In the realm of design engineering recruitment, the landscape is presenting some noteworthy challenges. According to the Institute of Mechanical Engineers (IMechE), there’s a substantial shortage of 173,000 individuals across all STEM roles, with almost half of engineering businesses grappling with recruiting difficulties.
Let’s analyze the data.
The hiring process has experienced a notable 20% increase in duration from 2022 to 2023, signaling an extended period for identifying qualified engineering talent. It is intriguing to note that just 40% of placed Design Engineers possess expertise in the CAD Package required by hiring companies.
Upon further analysis, it has been found that 70% of these candidates possess experience closely aligned with the specific equipment or machinery required for the role. However, only 20% meet both criteria. Consequently, companies are confronted with a decision: whether to invest in training for the particular CAD Package or allow new hires time to grasp the technical specifics of the equipment or machinery.
Despite these challenges, there is a silver lining. An impressive 90% of filled roles offer hybrid or agile working structures, allowing employees to work from home one to two days per week—a highly favored option. Flexibility appears to be pivotal; candidates are willing to commute for three days a week, which they might not consider for a fully office-based role. This may interest professionals seeking opportunities that provide flexibility and remote work options.
In the context of design engineering hiring, it’s important to strategically prioritize either product experience or CAD package expertise for your team. These current trends in the industry are worth considering, and we will continue to monitor their evolution in the future.
As professionals involved in design engineering hiring, making strategic decisions regarding these factors is crucial. The ongoing developments within this space demand careful consideration as you navigate through recruitment processes.
