Recruiting For Engineers
People and Culture

Recruiting For Engineers, The 5 Steps For Success In 2024

Ian Cook

April 15, 2024



Are you looking for talented engineers to fill vital roles in your company? You're not alone; in 2024, as tech companies grow and the demand for engineers continues to grow, finding and hiring qualified engineers will become increasingly challenging.

The talent shortage in the engineering field makes it even more complex, and that's why the right strategies and approaches are a must to drive your company's success.

So, let's dive in.

Key Takeaways:

  • Recruiting for engineers can be challenging due to high demand and talent shortage.
  • Having a strong recruiting strategy and hiring process is essential for attracting and hiring qualified engineers.
  • Focus on employer branding and showcase your company culture to attract top engineering talent.
  • Know where to source the best engineering candidates by utilizing job boards, social media, and talent-sourcing tools.
  • Modern tools like Vouch can help you build your employer brand and also help with the recruitment process.

What Are The Challenges of Recruiting Engineers?

Recruiting engineers can be daunting, with one of the major obstacles being the high competition for engineering talent. Numerous famous companies vying for the same pool of skilled individuals as smaller engineering firms, SaaS companies, and tech start-ups can make it challenging to attract top-quality engineers to your organization.

Add to that the fact that the field of engineering has a talent shortage, and the challenge becomes even more pronounced. The demand for engineers has been steadily increasing, outpacing the supply of qualified professionals.

This scarcity of candidates further intensifies the competition among employers, making it even harder to find the right fit for engineering positions.

Furthermore, the technical nature of engineering jobs presents a unique challenge during the recruitment process. Many companies struggle to accurately assess the technical skills of candidates, as these skills can be complex to evaluate solely based on resumes and interviews. To overcome this challenge, it can be beneficial to have technical engineering recruiters conduct technical interviews to gauge a candidate's proficiency.

There are a few key steps to navigate these challenges. Your Employer Brand is also vital to attract the best talent and compete with the likes of Google, Microsoft, Tesla, etc. 

What Are The 7 Steps To Engineering Recruitment In 2024?

1. Creating A Clear Hiring Plan

To successfully recruit engineers and attract top talent, it is crucial to start with a well-defined hiring plan that covers a few areas. Here are some key elements to include in your hiring plan:

Define Your Engineering Persona

A candidate persona typically refers to a fictional character that represents a user type, and engineering personas are created to help recruitment teams better understand the needs, goals, and behaviours of different kinds of engineers.

To define an engineering persona, you typically start by gathering information. You can often use your current engineers as a guide to understanding their demographics, behaviours, needs, and goals. This information is then used to create a detailed persona, which is used to write the job description and ensure you're attracting engineers who match your company culture and mission.

For more information on creating personas, please see here.  

Define Your Job Requirements Clearly

To attract the ideal candidates, you need to clearly define the job requirements for each engineering position you are looking to fill, which take into account the technical skills, educational background, and relevant experience necessary for success in the role.

Clearly outlining these requirements will help attract candidates who meet your criteria and ensure a smooth hiring process for your engineering hires. Engaging engineering recruiting experts could be an option here so you can be sure you are hiring candidates with the right experience.

Create Appealing Job Postings

When crafting job postings, make them appealing and engaging to potential candidates. Clearly communicate the job responsibilities, qualifications, and opportunities for growth within your organization. Use language that resonates with engineers, highlighting the technical challenges they will face and the impact their work will make.

Utilize Relevant Job Boards

Once you have created compelling job postings, make sure to post them on relevant job boards frequented by engineers. This will increase the visibility of your job openings and attract a larger pool of qualified candidates. Utilizing specialized engineering job boards will help you target professionals with the specific skills and experience you need.

And remember to leverage social media like LinkedIn and Twitter or X, where you can often find engineers. Social media can be an untapped resource for engineers, both those who are seeking employment and those who are currently employed. 

Here's a guide for using social media for recruitment.

Provide a Positive Candidate Experience

During the hiring process, aim to provide a positive and smooth candidate experience. This includes prompt communication, personalized feedback, and a streamlined application process. Respond to candidate inquiries and keep them informed about the status of their application, ensuring a positive impression of your organization.

Develop an Effective Onboarding Plan

Once you have successfully hired engineers that align with your organization's needs, developing an onboarding plan to facilitate their smooth transition into the company is vital. This plan should include a structured orientation process, clear expectations, and mentorship opportunities. Providing a supportive onboarding experience will help retain newly hired engineers and set them up for success in their roles.

Remember to stay informed about the latest salary trends and benefits in the engineering industry. Offering competitive compensation and benefits packages will help attract and retain top engineering talent, setting your organization apart from competitors.

2. Focusing On Employer Branding

When recruiting engineers, it's essential to focus on building a strong employer brand and showcasing your company culture. Engineer candidates are increasingly considering the employer's brand and company values before accepting a job offer.

To attract top talent and stand out from the competition, here are some key strategies to consider:

Create a Clear Brand Image 
Ensure that your company has a clear and positive brand image. Highlight your unique selling points, such as your innovative projects, cutting-edge technology, and commitment to employee growth and development.

Showcase a Positive Company Culture 
Emphasize your company's values, work environment, and commitment to diversity and inclusion. Highlight any employee perks, team-building activities, and career advancement opportunities.

Promote Your Engineering Team's Achievements 
Share your engineering team's success stories and accomplishments. This helps establish credibility and attract engineers who want to work for a company that appreciates and recognizes their contributions.

