Hey there! If you’re still using the same old methods to hire automation talent, we really need to chat. The hiring game has changed, and it feels like a lot of manufacturers are struggling to keep up. Let’s break down why those traditional methods just aren’t working anymore and explore some fresh ideas to help you find the talent you need.
Job Boards? Not the Best Bet
First off, let’s tackle job boards. They definitely have their place, but when you’re on the hunt for specialized automation roles, they can feel like throwing darts blindfolded. I recently had a client who posted an automation engineer position for months without any qualified applicants. Guess what? The right candidates weren’t even looking at job boards. They were deep in niche online communities, contributing to open-source projects, and attending industry meetups.
Outdated Job Descriptions
Now, let’s talk about job descriptions. Automation roles are changing fast, but many job postings still sound like they’re stuck in the past. I saw one ad for an “Automation Technician” that could’ve been written ten years ago. It only mentioned PLC programming and totally skipped over important skills like data analytics, IoT, or collaborative robots. Is it any wonder they weren’t getting top talent?
Revamping the Interview Process
And then there’s the interview process. Traditional methods often fall flat when it comes to evaluating the hands-on skills that automation roles require. I’m a huge fan of hands-on assessments. One client started including a problem-solving session in their interviews, where candidates tackled a real automation issue the company had faced. It was a game changer—some candidates who looked amazing on paper struggled, while others shone in the practical scenario.
Experience Isn’t Everything
Another outdated practice is the requirement for a specific number of years with certain technologies. In a field like automation that’s changing as fast as it is, being adaptable and having a track record of learning can matter way more than simply having years of experience with a particular system. I once helped place a candidate from the gaming world into an automation role. His skills in real-time systems and problem-solving fit perfectly into the manufacturing environment.
Think Outside the Box
Are you looking in the right places? Some of the best automation talent comes from adjacent fields. Think about software developers with a knack for hardware or mechanical engineers who enjoy programming. By broadening your search, you can find fresh perspectives and innovative ideas.
Time for a New Strategy
So, what should you do instead? First, get involved in the automation community. Attend industry events, join online forums, and maybe even sponsor a hackathon. Building relationships before you need to hire can really make a difference.
Next, rethink your job descriptions. Instead of a laundry list of specific technologies, focus on the problems you want to solve. You might be surprised at the creative solutions candidates come up with.
Also, consider teaming up with local universities or technical schools. I’ve seen companies thrive with internship programs that create a pipeline of fresh talent while allowing you to shape the skills you need.
And don’t forget about your employer brand. In this competitive market, top talent has choices. What makes your company a great place for automation professionals? Is it cutting-edge projects, growth opportunities, or a culture that embraces innovation? Whatever it is, make sure you’re highlighting it.
Bottom Line
Attracting automation talent takes a fresh approach. It’s about connecting with the community, showcasing the exciting work you’re doing, and being open to talent from unexpected backgrounds. Ready to rethink your hiring strategy? Let’s chat about how you can attract the automation experts your company needs to thrive!
