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Hiring qualified engineering candidates isn’t an easy undertaking. In today’s job market, recruiters and hiring managers need to attract the right candidates using competitive salary and benefits packages, a healthy work-life balance, and a great company culture. Nowadays, job seekers also prioritize career progression, learning development and the ability to work with cutting-edge technology when considering new opportunities.

In fact, 17 percent of high-tech job seekers say the technology they'll work with is their top priority when considering job opportunities, according to a survey by Stack Overflow. Similarly, employees are more satisfied when they can work on leading-edge content with up-to-date tech, according to a McKinsey report.

With newer nodes of dimensions demanding engineers work with more data at faster speeds, innovative technology is more important than ever in the semiconductor industry. Advanced analytics and technologies are not only more exciting, but they’re crucial to engineers’ effectiveness and help them gain a competitive advantage in the industry.

For recruiters and hiring managers, communicating a commitment to interesting projects and innovative technology is key to recruiting and retaining top engineers. Here are a few ways you can accomplish this goal:

As a hiring manager, you’ll often face the challenging decision of choosing between multiple highly qualified candidates for one open role. And once you’ve made your selection and sent a job offer, you’ll have to break the news to the candidates who didn’t make the cut. Without careful planning and sensitivity, these rejections can leave candidates with a negative impression of your organization.  

While it may be easier to send a curt rejection response, impersonal communications can hurt your company’s reputation and affect your ability to attract top engineering talent in the future. Even if you’ve already made your hiring decision, putting some extra thought into rejection calls or emails can open opportunities for future job openings or contract work.

In this article, we’ll explore a few simple ways to create a considerate (and painless) experience when rejecting engineering candidates.

Hiring top engineers and chip experts in today’s competitive and candidate-driven job market can be challenging. From crafting tailored job descriptions to coordinating technical interviews, each step in the hiring process requires careful consideration. And with changes in technology and shifting demographics, hiring managers need new, creative ways to find and attract qualified candidates. Over time, you may feel your once tried-and-true efforts are losing their effectiveness.

If your current strategies aren’t performing to your standards, considering new perspectives can help you refresh your hiring tactics and access top talent.

Here are three simple ways to rethink some hiring practices:

The number of great technical candidates has risen and fallen a lot throughout the years. Nowadays, the talent search isn’t easy; hiring managers have to stay laser-focused on filling critical open roles productively and efficiently or risk losing the best candidates to competitors.

At the Talent CIRCUIT, we take strong measures to select, interview, and qualify candidates to build a talent repository focused on the chip industry. The result? A list of highly competent candidates available when you need them.

Through our research and data, we uncovered popular roles and candidate pools to keep on your radar for future projects. Let’s explore some of the top engineering talent and in-demand roles we have available in the CIRCUIT to help you refresh your hiring pipeline.

Today, contingent workers make up more than 40% of the U.S. workforce. With those numbers, it's no surprise the trend is on the rise for companies with blended workforces. Blended workforces utilize a mix of full-time and contingent workers making the workforce management an even more complex process. To help bring efficiency and solutions to the complicated workforce situation, many companies are turning to Managed Services Providers (MSPs).

Over the last decade, the amount of contingent labor making up the U.S. workforce grew more than ten percent. Today, more companies recognize the value of blended workforces—enough to make up 40.4% of the workforce, a figure that’s expected to only increase in the coming years. A blended workforce incorporates contract or freelance workers into the mix with full- and part-time employees. This type of arrangement can be mutually beneficial for both the employer and the worker offering advantages like flexibility and specialized skills for specific projects.

Employers look to contingent workers for a number of reasons. If they need to fill a vacancy left by an employee on leave or want to bring in someone with a highly specialized skill set for a new project, or even test out a temporary working situation that could eventually become permanent. Whatever the reason, more employers embrace the contingent worker than ever before.

But that doesn’t mean a blended workforces comes without challenges.

Great news for engineers: your skills are in demand and job availability is increasing. The Department of Labor projects employment of engineers in the US will grow by 4% from 2014 to 2024. While technology advances and the economy continues to rebound, more companies need engineers to achieve their mission objectives.

On the heels of one of the most vulnerable and insecure years in the cyber world, IT security will not be taken lightly in 2017. We’ve seen victims from the everyday consumer to corporate giants. As the cloud and Internet of Things (IoT)  transform the way we live and work, the security risks surrounding them change as well. This year, and in the coming years, cyber security will become an increasingly more significant priority for companies who want to be sure their data is safe. This will require new ways of thinking, more strategic design, and increased expertise in IT security for the workplace—an adaptive security architecture, a bridge between servers and cloud services to today’s IoT. In this article, let’s explore what trends you can expect to see in IT security this year.

In the week since January 20, 2017, the world of semiconductors, silicon, and engineers still has a lot in question. One of the biggest issues for the semiconductor industry is immigration reform.

The semiconductor industry and its labor market have been on quite a journey this year. As 2016 draws to a close, we want to be sure you’ve gotten all the important content to set you up for a successful 2017. We’ve put together our most popular articles from 2016 in case there’s anything you may have missed! Be sure not to miss another semiconductor update.