Engineers are constantly innovating and creating new products and services, changing our world and our lives. So it is fitting that some engineering firms and recruitment specialists are stepping up to meet the innovative levels that their world operates in when they are looking to employ new recruits. Whilst some engineering recruiters use the good old traditional techniques of online web submissions, there are several companies thinking outside of the box.
Computer engineering geniuses have created the most important and influential tool of the 21st century – social media. From the development of Facebook from Mark Zuckerburg’s bedroom to the cool new interface of Instagram, social media platforms are used by millions of users around the world. So it makes sense that an increasing amount of engineering firms and recruiters such as Orion Group, are turning to the platforms to reach out to their potential employees. With the ability to narrow down audiences so they are completely targeted to the perfect candidates, as well as increase their reach due to the expansive nature of social media, these tools are increasingly relevant to recruiters, with 94% of them using the tools. They are also free to use and quick to set up and send messages through, always a plus. LinkedIn is the top platform used, followed by Facebook and Twitter. Beware though, 3 of 4 hiring managers check candidates social profiles.
Google are one of many innovative companies known to use this technique. The idea is to simply set puzzles and tasks to prospective candidates; getting them to problem solve their way to the to an application. SeatGeek took this concept one step further, inviting computer engineers to hack their way into their website to submit their CV.
The USA Department of Defence took a different tactic whilst on the hunt for automotive engineers. First, they had a problem. They were due to upgrade their robotic vehicles and they needed the brains to do it. Therefore, they invited engineers to have a go at creating new and improved technology, showcasing it in a 250 mile race across rough terrain, resulting in a win-win situation, with new technology and new employees.
During 2010, Atlassian embarked on a ’32 campaign’ offering newly recruited engineers a holiday when hired so that they could start their new job feeling relaxed and refreshed. Why? Well, Atlassian’s objective was to make their workplace the most desirable in the world, attracting in new talent, differentiating themselves from the crowded marketplace.