Expert Services’ insights

In today’s engineering landscape, talent is not only in short supply, it is also harder than ever to reach through traditional hiring methods.

In the world of engineering and industrial projects, there is a unique kind of pressure that most traditional recruiters never face: Hiring talent for projects that haven’t even been fully defined yet.

Some time ago, a client came to us in a panic. Their engineering project worth millions was falling behind schedule because they couldn’t find a specialized expert fast enough.

A few years ago, I met an engineer named Mikko. He was smart, qualified, and like many others sending out many applications with no response.

The rise of remote hiring, digital recruitment platforms and AI-based tools have created new opportunities, but also new risks for companies that are hiring professionals.

In the competitive job market, especially in the engineering sector it is no surprise that job seekers are turning to AI-driven tools and platforms to perfect their CVs.

In the fast-paced world of engineering, success doesn’t happen by chance. It is the result of strategic planning, continuous development and the right kind of support.

Projects succeed through people and people give their best when they feel they belong.

In the engineering consultancy sector, where talent moves from project to project, retaining skilled professionals can be one of the most complex and most critical priorities.

After 10 interviews and zero hires, a frustrated client reached out to us.

In a world where engineering talent is in high demand, many professionals still feel stuck. You have applied for dozens of jobs, sent countless CVs and yet, nothing moves forward.

At Enersense Engineering, our most valuable asset is our people. Our engineering specialists are deployed across various industries and major industrial companies, delivering high-level consultancy services on-site at our clients’ locations.

In today’s competitive engineering market, simply posting a job advertisement and waiting for the right candidate to apply is no longer enough.

Engineering is global by nature. The talent pool is no longer confined to local borders, and projects themselves are often multi-national.

I recently read an article regarding how HR should shift from understanding the business to delivering stakeholder value.