Are you having trouble recruiting engineers? You’re not alone. Finding top engineers and being the first to engage them is incredibly hard to do. After putting in so many hours looking for leads and going through countless interviews, it can be frustrating not to fill in positions as soon as you need them filled. 

At some point, you might have concluded that the recruitment pool is drying up. You might also have thought there are not enough talented engineers for your job openings. The truth is, there are highly qualified engineers out there.

Read on to get some valuable insight into why recruiting engineers is a daunting task and what you can do to get the best ones on your team. 

Why Is Recruiting Engineers So Hard? 

Let’s first talk about why it’s hard to recruit engineers. 

The Market for Engineering Talent is Very Competitive 

Engineers are pillars of innovations, so they are in high demand in many sectors. Their role requirements are highly specific and demanding as well. Engineers develop new products and specify functional requirements, including designing, testing, and evaluating project success, cost, sustainability, and reliability. They perpetually apply the principles of science and mathematics to develop solutions to a wide range of technical challenges. 

Engineers possess a particular and impeccable set of skills. So, many factors come into play in engineering recruitment markets, such as supply and demand, recruitment strategies, and employee retention. Since engineers are highly sought-after, they are quite happy with their chosen careers but are seldom a hundred percent satisfied with their employers. The number of jobs is much higher than the number of engineering graduates produced each year, which is good news for employed engineers actively looking for new opportunities and willing to explore their options. 

This situation poses both a hiring opportunity and uncertainty. In a market where your competitor can easily poach your engineers and vice versa, the challenge lies in ensuring you can retain your employed engineers and develop recruitment strategies to get the best from the employed and unemployed talent pool. 

Employers Put Too Much Weight on Monetary Compensation and Not Much Else 

If you have difficulty recruiting engineers, revisit your recruitment strategies. If a company fails to sell the role to spark interest, chances are your candidates might choose a more innovative job post than what you’re offering, even if the pay you offer is better than others. Also, it is essential to boost your employer brand by marketing the job role. Engineers want to make a difference, and if a candidate does not share your company’s vision, they will turn you down.

Engineers also seek an environment for personal and professional growth. No matter how high the salary is, if there are no career or knowledge advancement opportunities, your job offer will not make as much impact. Engineers want to work with like-minded individuals and colleagues, create a product they are proud of, solve problems, shape the industry, and evolve. Overstating monetary compensation hurts your brand image more than it helps. It shows how the company values profit over achieving shared goals. 

That said, an attractive compensation package in itself is not bad. Engineers do not have a vow of poverty after all, and getting paid handsomely is mostly an expectation nowadays. However, money is only a part of a whole compensation package. If your offer fails to include flexible workdays, time off, healthcare, bonuses, personal and professional development opportunities, this might greatly affect your candidate’s decision to take the job. Some candidates even favor benefits over monetary compensation, and sadly, some companies overlook this fact in the hiring negotiations. 

Job Descriptions are Too Specific with Overly Complex Qualifications 

It is a major turn-off for candidates if a company requires far too specific qualifications for a role. Yes, engineers need to bring a particular technical skillset. However, requiring a long checklist such as 14 or more certifications, 10 or more years of progressive leadership experience under their belts, and a Mensa membership can lead employers to miss out on high-quality talents.  

Overall, a good recruitment strategy gives your candidates the confidence that they are qualified for the job even before they begin. On the contrary, asking for too much can make a candidate feel inadequate and turn down any job offers from your organization. If that is what your candidate feels, it may affect their work performance by constantly second-guessing themselves and not reaching their full potential. 

Lastly, having an overly complex list of qualifications for your candidates might be perceived as rigidity. This may send a message that a company only hires seasoned veterans and that there is no opportunity for growth and professional development within the organization. 

Not Partnering Up with a Trusted and Reliable Staffing Agency 

If your efforts yield unsatisfactory results, then get help! One of the reasons you can’t find candidates might be because they’re already working with specialized agencies. Also, save yourself the hours of manpower and energy you put into recruiting and let the job be done for you. 

Choosing not to work with recruitment agencies puts a company at a disadvantage in the competitive talent marketplace. Staffing companies give you access to hidden talent pools without depending on job advertising to find top-notch engineers. 

For startups or smaller companies, enlisting help from a staffing agency is the best choice. When the advice “market the position” was thrown around, it also included building your company’s image, reputation, and authority. If the candidates do not know you and you reach out to them, their reception might not be as well as you hoped. However, when a reputable staffing agency recruits them, it assures them that your company is credible as well. 

For established institutions and organizations, partnering with a staffing agency saves you unnecessary work with the added benefit of tapping into the industry expertise that recruitment agencies bring.  

Building a collaborative partnership with an excellent staffing agency can solve your recruitment woes. An engineering manpower agency knows how to meet the specific needs of both engineers and employers and plays a vital role as a matchmaker. They ensure a steady supply of pre-screened and vetted candidates ready to start their professional journey within your company. Agencies also ensure you get the right people, helping you create life-long partnerships with your engineers.  


Recruiting engineers is a breeze with Agile Workplace Staffing (WPS). We can’t wait to start building the bridge between your company and the engineers you are looking for. Our talent sourcing capabilities ensure that you get highly qualified engineers for your job vacancies. We at Agile WPS know the value of having the right people in your company, and we have made it our mission to help you. 

With our team of experienced recruiters and business consultants, we can help you build life-long relationships with sourced and pre-screened engineers from any industry. So send us a message today, and together, let’s find the top-tier engineers you need.