Automotive Recruitment

Automotive Recruitment

The Automotive landscape is experiencing new exciting challenges that are instrumental in re-shaping the entire industry.

 

From reducing carbon emissions to enhancing driver experience. Our attitudes regarding cleaner, autonomous and connected vehicles, whether that be on or off road, is changing.

 

GSS specialises in provided highly technical personnel to some of the industry’s most prestigious R&D and manufacturing companies. We are trusted partners to OEM’s, tiered suppliers and motor sports teams across Europe and the UK.

importance of Automotive Recruitment:

01. Access to Talent

Effective engineering recruitment helps organizations access a diverse pool of talented engineers with the necessary skills and expertise to meet their business needs. This ensures that companies have the right people in place to carry out engineering projects successfully.

02. Innovation and Problem-Solving

Engineers play a vital role in driving innovation and solving complex technical challenges. By recruiting engineers who possess a strong problem-solving mindset and creative thinking abilities, organizations can foster a culture of innovation and maintain a sustainable competitive advantage.

03. Scalability and Growth

As businesses expand, recruiting engineers becomes essential to scale up production capacity, develop new products, and enter new markets. A strategic recruitment process ensures organizations have the necessary engineering talent to meet growing demands and drive business growth.

Automotive Recruitment

The Automotive landscape is experiencing new exciting challenges that are instrumental in re-shaping the entire industry.

 

From reducing carbon emissions to enhancing driver experience. Our attitudes regarding cleaner, autonomous and connected vehicles, whether that be on or off road, is changing.

 

GSS specialises in provided highly technical personnel to some of the industry’s most prestigious R&D and manufacturing companies. We are trusted partners to OEM’s, tiered suppliers and motor sports teams across Europe and the UK.

Importance of Automotive Recruitment:

01. Access to Talent

Effective engineering recruitment helps organizations access a diverse pool of talented engineers with the necessary skills and expertise to meet their business needs. This ensures that companies have the right people in place to carry out engineering projects successfully.

02. Innovation and Problem-Solving

Engineers play a vital role in driving innovation and solving complex technical challenges. By recruiting engineers who possess a strong problem-solving mindset and creative thinking abilities, organizations can foster a culture of innovation and maintain a sustainable competitive advantage.

03. Scalability and Growth

As businesses expand, recruiting engineers becomes essential to scale up production capacity, develop new products, and enter new markets. A strategic recruitment process ensures organizations have the necessary engineering talent to meet growing demands and drive business growth.

Key Steps in Automotive Recruitment

01. Job Analysis

The recruitment process begins with identifying the specific engineering role and determining the required qualifications, skills, and experience. This involves conducting a comprehensive job analysis to create an accurate job description that attracts suitable candidates.

02. Sourcing

Once the job requirements are defined, the next step is to attract potential candidates. GSS uses various channels such as job posting websites, social media platforms, professional networking sites, universities, and engineering associations.

03. Screening and Selection

The screening process involves reviewing resumes, conducting initial interviews, and assessing candidates against the job requirements. Qualified candidates are then shortlisted for further evaluation, which may include technical assessments, behavioral interviews, and reference checks.

04. Hiring and Onboarding

After selecting the most suitable candidate, the job offer is extended, and negotiations may take place. Once the offer is accepted, the onboarding process begins, ensuring a smooth transition for the new engineer into the organisation. This may involve orientation programs, training, and mentorship to help them integrate into the company culture and understand their role and responsibilities.

Key Steps in Automotive Recruitment

01. Job Analysis

The recruitment process begins with identifying the specific engineering role and determining the required qualifications, skills, and experience. This involves conducting a comprehensive job analysis to create an accurate job description that attracts suitable candidates.

02. Sourcing

Once the job requirements are defined, the next step is to attract potential candidates. GSS uses various channels such as job posting websites, social media platforms, professional networking sites, universities, and engineering associations.

03. Screening and Selection

The screening process involves reviewing resumes, conducting initial interviews, and assessing candidates against the job requirements. Qualified candidates are then shortlisted for further evaluation, which may include technical assessments, behavioral interviews, and reference checks.

04. Hiring and Onboarding

After selecting the most suitable candidate, the job offer is extended, and negotiations may take place. Once the offer is accepted, the onboarding process begins, ensuring a smooth transition for the new engineer into the organisation. This may involve orientation programs, training, and mentorship to help them integrate into the company culture and understand their role and responsibilities.

Best Practices in Automotive Recruitment

01. Employer Branding

Establishing a strong employer brand helps organizations attract top engineering talent. Highlighting factors like a supportive work environment, career growth opportunities, flexible working arrangements, and challenging projects can differentiate a company from its competitors.

