Outside-the-Box

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How Do You Think Outside the Box When Trying to Fill Your Validation Engineer Jobs?

Tips to Improve and Accelerate Your Hiring Process

Candidates are becoming increasingly confident when searching for quality validation engineer jobs. In fact, Gallup has reported that in just five years, confidence among validation engineers seeking new jobs has increased by 21%.
The talent is out there, but the competition is fierce on both sides of the fence. When you think recruitment, do you immediately ask for skills and experience? Because if that’s all you’re doing, you’re not thinking outside the box.

To attract the best validation engineers, you need to go the extra mile. In this article, we explain how to improve your recruitment process and heighten your presence amongst your competition.

The Power of Your Job Description

Is this your idea of a good job description?
• A summary of the role
• A list of required skills
• A set number of years’ experience required
• A deadline to apply

If you want to appeal to the best in the industry, you just cannot do this anymore. You should be:
• Presenting a dazzling opportunity and what it entails
• Describing an organizational culture that the best candidates want to be part of
• Making sure you don’t miss out on top talent because you limited the application to a certain number of years’ experience – focus on skillsets instead
• Presenting an array of perks and benefits for the candidate to take advantage of
Lose the dullness. Make your job description concise, to the point, and, most of all, vibrant.

Put Colour and Speed into the Recruitment Process

The average time it takes to recruit new employees is around 52 days (according to Glassdoor). If you want to recruit the most talented, this is way too long. The longer you take to move talented candidates through the recruitment process, the more likely they are to accept a position with your competition. And top talent is snapped up in around 10 days.

You should also end the days of a black-and-white, boring old recruitment process. The process itself is an opportunity to show the candidate what they can be a part of. If possible, you should:

• Allow them to interact with employees
• Introduce them to the team
• Show them your great products and their purpose
• Show them around their office base or headquarters
• Ask them for feedback on their opinion of the environment they’ll be working in or processes you’re using
• Measure their experience in your recruitment process. (This is a service that HERO offers to our clients, free of charge. We can also help with advice if you need it.)

Venture out of the interview room
Give candidates an insight into what you’re offering, and have confidence in your employees to show them what a great place to work you offer. Meanwhile, you’ll also learn a lot more about the candidate and how they behave beyond the interview room.

Don’t Limit Your Recruitment by Strict Experience Guides

Don’t cast aside candidates who fall slightly short of the experience you’d asked for. If you do, you could be missing out on the most talented and skilled validation engineers . If you leave no stones unturned, you are less likely to miss out on a diamond.

Ask the right questions
Begin the interview by making the candidate feel comfortable and confident. While a candidate may be nervous in the interview room, they could be very confident in their role. An interviewer’s job is to uncover the real person in the hot seat.

When asking questions to discover more about the candidate, make your questions specific.
Don’t ask: ‘How passionate are you about being a validation engineer? ’
Do ask: ‘In your opinion, which quality control procedures are often overlooked?’
You’ll learn more about the depth of knowledge the candidate has, their opinions, and how they form constructive conversations. Specific questioning is highly effective to learn about a candidate’s knowledge, experience, communication skills, and confidence.

Sell Your Culture

People don’t simply want a job anymore. They want to be a part of an organisation whose culture aligns with their own. They want to progress and develop within a supporting and thriving environment, with matching values and beliefs. They seek purpose in their work.

It is your job to sell them your culture. Show them the best side of your business, and why your people rarely move on. And if they don’t align with your culture? Then they are not right for you.

Join Communities Where Validation Engineers Hang Out

The world is a more connected and communal place today, thanks to the Internet and social media. This enables you to connect with quality candidates more easily, thus extending the breadth and depth of your reach.
Join forums and communities where validation engineers ‘hang out’, and participate in those communities. You’ll learn much about the quality of potential candidates, as they will about you.

Highlight the Real Benefits of Joining Your Team

In line with the right culture, your company benefits need to stand out, too. Lead with wellbeing, encouragement, and support for your candidates. Consider offering:
• Flexibility
• Health and fitness programs
• Gym membership discounts
• Free healthy snacks
• Free health checks
• Confidential counselling

Talented validation engineers want to work for a company that cares. Salary is only part of the equation. The perks you offer can be very persuasive, especially if they show you are 100% in tune with the health and wellbeing of your employees. Flaunt these perks and be proud of your supportive network, and you’ll have a team of top employees – and you’ll retain them.

Stay in Touch

There are always candidates who fall just short of your requirements, or who are beaten to the offer by a slightly more experienced candidate. Rejected candidates who were within a whisker or two of receiving an offer could be your best source of new recruits in the future. In a couple of years – or perhaps even sooner – these candidates are likely to have the experience you need. It’s easier to recruit from an established network than from scratch.

Deliver a Quality Candidate Experience to Net Quality Candidates

Candidates share their recruitment experiences with colleagues and friends. A poorly designed and badly executed hiring process speaks volumes about you as an employer. It will earn you bad reviews on jobs boards and engineer communities. Vice versa, deliver a quality candidate experience – one that is smooth and sharp, and during which the candidate is kept informed and involved – and it will help you to become an employer of choice.

If you’re trying to fill a validation engineer job, get in touch with us here at HERO today – we already have our finger on the pulse with the best in the business. Let’s make the connection, and smooth your path to a successful hire.

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