Unspoken Expectations: 7 Traits Engineers Value In Their Next Employer
Companies that excel at attracting top talent often have key traits that make them especially appealing to highly sought-after candidates. I recently conducted a poll asking my network about the biggest challenges in attracting top talent. Responses varied from candidates lacking the necessary skills to geographic constraints of the company.
This prompted a deeper question.
What are exceptional engineering and manufacturing leaders seeking in their next employer?
In this edition of "Engineering 365" let's explore the kind of company profiles and processes that attract the best candidates on the market. This is very different than attracting the best available talent.
1. Supportive Work Environment
A candidate recently shared with me that he quit his previous engineering role due to multiple safety concerns and a complete lack of protocols that ensured the well-being of the team. A supportive environment is essential in manufacturing settings where safety and precision are key factors. Companies should foster a culture where asking questions and seeking help are encouraged to prevent errors and accidents. Emphasizing teamwork and open communication can lead to more effective problem-solving and innovation.
2. They Want To Do Good
Organize team-building activities that aren't just enjoyable but also reflective of the company's culture, such as problem-solving challenges or community service events that reinforce the company’s values.
This is low-hanging fruit, but, still highly considered by candidates - Offer flexible working arrangements such as remote work options, flexible hours, and compressed workweeks to accommodate different lifestyles and personal commitments.
3. Straight Shooters
The most attractive companies are explicit about what they expect from employees. They clearly define the role, the expected outcomes, existing resources, and the gaps that the new hire is expected to fill. These companies outline not only the current status but also the growth trajectory and potential challenges, emphasizing the importance of the individual's role in the company's future.
"Here's where we're trying to go. Here's the outcomes that we're looking to achieve. Here's what's already in place. Here's what's missing. Here's what we don't know and are trying to figure out. AND this is why we need you."
4. Pay Up!
Offering competitive compensation packages that include performance bonuses, profit sharing, and patents or royalties from innovations can be highly attractive to engineers and technicians. Additionally, providing benefits like tool allowances, professional certification reimbursements, or access to cutting-edge technology labs can also be significant incentives. These rewards are aligned with company goals, encouraging employees to adopt behaviors that drive collective achievement.
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5. Leaders Are Readers/Learners
Encouraging continuous learning and development is crucial in fields that are constantly evolving due to technological advancements. Companies could offer on-site training sessions, sponsor further education in specialized engineering disciplines, and provide opportunities for attending industry conferences and workshops. This approach not only upskill the workforce but also keeps the team updated on the latest industry standards and technologies.
6. Defined Growth Pathways
Candidates are often drawn to companies that offer transparent and tangible growth opportunities. These businesses make it clear how an employee can progress both personally and professionally. For example, they could offer pathways from junior technician to senior engineer, or from an individual contributor role to a project leader, with structured milestones for skills acquisition in areas like advanced automation, robotics, or renewable energy technologies. They highlight learning opportunities, development programs, and the potential for career advancement, connecting the prospects directly to the candidate’s personal goals and aspirations.
7. Transparency and Trust is The New Currency
For engineering and leadership roles, being transparent about project timelines, resource availability, and the technological limitations of the current setup can help set realistic expectations. They avoid overpromising or masking the hardships. Companies should also be honest about the challenges in scaling up production or integrating new technologies and how they plan to address these issues.
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