02. Collaboration with Universities

Building relationships with engineering universities and colleges can provide access to fresh talent. Internship programmes, campus recruitment drives, and collaboration on research projects can help create a pipeline of skilled engineers for future recruitment needs.

03. Continuous Improvement

Regularly evaluating and refining the recruitment process ensures that it remains effective. Collecting feedback from hiring managers and candidates, tracking key metrics, and incorporating industry best practices can help optimize the process over time.

Automotive Recruitment is a critical process that enables organisations to build high-performing teams of skilled engineers. By implementing effective recruitment strategies and practices, businesses can access the talent needed to drive innovation, enhance productivity, and achieve sustainable growth in the automotive industry.

Best Practices in Automotive Recruitment

01. Employer Branding

Establishing a strong employer brand helps organizations attract top engineering talent. Highlighting factors like a supportive work environment, career growth opportunities, flexible working arrangements, and challenging projects can differentiate a company from its competitors.

02. Collaboration with Universities

Building relationships with engineering universities and colleges can provide access to fresh talent. Internship programmes, campus recruitment drives, and collaboration on research projects can help create a pipeline of skilled engineers for future recruitment needs.

03. Continuous Improvement

Regularly evaluating and refining the recruitment process ensures that it remains effective. Collecting feedback from hiring managers and candidates, tracking key metrics, and incorporating industry best practices can help optimize the process over time.

Automotive Recruitment is a critical process that enables organisations to build high-performing teams of skilled engineers. By implementing effective recruitment strategies and practices, businesses can access the talent needed to drive innovation, enhance productivity, and achieve sustainable growth in the automotive industry.

Sourcing Process

Global Staffing Services undergoes a rigorous 7-step process in order for us to identify, screen, and select the best candidates.

Candidate Network

GSS have built a reputation as being a market leader & agency of choice for Automotive, IT and A&F clients. As a result, we have in excess of 200,000 technical professionals in our database which we utilise to identify candidates with the necessary experience.
Step 1

Candidate Outreach

Utilizing our advanced Applicant Tracking System (ATS), GSS will present each of of our clients vacancies to all the relevant/suitable candidates on our CRM database.
Step 2

Review Candidate Pool

The dedicated Account Manager will then review the candidate pool daily. Candidate pooling identifies potential candidates, on our ATS, who fulfil the required criteria for the role.
Step 3

Project Mapping/Headhunting

GSS will diligently perform a project mapping exercise to identify similar projects/companies, enabling our team to identify suitably qualified candidates whose experience will align with the requirements of the role.
Step 4

External Advertisement & Promotion

For non-confidential positions, GSS will also advertise jobs on our dedicated social media channels, website and external job boards.
Step 5

Screening

Once suitable candidates are identified, GSS’s recruitment team will interview and conduct initial due diligence checks to qualify each candidate in order to further determine the candidates’ suitability. GSS will arrange a minimum of two interviews (telephone and Teams/face-to-face) per candidate, to determine the commitment, technical abilities and overall suitability for the role prior to presenting a short-list of relevant candidates.
Step 6

Short-List Presentation

Upon completing the previous steps, GSS will submit the successful candidate(s) in accordance with the requirements for the role.
Step 7

Sourcing Process

Global Staffing Services undergoes a rigorous 7-step process in order for us to identify, screen, and select the best candidates.

Candidate Network

GSS have built a reputation as being a market leader & agency of choice for Automotive, IT and A&F clients. As a result, we have in excess of 200,000 technical professionals in our database which we utilise to identify candidates with the necessary experience.
Step 1

Candidate Outreach

Utilizing our advanced Applicant Tracking System (ATS), GSS will present each of of our clients vacancies to all the relevant/suitable candidates on our CRM database.
Step 2

Review Candidate Pool

The dedicated Account Manager will then review the candidate pool daily. Candidate pooling identifies potential candidates, on our ATS, who fulfil the required criteria for the role.
Step 3

Project Mapping/Headhunting

GSS will diligently perform a project mapping exercise to identify similar projects/companies, enabling our team to identify suitably qualified candidates whose experience will align with the requirements of the role.
Step 4

External Advertisement & Promotion

For non-confidential positions, GSS will also advertise jobs on our dedicated social media channels, website and external job boards.
Step 5

Screening

Once suitable candidates are identified, GSS’s recruitment team will interview and conduct initial due diligence checks to qualify each candidate in order to further determine the candidates’ suitability. GSS will arrange a minimum of two interviews (telephone and Teams/face-to-face) per candidate, to determine the commitment, technical abilities and overall suitability for the role prior to presenting a short-list of relevant candidates.
Step 6

Short-List Presentation

Upon completing the previous steps, GSS will submit the successful candidate(s) in accordance with the requirements for the role.
Step 7