What to Look for in an Engineering Candidate: A Recruiter’s Perspective

Hiring the right engineer isn’t just about ticking off a list of technical skills. It’s important to find someone who can adapt to challenges, solve real-world problems, collaborate with teams, and grow with your business.

As specialist recruiters in the engineering and manufacturing space, we’ve seen firsthand what separates top performers from average hires. And spoiler alert: it’s not just the CV.

Here’s what to look for in an engineering candidate - straight from the recruitment front lines.

 

Technical Competence: More Than Just a CV Checklist

Yes, the foundation of any engineering role is technical skill. But don’t stop at software knowledge or certifications - dig deeper.
A great candidate doesn’t just know how to use the tools - they know when and why to use them. They’ve applied their skills in real environments, solved real-world challenges, and can walk you through their thinking every step of the way.

Top recruiters look for:
• Hands-on experience: Lab work, field testing, prototyping.
• Contextual application: Can they explain how they used a tool to solve a problem?
• Learning agility: Have they adapted to new tools or technologies recently?

Remember, you’re not just hiring a skillset - you’re hiring the ability to grow and adapt.

The job spec is often a wish list. Why would someone want to join your company if they can already do 100% of the role? Great engineers seek out opportunities to grow.

If a candidate brings 60–70% of what you’re looking for, can the other 30–40% be learned?

Ask yourself: do you want to hire someone who isn’t interested in being better? If they know the job inside out, chances are they’ll get bored more quickly.

 

Problem-Solving Ability: The Heart of Engineering

Engineering is, at its core, structured problem-solving. The best candidates think in systems, understand trade-offs, and don’t panic when the blueprint doesn’t match the real-world build.

During interviews, present them with a challenge:
"What would you do if a product failed halfway through testing on the day of client delivery?"

You’re not looking for perfection - you’re looking for process. Do they ask smart clarifying questions? Do they break the problem into parts? Do they weigh consequences?
This reveals far more than a polished CV ever will.

 

Communication Skills: Underrated but Essential

It’s not enough to be brilliant - you need to be understood.
Engineers often need to explain complex concepts to non-technical stakeholders, clients, or team members. Miscommunication can delay projects, damage trust, and increase risk.

A strong candidate:
• Communicates clearly under pressure
• Explains technical concepts without jargon
• Writes reports and documentation that others can follow

Bonus: Watch how they communicate during the interview process itself. That’s often a clearer indicator than any reference.

 

Team Fit & Cultural Alignment

Even the most skilled engineer can derail a team if they don’t align with your culture.
Are they collaborative or combative? Do they support junior colleagues or work in silos? Can they thrive in your work environment?

Evaluate:
• Their communication style
• Their emotional intelligence
• Their ability to share credit and accept feedback

Hiring for culture isn't about hiring people who "fit in" - it’s about hiring those who help elevate the team.

 

Reliability & Accountability

You need engineers who’ll follow through. Whether it's meeting deadlines or admitting a mistake, accountability is non-negotiable in high-stakes industries.

Great candidates:
• Take responsibility for past failures without shifting blame
• Are dependable under pressure
• Can give examples of delivering under tight deadlines

Pro tip: Ask for real-world examples of when something went wrong and how they handled it.

 

Passion for Engineering (Not Just a Job)

Passion isn’t fluffy - it’s a performance driver.
Look for candidates who build things in their spare time, who follow engineering trends, who light up when they talk about the field.

Enthusiastic engineers tend to:
• Take initiative
• Stay motivated on tough projects
• Bring energy to the team

 

Certifications, Training & Willingness to Upskill

Certifications aren’t everything - but they do show initiative. Whether it’s Six Sigma, PMP, ISO standards, or Lean Manufacturing - qualifications matter depending on your sector.

What’s more important? A willingness to learn.

Watch for red flags like:
• No recent training or skills development
• Resistance to new software or systems
• A mindset of “This is how we’ve always done it”

Invest in those who are ready to grow - whether they're experienced or up-and-coming.

 

The Role of Emotional Intelligence (EQ)

Emotional intelligence is vital in collaborative environments. Engineers with strong EQ:
• Handle conflict well
• Know when to listen vs. when to lead
• Support junior team members and elevate group dynamics

Ask situational questions like:
“Tell me about a time when you disagreed with a teammate. How did you handle it?”

The goal? Find someone who knows how to engineer solutions - both technical and interpersonal.

 

The Ideal Engineering Candidate: A Balance of Head, Hands & Heart

So, what does the perfect engineering candidate look like?
They’re switched on and skilled (head). They can execute, build, and troubleshoot (hands). And they’re motivated, thoughtful, and emotionally mature (heart).

As recruiters, we recommend hiring not just for now - but for the future. Someone with high potential, curiosity, and emotional intelligence can outgrow even the most technically gifted candidate over time.