with candidates’ increasing salary expectations, especially if they plan to hire more engineering talent?
28% of local ICT professionals intend to change employers in 2021, while 8% found new employers during the pandemic. But beyond salary, there are many push and pull factors to consider. According to Randstad's study, 55% of ICT professionals are afraid of losing their jobs as a result of COVID-19, underscoring the rising significance for businesses to engage and develop deeper relationships with their workers.
There isn’t a quick fix or one-size-fits-all HR strategy when it comes to developing a strong employer brand.
Besides demonstrating reliability and commitment to employees, employers will need to continue to bolster engagement with engineers. ICT workers want to work for a company that values and supports their goals.
how to attract engineers to work for you?
So how can companies ensure their employee value proposition matches the preferences of the talent they seek, without straying from their core values and mission? Here are some tips that can help attract top talent:
1. a superior experience is key
Successful employer brands have one common trait - providing a memorable talent experience. This entails a highly engaging and personalised experience that begins with pre-engagement and continues through to job tenure and offboarding.
To ensure recruitment success, employers must build a responsive and streamlined recruitment marketing model. Even though it may look straightforward, recruiters and hiring managers serve as brand agents during the hiring process. As a result, it's vital for all parties involved in the recruitment process to send a consistent message and keep applicants engaged before, during, and after the requisition is completed.
It doesn’t stop there either. Companies will need to poll their employees on a regular basis to track and ensure that job satisfaction remains strong and that the work objective is clear. If regular check-in surveys are not enough to obtain feedback from employees, managers should schedule meetings to evaluate the adequacy of the company’s support for their employees’ professional and personal growth.
2. upskilling should be a priority
The technical nature of engineering jobs necessitates continuous learning and growth, and STEM personnel particularly cherish the opportunity to learn new skill sets and gain new information so that they can stay relevant and competitive. To that end, incorporating new technology and employing ever-improving approaches not only helps elevate employees’ competencies, it also drives the organisation’s digital agenda.
Engineers benefit from a structured training strategy because it provides them with a clearer vision of their career trajectory, and ensures their relevance in a continuously changing global market.
3. offer job flexibility to stimulate creativity
Engineers also appreciate the opportunity to be more creative in their occupation, especially if the boredom of following the same day-to-day processes starts to sink in.
The growth of cross-functional jobs, which allows engineering professionals to apply their particular expertise to drive various business goals, is one fast-rising trend. For example, we see data engineers assisting sales departments to develop more focused algorithms, and software engineers collaborating with stakeholders to create a centralised, scalable platform that allows for expansion while lowering operating expenses.
Engineers are a diverse group of professionals, but they share some common traits. Intangibles like having a clear and visible career path can be effective motivators for attracting and retaining top engineering talent. Employers should also consider fostering an atmosphere that encourages engineers to collaborate and learn from one another, and put in place robust training and development frameworks to support their need for continuous learning.
the key to attracting and retaining the right engineering talent is just one click away
If you want to learn more about how to create valuable EVPs and attract top engineering talent, we have just the right resources for you. Our Employer Brand Research provides you with the latest trends, observations and a clear vision on what tech candidates are looking for in today’s changing world of work.
Find out more about our specialised tech talent recruitment services and let us help you build a winning talent attraction strategy.