Mechanical engineering is "the largest engineering employer in Germany" according to the website get-in-engineering.de. In addition, Industry 4.0 is modernising the production landscape and posing new challenges for mechanical engineering and the search for talent. Companies need to digitalise their work processes and integrate innovative technologies. Yes, artificial intelligence is also gaining ground here. Other new areas include growing sectors such as construction (e.g. 3D printers for buildings) and healthcare and social services, fuelled by current demographic trends - and not just in Germany.
The success of this transformation depends largely on the people who use and develop these technologies. Germany remains increasingly a technology country and the engineering industry is therefore on the lookout for the talent that can shape this exciting digital future. In this article, we look at the challenges and opportunities in recruiting mechanical engineers in the context of Industry 4.0 and present concrete strategies for attracting talent.
Recruitment challenges in mechanical engineering
The requirements for mechanical engineers have been transformed considerably by Industry 4.0. It is no longer just traditional engineering skills that are in demand, but also knowledge of computer science, data science and digitalisation. As we described in our previous article "What tomorrow's engineers need today", advanced soft skills (in addition to newer skills related to AI) should of course not be missing. This realisation is underlined by the study conducted by the Institute for Social Science Research (ISF Munich): Engineers need to have both in-depth technical expertise and interdisciplinary skills in order to meet the requirements of Industry 4.0. According to the study, in addition to their traditional skills, engineers need a deep understanding of digital technologies and the ability to apply them in practice.
New skills profiles for mechanical engineers
Industry 4.0 requires engineers to have a wide range of skills:
- Technical expertise: This includes knowledge of mechanical engineering, electrical engineering and computer science as well as the ability to integrate these disciplines. Programming and data analysis skills are particularly in demand, as these are required for the development and optimisation of Industry 4.0 processes - and these processes are critical.
- Methodological skills: Process and systems thinking are central to the development and implementation of Industry 4.0 solutions. Engineers must be able to understand and optimise complex systems in order to increase the efficiency and flexibility of production.
- Interdisciplinary competences: The ability to work in a team, communication skills, problem-solving skills and a willingness to learn are essential to work successfully in interdisciplinary teams. Read our article "Skills for success: What tomorrow's engineers need today"
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Talent recruitment strategies
Now let's get down to the nitty-gritty: What's the best way to get mechanical engineering talent?
1. Cooperation with universities
Through close cooperation between companies and universities, it can be ensured that training meets the requirements of Industry 4.0. Companies should offer internships, project work and dual study programmes in order to identify and retain talent at an early stage. Cooperation with universities also promotes technology transfer and helps to ensure that the latest scientific findings are put into practice.
2. Attractive working conditions PLUS
Flexible working models, opportunities for advanced training, career opportunities and a good working environment - all factors that we already know help to attract and retain qualified professionals. Companies should adapt their working conditions to the expectations of the younger generation. This means home office options, flexible working hours and support in balancing work and private life.
But what is the PLUS?
Purpose and responsibility. Yes, the latter too. Young people in particular look for the "higher order" in their vocation – after all, we generally spend most of our lives in a job. And then it's also about the "impact" in terms of sustainability, i.e. the question: "What influence does my work have on the well-being of the planet and ultimately people?" Mechanical engineering in particular plays a not insignificant role here. It's not just young people who want to understand what their contribution is - and that's why this goes hand in hand with a desire to become more involved and ensure greater responsibility. This results in a win-win situation for companies and employees.
It is exciting for employees to follow the life cycle of machines and systems. From conception and design to commissioning, training and service. The latter in particular can provide important feedback on products that can be better solved in the future. This gives talented people the feeling of being part of a company's success story.
3. Use of technology in recruiting
The use of digital platforms and social media increases the reach and efficiency of recruitment measures. Innovative approaches such as hackathons or digital talent competitions can help to attract tech-savvy talent. Companies can also use artificial intelligence in the recruitment process to identify and target the best talent. Read the articles "Attracting Generation Z successfully" and "AI recruiting: How artificial intelligence in recruiting improves the initial approach to applicants" by our partner alphacoders on both topics.
4. Employer Branding
And last but not least: strong employer branding is critical in order to be perceived as an attractive corporate brand. Companies should clearly communicate their successes, innovative strength and attractive working conditions. This can be achieved through targeted marketing measures, social media and participation in career fairs. Nowadays, a positive corporate image is one of the most important signals for attracting talent to a company. There is also a comprehensive article on this topic from alphacoders: "Employer branding - what really matters"
Practical examples and factors for success
Some companies in the mechanical engineering sector are already successfully utilising these strategies. For example, they utilise 'learning and practice factories' in which students and young engineers receive practical training. Such initiatives not only promote practical training, but also technology transfer between universities and companies. One example of this is the collaboration between Munich University of Applied Sciences and various mechanical engineering companies, which jointly operate a learning factory. In this learning factory, students can gain practical experience and companies have the opportunity to get to know potential future employees and retain them at an early stage.
Another successful example is the introduction of dual study programmes, which allow theory and practice to be closely interlinked. Companies such as Bosch and Siemens are not the only ones to offer such programmes and benefit from the direct integration of students into their work processes. This form of training promotes practical qualifications and prepares students for their specific requirements at an early stage.
Key findings from the study
The ISF Munich study shows that companies in the mechanical engineering and construction sector must pursue a proactive HR policy in order to compete for the best talent. The surveys revealed that the targeted recruitment of university graduates and the promotion of dual study programmes are critical success factors. It is also clear that companies need to increase their attractiveness by creating jobs that are of interest and offering a good work-life balance. This also relates to the responsibility assigned. And it also includes the opportunities for continuous advanced training and professional development.
Conclusion
The mechanical engineering industry is faced with the task of meeting the challenges of digital transformation. By collaborating with universities specifically, offering attractive working conditions and using modern technologies in recruiting, companies can attract the best minds for their Industry 4.0 projects and retain them in the long term. This is the only way they can fully utilise the opportunities of the fourth industrial revolution and secure their competitiveness. Companies must act early in order to not only meet current needs, but also to be successful in the digital age in the long term.
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