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In this episode, we talk with Tyler Wiggins, operations manager, engineering recruiter, and owner of Agavos Group, LLC., about game-changing strategies to build an exceptional team when hiring structural engineers. We explore the hiring challenges faced by structural engineering firms, the root causes of the engineering labor shortage, and powerful tactics to boost retention and reduce attrition.
***The video version of this episode can be viewed here.***
Engineering Quotes:
Here Are Some of the Questions We Ask Tyler:
- Can you tell us about your journey from engineering manager to engineering recruiter?
- Given your experience, why do you think structural engineering firms are struggling to hire engineers right now?
- When working with engineers to place them at a firm, what are some common questions they typically have?
- Are you finding that more engineers are asking for flexible schedules, work-from-home options, or even part-time work these days, and what trends are you seeing in that area?
- When engineers consider a job change, how do you advise them on the appropriate salary increase to make the move worthwhile?
- What do you think companies could do better to retain their engineers and minimize turnover?
- What advice do you give companies looking to hire structural engineers in today’s competitive market?
Here Are Some of the Key Points Discussed About the Best Practices for Hiring Structural Engineers:
- Learn how to transition from an engineering manager to an engineering recruiter by leveraging skills gained at previous roles. Use your engineering background and industry connections to become a trusted recruiter for hard-to-fill positions in structural and forensic engineering.
- Structural engineers are hard to hire due to a labor shortage. The main factors include population decline, impacts from the recession, an insufficient pipeline of new engineers, and low pay combined with overwork.
- Engineers face a traditional profession that often lacks flexibility, making it hard to attract and retain young talent. Engineers need to ask for what they want, and companies should be more adaptable to individual needs to improve retention.
- Many engineers now seek hybrid or flexible work schedules rather than being in the office full-time. There is also a growing trend of engineers asking for part-time positions to better balance their work and personal lives.
- Engineers often face challenges in career advancement due to unclear timelines and market fluctuations. Companies need to clearly communicate growth opportunities and revenue goals to retain talent and avoid losing them to competitors.
- Companies can reduce employee turnover by offering competitive pay and avoiding overworking their staff. Providing clear career advancement opportunities and maintaining open communication about individual needs can also significantly improve retention.
- Companies looking to hire structural engineers in today’s competitive market should offer higher pay and flexible work options. Emphasizing a positive work culture, reasonable hours, and attractive benefits can help attract and retain top talent.
More Details in This Episode…
About Tyler Wiggins
Tyler Wiggins is a former engineering manager turned engineering recruiter with over seven years of experience in recruiting and hiring engineers for structural engineering firms, solar developers, and solar equipment manufacturing companies. He graduated from Cal Poly San Luis Obispo with a Bachelor of Science in Materials Engineering and began his career as a product development engineer for a solar mounting equipment manufacturer. Tyler advanced to an engineering management position, where he expanded the team from three to an international team of 12 engineers.
In late 2020, after hearing from industry friends about their struggles in hiring engineers for growing teams, Tyler embarked on a passion project to help these companies. This initiative quickly grew into a full-time business by 2021, which he continues to operate today.
As the demand for structural engineering services increases, Tyler has gained insights into the challenges engineering firms face when hiring engineers, including demographic shifts, early retirements, and other obstacles that can’t be solved through job board advertisements alone. These challenges are central to Tyler’s discussions with his clients, as he believes recruiting is just one part of the solution to managing the engineering labor shortage.
About the Host: Rachel Holland, P.E.
Rachel is an experienced R&D engineer, developing and patenting multiple new structural connectors. She also offers her expertise to both the end user and specifiers as a branch engineering supervisor. She represents Simpson Strong-Tie as a deck expert, educating others how to properly build code-compliant decks. Before her career working for a manufacturing company, she spent many years working for engineering consulting companies. She earned her Architectural Engineering undergrad degree from California Polytechnic State University, San Luis Obispo, and a Master of Business Administration (MBA) from California State University, Monterey Bay. Rachel is a licensed P.E. in California, Arizona, and New Mexico.
Books Mentioned in This Episode:
Sources/References:
Agavos Group, LLC.
Cal Poly Slow (California Polytechnic State University, San Luis Obispo)
K2 Systems
Structural Engineers Association of California (SEOC)
Simpson Strong-Tie
Connect with Tyler Wiggins on LinkedIn
Please leave your comments or questions in the section below on the best practices you use for hiring structural engineers.
To your success,
Rachel Holland, P.E.
Host of The Structural Engineering Podcast
