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Engineering Recruitment Experts

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We are a specialist engineering recruitment agency helping employers secure top class talent, and helping outstanding engineers land challenging and rewarding roles.

Whether you’re an engineer looking for your next opportunity, or an employer eager to hire the very best engineers, Entech has the experience, resources and approach to help.

After 20 years of working with the world’s leading engineering firms, and with seven teams of specialist recruiters who are each experts in their own industry sector,  there’s nobody better placed to help you find your perfect job, or resource your projects and develop your business effectively.

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7 Essential Skills Hiring Managers Want an Engineer to Have

14. 08. 2019

When you’re in the process of applying for a new engineering job, it’s very common for candidates to overlook soft skills in favour of proving their technical abilities. But, being a great mathematician and having a solid grasp of a particular field of engineering aren’t the only qualities hiring managers are looking for. Aside from the usual industry skills and qualifications, here’s our list of 7 essential engineering skills hiring managers want an engineer to have. Communication A lack of communication can have serious consequences for an engineering project, so it’s important that engineers have mastered this skill. The challenge engineers face is that they will have to talk to a large number of people during a project; each of whom will have a different level of understanding or involvement in the project. Communicating clearly with all of these people is crucial to ensuring a project is finished on time, within budget, and to the requirements; making it an essential skill for every engineer to master. Problem Solving Solving problems is part and parcel of every engineers’ day to day life – it’s what they’re there to do - so it’s important for engineers to refine their problem-solving skills in order to give themselves the best chance at being hired for their dream position. If something isn’t working the way it’s supposed to or a project is heading off schedule, it’s down to engineers to take a step back and assess the ways in which they can fix the problems causing the issue quickly and effectively. During your education, you’re taught general skills that will help you identify and analyse complex problems, but the truth is that experience comes from making mistakes in the real world. Be sure to learn from your mistakes, and keep practising your problem-solving skills. Leadership and Management Skills Being an engineer means you’re responsible for improving processes, reducing costs, and keeping projects on schedule; and you’ll have to lead and manage other people in order to do that. As a leader, you’ll be responsible for making sure your team are working optimally, assigning a team member to a task that makes the most of their strengths whilst simultaneously ensuring they have enough resources to complete the job properly. Effectively managing people is a skill in itself, and it’s important for engineers to improve this skill as much as possible. Handling Pressure With deadlines constantly looming, and stakeholders keeping on top of costs, an engineer must be able to handle a lot of pressure in order to succeed in their role. Controversial decisions will need to be defended, mistakes will have to be explained, and increased costs will have to be justified. Doing all of this requires someone who can keep their cool, and brush off negativity, whilst not losing sight of the project’s deadline. Natural Curiosity Being naturally inquisitive is a great skill for engineers to have. There will always be new software or production techniques to learn, and new challenges to overcome, so the desire to constantly learn is imperative for a successful career in engineering. Make sure you can demonstrate that you’re always learning by listing courses or qualifications you’ve achieved when applying for a new role. Attention to Detail Mistakes can be costly – especially when you’re an engineer! A small mistake on a calculation, a miscommunication with suppliers, or overlooking a small detail on a set of drawings can have a potentially-profound impact on a project, which can in turn have an impact on the company doing the work; so, it’s incredibly important for hiring managers to know that you’re one of the engineers who checks their work carefully. Being Organised Staying organised is an important skill that many engineers don’t emphasise during their application process. Engineers don’t have to be perfect, but with the number of parts, drawings or miscellaneous pieces of paper engineers have to deal with on a daily basis, hiring managers want to see that there is some sort of process being used to make sure the work is well thought out and clearly organised. As you can see, hiring managers are looking for much more than just good grades and work experiences when they’re hiring a new engineer. Many engineers will already have these skills, but simply aren’t doing a good enough job of showing this to potential employers. No one is expected to be perfect, so if you’re not organised, for example, that’s ok! Just be sure to tell the hiring manager what steps you’re taking to try and improve this aspect of your work so they can see that you’re aware of a weakness and you’re working to improve it. If you’ve got an engineering job interview coming up, take a look at our article 12 Interview Questions Every Engineer Should Prepare Answers For and try to tie your soft skills to your answers to those common questions. Good luck! If you’re looking for your next engineering role, take a look at our current vacancies here.

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Are Engineers Still in Demand?

07. 08. 2019

If you’re considering a career as an engineer you may be concerned about how many opportunities will be available to you once you’re qualified. One question that often gets asked is whether or not engineers are still in demand? The short answer is yes, but there’s more to it than that. Let’s take a look at some of the reasons why engineers are likely to be in demand for many years to come, and some of the problems the industry is currently facing. There’s Plenty of Projects With the ever-lingering uncertainty of Brexit having an impact on the UK’s economy, many engineers are concerned about their career prospects. But, with engineering making up almost a quarter of the UK’s total turnover, the chances of qualified engineers finding themselves out of a job seems slim. No matter what happens to the economy, roads will still need to be built, products will still need to be manufactured, and machinery will still need to be maintained. Huge infrastructure projects like Crossrail and HS2, the roll-out of 5G, the advent of industry 4.0, and the constant developments in areas like autonomous vehicles and the aerospace sector means there will be demand for a wide variety of skilled engineers for many years to come. But There’s a Shortage of Engineers Even with the large-scale projects on the horizon, the shortfall of engineering graduates and technicians to fill core engineering roles is estimated at up to 59,000 per year. This huge gap at the lower levels of the market means that graduating engineers should have plenty of roles to choose from when finishing their education. But, a report by the ECITB found that only 40.7% of higher education engineering graduates were either engineers or engineering technicians six months after graduation, with research suggesting graduates lack the experience and soft skills employers are looking for. To combat this, graduates should to take advantage of placement schemes and internships to improve their skillset and increase their chances of standing out from other applicants. Once engineers have got their foot in the door, however, the shortage of skilled engineers could mean that they’re exposed to more technical parts of the job much more quickly; allowing them to advance up the career ladder much faster, and potentially move into more senior roles much sooner than in previous years. Some Sectors Have High Demand As we covered in our article about the best engineering jobs for the future, there are some sectors and skillsets that are likely to be much more in demand than others in the future. If you’re planning a career in engineering, but aren’t sure what sector you’d like to work in, why not take a look at these sectors to start with. Civil Engineers As the population continues to grow, and technology continues to advance, the infrastructure that supports modern life also needs to be developed and improved. Whether it’s new housing schemes, transport projects, or the underlying infrastructure present in any modern city; there’s going to be a sustained demand for those wanting to explore a career in civil engineering. View our Building Services & Construction jobs Energy Engineers As more and more people see the benefits of renewable energy, and the shift begins to happen across the globe, the demand for qualified engineers within the energy sector is likely to increase dramatically. Because of the focus on renewable energy, many people also underestimate the number of opportunities in the oil and gas and nuclear sectors. The reality is that it’s going to take many years for the developed world to make the transition to renewable energy, so engineers will continue to be in high-demand in these sectors too. View our Energy jobs Software Engineers Software engineers create the applications that run the computers, phones and other devices we all use on a daily basis. As technology continues to advance, and connectivity becomes more prevalent, there’s going to be plenty of job opportunities for software engineers in almost every sector imaginable. View our IT jobs Aerospace Engineers As the aerospace sector continues to secure contracts from around the globe, demand for engineers with the appropriate skills and experience is set to continue. With large government and private sector projects being regularly commissioned, this is a fantastic sector for engineers who enjoy challenging projects that can have a real impact on the world. View our Aerospace & Defence jobs Engineering is one of the most diverse and challenging careers you can choose, with plenty of choice for the type of projects you want to work on. If you’re considering a career in engineering, you can rest assured that there is going to be demand for engineers for many years to come, provided you’ve taken the time to compliment your education with the soft skills employers are looking for. In any case, the engineering sector isn’t going anywhere any time soon!

