How do you identify the best industrial engineering hires?

1 Analyze the job requirements

Before you start looking for industrial engineering hires, you need to have a clear and detailed understanding of the job requirements and expectations. What are the main goals, tasks, and responsibilities of the position? What are the specific skills, qualifications, and experience needed? What are the performance indicators and standards for the role? How will the role fit into the organizational structure and culture? By analyzing the job requirements, you can create a realistic and relevant job description that attracts and filters the right applicants.

2 Assess the technical skills

One of the most important aspects of industrial engineering hires is their technical skills and knowledge. Technical skills refer to the ability to apply engineering concepts, methods, and tools to solve problems and improve systems. Technical skills can include areas such as data analysis, simulation, optimization, quality control, project management, and lean manufacturing. To assess the technical skills of industrial engineering hires, you can use various methods, such as tests, portfolios, case studies, and simulations. You can also ask questions that test their understanding of key concepts, principles, and techniques.

3 Evaluate the soft skills

Besides technical skills, industrial engineering hires also need to have strong soft skills. Soft skills refer to the personal attributes, behaviors, and attitudes that enable effective communication, collaboration, and adaptation. Soft skills can include areas such as communication, teamwork, leadership, creativity, critical thinking, and problem-solving. To evaluate the soft skills of industrial engineering hires, you can use various methods, such as interviews, references, personality tests, and situational scenarios. You can also observe how they interact with others, express their ideas, handle feedback, and cope with challenges.

4 Consider the fit and potential

Another important aspect of industrial engineering hires is their fit and potential for the organization. Fit refers to the degree of alignment between the candidate's values, goals, and expectations and the organization's culture, vision, and mission. Potential refers to the ability and willingness of the candidate to learn, grow, and contribute to the organization's success. To consider the fit and potential of industrial engineering hires, you can use various methods, such as surveys, assessments, and trial periods. You can also ask questions that explore their motivation, passion, and vision for the role and the organization.

5 Compare and verify the candidates

Finally, after you have assessed and evaluated the industrial engineering hires based on the previous criteria, you need to compare and verify the candidates. Comparing the candidates means weighing their strengths and weaknesses, advantages and disadvantages, and suitability and availability for the role. Verifying the candidates means checking their credentials, references, and background to ensure their accuracy, validity, and reliability. By comparing and verifying the candidates, you can make an informed and objective decision on the best industrial engineering hires for your organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?