Innovate

Jobseekers: Here's a tip to dramatically boost your interview chances? Tailor your resume like a pro! Don't just fire out a generic CV and get annoyed when you're not selected for a meeting! And don't just list your skills and experience... Instead, show how it directly solves the company's problems! Read the job description, identify their pain points, and position yourself as the solution. Trust me, this approach makes hiring managers sit up and take notice. It's not just about what you've done; it's about how you can help them. Give it a shot and watch those interview invites roll in.

🔍 Unveiling the Mystery: Why Top Automation Engineers Are Bypassing Your Job Ads.. In today's hyper-competitive industrial automation landscape, a staggering 89% of manufacturers are struggling with direct engineering hires. As a specialized Industrial Automation recruiting partner, we help hundreds of ambitious businesses across the US to successfully hire hundreds of automation professionals annually – with a ‘time-to-hire’ statistic of just 14 days, you get the exact expert you want, exactly when you need them! Our secret? We support businesses in making these highly technical, sought-after hires not from job ads but from our exclusive candidate network we've painstakingly built over the last two decades! However, for those companies determined to navigate this challenging terrain directly, be prepared for extended hiring timelines and potential compromises on skills and cultural fit. If you're committed to this path, here are 6 tips that may help to improve your application rates: 🔥 Simplify Your Process: A whopping 60% of candidates abandon complex applications. 🔥 Craft Clear Job Descriptions: 72% of talent is deterred by vague or convoluted postings. 🔥 Streamline Interviews: 60% drop out due to lengthy procedures. 🔥 Offer Competitive Pay: Automation engineer salaries are rising 4.5% annually. (we offer free personalised salary benchmark guides, bespoke to your exact skill, experience, location needs) 🔥 Highlight Company Culture: 77% of candidates consider this before applying. 🔥 Embrace Flexibility: 74% of engineers prefer remote or flexible options. 💣The automation talent shortage is real, and if left unresolved the negative impact on your business can be significant. 💣 If you are you open to exploring how we can help transform your hiring approach and secure the talent that will drive your company's future, reach out to me directly for an informal conversation and an opportunity to share some ideas. 🙏 Let's discuss and find solutions together! #IndustrialAutomation #TalentAcquisition #EngineeringRecruitment 

🚨 Alarming Hiring Reality Check 🚨 Picture this: Out of your last 10 hires... • 3 are already planning their exit within 6 months • Another 3 are silently disengaged, counting down the days That's a staggering 60% of your new talent either leaving or mentally checked out. 💸 The cost? Astronomical. 😓 The frustration? Immeasurable. 🔄 The cycle? Seemingly endless.... As a 20 year Recruitment Business owner in the engineering and tech space, I've seen this scenario play out far too often. It's not just about lost productivity – it's about shattered team morale, derailed projects, and a hit to your employer brand. Can you really afford to have 2/3 of your new hires with one foot out the door? But here's the silver lining: It doesn't have to be this way. We've cracked the code on retention and helping our clients achieve what seemed impossible: ✅ 98% long-term retention rate ✅ Engaged, motivated employees ✅ Thriving, innovative teams HR leaders, Talent Acquisition specialists, Hiring Managers – if you're feeling the pain of this revolving door, let's talk. Don't let another quarter go by watching top talent slip away.👉 DM me now to discover how we're helping companies like yours achieve workforce utopia. Your future self (and your bottom line) will thank you. #TalentRetention #HiringSuccess #TechRecruitment #EmployeeEngagement 

As someone who’s been in the automation and controls recruiting game for 20 years now, I’ve seen a lot of change happen but I've noticed a trend that's been gaining pace over the last few years and it's worrying me! 🛑 💲 💰 With automation and controls engineers in such high demand and not enough talent to go around, big companies (with deep pockets) are stepping up their salary-game.... They’re boosting pay checks to keep their top talent from jumping ship. 💰 💲 Fair enough, right - they've got the resources to do it! Problem is, it's making it really tough for smaller companies to keep up! 😪 Pricing out smaller companies is a real threat to our economy. It cuts down on choices, stifles innovation, and gives way too much power to a handful of big players. Small businesses are essential for creating jobs and bringing in fresh ideas. When they struggle, we end up with higher prices and less competition. Plus, it can hurt local economies and widen income gaps. We really need a good mix of small and large companies to keep our economy healthy! 🦅 So, what can smaller automation companies do to attract and retain great talent without getting into a salary bidding war? I've put together 10 tips that can help smaller firms to attract talent, without getting into a salary battle: 💪 🎯1. Embrace Flexibility: Offer remote work options or flexible hours. People love that! 🎯2. Invest in Growth: Show clear paths for career advancement and professional development. 🎯3. Foster Innovation: Create an environment where engineers can tackle exciting projects. 🎯4. Build a Strong Culture: Cultivate a positive workplace that people want to be part of. 🎯5. Offer Equity: Consider stock options or profit-sharing to make everyone feel invested. 🎯6. Focus on Work-Life Balance: Highlight this as a key advantage over larger firms. 🎯7. Provide Mentorship: Pair new hires with seasoned team members for guidance. 🎯8. Highlight Impact: Show how their work directly contributes to the company’s success. 🎯9. Offer Unique Perks: Think outside the box—maybe unlimited PTO or sabbaticals? 🎯10. Leverage Your Agility: Showcase how smaller companies can adapt quickly and innovate. 🔥Remember, it’s not just about the paycheck!🔥 💪⭐📈 The Control Engineering Career and Salary Survey 2022 found that many engineers value technical challenges and a sense of accomplishment even more than financial compensation!!! 📈⭐💪 If you’re looking for permanent hires, contract-to-hire options, or project-based contractors, we’re here to help you find the right fit for your team. The right engineer can truly make a monumental difference! ☎ Drop me a line to see how we can work together to build your dream team!

