When hiring engineers, it can be tempting to focus exclusively on technical expertise. After all, engineers are expected to possess specific skills, knowledge of programming languages, and proficiency in tools required to solve complex problems. However, in the modern workplace, technical know-how is just one part of what makes an outstanding engineer.
Hiring an engineer who fits well within your company culture, aligns with your business goals, and can work effectively within a team is crucial. Let's explore the key attributes to look for beyond technical skills when hiring engineers, which can make a significant difference to your organisation's success.
Problem-Solving Skills
While engineers are typically hired to solve technical challenges, their problem-solving abilities go far beyond just writing code or working on machinery. The best engineers are natural problem-solvers who can think critically and creatively. They are able to break down complex issues into manageable parts, identify patterns, and develop solutions that are both effective and efficient.
During the interview process, consider using scenario-based questions to test candidates’ problem-solving abilities. Present them with real-world engineering problems that your business has faced and assess how they approach finding solutions. The ability to think on their feet, remain calm under pressure, and identify multiple ways to tackle an issue is a strong indicator of a candidate's problem-solving skills.
Adaptability and Willingness to Learn
The engineering landscape is constantly evolving, with new technologies, methodologies, and tools emerging all the time. As a result, the best engineers are those who are adaptable and eager to learn. They demonstrate a genuine passion for staying current with industry trends and can quickly grasp new concepts.
To gauge a candidate's adaptability, ask about how they have managed learning new technologies in the past. Look for examples of situations where they have faced a shift in project requirements, a need to learn a new skill quickly, or adapt to a new environment. Engineers who are open-minded and willing to learn will be more likely to contribute positively to your team and evolve alongside your organisation.
Communication Skills
The stereotypical engineer is sometimes seen as a solitary worker, buried in their computer or project. However, engineering is a highly collaborative field, and effective communication is crucial to success. Engineers need to explain complex concepts in simple terms to non-technical stakeholders, share updates within a team, and give and receive feedback constructively.
When interviewing candidates, pay attention to how clearly they express themselves and how well they listen. Do they ask clarifying questions, and can they summarise technical information in an understandable way? Strong communicators are able to engage with diverse groups of people, fostering teamwork and ensuring that projects move smoothly from start to finish.
Teamwork and Collaboration
Engineering projects often involve cross-functional teams, where engineers collaborate with project managers, designers, and other departments. As such, engineers who can work well with others and value teamwork are highly valuable to any organisation. Collaboration goes beyond just sitting in meetings – it includes actively participating, offering support to peers, and valuing the input of others to achieve common goals.
When assessing candidates for collaboration skills, inquire about past experiences of working in a team. How do they handle conflict? How do they ensure that everyone's ideas are heard and respected? An engineer who can effectively work with others will help build a cohesive team culture and drive project success.
Attention to Detail
Engineering is a profession where small mistakes can lead to large consequences. Whether it’s a software bug, a faulty design component, or an error in a manufacturing process, a keen eye for detail can make all the difference. Strong attention to detail not only helps in catching potential issues early but also in producing higher quality work overall.
In the recruitment process, consider including technical exercises or practical tests that assess a candidate’s accuracy and ability to spot potential issues. Additionally, you can ask questions about how they maintain quality in their work and how they have dealt with errors or failures in the past.
Time Management and Organisational Skills
Engineering projects often involve multiple stages, tight deadlines, and dependencies on other teams. Engineers need to manage their time effectively, prioritise tasks, and meet project milestones. Poor organisational skills can lead to missed deadlines, project delays, and increased stress within a team.
During interviews, ask candidates about their approach to managing time and priorities. Tools like the STAR method (Situation, Task, Action, Result) can be useful for structuring questions about past experiences and understanding how they have handled competing priorities or tight deadlines.
Cultural Fit and Alignment with Company Values
Every company has its own culture, values, and vision. Ensuring that a candidate aligns with these values can contribute to long-term success and job satisfaction. For example, if your company values innovation, you may want to look for candidates who show a passion for exploring new ideas. If you have a culture that emphasises teamwork, a highly collaborative engineer may be the best fit.
During the recruitment process, communicate your company's culture and values clearly, and ask questions that help identify whether the candidate shares similar values. Look for candidates who not only possess the skills to do the job but also share the same passion for the company’s goals and mission.
Initiative and Proactiveness
In dynamic work environments, engineers who show initiative and are proactive can greatly benefit the team. They don’t wait for problems to become emergencies; instead, they anticipate challenges, identify opportunities for improvement, and take action. This kind of behaviour can lead to more innovative solutions, smoother project progress, and overall better results.
You can assess proactiveness by asking candidates about instances where they went beyond their job description, solved a problem before it escalated, or contributed to improving team processes. Look for those who are willing to take ownership and demonstrate an entrepreneurial mindset.
Emotional Intelligence and Empathy
The ability to understand and manage one's own emotions, as well as those of others, is a key skill in any workplace. Engineers who demonstrate emotional intelligence are better equipped to handle stress, build strong working relationships, and navigate team dynamics. Empathy, a critical component of emotional intelligence, allows engineers to understand the perspectives of others, making them better collaborators and problem-solvers.
During interviews, you can explore a candidate’s emotional intelligence by asking about how they handle stress, their approach to giving and receiving feedback, and how they resolve conflicts in a team. A high level of emotional intelligence will enhance not only an engineer's personal development but also the team's overall cohesion and productivity.
Conclusion
Hiring engineers based solely on their technical abilities is a common mistake, but it can lead to overlooking the skills and attributes that drive real success within a team and organisation. Problem-solving ability, adaptability, communication, teamwork, attention to detail, time management, cultural fit, proactiveness, and emotional intelligence are all essential qualities to look for when hiring engineers.
By broadening your focus to include these traits, you are more likely to build a high-performing engineering team that aligns with your company values and goals and contributes to long-term success.
Remember, technical skills can often be taught and refined, but attributes like strong communication, collaboration, and a passion for learning are more innate. Focusing on these qualities will help you find engineers who are not only skilled but also a great fit for your company culture and team dynamic.
