Today’s engineering hiring landscape is complicated. While new talent is always entering the market, skill shortages present significant issues to hiring managers and business leaders.
While numerous factors can influence your chances of recruitment success, from working with a recruitment company to building a strong employer brand, it’s important not to overlook the value of creating the ideal job offer.
The right offer, demonstrating the full value of working with your team to a candidate, can make or break your hiring process.
Here’s how to craft more compelling job offers in the current candidate-driven market.
The Candidate-Driven Engineering Market
Over the last few years, the engineering hiring market has grown increasingly candidate-driven for several reasons.
First, the needs of employers are evolving. The rise of new technologies, regulations, and requirements in the workplace has left business leaders searching for more skilled employees.
As competition continues to grow in the industry, more employers are competing for the same candidates, with many receiving multiple job offers.
Secondly, candidates are becoming more strategic in choosing where to work. With multiple options, including remote roles and development opportunities, candidates now have more freedom to select the role best suited to their priorities and needs.
These market dynamics have led to an environment where 83% of HR professionals struggle to recruit quality candidates. Crafting better job offers is just one of the ways you can boost your chances of attracting the talent you need.
How to Craft Compelling Job Offers
Crafting job offers that appeal to your target candidates ensures you can improve your chances of an individual accepting a role at your company. The last thing you want is to go through all the work of interviewing candidates to have your ideal employee tell you they’ve decided to accept a better offer elsewhere.
Here’s how to craft more powerful job offers in a candidate-driven market.
1. Research Your Target Candidates
When companies create new products and design marketing campaigns to promote those solutions, they research their target audience. This ensures they can develop solutions that appeal to the customers they want to reach. The same strategy should apply to your recruitment process.
Learning what matters most to the talented team members you want to recruit ensures you can craft the ultimate “employee value proposition” for candidates. Find out whether your ideal employees are more likely to value flexible work opportunities or unique benefits.
Look into their priorities regarding development, DEI in the workplace, and team dynamics. Surveys, interviews with existing employees, and discussions with your engineering recruitment company can help you identify the needs of your candidates.
2. Offer Competitive Compensation
While today’s engineering employees value more than just a significant salary, they expect to be paid what they’re worth. This is particularly true in an environment where economic uncertainty and cost of living issues affect us all.
Use salary benchmarking to ensure you’re offering candidates the remuneration that makes sense based on the value they’ll bring to your business. Consider the additional financial benefits you can offer your employees on top of their salary.
For instance, depending on the structure of your business, you might offer access to regular bonuses, commission payouts, or profit-sharing options. Be clear about your limitations when discussing salaries with your candidates, and let them know how regularly you’ll be willing to review and negotiate their financial package.
3. Experiment with Benefits
Even if you can’t offer your candidates a higher salary than other competing engineering companies, you can still convince them you’re offering a better deal. Around 41% of employees say they’d switch to another job for better benefits, whether that’s more paid holidays, access to free wellness programmes, or even equity options in the business.
Look at your compensation package holistically, and ask yourself how much you can “add” to the mix by offering retirement plans, private health insurance, and other perks.
Unique benefits, such as access to mental health support, flexible work schedules, and paid courses, can also make your business more attractive to top talent. Think carefully about the benefits that will appeal most to your target candidates, and be ready to adapt to the different priorities shown by various generations of potential employees.
4. Prioritise Work-Life Balance
According to a report in People Management magazine, 56% of employees are willing to accept a lower salary in exchange for a better work-life balance. No matter how much your engineering candidates love their role, they still want to ensure they have time to focus on their wellbeing and health.
Offering flexible work opportunities, such as remote work, flexible hours, or a four-day work week, can be an excellent way to show your candidate you’re committed to improving their work-life balance. If flexible options aren’t feasible for your company, look for alternatives.
Consider allowing employees to adjust their schedules when necessary so they can still manage other important responsibilities in their lives.
5. Highlight Career Development and Growth Opportunities
In the engineering industry, every employee has a vision for their future. When they join your team, they want evidence that you will help them achieve those goals. This is why offering extensive development and growth opportunities is crucial.
When presenting a job offer to a candidate, discuss the progression paths that might be available to them in the future and answer any questions they have about potential promotions. Tell them about the training and development opportunities you offer, whether it’s access to online courses and certifications or mentorship programmes.
Ask your candidates what they want to achieve in the future with their roles, and work with them on developing a plan for success.
6. Showcase an Incredible Company Culture
Around 88% of job seekers believe a strong culture is crucial to their career success. However, the factors that identify a strong company culture are always changing. Today, candidates are increasingly focused on diverse, inclusive, and equitable cultures where businesses support, respect, and assist people from all backgrounds.
Many team members also seek collaborative environments where employee cooperation and relationships are valued and championed. Look at what matters most to your target candidates, and find ways to demonstrate the value of your company culture.
For instance, you might share information about previous employee achievements on your website and social media. You could introduce potential employees to team members and allow them to share their insights into working with your company.
7. Optimise the Candidate Experience
One of the most crucial factors to focus on when looking for ways to improve your recruitment process and acquire more talent is candidate experience. The nature of your hiring process, from how easy it is to apply for a role to how often you communicate with candidates throughout the journey, can influence the success of your offer.
When recruiting new team members, focus on delivering an excellent, intuitive, and personalised experience. Make sure you answer your candidates’ questions quickly and keep them informed throughout the decision-making process.
If you delight candidates throughout the candidate experience, you’ll forge stronger relationships, boosting the chances of people accepting your job offers.
8. Present the Offer the Right Way
Finally, a strategic approach is important when presenting a job offer to a candidate. Outline all the information your candidate will need to make the right decision, discussing salary, benefits packages, responsibilities, and opportunities.
Look for ways to personalise the offer to the needs of each candidate you consider based on their specific priorities. For instance, some employees may be enticed by the opportunity for remote work, while others are more interested in the free courses you offer.
Concentrate on communicating the total value proposition of what you’re offering, providing an insight into what each candidate will get from working with your business.
Crafting irresistible job offers is crucial to ensuring you can acquire the best talent for your engineering team. Simply offering the right salary isn’t enough. You need to think about everything from the individual priorities of your ideal team members to the benefits you can offer, their path for development and growth, and the candidate experience.
Working with a recruitment company will improve your chances of success. When reviewing job offers, a recruitment team can introduce you to the factors that matter most to candidates and give you ideas and strategies to improve your candidate experience.
Consider seeking professional support that will help you constantly refine and optimise your approach to recruitment.
All the best
Steve
At Coalesce we have been partnering with engineering businesses for over 28 years; if you would like our support on creating irresistible job offers in a candidate driven engineering market, then give us a call on 07512 821708 or email us here.