Hiring Top Engineering Talent: Strategic Approach

Switzerland stands out as a leading player in the engineering and tech industry, supported by excellent educational institutions like EPFL and a vibrant start-up and scale-up ecosystem. Governmental and cantonal programs, such as Innovaud, Innosuisse and EPFL’s Innovation Park, are driving significant growth. However, the increasing demand for qualified engineering and tech talent presents substantial challenges as supply struggles to keep pace.

As cutting-edge solutions often require specialized expertise, HR professionals face the complex task of navigating a highly knowledgeable talent pool to effectively grow their organizations. When demand outstrips supply, a proactive approach is essential for attracting top-tier candidates. These professionals typically have multiple offers, making traditional job boards less effective. To help you succeed in filling these critical roles, here are a few strategic tips.

Develop a Clear Hiring Plan

The foundation of a successful hiring strategy is a well-defined understanding of your needs. Start by creating a detailed profile of your ideal candidate, which will help refine your search.

Begin with the basics: consider the demographics and backgrounds of your current team, and analyse any previous hiring missteps to identify what didn’t work. Determine whether remote work is an option, the necessary on-site presence (and if relocation is required), and the specific skills and educational background needed for the role.

Answering these questions early in the process will streamline your approach and save valuable time. For instance, if your ideal candidate lives three hours away, has a young family, and you require four days of on-site work per week, this mismatch should be addressed promptly, allowing both parties to move on if necessary.

Ensure your requirements are clearly defined and consider whether you have the internal resources to accurately assess technical skills.

Target the Right Candidate Pools

Understanding where your ideal candidates are likely to be found is crucial for targeted recruitment. Identify the networks they use—not just LinkedIn, but also professional certification bodies, alumni networks, and industry-specific platforms. Mapping the market allows you to identify potential donor companies and understand the broader ecosystem. This knowledge gives you an advantage when competitors are hiring or downsizing. For example, a missed funding round at a competitor could quickly create an available pool of qualified candidates.

Provide a Positive Candidate Experience

Clear and transparent communication is essential throughout the hiring process. Whenever possible, move candidates through the process swiftly. Providing a clear “no” early on benefits both the candidate and the company, reducing uncertainty and saving time.

Make sure your offer is competitive. While salary discussions can be delicate, aligning your pay ranges with the market is crucial. If you’re hiring from abroad, ensure your offer meets Swiss standards—new hires will soon become aware of the local market rates, and salaries across Europe are on the rise. While a higher salary doesn’t necessarily increase motivation, being underpaid is a clear demotivator, as discussed in this article by Steve Smith.

Be Genuine

This advice applies to all hires, not just engineers: ensure that your company’s actions align with its words. Company culture and values are increasingly important in the hiring process, from both the employee and employer perspectives. We’ll delve into this topic in a future article, but for now, remember that superficial perks like a foosball table or after-work events do not constitute a true culture, as highlighted this article published by Kiran Kann.

By implementing these strategies, you can enhance your recruitment success and effectively plan for future hires. Although this discussion has focused on engineers, these principles are valuable in any tight job market and can be applied across the board.

About mPlusOne

mPlusOne is a Swiss recruitment agency, based in Lausanne, specializing in HR services for SMEs, organizations, and multinationals in Switzerland. Our services include headhunting and talent acquisition, temporary staffing, and Recruitment Process Outsourcing (RPO). With local expertise and a global network, we efficiently find top talent, saving you time and resources. Our tailored approach ensures a perfect match between clients and candidates. Partner with mPlusOne to build a stable, productive workforce.