Employer Branding for
Engineering organizations are in a war for talent. Unlock innovation and drive performance by engaging a higher level of talent and ensuring they to want to join your company with an attractive, sustainable employer brand.
Engineering organizations of all sizes and spanning all industries and sectors are all in a war for talent. In a function and specialization as technical and innovation-driven as engineering, having the right team members can be the difference between rapid growth and stagnation.
Engineering drives product and solutions, and attracting the best talent results in outsized performance and business growth, which makes establishing an engaging engineering employer brand a crucial cog in the successful management of a engineering organization’s human resources (HR), marketing, and operations strategy.
Engineering talent is highly sought-after – which means that when recruiting costs are too high, cost per hire is skyrocketing, time to hire is increasing, or retention is falling, a comprehensive dive into your engineering organization’s employer brand can illuminate areas of opportunity for imminent improvement as well as strategic long-term opportunities to establish your organization as the best place to work in your sector.
What Bold, Ambitious Goals Can We Help You Achieve?
Employer Branding for Engineering Overview
Whether you are a manufacturing company, in complex construction, or engage in bespoke industrial solutions, each engineering organization is unique and has it’s own ambitions and growth goals. Because of this diversity, engineering presents numerous opportunities for great talent to find their niche and add value to their employers. After all, many talented employees can excel and climb the career ladder at a fast pace when in the STEM space.
It’s no secret, too, that engineering is crucial to the economic performance of the entire economy. This is why establishing an attractive employer brand for engineers is not a one-size-fits-all exercise. The tactics and strategies to optimize your engineering employer brand and recruitment marketing efforts are tied to your organization’s unique employer value proposition (EVP) and strategic goals.
Our Process & Employer Branding Strategies for Small Businesses & Startups
At Daggerfinn, our employer branding and recruitment marketing strategies are scalable and tailored to our clients’ unique talent acquisition and talent brand current state.
Our tailored employer branding strategies are developed on important current state insights derived from:
- Job Description Analysis
- Job Application Portal Analysis
- Candidate Research
- Interview Process Analysis
- Candidate Experience Analysis (Surveys)
- Employee Experience Analysis (Surveys)
- Brand Perception Analysis
- Selection Criterion Analysis
- Job Offer & Onboarding Analysis
- Compensation Package Analysis (Competitiveness Analysis)
- Cost Per Hire Analysis
- Time To Hire Analysis
- Employer Value Proposition (EVP) Consistency
- Intra-Industry Competitiveness Analysis
- Location-Based Job Availability Density Analysis
How To Attract The Best Professionals To Your Engineering Organization
When it comes to attracting and hiring the best engineering professionals to your organization, establishing a sustainable competitive advantage from your engineering employer brand is crucial. At the end of the day, talent can make or break your organization’s ability to reach its business targets.
With a great employer brand for your engineering organization, you can tap into efficiencies that lower your cost per hire, improve retention, decrease your time to hire, and improve the candidate experience. When candidates want to come work for you, your organization is protected from external labor market shocks and your hiring costs fall over time – a true sustainable competitive advantage.