#renewableenergy
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Can Engineering Ever Solve Its Gender Inequality Problem?

31. 07. 2019

Having recently completed our very first engineering survey, there was one particular statistic that stood out to me - only 8% of the engineers we surveyed were women. Given the increased awareness and support for change from companies and organisations throughout the sector, you might forgive me for thinking this issue was one that was being addressed – albeit slowly – but the numbers seem to tell a different story. In 2018, Engineering UK reported that whilst 50% of GCSE physics entrants were female, but by the time students reached higher education, women represented just 16% of first degree students in engineering and technology, and only 8% of engineering apprenticeship starters. With the shortfall of graduates already costing the UK economy an estimated £1.5bn a year, and with the demand for skilled workers predicted to continue to rise, it’s likely that this is a problem that’s going to get worse before it gets better. So what’s causing the industry’s gender inequality issue? Is Culture the Real Problem? A survey conducted by the IET found that of 1,000 children aged nine to 16, fewer than one in 10 described a typical engineer as a woman. Even in every day conversation, the word “engineer” typically conjures up images of middle-aged men in hi-vis jackets, hard hats and work-boots; working in dreary conditions in a factory or on a building site. And while this outdated perception of the industry might go some way towards explaining why only a fraction of women join the industry, the problem doesn’t stop there. Many of the initiatives created by corporations and organisations are aimed at older students or graduates who have already made the choice to focus on a STEM related topic, meaning that whilst this investment and focus is fantastic to see, it doesn’t address the problem at an early enough stage to really make a positive impact on the industry. Increasing the number of women in senior positions, or offering perks that make it easier for mothers to return to work, all work towards addressing the issue based on the assumption that there are enough women entering engineering fields in the first place – and the figures all show that’s just not happening. Time for A Rethink? As a shortage of engineers is an industry-wide problem, perhaps it’s time for companies to work together to address the industry’s shortfall? Rather than companies working individually to improve female representation within their own organisation, more emphasis could be put on increasing the number of talented female engineers in general. Getting involved in projects created by organisations like the Women’s Engineering Society, or investing in school events that aim to inspire young women to consider a career in engineering, could help address the shortfall in years to come. Scholarships and grants for female students choosing an engineering degree might help to encourage more young women to pursue careers in the industry in the medium term, while industry or skill transfer programs could bring the sector experienced professionals much more quickly. Sadly, it seems that no one currently has the answers, and there’s no quick fix for the under-representation of women in engineering. Despite it becoming more and more important for companies to increase investment in initiatives that will encourage the next generation of women to pursue a career in engineering, it’s likely to take many years for things to change, and there’s much more that needs to be done to really address the problem the industry is facing. Can engineering ever solve its gender inequality problem? I really hope so. But one thing’s for sure – the industry has a lot of catching up to do!

#womeninengineering
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28 Of Our Favourite Engineering Jokes

