Finding an IT engineer is not always easy for a company. This is often a very technical profile that can be difficult to find as a recruiter. What’s more, there are many offers on the market and few candidates, so a recruiter may have difficulty finding the profile that truly corresponds to the image of the company, or even to these values. Fortunately, there are different methods that can be implemented to recruit a research and development engineer.

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Take care of your HR marketing

What is called HR marketing or employer branding should not be overlooked when offering a job as a computer engineer  or any other type of position for which it is difficult to hire. Indeed, a candidate for a position will also carry out research on his side on the company in general, but also on the people who make up the teams with which he will be likely to work. Taking care of your image as a recruiter is therefore strongly recommended. Digital marketing actions can therefore be carried out such as:

The publication of photos of the team and locals on social networks

Sharing team interviews

Highlighting the advantages of working in the company

Etc.

Even before the job ad is published, taking care of your image with future candidates will put the odds on your side!

Highlight your offer and give it visibility

As mentioned above, there are many offers for few candidates for the job of research and development engineer. It is therefore necessary to take some care with the latter in order to recruit a profile that meets their expectations. We will therefore give the classic information such as:

Company information

The missions that will be carried out by the study and development engineer

The level of training and qualification required

The salary range

Etc.

We will also not forget to highlight the advantages that the candidate for the post of study and development engineer will have to apply (meal vouchers, mutual insurance, telecommuting, company car, etc.). In addition, giving details of the software used can help the candidate to know immediately if the offer corresponds to him.

It is also a lot of work relating to the visibility of the ad that will have to be done. We will make sure to solicit our network to make our needs known and we will try to target job ad sites consistent with the type of profile we are looking for.

Being honest about the recruitment process

If we want to prevent candidates from becoming discouraged and giving up along the way, it is better to be honest and transparent about the recruitment process. The recruitment of a research and development engineer is often done in several stages. Knowing these different stages will allow the latter to know at what stage he is and how many stages he still has to go through.

If you do not want to detail this in the job advertisement, you can absolutely mention it during the first contact. The candidate thus knows that his profile interests the company and becomes familiar with the entire recruitment process. It is thus up to him to say immediately if he wishes to play the game. The loss of time is thus avoided on the recruiter’s side as well as on the candidate’s side.

Chat with team members

At the end of the hiring process, an appointment can be set up so that potential candidates can discuss with their potential future manager and/or colleague. The opportunity for them to see if the current passes and if they manage to project themselves within this team. This can be a good way to create a climate of trust for his future research and development engineer.

Consider the possibility of work-study

It is quite possible to hire a research and development engineer that you have trained and already know. The idea here is to anticipate by offering a work-study position as long as another research and development engineer is already in place to provide training. The student thus comes to lend him a hand and follows all of his training within his company.

Once graduated, he is perfectly able to take up the torch if he wishes and the company benefits from a profile that knows his expectations and needs perfectly. Taking up the position is also much simpler and faster since the candidate already knows the missions that he must take on.