Exciting shifts in the engineering world! 🚀 Just got my hands on the latest labor stats report, and there's some interesting movement in our industry: Construction is booming (+25,000 jobs), outpacing its 12-month average. This signals increased demand for civil and structural engineers. 🏟🏗 Manufacturing's slight dip may reflect pre-election jitters, but don't be fooled. The motor vehicles sector's fluctuations hint at a shift towards specialized, automation-focused roles. 🤖 Professional and business services, including engineering consulting, show steady growth - a positive indicator for our industry. 💪 With unemployment at 4.1% and wages up 4%, we're in a talent-driven market. 📈 It's prime time for engineers across all disciplines - civil, mechanical, electrical, automation, and controls. 🔧 The engineering landscape is evolving rapidly, presenting new challenges and opportunities. As always, if you're an Automation or Controls Engineer looking to make a move or need help finding that perfect engineering candidate, drop me a line. ☎ #EngineeringCareers #LaborTrends #AutomationEngineering

Ever gone grocery shopping on an empty stomach? 🍕 You walk in for a loaf of bread and come out with a cart full of snacks, frozen pizzas, and a questionable amount of chocolate. Why? Because when you're starving, everything looks deliciously irresistible! Now, flip that comparison to recruiting…. You’ve been advertising directly on LinkedIn for several weeks, received a handful of mediocre resumes and now that hire is critically urgent!!! Now you’re starving…. So you rush to fill the position, grabbing the first candidate that catches your eye—only to realize they don’t quite fit your recipe for success. 😅 Using a specialist recruiter is like shopping with a full belly. You get to take your time, evaluate options, and find the perfect fit without the pressure of hunger (or hiring panic). So, next time you're feeling the crunch, remember: don’t hire like you're shopping hungry! 🍽️ Get ahead of the game and find the talent that truly satisfies your needs! #Recruitment #Hiring #TalentAcquisition #Automation #ControlSystems

Eager to settle this debate I've seen doing the rounds on LinkedIn recently…. 📣 'Is a Growth Mindset the Same as Positive Thinking?’.... 📣 Spoiler alert:..... It’s not!!!! While they sound similar, they're actually very different. A growth mindset, a concept by psychologist Carol Dweck, is all about believing that you can improve your skills and abilities through effort, learning, and persistence. It's about embracing challenges, learning from mistakes, and seeing failures as stepping stones to success. It’s not just about feeling good but about actively growing. On the other hand, positive thinking is more about keeping an optimistic outlook. It’s the belief that good things will happen and that you can handle whatever comes your way. It’s important for emotional well-being, but it doesn’t necessarily focus on the idea of growth or learning. So, while a growth mindset involves some positivity, it's more focused on taking action and learning rather than just staying upbeat. They’re not the same—but they can definitely complement each other! Here’s my two cents worth… Positive Thinking ≠ Growth Mindset: Positive thinking focuses on expecting good outcomes. A Growth Mindset is about working with what is and adapting to reality. Growth Mindset Embraces Failure: Instead of avoiding failure, it uses it to learn and improve. Failure is just data to pivot from. Risk-Taking: Growth mindset encourages calculated risks. Positive thinking often avoids them to maintain optimism. Action Over Expectation: Growth mindset is about doing, learning, and iterating—not just hoping for the best. Grounded in Reality: While positivity keeps spirits up, growth mindset focuses on practical, real-world learning and progress. Don’t get me wrong… When hiring for our team here at @innovate - we actively seek out positive thinkers, but don’t confuse it with a growth mindset – that’s about moving forward, not just feeling good. For us, a Growth Mindset is non-negotiable. But here’s the bigger questions… Can a Growth Mindset be taught? What do you think?