That doesn’t mean trying to predict the future or writing a job specification containing every skill you might conceivably need. It means looking for people with the ability and appetite to develop. Someone who is curious, adaptable and comfortable learning new technologies can sometimes bring considerably more long-term value than a candidate whose experience is an exact match for today’s project but who has little interest in moving beyond it.
This is particularly relevant in engineering because technical skills never stand still. Software develops, manufacturing processes change, electrification continues to reshape automotive engineering and automation is altering the skills required across production environments. Businesses that recruit solely around the technology they’re using today risk building teams that become harder to develop tomorrow.
I’ve always believed that recruitment works best when you understand where the business is going, not simply where it is now. When we talk to clients at ASL Technical, knowing about future projects, investment plans and the direction of the organisation can be every bit as useful as understanding the vacancy itself. It allows us to look for people who can grow with the business rather than simply fill the immediate gap.
There will always be occasions when you need a particular skill urgently, especially with contract recruitment. But when you’re making a longer-term appointment, it’s worth considering whether you’re recruiting someone to complete today’s job or someone who can help you tackle tomorrow’s challenges as well.
Final Thought
The right engineer shouldn’t just fit the vacancy you have today. Ideally, they’ll still be adding value when the job itself has moved on.
Photo by Brecht Corbeel on Unsplash
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