You post the job, wait weeks for applications, and when you finally identify a strong contender, they’re already entertaining multiple offers. Sound familiar?
The reality is stark: engineers are in short supply, and they won’t wait around for slow decision-making, nor will they accept offers that aren’t competitive.
Many companies feel like they’re constantly playing catch-up, scrambling to fill critical roles. This talent shortage isn’t just a minor inconvenience; it’s a critical bottleneck for innovation, preventative maintenance, and growth. Every day a key engineering role remains unfilled, projects stall, deadlines slip, shutdowns happen, and your competitive edge dulls.
While some factors – like location, shift schedules, and salary structures – may be beyond your control, there are still powerful ways to stand out and secure the best talent in the industry.
Strategies for Success
Offer Accommodation Perks
Housing and commuting costs are major concerns, particularly for younger engineers. While industries like healthcare and hospitality have long provided accommodation support, engineering employers are now seeing the benefits too. Some of our remote clients in the islands have successfully partnered with relocation specialists to attract top talent. Similarly, Chivas offers on-site accommodation, strengthening employee commitment while easing financial stress. Introducing similar initiatives can help you build a dedicated workforce.
Tap Into Employee Networks
Engineers stay connected, and word-of-mouth referrals remain one of the most effective hiring strategies. Companies like Monster Energy and CCEP have used internal networks for years, successfully attracting top talent through referral incentives.
By creating a strong referral programme, you can accelerate quality hires while building a sense of community within your team.
Offer Accommodation Perks
Housing and commuting costs are major concerns, particularly for younger engineers. While industries like healthcare and hospitality have long provided accommodation support, engineering employers are now seeing the benefits too.
Some of our remote clients in the islands have successfully partnered with relocation specialists to attract top talent. Similarly, Chivas offers on-site accommodation, strengthening employee commitment while easing financial stress. Introducing similar initiatives can help you build a dedicated team.
Invest in Apprenticeship Programs
Long-term investment in talent pays dividends. Diageo runs one of the most successful apprenticeship programs in Scotland, offering opportunities across multiple disciplines along with robust learning support. As a result, they boast some of the lowest attrition rates among engineers in the UK.
UK studies repeatedly show that apprenticeships generate high levels of employee loyalty, with many apprentices choosing to stay with their employer post-training.
This reduces recruitment costs and attrition. If you’re not investing in the next generation of engineers, you risk falling behind.
Build a Culture That Retains Talent
Recruitment is just the first step – keeping engineers engaged is another very real challenge. A toxic environment will repel talent faster than any recruitment campaign can attract it.
Engineers talk, and even mere rumours of a negative or blame-oriented culture can drastically reduce the number of applications your business receives.
Common Pitfalls to Avoid
Dragging Your Feet
Hesitation is the silent killer of recruitment. If you identify a strong candidate, assume that other employers have too. Engaging them isn’t enough – you need to streamline your hiring process to stay competitive.
Remember, engineers are in high demand. If your process is slow or overly complex, top talent will move on. Treat interviews as a two-way street – sell your company and the opportunity at every stage while respecting candidates’ time.
We strongly recommend keeping the process to a maximum of two interview stages unless absolutely necessary. Additionally, scheduling at least one visit day during the candidate’s notice period can help further engage them, allowing them to meet the wider team and integrate before their start date.
Dismissing Interim Talent
Interim hires can be a strategic advantage. Leading companies integrate contract professionals to fill skill gaps and drive innovation.
Beyond providing a cost-effective solution for immediate needs, interim professionals bring fresh ideas, flexibility, and scalability. Many also contribute to long-term upskilling within teams. With minimal risk and high potential rewards, overlooking interim talent could mean missing out on valuable expertise.
Neglecting Cross-Training
Failing to invest in skill-building is a costly oversight. Siemens and General Electric have proven that cross-training programs keep employees engaged, versatile, and loyal – key factors in long-term retention.
Talk to Denholm
Companies that adapt and innovate their recruitment strategies will thrive in the race for engineering talent. Speed, flexibility, culture, and forward-thinking development programmes will define the winners in this industry. Take inspiration from the best, refine your approach, and make 2025 the year you build the ultimate engineering team.
If you’d like more help hiring engineering talent, contact Denholm today.