24. 07. 2019

Being an engineer is a serious job. Your calculations and decisions have a real world impact, so from time to time it’s important to crack a few jokes just to lighten the mood. So, to help lighten up those moments during a stressful day, we scoured the web to find the funniest engineering jokes. You might laugh, cry, or even groan; but here’s 28 of our favourite engineering jokes: 1. God - The Engineer Three men are sat in a bar discussing God and his profession. "God must be a mechanical engineer,” says the first. “Just look at the joints in the human body." “No,” say’s the second man. “God must be an electrical engineer -- just look at the nervous system." “You’re both wrong,” says the third man. "God has to be a civil engineer.” “Why’s that?” ask the other two men. “Well who else would run a waste disposal pipeline through a perfectly good recreational area?" 2. The Balloonist A man is flying in a hot air balloon and realizes he is lost. He reduces his height and spots a woman down below. Lowering the balloon further he shouts, "Excuse me, can you tell me where I am?" "Yes, you're in a hot air balloon, hovering 50 feet above this field" says the woman. "You must be an engineer," says the balloonist. "I am," replies the woman. "How did you know?" "Well," says the balloonist, "everything you have told me is technically correct, but it's of no use to anyone." "You must be in management," says the woman. "I am," replies the balloonist, "but how did you know?" "Well," she says, "you don't know where you are, or where you're going, but you expect me to be able to help. You're in the same position you were before we met, but somehow now it's my fault." 3. The Hunting Trip An engineer, a statistician, and a physicist are out hunting. They spot a deer, and each take a turn to try and bag it. The physicist goes first. He pulls out his lab book and quickly calculates the trajectory of the bullet, assuming it is a perfect sphere in a vacuum. The bullet falls 20m short of the deer. The engineer goes second. He pulls out his engineers pad and book of projectile assumptions. After a few minutes he’s ready, he takes aim, and he fires. The bullet lands 20m passed the deer. The statistician leaps in the air shouting, “We got it!” 4. Glass Half Full To the optimist, the glass is half full. To the pessimist, the glass is half empty. To the engineer, the glass is twice as big as it needs to be. 5. The Talking Frog An engineer was crossing a road one day when a frog called out to him. "If you kiss me, I'll turn into a beautiful princess," said the frog. He bent over, picked up the frog and put it in his pocket. The frog then cried out, "If you kiss me and turn me back into a princess, I'll stay with you for one week and do ANYTHING you want." Again, the engineer took the frog out, smiled at it and put it back into his pocket. “What is the matter?” the frog asked. “I've told you I'm a beautiful princess and that I'll stay with you for one week and do anything you want. Why won't you kiss me?" "Look,” said the man. “I'm an engineer. I don't have time for a girlfriend, but a talking frog - now that's cool!" 6. The Blind Firemen A vicar, doctor and engineer were playing a round of golf. They got to the third tee and were delayed by people still playing the hole. The engineer lost his patience, "What's going on? We’ve been here at least 20 minutes!" The doctor nodded in agreement. The vicar saw the green keeper walking by and shouted to him, "How come that group ahead of us are so slow?” The green keeper replied, "Oh, they’re all blind firemen. They all lost their sight pulling school children out of a burning building, so they can play anytime for free.” Everyone was silent for a few seconds. The vicar finally said, "Oh dear. I’ll be sure to pray for them. Well done on such charitable work good fellow." The doctor added, "Yes, well done to you. I’ll make sure they get the best treatment at the eye unit in the hospital too." The engineer, arms folded, tapping his feet said, "Ok, but if they’re blind then why can’t they play at night?” 7. Milk & Eggs A wife asks her husband, an engineer, for a favour. "Darling, can you please go to the shop to buy one pint of milk? And if they have eggs, get a dozen!" Off he goes to the shop, and half an hour later he returns with 12 pints of milk. His wife stares at him and asks, "Why on earth did you get 12 pints of milk?" "Well… they had eggs," he replied. 8. The Definition of An Engineer What is the definition of an engineer? Someone who solves a problem you didn't know you had in a way you don't understand. 9. The Guillotine An Engineer, a priest, and a thief were each sentenced to death by guillotine. They bring out the priest first, and he says "Please. Allow me to lie in the guillotine facing up, so that I might face towards God as I am about to join him." The guards allow it, and place his head through the slot. The guard pulls the lever and the blade comes down but stops just inches short of the priest's head. It's regarded as such a freak occurrence that the priest is pardoned and set free. Next up is the thief. “Heck, it worked for the priest. Put me in face up too," he says. Again the guards allow it, and again they pull the lever. The blade comes falling down, but again stops just short of the thief's neck. Like the priest, the thief is granted a pardon and set free, due to the marvelously good turn of fortune. Finally the engineer is brought out. "If you don't mind, could you put me in facing up?" he asks. The guards agree and place him in the machine. The guard grabs a hold of the lever, but just before he can pull, the engineer points up and says: "Oh hey, I think I see where the problem is..." 10. The Wedding Two antennas got married - the wedding was lousy, but the reception was outstanding. 11. The Holidaying Photon A Photon checks into a hotel and the receptionist asks if he needs any help with his luggage. “No thanks,” says the Photon “I’m travelling light.” 12. Nuclear Nutrition What do nuclear engineers like to eat? Fission chips 13. Wind Turbines Wind turbine 1: "What kind of music do you like?" Wind turbine 2: "I'm a big metal fan" 14. Beam An indeterminate beam walks into a bar. "What can I get ya?" asks the bartender. "Just give me a moment," replies the beam. 15. The Constipated Engineer Did you hear about the constipated engineer? He worked it out with a pencil. It was a natural log. 16. People There are 10 types of people in this world: those who understand binary, and those who don't. 17. The Effects of Studying Engineering Before studying engineering, if someone asked me what 1+1 is, I would have said 2. Now, I'd say I'm pretty sure it's 2, but we'd better make it 3 just to be safe. 18. Doctors vs Engineers What's the difference between a doctor and an engineer? A doctor kills people one at a time. 19. The Train Journey Three lawyers and three engineers were travelling by train to a conference. At the station, each lawyer bought a ticket whereas the engineers bought only one ticket between them. ‘How are you going to travel on a single ticket?’ asked one lawyer. ‘Wait and watch’, answered one of the engineers. When they boarded the train, the lawyers took their seats, but the three engineers crammed into a toilet and closed the door behind them. Shortly after the train started, the ticket collector arrived. He knocked on the toilet door and asked, "Ticket, please." The door opened just a crack and a single arm emerged with a ticket in hand. The ticket collector took it and moved on. Seeing this, the lawyers decided to the same thing on the return trip so when they arrived at the station they bought only one ticket. To their astonishment, the engineers didn’t buy any. ‘How are you going to travel without a ticket?’ asked one of the perplexed lawyers. “Wait and watch”, answered an engineer. In the train, the three engineers crammed into a toilet and the three lawyers into another nearby. Soon after the train started, one of the engineers got out of the toilet and walked to one where the lawyers were hiding. He knocked on the door and said, "Ticket, please…" 20. Civil Engineers vs Mechanical Engineers What's the difference between civil engineers and mechanical engineers? Mechanical engineers build missiles, civil engineers build targets. 21. Ouch What did the electrical engineer say when he got shocked? That hertz. 22. Different People A graduate with a Science degree asks, "Why does it work?" A graduate with an Engineering degree asks, "How does it work?" A graduate with an Accounting degree asks, "How much will it cost?" A graduate with a Liberal Arts degree asks, "Would you like fries with that?" 23. Two Engineers Two engineering students bumped into each other at school and one noticed the other's new bike. He asked, "Where did you get such a wonderful bike?" The other student replied that a blonde rode up to him, threw her bike on the ground, took off all her clothes, threw them on the ground and said, "Take whatever you'd like to have." The first student says, "Good call, I'll bet her clothes wouldn't have fit either of us." 24. The Trainee New engineer: "How do you estimate how long a project will take?" Seasoned engineer: "I add up the time required for each task, then multiply the sum by pi." New engineer: "Why pi?" Seasoned engineer: "It ensures that all my budgets are irrational." 25. A Birthday Gift What do you give your favorite electrical engineer for their birthday? Shorts. 26. The Pearly Gates An engineer died and reported to the pearly gates. An intern angel, filling in for St Peter, checked his dossier and grimly said, "Ah, you're an engineer. You're in the wrong place." So the engineer was cast down to the gates of hell and was let in. Pretty soon, the engineer became gravely dissatisfied with the level of comfort in hell, and began designing and building improvements. After a while, the underworld had air conditioning, flushing toilets, and escalators, and the engineer was becoming a pretty popular guy among the demons. One day, God called Satan up on the telephone and asked with a sneer, "So, how's it going down there in hell?" Satan laughed and replied, "Hey, things are going great. We've got air conditioning and flushing toilets and escalators, and there's no telling what this engineer is going to come up with next." God's face clouded over and he exploded, "What? You've got an engineer? That's a mistake. He should never have been sent down there. Send him up here." Satan shook his head, "No way. I like having an engineer on the staff, and I'm keeping him." God was as mad as he had ever been, "This is not the way things are supposed to work and you know it. Send him back up here or I'll sue." Satan laughed uproariously, "Yeah, right. And just where are YOU going to get a lawyer?" 27. The Flagpole Bubba and Billy Ray were standing at the base of a flagpole, looking up. A woman walked by and asked what they were doing. "We're supposed to find the height of the flagpole," said Bubba, "but we don't have a ladder." The woman took a wrench from her purse, loosened a few bolts, and laid the pole down Then she took a tape measure from her pocket, took a measurement, announced, "Eighteen feet, six inches," and walked away. Billy Ray shook his head and laughed. "Ain't that just like a blonde? We ask for the height and she gives us the length!" 28. The Wheelbarrow An arts student, sick of working at a fast food cafe for what had seemed an eternity, decided to get a job working as a labourer at a construction site. Being an over-confident arts student, he soon began to brag to the other workers about all sorts of things. One day he decided to brag that he could outdo anyone in a feat of strength. He made a special case of making fun of the wiry engineer on the site. After several minutes, the engineer had had enough. "Why don't you put your money where your mouth is," said the engineer. "I will bet a week's wages that I can haul something in a wheelbarrow over to that outbuilding that you won't be able to wheel back." "You're on, little guy!" the braggart replied. "Let's see what you have." The engineer reached out and grabbed the wheelbarrow by the handles. Then, nodding to the young man, he said, "All right. Get in." Know an engineering joke we missed? Send us a message and we’ll add it to the list!

