Checking on the applicant’s credentials is important to see if he or she will best fit the job description. However, even if the engineer applicant has listed a lot of “skills” on their resume, you should first and foremost determine how they have acquired that kind of technical skill as well as the applications they have used it for. Recruitment is no easy job and no company has perfected this process, though you can always apply a few simple tricks to make the hunt a little less hard for you.
Most companies always check if the applicant has acquired related certifications and licenses, most of the time, an applicant will be put above the rest if the recruiter finds these on the resume. Matching or at least closely relative technical skills to the nature of the work is an added plus. For example, for a robotics company, an applicant who has an experience with the said field is a priority. Referrals from your employees could be a good start, this way you can ask and learn more about the candidate through your employee. For newly graduated engineers, see if they have had class work relating to the nature of your company’s work. Also, it is better if he or she has done service projects even as students.
Article submitted by Sasha Bakhru. Sasha Bakhru is an engineering science graduate from the Columbia University. He has studied Biomedical Engineering (undergraduate major), mechanical Engineering (undergraduate minor) and Materials Science and Engineering (graduate major).
