MILWAUKEE, Feb. 18, 2011 /PRNewswire/ -- Manpower Professional observes National Engineers Week, February 20-26, and shares tips for employers looking to recruit top engineering talent. Despite high unemployment, Manpower Professional continues to see increased demand for engineers. According to the annual Manpower Talent Shortage Survey, engineers ranked eighth in the top 10 U.S. jobs most in demand in 2010 and first in 2009.
"Employers are already struggling to fill engineering positions, and demand continues to grow," said Manpower Professional Vice President Rich Hutchings. "This talent mismatch, between the open positions and the candidates with the right skills to fill them, presents an enormous challenge for employers. With a limited pool of candidates, understanding what motivates engineers is a key component to attracting engineers to companies nationwide."
Since 1968, Manpower Professional has been a leading provider of specialized engineering talent for positions across all engineering market segments. Manpower Professional has identified these important tips for employers recruiting engineers:
- Showcase your cutting-edge technology – Engineers want to work for companies that are technologically advanced and in line with, or ahead of, the competition. During the recruiting process, recruiters should be able to articulate the technology engineering candidates will be exposed to and reinforce the company's technological advancements.
- Identify the need for creative solutions – Engineers are analytical thinkers and innate problem solvers. Positions that allow them to apply these skills and develop innovative engineering solutions will be the most desirable.
- Reinforce the possibility for advancement – Similar to most professionals, engineers want to connect with a company that offers opportunities for advancement. This doesn't necessarily mean a path to the C-suite, but it does mean opportunities to enhance knowledge, involvement and influence. Employers should address advancement opportunities and reinforce that they are an important part of the organization overall.
- Focus on how the position helps the bottom line – Engineers want to make a difference and be part of a project or department that drives organizational objectives and impacts the corporate bottom line. This is an attractive incentive to talk about during the interview process.
- Pay well, offer good benefits and show flexibility - In this buyer's market for engineers, compensation, benefits and workplace flexibility make a big difference in attracting the best talent. Competitive salaries and strong benefit options can tip the scales for engineers choosing one company over another.
The National Engineers Week Foundation, a formal coalition of more than 100 professional societies, major corporations and government agencies, is dedicated to ensuring a diverse and well-educated future engineering workforce by increasing understanding of and interest in engineering and technology careers among young students. Engineers Week also raises public understanding and appreciation of engineers' contributions to society. Founded in 1951 by the National Society of Professional Engineers (NSPE), it is among the oldest of America's professional outreach efforts.
About Manpower Professional
As a world leader in professional employment services for more than 40 years, Manpower Professional delivers talent and project solutions in the areas of engineering, finance, IT, and clinical/scientific and business operations. Every day more than 10,000 consultants help our clients achieve their business objectives. Manpower Professional is part of Manpower Inc., a world leader in innovative workforce solutions, creating and delivering services that enable its clients to win in the changing world of work. Manpower's worldwide network of 4,000 offices in 82 countries enables the company to meet with needs of its 400,000 clients per year. For more information, visit www.manpowerprofessional.com or http://press.manpower.com/.