#Engineering
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6 Ways Businesses Can Improve Their Candidate Experience

17. 07. 2019

If you’ve applied for a job online in the last few years, there’s a good chance you’ve come across an application form so bad it made you question whether or not the job was even worth it! But in the current candidate-driven market, businesses need to change the way they approach recruitment in order to attract top talent. One seemingly-simple way businesses can stand out is through their candidate experience. What is Candidate Experience? In its simplest form, candidate experience refers to the way an applicant feels about your brand after being involved in the job application process. During each step of the process an applicant will have interactions with people within your business, in a similar way to how a potential customer will interact with your brand, which will influence their perception of your business as a whole. A negative experience during a candidate’s application is more likely to lead to a negative opinion of the business, while a positive candidate experience is much more likely to leave a positive impression. Why is Candidate Experience Important? With the employment rate currently at its highest level since 1974, there is a real shortage of talent for businesses looking to hire new employees. A poor candidate experience can often be enough to stop a potential employee from moving further along in the application process, which can make all the difference in this hyper-competitive market. A bad candidate experience doesn’t just impact your ability to hire new members of staff, though. In 2018, Virgin Media discovered that their poor candidate experience was costing the company £4.4 million per year in cancelled subscriptions; so improving candidate experience can have a direct impact on your business, too! How Can We Improve Our Candidate Experience? There are several ways a company can improve its candidate experience: 1. Perfect Your Job Descriptions It’s likely that one of the first interactions a candidate will have with your business during their job search is reading a job description, so it’s important your business is making a good first impression. First and foremost, make sure your job descriptions are easy to read, and easy to understand. It’s ok to use a few industry specific terms, but it shouldn’t be an essay that candidates have to spend hours deciphering to find out whether or not it’s the type of job they’re actually looking for. You should also include salary and benefits information for the role whenever it’s possible. Although people are looking for a role that will give them more than just money, it’s foolish to think it isn’t an important part of the equation. Having the salary information available stops people who need more than you can offer from applying, reducing the likelihood of a negative experience. 2. Make Applying Simple As a job hunter, there’s arguably nothing worse than finding the perfect job, only to have to fill out an application form that requires you to re-write each section of your CV. Seriously, it sucks! And I’m not the only one who thinks so - 60% of candidates admit that they have quit an application process because it was too long. Applying to your roles should be simple, so test the process yourself by following the application process for a live role to see how long it takes, and think about the questions or information your asking applicants to provide. Of course, candidates expect to give you their contact details and attach their CV and cover letter, but do you really need to ask them to submit their salaries for the last 5 positions they had? There are plenty of tools, such as LinkedIn’s Easy Apply feature, which can speed up your application process. From there, you are able to see if a candidate is a broad match for the position, before asking them to send across more information if you’d like to move them along the process. It's also worth taking into account the fact that many people will be job-hunting during lunch breaks and in the evenings, so your application process will need to be mobile friendly to avoid driving candidates away. Try to keep the process to one page, and make it obvious which documents a candidate will need to apply. Don’t let them get half-way through an application before you tell them you’ll need proof of their right to work in the UK – that’s likely to cause people to drop out of the application process and is something that can be done later in the process. 3. Communicate Often As a job seeker, it can be incredibly demoralising when you send out tens, or sometimes hundreds, of applications for different roles and hear nothing back. Sometimes candidates don’t even know they’re being considered for a role until someone calls them to find out more information. But with the technology we have these days, it’s simple to set up auto-responses to let candidates know their application has gone to the right place. Businesses should lean more towards over-communicating with their candidates in order to create a good experience. Letting them know as soon as possible if they’ve been unsuccessful, or if the position has been put on hold, will ensure they have the best experience possible. Small touches like sending applicants emails as a person, rather than from a “careers@” email address, can also help to humanize the business and make the experience feel more personal. 4. Help Candidates Shine The interview process is already stressful for candidates, so make sure you’re not asking too much of them when the time comes. If it’s possible, involve their line managers in the process so they can start to build a relationship with the person they’ll be working most closely with, but try to avoid large panel interviews as these can be intimidating. When confirming the interview with a candidate, give them information about what the process will involve, to help them better prepare for the day. If a candidate lives far away, be flexible with your time to accommodate their schedule, or consider conducting a video interview rather than multiple in-person interviews that would require them to travel unnecessarily. 5. Act Fast Highly skilled, in-demand workers are going to be snapped up quickly in the current job market, so businesses need to act fast if they find someone who fits their needs. Acting fast doesn’t just help to improve the candidate experience, but it also gives businesses the best chance of hiring top talent. Sometimes projects are put on hold, or priorities change, and hiring a new employee is pushed back for a few months – these things happen – but businesses shouldn’t expect job-seekers to wait around. If you’ve built a strong brand, and a candidate is really keen to work in your business, be up-front about the hold up and they might be happy to wait out the delay. 6. Give and Get Feedback The candidate experience will vary from company to company, so it’s important to get continuous feedback from candidates to identify the areas your business needs to improve. Follow up with both successful and unsuccessful candidates to find out which aspects of their experience they thought could be improved, and make changes to improve the efficiency of the whole process. While improving your candidate experience might seem like something trivial, there’s no doubt it can have a real impact on your business. Taking the time to understand how candidates navigate the process, and which areas need improvement, can increase not only the number of applicants you receive for a role, but also the quality of the candidates. Start by getting feedback from employees who have recently joined the company, as they have first-hand experience of the entire process, and can help you pin-point the areas to start with. If they remember the process as being smooth and efficient, you’re on the right track!

