Aspen Technology Labs, Inc.’s Post

For a while now, candidates in the engineering industry have held a position of power. Though the number of vacancies worldwide is falling, 77% of employers still say they’re struggling to fill roles, leading to an influx of job opportunities for the right talent. If you have the in-demand skills engineering hiring managers are looking for, you could potentially have your pick of endless valuable job opportunities. Understanding which hiring trends will impact your job search in 2024, and how you can navigate the changing landscape is crucial. Here at Coalesce Recruitment, we’re giving you a behind-the-scenes insight into the latest recruitment trends you need to be aware of, as you step into the future job market in our latest report. Click the link below to access the report 👇✍ https://lnkd.in/eiAmRu63

Hiring in the electric vehicle industry comes with its own set of unique challenges. At EV.Careers, we understand these nuances and strive to make the recruitment process smoother for both employers and candidates. Here are five key challenges we often see, along with how we help address them: ⚡ 𝐍𝐢𝐜𝐡𝐞 𝐒𝐤𝐢𝐥𝐥 𝐒𝐞𝐭𝐬: The EV industry relies on specialized skills that aren’t always easy to find. Many candidates may not have the specific experience required for advanced roles, which can complicate the hiring process. We help tap into our extensive network to connect with candidates who have the unique skills your organization needs. It’s all about finding the right fit. ⚡ 𝐑𝐚𝐩𝐢𝐝 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐆𝐫𝐨𝐰𝐭𝐡: The pace of change in the EV sector means that hiring needs can shift quickly. Companies can find it tough to keep up, which can lead to missed opportunities. We help remain flexible and responsive to your evolving hiring needs, ensuring you have access to talent when you need it most. ⚡ 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐋𝐚𝐧𝐝𝐬𝐜𝐚𝐩𝐞: As more players enter the EV market, the competition for skilled professionals heats up. This can lead to longer hiring times and potential losses to other employers. We help provide insights into market trends and salary benchmarks, helping you create competitive offers that attract the right candidates without feeling overly aggressive. ⚡ 𝐋𝐢𝐦𝐢𝐭𝐞𝐝 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬: Many talented individuals may not realize the exciting opportunities available in the EV industry. We help raise awareness about the benefits of joining the EV sector through thoughtful outreach, making sure candidates understand what’s at stake. ⚡ 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐅𝐢𝐭: Finding candidates who resonate with your company’s values is essential but can be challenging, especially in a fast-evolving environment. We help focus on understanding your organizational culture and values, helping to identify candidates who not only have the right skills but also fit well within your team. 𝐖𝐞 𝐨𝐟𝐟𝐞𝐫 𝐧𝐞𝐚𝐫𝐥𝐲 𝟕 𝐲𝐞𝐚𝐫𝐬 𝐨𝐟 𝐟𝐨𝐜𝐮𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐄𝐕 𝐬𝐞𝐜𝐭𝐨𝐫, 𝐭𝐡𝐞 𝐥𝐨𝐰𝐞𝐬𝐭 𝐟𝐞𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐄𝐕 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐦𝐚𝐫𝐤𝐞𝐭 𝐚𝐧𝐝 𝐚 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞-𝐛𝐚𝐬𝐞𝐝 𝐦𝐨𝐝𝐞𝐥, 𝐞𝐧𝐬𝐮𝐫𝐢𝐧𝐠 𝐲𝐨𝐮 𝐨𝐧𝐥𝐲 𝐩𝐚𝐲 𝐟𝐨𝐫 𝐫𝐞𝐬𝐮𝐥𝐭𝐬. 𝐍𝐨 𝐮𝐩𝐟𝐫𝐨𝐧𝐭 𝐜𝐨𝐬𝐭𝐬, 𝐧𝐨 𝐫𝐢𝐬𝐤. If any of these challenges sound familiar, let’s chat! Message us or book a call—we’d love to help you find the perfect fit for your team. 📞 https://lnkd.in/guJSQ6rb #EVCareers #EVtalent #ElectricVehicleJobs #EVrecruiting #EVJobs

In the precision engineering sector, the reality is that most top-tier candidates are already employed, often in roles where their skills are valued and their contributions are integral to their current employer's success. For clients looking to attract such talent, it's imperative to present an offer that's not just competitive, but irresistible—one that provides what these candidates can't find in their current positions, whether that's advanced technological involvement, leadership opportunities, or a more compelling work-life balance. Moreover, crafting a detailed job description is crucial; it serves as the first touchpoint and a reflection of the company's culture and values. An in-depth portrayal of the role not only aids in aligning expectations but also demonstrates to potential candidates the thoughtfulness and investment the company is willing to make in its employees, thereby setting the stage for a meaningful and enticing career proposition.

Your brand name is only as good as your reputation.

