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Interviewing Engineering Graduates
Interviewing Engineering Graduates

Interviewing Engineering Graduates: Ensure your team succeeds when you hire the very best in new engineering talent

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Profile Icon Connor S Riley
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eBook Oct 2014 52 pages Edition
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Profile Icon Connor S Riley
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eBook Oct 2014 52 pages Edition
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€13.99
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Interviewing Engineering Graduates

Chapter 2. Recruiting Engineers

If you've tried to fill open engineering positions in the past, you know it isn't enough to simply post a job description, no matter how well written and well placed it may be. Highly skilled positions may get very few applicants no matter what you do. You can be proactive in searching for and reaching out to ideal applicants, but how can you best pique their interest?

With engineers especially, it's additionally important to always be contacting new candidate leads. Even if your company has no open positions, a valuable recruit is almost always a welcome addition to the team. This chapter will give you the tools you need to reach out to engineers to ensure you always have a pool of potential candidates.

In this chapter, we'll cover:

  • How to improve your response rate when you reach out to recruits

  • How to maximize your employee referral potential

  • What to look for in engineers' resumes

  • How to look beyond a candidate's resume to identify top talent

Online recruiting


Online search engines and recruiting tools can help you find many qualified candidates with ease, but what they can't guarantee is any candidate you reach out to ever contacting you back. When you're reaching out to a potential hire, especially for high-value engineering positions, you need to communicate in a compelling way to give you an edge over the competition.

Pitfalls to avoid

Social media and other online tools have made it easy for recruiters to search for and discover engineers whose work experience closely fits their job openings. Unfortunately, it also means that nearly every engineer I know has a fairly low view of recruitment e-mails. Usually this is annoyance at the behavior of third-party recruiters. Common complaints include:

  • Not knowing when to quit, using the wrong channels, and ignoring a poor fit: It is in recruiter's interests to cast as wide a net for talent as possible; it costs very little to e-mail lots of people about an opportunity, even if few...

Networking


Most professionals understand the importance of networking for their individual careers. This section will show you how your engineering team can actually network on behalf of your company to benefit your hiring organization.

Employee referrals

Any recruiting professional will tell you that employee referrals are an invaluable source of new talent for any organization. While referrals may make up only a small part of the resumes you consider for a position, the candidates are usually remarkably well suited for that position and your company, since an employee who understands your company has preselected that candidate for you.

If your company doesn't have one, I encourage you to develop an official Employee Referral Program, so that everyone in the company is aware of your referral policies and employee referrals are handled in a regular way. Even a few referred candidates can make a huge difference to your ability to fill positions quickly. Use the following tips to maximize your...

Evaluating candidates


With well-written job descriptions and creative strategies for actively recruiting candidates, you will soon find yourself with a pile of resumes to evaluate. You don't have unlimited time to read each one, so it's important to decide in advance what qualities you're looking for. You likely already have a set of basic qualifiers in mind (minimum GPA, lack of spelling errors, and so on); this section will help you identify the very best candidates amongst resumes that meet your basic requirements.

Reading resumes

Remember that a resume doesn't represent a candidate's engineering skills; it represents their communication skills. It's very important that an engineering candidate is able to effectively communicate their technical accomplishments and tell you about projects they've worked on. The following are some of the most important indicators of an outstanding resume:

  • Language tailored to the job description: A good candidate knows that you only have a short time to read...

Summary


In this chapter, you learned how to:

  • Reach out to engineers in a way that stands out and avoids common annoyances

  • Encourage your employees to refer engineering candidates

  • Build your company brand and make contacts by providing value to the engineering community

  • Identify excellent communication skills on engineers' resumes

  • Evaluate an engineer's technical skills using online portfolios and work samples

In the next chapter, we'll look at the first step in narrowing down your pool of candidates: the phone screening.

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Publication date : Oct 17, 2014
Length: 52 pages
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Language : English
ISBN-13 : 9781783000111
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Table of Contents

6 Chapters
The Job Description Chevron down icon Chevron up icon
Recruiting Engineers Chevron down icon Chevron up icon
The Phone Screening Chevron down icon Chevron up icon
Code Tests Chevron down icon Chevron up icon
In-person Interviews Chevron down icon Chevron up icon
Follow-up, Negotiation, and Closing a Hire Chevron down icon Chevron up icon
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