#candidateexperience
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12 Interview Questions Every Engineer Should Prepare Answers For

10. 07. 2019

If you’re in the process of applying for an engineering job, it’s likely you’ve already written (and re-written!) the perfect engineering CV, and you’ve done everything you can to try and make your cover letter stand out. But there’s a part of the recruitment process that often gets neglected by job hunters in the engineering sector - the interview. The interview is your chance to show a potential employer that you’re the perfect fit for the role, so it’s important to invest some time into some interview preparation. But with an endless supply of interview questions on the internet, which ones should engineers focus on perfecting answers for? Here’s our list of the 12 interview questions that we think every engineer should have an answer to: 1. What was the most demanding engineering project you've worked on? How did you overcome the challenges you faced? This question gives you a great chance to go into the details of a particularly challenging project you’ve been a part of. It’s an opportunity to showcase your problem-solving skills, and demonstrate how you’ve used your engineering skillset to overcome challenges during a project. The interviewer is trying to get a better understanding of the way you think through, and solve, problems. Tie your answer to a project you’ve been involved in, and be sure to highlight the thought process you went through when you made decisions at each stage of the project. 2. How would you present technical concepts to a non-technical audience in a stakeholder presentation or client meeting? At some point during your engineering career (if you haven’t already) you’re going to have to present complicated technical plans to someone with no technical experience. This question is designed to gauge how you would go about distilling the key principles behind a complex idea down into something that clients and stakeholders will understand. Ideally, you’ll have professional experience in dealing with non-technical clients or managers, and you can use these examples to demonstrate how you conveyed the principles behind the project to them. Try to think of specific techniques you used – perhaps relating the principles to more common day-to-day experiences, or into an example relevant to your audience – and explain how those methods helped your audience to understand the concepts you were presenting. 3. What methods do you use to manage your time during an engineering project? Despite everyone’s best efforts, there can often be delays in the schedule of an engineering project, costing businesses time and money. This question gives you the chance to explain the ways you work to avoid these delays, and how you handle large and demanding projects. No one is expected to be perfect, and most people will have projects that have been delayed for reasons outside of their control, but you can demonstrate the ways in which you’ve personally improved your time management during your career, and the methods you use to help ensure your projects run smoothly. 4. How do you keep up to date with the latest technology and news in engineering? With technology moving so quickly, advances in engineering happen almost every day, so it’s important for employers to find engineers who are willing to stay up to date with the latest trends in their sector. This is also a great opportunity to show managers that you’re willing to learn new skills and processes, and gives you a chance to show your adaptability. Give the interviewer examples of the sources you use to keep up to date with what’s happening in your sector, and explain why you feel it’s important to do so. 5. What engineering skills have you developed or improved over the last year? As well as keeping up to date with all of the latest industry changes, companies also want to see that you’re proactive about keeping your knowledge and skill-set relevant to your role. Use this opportunity to show the skills you’ve taken the time to improve, and explain why you chose the skills you did. There is no right or wrong answer for why you prioritised one over the other, but this is your chance to defend your choices. 6. How would you handle someone who pushes back on parts of an engineering plan that are in place for safety reasons? Sometimes a client may not like a certain aspect of a design that has been added for safety reasons, putting engineers in the difficult position of having to defend their reasoning and explain the importance of the feature from a safety perspective. Take the opportunity to explain how you’d re-iterate the importance of the feature in the plan and, if you’ve experienced the situation before, relate it to an example where you had to do just that. 7. Can you describe a time when you managed a difficult client? What would you have done differently? Most of us have worked with a nightmare client at some point, and this gives you the perfect opportunity to explain what working with that client taught you, and how you’ve changed the way you work in the time since. You can explain the ways in which working with that client highlighted areas you could improve your workflow, and clarify how you would approach the project differently if you had the chance to start from square one. 8. What measures do you take to ensure that your work is accurate? A small miscalculation can have potentially huge implications in engineering, so it’s important that an engineer’s work is always accurate. Interviewers asking this question are looking to test how seriously you take your role, and how you go about minimising errors in your work. Take this opportunity to explain all of the best practices your workflow uses, and any safety standards you have experience of working to, to show that you have experience in making sure your projects are safe. 9. Which software packages do you consider yourself an expert in? Interviewers might ask a variation of this question to get an idea of what software you have used in a professional environment. By the interview stage you should have a good idea of what software the role is going to be using, so it’s worth highlighting something that’s relevant to show you’re well suited to the role. Try and give examples of the tools and features you’ve used within the software that show that you have a good grasp on how it works, and the ways in which it might help in the role you’re interviewing for. 10. Can you give an example of a time when a project didn’t go to plan? What would you do differently in the future? This question is typically used as a way to gauge your problem-solving skills. Some engineers try to avoid answering this question by acting as though nothing has gone wrong on their projects, but this is a bad idea. The best approach is to highlight a time when things did go wrong, but where you managed to remain calm, and fix the issues before they cause even more damage. You can then explain why things went wrong, and show what that experience taught you; showing you’re capable of learning from your mistakes and bettering yourself. 11. What do you enjoy most/least about engineering? Everyone knows that there are good parts and bad parts to every job, but an all-too-common mistake candidates make is to list one of the key responsibilities of the role as one of their least favourite aspects of engineering! To give yourself the best chance at getting the job, your answer for your favourite aspects of engineering should include some of the main responsibilities of the role, and your least favourites should be areas you have experience with, but that aren’t key to this job. The most important thing, though, is to be honest. You shouldn’t pretend that you love doing something that you actually hate – or you could end up having to do that job all the time! 12. Where do you see yourself five/ten years from now? A classic job interview question! A new employee is a huge investment for a company, and they will want to see a return on that investment into the future. Make sure your answer explains how you will grow within the business, and what impact you’d like to have before moving up the organisation. Companies generally like to see that engineers want to master the technical aspects of their role before moving up to a more senior position. But again, the most important thing is to be honest! You’ve already taken the time to make sure your cv and cover letter are the best they can be, so make sure you give yourself the best chance of getting the job by preparing yourself properly for your interview. While practicing answering these questions will take some time (and might feel silly), it will make it much easier for you to answer them if they do come up in your interview; giving you the best chance of coming across confidently and succinctly when the pressure is really on. Getting an interview can often feel like the most difficult step, so once you’ve got your foot in the door, and you’re confident with your answers, make sure you’ve done everything you to prepare for the interview. If you’re struggling to land yourself an interview, make sure you haven’t made one of these common cv mistakes!