Missing in action? I had an online interview scheduled this morning for a capability engineering role in the air sector. Diary cleared? Check ✅ Suited and booted? Check. ✅ Research completed? Check. ✅ Stable connection? Check. ✅ Backup IT? Check. ✅ On time (5 mins before)? Check. ✅ HR representative? Present. ✅ Interviewer? No-show. ❌ Frustrated? Yes, of course. I’d put effort in and it came to naught. Did I express that to the HR representative? No, of course not. It wasn’t her fault. She was mortified, apologetic, and keen to rectify. Letting people down in the military is a big deal, so being where we are supposed to be, and when, is important to us. But no one’s life was in peril today, so it’s important to maintain perspective. So considering that the role is probably a level below what I am capable of, with a lesser package than I would like, with a longer commute than I would prefer, did I burn the bridge? No. I rescheduled. The company’s reputation has been dented, but not irreparably. Whether the role is a good fit or not (a bi-directional question), it is an opportunity to network, establish relationships, and widen knowledge and understanding. Unforeseen circumstances happen. I’ve dealt with disappointment before. I’m comfortable in unpredictability and ambiguity. It just adds to the challenge, and for me that is a motivator.

Get ahead of the new year hiring trend... Something I see very often is companies waiting until the end of the year to start implementing plans to hire with intentions of people starting in January. While I appreciate sometimes this is out of your hands and this can seem like the most logical solution, something I think it's easy to forget is the time it can take to make a hire. Typical time is takes to hire (Not set in stone): 🔎Application/Search process - 2 weeks minimum 🤝Interview process - 2 weeks minimum 🏆Candidate notice period - 2 weeks At the minimum you're looking at a 6 week turnaround from approving an opening to getting somebody started. Of course, this is dependent on the nature of the opening in terms of the skill level required, but I would suggest even an entry level IT role will take around this time period, so you can only imagine how long it can get as the positions become more complex. Benefits to hiring early: ✅ Candidates can be onboarded during a sociable time of year around Christmas and hit the ground running in the new year. ✅ Get ahead of competitors. ✅ More options available on the market. So my advice would always be, if you really do want a new hire to start in the new year, your best option is to start thinking about that process now...

Role of a recruiter summed up: Present opportunities that align with someones background, skillset, and growth potential Have a REAL conversation with them, this should be two sided Simply remind them along the way of the reasons they are exploring other options in the first place and HELP them put it on paper to compare(assuming you are at the finish line) No need to sell, just consult. Be an ear, be a consultant, be kind. Don't be a salesman/woman. People like people, not the person banging on your door at 8pm trying to hard sell you on solar panels when its cloudy 80% of the time where you live

Want to know what jobs will be in demand in 2024? Eager to land one of those good-paying jobs that'll boost your career? Randstad has the inside scoop on the most sought-after positions and hottest trends for the year ahead. Here’s what you need to know.

Getting a job these days is a complete waste of time and money of an individual because: ▶️ Getting a job can often feel like a complete waste of time and money. ▶️ Companies frequently call candidates for interviews at locations 16 to 20 kilometers away, only to ghost them afterward or rejects them. ▶️ They don't seem to realize the financial strain and stress placed on individuals who invest in fuel costs and endure the harsh conditions of a heatwave to attend. ▶️ Moreover, companies these days offer low pay despite the significant commute, working for 6 days a week not even providing fuel allowance or commute facilities. ▶️ It's disheartening to see how the companies promoting AI integrated technologies not even utilizing the platforms for conducting online interviews efficiently, which could simplify the process for everyone involved. ▶️ How some companies shows unprofessional attitude towards conducting interviews, asking to come at odd times and frequently asking to change the day and time. Everyone has their schedule set for the day. ▶️ Rejecting the application after the first round with the reason; "Sorry, but this position has been filled." How come? Such an unprofessional behavior.

Engineers may end up in unsatisfactory job locations for several reasons. Here are some more mature and elaborated points: 1. Lack of Proper Understanding of the Role: Engineers might not fully understand the job responsibilities and expectations. This often occurs because they hesitate to ask detailed questions during the interview process, fearing it might create a negative impression or jeopardize the offer. 2. Focusing Solely on Salary Increase: Engineers may prioritize the percentage hike in their salary over other important factors such as job satisfaction, work environment, and career growth opportunities. This narrow focus can lead to dissatisfaction if the job does not meet their professional or personal expectations. 3. Assuming Responsibilities Based on Job Title: Engineers might make assumptions about their duties and responsibilities based solely on the job title or designation. Without clarifying these assumptions, they may find the actual role different from what they had envisioned, leading to disappointment. 4. Urgency to Leave Current Job: Engineers who are eager to resign from their current position might rush into accepting a new offer without thoroughly evaluating it. The urgency to reduce their notice period can cloud their judgment, resulting in a hasty decision that they may later regret. By addressing these issues, engineers can make more informed decisions and choose job opportunities that align better with their career goals and personal preferences.