Hiring technical and STEM professionals has never been more competitive. Whether you’re scaling a biomanufacturing plant, hiring automation specialists, or building your next R&D team — attracting the right people is becoming increasingly difficult.
After more than a decade recruiting across highly specialised industries (from rocket scientists and engineers to automation and quality experts) I’ve noticed one consistent challenge:
Companies that don’t truly understand the technical side of what they’re hiring for consistently lose out on top talent.
Here’s why — and what you can do to fix it.
1. Your Job Descriptions Are Too Generic
Most job adverts sound the same: a list of duties, buzzwords, and compliance-driven qualifications.
That might meet internal HR requirements, but it won’t capture the attention of exceptional technical candidates. These professionals are drawn to problems to solve, not just positions to fill.
If your advert doesn’t describe the impact of the role, you’ll fail to stand out in a sea of sameness.
Example:
Instead of saying:
Responsible for maintaining automation systems.
Say something like:
“You’ll optimise and upgrade our automation systems to improve production efficiency by 20% — helping build one of Europe’s most advanced biomanufacturing facilities.”
✅ Fix: Collaborate with your engineers or scientists before you post the role. Understand the real-world challenges this hire will tackle and translate them into engaging, authentic copy.
2. You Can’t Identify True Capability
Without technical fluency, it’s difficult to separate good from great.
If your interview team doesn’t understand the difference between validation and verification, or SCADA and PLC, they may overlook exceptional candidates or hire someone lacking depth.
That’s not just a missed opportunity — it’s a costly mistake.
✅ Fix:
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Involve technical assessors in early screening.
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Provide basic technical training for recruiters and hiring managers.
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Work with specialist recruiters who understand your field and can confidently evaluate both skill and fit.
3. You’re Miscommunicating Value
Too many organisations rely on corporate clichés: “fast-paced environment,” “competitive salary,” “innovative culture.”
But top technical professionals aren’t motivated by generic promises. They’re driven by autonomy, impact, and purpose. They want to know:
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What challenges will I solve?
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What technology stack will I use?
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How does this role contribute to something meaningful?
✅ Fix: Tell a compelling story about your mission. Highlight your technologies, the problems your teams are solving, and how their work contributes to progress in your industry.
4. The Wrong People Are Telling Your Story
When recruitment is led solely by HR or an agency unfamiliar with your industry, your message loses authenticity.
Candidates can tell when the person reaching out doesn’t fully understand the work. It’s not just a credibility issue, it signals a disconnect between leadership and technical teams.
✅ Fix:
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Align recruiters, hiring managers, and technical leaders on a shared message.
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Create unified role briefings and consistent storytelling across job ads, interviews, and brand content.
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Empower recruiters to represent your mission as confidently as your engineers do.
5. You’re Not Building Trust Through Understanding
Trust is the ultimate currency in technical hiring.
When a recruiter or hiring manager can’t discuss the role in depth, candidates lose confidence, not just in that person, but in the organisation’s culture and priorities.
✅ Fix:
Host regular “teach-in” sessions where your technical teams explain their work in accessible language. The more your recruitment team learns, the more credible your brand becomes to the people you want to hire.
About Impel Talent
At Impel Talent, we partner with forward-thinking organisations to build high-performing teams that drive innovation. Our experience spans aerospace, biomanufacturing, engineering, and advanced technology — helping clients attract, assess, and retain exceptional technical talent through authentic, insight-driven recruitment.