#jobinterview
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The Most Common Recruitment Mistakes Businesses Make

03. 07. 2019

Hiring a new member of staff can be a daunting prospect for some businesses. It can be time consuming, and expensive, and, even after you’ve found someone, 29% of new hires leave within 90 days; so it can be difficult to definitively know whether you’ve made the right choice until months later. But there are some common recruitment mistakes that businesses should avoid to give them the best chance of finding the perfect candidate for the role. These are the 10 most common recruitment mistakes businesses make: 1. Not Creating an Accurate Job Description 2. Overlooking Current Employees 3. Not Creating Processes 4. Ignoring Cultural Fit 5. Not Trusting Your Instincts 6. Not Checking Employee References 7. Rushing the Process – Or Taking Too Long 8. Rejecting an Overqualified Candidate 9. Not Following Up with Candidates 10. Not Hiring Enough People 1. Not Creating an Accurate Job Description The first step when recruiting for any role is to prepare a job description that accurately reflects the responsibilities of the job. It’s impossible to find the right person if you don’t know what the role entails, so make sure you take the time to speak to the person who’s currently in that role, or the line manager who will be responsible for managing the new employee, to get a clear overview of what their day-to-day tasks will be. Writing out the tasks involved gives all of the stakeholders a chance to decide whether making a new hire is actually the best move, and can sometimes reveal a role needs to be divided up across multiple positions. It’s important to be honest in this process, as that will give you the best chance of finding the right candidate for the role. Sugar-coating the amount of work could lead to an unhappy new employee, which could mean you end up searching for a new employee a few months down the line! 2. Overlooking Current Employees Sometimes the perfect person for a new position might already be working for your company. An existing employee already knows the ins and outs of how your business operates, meaning you can skip the basic sections of the induction and jump straight into the technical aspects of the role; speeding up the entire process. Hiring from within can also have a positive impact on employee morale, showing staff that there is room for them to grow within the company, which is always a good thing. 3. Not Creating Processes Creating a standard recruiting and onboarding process for your business is no easy feat, but it will result in a positive impact on the success of finding and retaining top employees. The process needs to cover every step of a candidate’s journey, from sending over their CV, to starting a role, and staying with the company long-term. This not only allows you to track the progress of candidates going through the application process, but also allows you to ensure every candidate has the same experience with your brand. 4. Ignoring Cultural Fit While it’s beneficial for businesses to build diverse, multi-cultural teams; it’s also important for new employees to fit in with the culture you’ve created within your business. For example, a laid-back, casual person probably wouldn’t be a great fit for a fast-paced, formal position at a global bank; even if they have the relevant qualifications for the role. Finding out about a candidate’s hobbies and interests, or having a potential colleague sit in, during their interview is a great way to test the waters and see what makes them tick; and you should be able to get a good idea of how well they’d fit into your team. 5. Not Trusting Your Instincts Sometimes we can’t help but have a gut feeling about someone – whether it’s good or bad. It’s important during the hiring process to remain impartial to give all of the candidates a fair chance at getting the job, and it’s essential to find a balance when it comes to trusting your gut. Having a set of criteria to score candidates against will prevent you from basing your hiring decisions on your instincts, and will help to see how candidates compare to each other objectively. That being said, your instincts are there for a reason, so if someone matches all of your criteria but you still don’t feel right, make sure you dig a little deeper before you make the final decision. 6. Not Checking Employee References Sometimes the stars align and you find yourself with a candidate who has great qualifications and experience, and is a great cultural fit for your team! Time to send out the offer letter and get them started, right?! Not so fast… No matter how perfect a candidate might seem, it’s still important to check their references before offering them the position. People can embellish, or even flat-out lie about their experience or qualifications, so make sure you verify that they are capable of what they say they are! 7. Rushing the Process – Or Taking Too Long Sometimes an important role comes up that needs to be filled yesterday, and it can be very tempting for a business to hire the first person who comes close to fitting the job description. But this approach often ends up costing businesses more in the long run, as eventually a new member of staff will need to be brought in and trained. In contrast, some companies do the complete opposite and will try to wait until the perfect candidate walks through the door. Unfortunately, “perfect” candidates are very rare! This ultimately leads to the business missing out on fantastic employees who accept offers from other companies who are quicker to act. Most skills can be trained, so it’s important not to blinker yourself to “perfect” when you’re looking for new employees. 8. Rejecting an Overqualified Candidate It seems all too common for companies to disregard candidates who have more experience than the job specification requires, writing them off as “overqualified” for the role. But with candidates being at the centre of the job market, it seems strange that companies would want to turn down the chance to get a better employee for a lower rate. Provided the candidate has seen the salary range in your job advert, it seems that they have already decided the rate on offer is enough, and have clearly shown their interest by applying to the role. This is a great opportunity to get an experienced member of staff into the company, and many businesses miss out! 9. Not Following Up with Candidates Most of us have been on the receiving end of this treatment. You’re looking for a new role and you send what feels like hundreds of applications to roles far and wide. You might get one or two automated emails thanking you for your application, but for the most part you hear nothing back. It sucks! It’s worth trying to follow up with as many candidates as you can. Some of them may not be a good fit right now – but they could be in the future – so leave things on good terms! 10. Not Hiring Enough People Smaller businesses often fall into the trap of pushing their employees too far before bringing in any new members of staff. This can not only lead to burn out in the employees, but can also have a negative effect on customer service and, ultimately, sales. It’s fine for staff to be busy, but expecting too much of them will lead to the need to hire more people in the long run! The Bottom Line It’s likely that at some point your business has already made, or will make, one of these mistakes – that’s just business! There’s a whole host of recruitment challenges businesses face, but we hope that reviewing these common mistakes will help you to identify the pitfalls in your current processes, and make it much easier to fill the roles your business needs to fill. If you want to take the pressure off of hiring qualified engineers, give Entech a call today to discuss your company’s needs.

