Boomer engineers are starting to retire and there are not enough new engineers entering the workforce to replace them.
Our national pool of engineering talent is shrinking—this reality is hard-wired into our national demographics—and the trend will accelerate over the next twenty years.
So what is your staffing strategy? How will you find the people you need to achieve your goals? Throwing an ad on the web might get you some resumes, but what do you know about those people, other than the fact that at least 30% of them are stretching the truth in their resumes? How much will a bad hire cost you, in time, money and legal jeopardy? Is this really the best use of your time?
You need help. Professional help.
At Aorist we embrace the fact that human beings are individuals, not commodities. Every candidate we meet is unique, and we take the time to get to know them because we hope to work with them throughout their careers. The Jr. Engineer we place with you today may well be a Project Engineer we support in five years, and a Managing Principal ten years after that. This long-term view dominates our approach to technical staffing. We understand that as the cost of finding good people increases, the value of a great long-term fit also increases exponentially.
With over forty years of experience in technical staffing, we've sharpened our behavior-based candidate assessment process to the point that it reveals far more than technical skills and work histories. It reveals character. Honesty. Initiative. Accountability. Cooperation. Many of the candidates that approach us don't make it through the process because they fail to exhibit the qualities of a good employee. That, in fact, is the whole point of the process.
Our assessment process requires our recruiters to be highly trained in employment law, especially as related to technical staffing. As a condition of employment, all Aorist recruiters are required to earn and maintain their Technical Services Certification from the American Staffing Association. We obey the law, we treat our candidates with respect, we know what we're looking for, and we get to the bottom line.
When we present a candidate its because our process has revealed the potential for a great long-term fit, and we share the information that leads us to that conclusion. Not song-and-dance puffery, but actual notes from our interview, reference checks, and interactions with the candidate. We present the candidate as a whole person, particularly as revealed through their daily interaction with former managers and colleagues.
And once you've seen an Aorist presentation, you'll understand why you don't want to go into the woods alone.
You need help and Aorist is ready to help you get the people you need to reach your goals.
