How to Boost – Field Engineer Recruitment
(3 Minute Read)
UK Field Service Managers – have you ever:
-Made an offer of employment that was accepted, then later turned down at the last minute?
-Lost out on hiring a lead engineer because a competitor firm offered a ‘better package’?
-Missed out more than once hiring an engineer for a specific ‘hard to fill’ patch?
If so then read on for some simple, practical, effective steps you can take during interviews to prevent this happening in future. I also share some thoughts about how you can successfully hire an in-demand engineer (who has multiple offers on the table) ahead of your competition. And believe me if an engineer is skilled, personable, and currently employed – demand and competition to hire them WILL be sky high.
My name is Matthew Keene, and I am a director at Boost Recruitment Ltd. Throughout my engineering recruitment career I have been surprised at how indecisively field engineers can describe their interviews – even minutes after getting out of them!
Even when a service manager has the best intentions; without proper preparation and practice engineers often leave interviews lacking Certainty of their:
-Value to the company
-Decision they will make (if offered)
Note the key word above:
Certainty IS NOT ‘They have a few more people to see first’
nor is it ‘I’m not sure what they thought of me, I think it went OK though’
and it is never ‘Let’s see if they come back with anything first’
Certainty IS ‘I really want this, it’s perfect for me’
and ‘That was the best interview I’ve ever had’
and ‘Don’t tell them I said this Matt, but after that meeting, I’d pay them to go and work there!’
These are things we hear repeatedly after engineer’s interview with our most aware and astute service managers and our favourite SME directors; those who’ve been receptive to following our pre-interview tips and advice to help them rapidly grow their companies.
HOW CERTAIN ARE YOU? (Really?) That engineers are saying things like ‘I’d work there for free’ after interviewing with you?
In today’s competitive UK engineering services market, it is essential candidates come away from interview in no doubt of their:
Suitability for the opportunity; and how they will add value to your team.
Interviewer valuing them highly; that you appreciated their specific skills and personality.
Strong desire to join the company; to work with you and your team, ahead of anyone else.
And this goes for your 1st 2nd and 3rd choice candidates too!
Those who just miss out:
-May be perfect for future roles.
-Will tell others about your fantastic company.
-Could be motivated to re-apply later, even years down the line.
An interview should ALWAYS conclude with an engineer’s Interest, Knowledge and Confidence all Peaking; leaving them primed and ready to say ‘YES!’ to your offer without hesitation (and to describe your company as ‘top notch’ to their engineering pals).
Fresh from meeting you a candidate must also be able to clearly recall
Your company’s unique story;
The background of their future boss;
and the feel of the team that they will be joining.
The information you give must ensure the candidate is fully informed, intrigued and charmed such that they have strong enough interest (and memory recall) to bridge the (several days/weeks/months) gap from interviewing to the day they start work with you.
This interim period can be a time plagued with personal doubt, uncertainty, and competing offers and interviews, that obscure and cloud the clarity your message and opportunity.
To keep your offer acceptance to new employee conversion ratio high you must take responsibility for your potential new employee remaining interested and confident enough to want to join you ahead of; a counter-offer to stay put with their current employer; and any competing offers they receive from elsewhere.
Remember: Candidate Confidence is KEY.
A candidate who feels Certain they will;
Fit in; be Valued; and have genuine Opportunities to Progress;
Will easily decline a pay rise or promotion offer from their boss when handing in their notice.
An uncertain or unconfident candidate will often stay put where they know the lay of land;
it’s just that much easier to say yes to the familiar when the future is unknown, unclear or uncertain.
An exceptional or rare engineer will have multiple companies pursuing them.
If they are interviewing with you as say company 3 out of 5, you MUST be outstanding and create a stronger impression than the companies they see first and last. Studies have shown the first and last will always be most memorable all other things being equal. If your main competitor of the engineer’s prospects is who they see last it will be imperative that you significantly out shine them. If it comes to a split decision you could miss out just because your impression was less fresh in the engineer’s mind.
If you work with a proper recruiter who head hunts for you (rather than just advertising and forwarding mixed cv’s) ensuring the candidates have optimal Interest, Knowledge and Confidence is even more important. A head-hunted engineer must be shown the grass is greener with you, to even consider leaving a role they are happy in.
To ensure your recruitment campaign is successful you must fill EVERY interviewee with confidence and clarity about the role, their value to your team and company, and how they will fit in and be welcome.
If you are not doing this already you must learn and learn fast. I predict that with a little preparation and practice you will noticeably boost your success when you next recruit.
Would you like even more great advice on hiring top engineers?
Call us now: 02392 985 782
Let’s BOOST Your Recruitment this Summer!
Thank You, Matt