For a complete guide to Employer Branding, be sure to see our guide here: What is Employer Brand? Discover Your Company's Personality Today.

3. Providing a Good Candidate Experience

Assessing the skills of engineering candidates is a given during the screening process. But it's also vital to assess the candidate's passion for engineering. By asking them about their motivations and interests in the field, you can gain insight into their level of enthusiasm and determine if their passion aligns with the projects and goals of your organization.

You might also want to test a candidate's soft skills, as communications are essential when contributing positively to their team and to your organization's growth.

There is a lot to cover when interviewing engineers!

Yet, attracting and retaining top engineering talent requires creating a positive candidate experience. One crucial aspect of this is offering competitive salaries and benefits. It's essential to research market rates to ensure that you are providing fair compensation. By offering a competitive salary, you demonstrate your commitment to attracting and retaining them.

Time is also of the essence when it comes to hiring engineers.

The most highly sought-after candidates are often off the job market within ten days. Therefore, it is important to move quickly throughout the hiring process to secure the top talent. Streamline your recruitment process to avoid unnecessary delays and keep candidates engaged.

Regular communication with candidates is vital to providing a good candidate experience. In summary, a positive candidate experience helps create a strong employer brand and ensures that your organization remains an employer of choice in a competitive market.

4. Expanding Your Talent Pool

Expanding your talent pool can often be crucial for attracting skilled engineers with the right skills and experience. One way to do this is by looking to remote candidates and leveraging tools like Vouch to recruit across time zones.

This can open up a large talent pool that is outside your local area and can also help build your company's diversity and inclusion.

Then, you might also want to remove unnecessary degree requirements. While degrees can be valuable, many engineers possess relevant skills and experience without holding a formal degree. By focusing on skills assessment tests, you can measure candidates' abilities and determine their suitability for the role.

Skills assessment tests provide quantitative data to help evaluate candidates' technical proficiency and problem-solving abilities. These tests assess candidates' knowledge and practical application of key engineering concepts, ensuring they have the required skills to perform in the role effectively.

By levelling the playing field and considering candidates from diverse backgrounds, you open up opportunities for underrepresented groups in engineering. This not only promotes equality and fairness but also enhances your team's overall creativity and problem-solving capabilities.

5. Use Multi-Measure Talent Assessments

When recruiting engineers, consider utilizing multi-measure talent assessments that evaluate various aspects such as technical skills, behavioural attributes, personality types, and cultural fit.

These assessments provide a comprehensive view of each candidate, allowing you to make a more informed hiring decision. By looking beyond traditional qualifications, you can identify engineers who possess the right combination of technical expertise, interpersonal skills, and alignment with your company culture.

Assessment Tools to Consider

There are various assessment tools available that can be used as part of multi-measure talent assessments. Here are some examples:

  • Skills tests: Assess candidates' technical proficiency and problem-solving abilities through practical assignments and simulations.
  • Cognitive ability tests: Measure candidates' critical thinking, analytical reasoning, and decision-making skills.
  • Personality and culture tests: Evaluate candidates' personality traits and assess their compatibility with your organization's values and work environment.
  • Role-specific tests: Tailor assessments to specific engineering roles to ensure candidates have the necessary competencies required for the position.

By utilizing a combination of these assessment tools, you can gather comprehensive data on candidates' technical skills, behavioural attributes, personality types, and cultural fit. This enables you to make more informed hiring decisions and select engineers who not only have the right technical capabilities but also align with your organization's values and goals.



What are the challenges of recruiting engineers?

The challenges of recruiting engineers include high competition for qualified candidates and the technical nature of the job.

How can I create a hiring plan for engineering positions?

To create a hiring plan, start by identifying your business needs and goals, determining the required number of hires, and defining job requirements.

How important is employer branding when recruiting engineers?

Employer branding is crucial when recruiting engineers, as candidates consider the employer's brand and company culture before accepting an offer.

How can I effectively screen engineering candidates?

To effectively screen engineering candidates, you can conduct technical skill tests and assess their passion for the field through interviews.

What can I do to provide a good candidate experience?

To provide a good candidate experience, offer competitive salaries and benefits, communicate regularly with candidates, and provide prompt feedback.

How can I expand my talent pool when recruiting engineers?

To expand your talent pool, consider removing unnecessary degree requirements and using skills assessment tests to measure candidates' abilities.

What are multi-measure talent assessments, and why should I use them?

Multi-measure talent assessments evaluate candidate's technical skills, behavioural attributes, personality types, and cultural fit, providing holistic data for hiring decisions.


Recruiting for engineers can be a daunting task, given the high demand, talent shortage, and intense competition in the industry. However, with the implementation of effective recruiting strategies, organizations can overcome these challenges and successfully attract and hire top engineering talent.

First and foremost, having a well-defined hiring plan is essential. By identifying your business needs and goals, determining the number of new hires required, and clearly defining job requirements, you can streamline your recruitment process and target the right candidates.

Another crucial aspect is employer branding. Creating a positive and appealing brand image, showcasing your company culture, and highlighting the achievements of your engineering team will attract potential candidates who resonate with your organization's values. 

That's where tools like Vouch help. They make building your Employer brand remarkably easy, helping you create video content that captures authentic employer reviews and employee experiences.

Like to try Vouch?

Loved by companies like Canva, Nike, Cisco, Stryker, HubSpot, Amazon, and more, tools like Vouch make leveraging video in your business remarkably easy.

Be sure to book a Vouch demo today and chat with a video content expert.

Ian Cook

Ian Cook

Creative Lead

Lights. Camera. Traction

Cut through the noise with video.