#hiring
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29% Of New Hires Leave Within 90 Days – Here’s How to Stop Them

26. 06. 2019

A recent survey by Jobvite has found that as many as 29% of workers have left a job within the first 90 days. With the cost of replacing an employee estimated at over £30k, an employee leaving so soon can have a significant impact on the company’s bottom line; so how can companies stop new employees from jumping ship so soon after starting? Involve the Right People in The Hiring Process The first step is to ensure that the right people are involved from the outset. The interview process is a chance for both the candidate and the interviewer(s) to form a solid relationship which, if they’re successful, will become the foundation for their working relationship. Because of this, it’s important to bring line managers into the process early on to give candidates the chance to get to know the people they’ll be working for. Inevitably there will be some people who won’t get along with a particular manager, but having them meet each other before offering the job means that you can find this out before committing to hiring someone. If the current line manager is going to be leaving, then it’s important to involve the person who’ll be replacing them to make sure there’s good chemistry between them. Set Clear Expectations and Goals Having the right people involved from the start of the hiring process will also help to set clear expectations for the candidate. Astonishingly, only 47% of workers believe that job descriptions accurately reflect a role’s responsibilities, so it’s important to make sure it’s clear what will be expected of them in the role, and what their targets and goals will be. It’s no good if you tell candidates customer service will only make up 10% of their week if they then spend the first month dealing with customer complaints all day. They’ll feel like they were mis-sold on the job and be much more likely to reconsider their options. Be Realistic About Your Culture It’s important to be realistic about your company’s culture as 46% of people say this is one of their most important considerations when finding a job. In fact, nearly a third of job seekers would even be willing to take a 10% pay cut for a job they’re more interested in or passionate about. If a company mis-represents their culture it won’t be long until new employees figure it out and get a real feel for how the company operates. If they’ve been lied to, they’re much more likely to consider looking elsewhere. Some companies have even been known to use sites like Glassdoor to falsify positive employee reviews in order to try and improve the perception of their culture, but this will inevitably result in more people being unsatisfied when they discover the culture isn’t what it’s been made out to be. Rethink Your Onboarding Process Creating a clear onboarding process not only helps every new employee get up to speed, but also gives them more insight into how their role has an impact on the company. This is a great opportunity to get across the culture and values of the company, whilst also giving new employees the chance to see how their work is going to influence the company’s future. It’s also the perfect time to help new starters build relationships with the different departments they’ll be working with on a day-to-day basis. Assign a Buddy For candidates, starting a new job can be daunting. The first few weeks are filled with a blur of names and faces, and it can be very overwhelming for people to settle into their role and feel like part of the team. Assigning a buddy can give new employees a friend to discuss any issues they may be having, and helps to establish relationships much more quickly within the team. It can be daunting for new employees to approach managers with problems they may be having, so a buddy can help to increase the feedback from the employee, which can then be fed back to the relevant manager. Having a system that addresses these small problems sooner, without directly involving a manager, can prevent problems becoming so big that they consider leaving the company. Define Their Career Progression While 19% of job seekers said money was their number one reason for leaving; 13% of the younger workers who left a job reported that a lack of growth opportunities was their reason for leaving. There may be plenty of progression options for your employees, but if they’re not made clear from the start then it can be easy for employee can think they’ve ended up in a dead-end role. Make it clear how they will be able to move up through the company, and what impact they’ll have to do in order to do so, to reduce the chances of them thinking they’ve made a mistake. Check-in Regularly For the first few months of their employment, it’s important to check in regularly with new employees. For the first month, it’s worth having a weekly recap session on a Friday to talk about how their week’s been, and if they have any questions about anything. These meetings can be scaled back to once a month once the employee is more settled. Checking back with new employees regularly can make sure a small problem doesn’t grow into a big problem that causes them to leave! Keep Training To keep employees engaged and happy, it’s important to continue training long after the induction period. Training offers employees a chance to prove themselves, or gain a new skill, and so can help to increase their sense of purpose within the company, giving them more reasons to stay. Many companies make the mistake of training employees to the level needed to do their job and leave it at that, leading employees to become frustrated that they’re not developing further, and potentially to start looking for a new job. Deconstructing your entire hiring and training processes can seem like a daunting task, but some time invested now will pay dividends if it prevents just one person from leaving your company. But increasing the level of staff retention doesn’t just have a positive impact in the short term. A better onboarding experience and increased staff retention helps to increase employee engagement, and a study in 2009 found that organisations with highly engaged employees had revenues 26% higher per employee than those without. If that’s not a reason to re-think your hiring and onboarding processes, I don’t know what is! Had an employee leave suddenly? If you’re looking for technical candidates for a quick start, our team of consultants can help.

#employeeretention
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How to Prepare for a Job Interview in 8 Simple Steps

19. 06. 2019

Congratulations, you’ve landed yourself a job interview! But after the excitement wears off, it’s time to start preparing to give yourself the best chance of getting the role. So, what can you do to prepare yourself for a successful interview? We’ve broken down interview preparation into 8 simple stages: 1. Study the job description 2. Research the company 3. Plan your journey 4. Plan your outfit 5. Prepare answers 6. Prepare questions 7. Ace the interview 8. Follow up It’s important to give yourself enough time to consider how your goals and aspirations fit in with the role you’re interviewing for, and how you’ll fit into the company as an employee. To get a better understanding of what the interviewer will be expecting, here’s our list of the 8 interview preparation stages. 1. Study the Job Description The job description is going to contain most of the info you need in order to ace your interview. Pay attention to the duties it lists, and the required personal qualities it sets out, and come up with examples of times you’ve shown you have those qualities. It’s likely they’ll ask you these types of questions, so it’s important to know how to justify that you match the job description they’ve set out. 2. Research the Company Make sure you take the time to understand what the company does, and the products or services it is selling. You should have an idea of this anyway, but it’s always good to make sure there isn’t an aspect of the business you’re not aware of. Take a look at their competitors and get a feel for the way the industry operates. You can also look at industry news sources to get the latest news stories, and can check out the employers “News” page on their website (if they have one) to see what’s been going on recently. Although this may be classed as something obvious, you will impress the employer if you are aware of not just the products they produce, or the industry they’re in, but also if you have an understanding of any other sites they operate, and the differences between what the other sites may manufacture. 3. Plan Your Journey First impressions matter, and being just 5 minutes late to an interview can start you off on the back foot, so make sure you plan the journey to the place you’ll be interviewing. Consider having a trial run to get an idea of how long it’ll take you to get there - especially if you’re relying on public transport! You should aim to get to your interview at least 15 minutes early, as this will give you a chance to compose yourself before you walk through the door, and make the best first impression possible. 4. Plan Your Outfit Make sure you plan out your outfit a few days before your interview. There’s nothing worse than having to scramble around to find, or even buy, a clean shirt because the one you planned on wearing is still in the wash basket! We all know that you need to look smart for an interview, but that means more than just wearing a shirt and tie. Make sure your shirt and trousers are ironed and your shoes are clean. If you’re going to an interview from your existing job and you’re going to be changing clothes, make sure they’re stored neatly so they’re not creased when it comes time to change. And if you work with your hands – make sure you wash them! Extending an oil covered hand as you introduce yourself to your interviewer probably isn’t going to start you off on the right foot! "If you're not sure of the dress code, always over-present yourself - first impressions are everything!" - Roya Robeson 5. Prepare Answers By now, most people have heard all of the stereotypical interview questions. Questions like “Tell me about yourself” and “Where do you see yourself in five years?” may be overused clichés, but do you know how to answer them if they do come up? This is where knowing the company and job description pay off, as you can practice ways to incorporate your skills and align them with the company’s strategies. Take some time to look for common interview questions online, and make sure you know how you’re going to answer them if asked. 6. Prepare Questions Interviews aren’t just a one-sided affair; it’s also your opportunity to ask questions about the role, and the company you’ll potentially be working for! Sometimes it can be difficult to think of questions when you feel like you’re not the one in control of the situation, so make sure you’ve prepared a few questions to ask when the time comes. Make sure you select questions that will help to show the employer that you are interested in knowing more about the business and the role you’re interviewing for rather than asking about the pay and benefits – that’s a big no-no! 7. Ace the Interview Having a great CV will get you the interview, but only you can get yourself the job. If you’re having trouble communicating your key achievements, referring back to the job spec will help you keep track of what’s relevant. It’s full of everything you need to talk about, and is a great guide for relating your experience to the new role. Remember though, interviewers won’t typically be interested in hearing about attributes like being a ‘hard worker’ or a ‘fast learner’ - you can prove that to them when you get the job! "Being confident in your abilities and asking about career progression is great, but it’s not ok to tell the interviewer that you want their job. Nobody likes a show off!" - Roya Robeson 8. Follow Up After your interview’s finished, make sure you follow up with the interviewer and/or your recruitment agency contact. This not only helps to show you’re genuinely interested in getting the role, but also gives you the chance to clarify anything you said or bring up things you may have forgotten to mention. At this point, you can relax – it’s out of your hands and you’ll just have to wait to see whether you get the job! If you get the job – congratulations! However, sometimes you can do everything in this list perfectly, have a great interview, and still not get the job. Try not to let that get you down – it’s not a reflection on you; it just means that the company had a candidate who was better suited to the role. Take any feedback you can get from the recruiter/interviewer, thank them for the opportunity to interview, take a deep breath and get back to finding roles to apply for. Good luck! If you’re looking for your next engineering role, why not send your CV across to one of our recruiters to see if they can find you the perfect new position?

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