Hiring engineers in 2025 is harder than ever. Applications are down, competition is up, and even strong employers are struggling to get the people they need. The UK engineering sector still faces an annual shortfall of 173,000 engineers and technicians, while 71% of employers say they can't find candidates with the right skills.
Yet the surprising truth is this... Most companies are not struggling because the talent doesn’t exist, they’re struggling because engineers simply aren’t responding to their job ads.
At Platform Recruitment, we speak to thousands of engineers across embedded systems, electronics, software, and life sciences every year. We know exactly how they search, what they ignore and what makes them click “apply”.
If your adverts aren’t performing, you’re not alone.
Here’s what’s really happening and how to fix it.
Explore how we can help you hire smarter: Our Solutions
FAQS - Quick Answers: What Employers Are Asking
Why are we getting fewer applicants than before?
Because job adverts haven’t kept up with how engineers now search for roles.
What do engineers actually look for in a job ad?
Clear responsibilities, flexible working details, salary transparency, and modern tech stacks.
Where do engineers genuinely search for roles?
Specialist recruiters, LinkedIn, engineering Slack groups, and referrals - not generic job boards.
Why do engineers ignore my job ads?
Because they lack clarity, transparency, or modern expectations such as flexibility or progression.
What should I include to get more applicants?
Salary, tech stack, hybrid working details, clear must-haves, and real project impact.
Where should I post engineering job ads?
LinkedIn, niche engineering channels, and through specialist recruiters, not just job boards.
1. Why Your Job Ad Isn’t Working Anymore
The biggest mistake employers make is treating 2025 job ads like 2019 job ads. Engineers now evaluate roles through a completely different lens.
Here’s what has changed: Engineers skim job ads, they don’t “read” them
A LinkedIn heatmap study found that candidates spend 6–8 seconds scanning the top of a job post before deciding whether to continue.
If your first few lines say something generic like “We are a leading company looking for a motivated engineer”, they’ll scroll straight past.
Too many ads list unrealistic requirements
Engineers are rejecting roles simply because the advert is overwhelming.
If your ad includes:
- 12+ technical skills
- 3 different disciplines
- A “wish list” disguised as requirements
- Broad statements (“must be expert in embedded, electronics, AI and cloud”)
…you’re accidentally filtering out 80% of suitable applicants.
Salary transparency matters more than ever
Indeed reports that UK job ads with salaries listed receive 33% more applications.
Engineers often skip roles with “competitive salary” because:
- It signals uncertainty
- It suggests low pay
- It feels like the employer is hiding something
Flexibility is a deal-breaker
63% of engineers say hybrid work is one of their top three decision-making factors.
If your advert doesn’t say the words: “Hybrid”, “Flexible”, or even “Core hours”
…you’ve lost half the candidate pool before they even read the description.
2. How Engineers Actually Search for Roles in 2025
The old assumption “engineers check job boards daily” is no longer true.
Here’s where they really go:
1. Specialist Recruitment Agencies
78% of technical candidates prefer finding roles through niche recruiters because they want:
- Clarity on salary
- A real understanding of the tech
- Insight into culture
- Help prepare for interviews
This is exactly why Platform Recruitment performs so strongly: engineers trust consultants who speak their language.
2. LinkedIn Search (Not Job Boards)
Increasingly, engineers rely on:
- Recruiter outreach
- Recommended jobs
- Posts from engineering communities
Most never visit “traditional job boards” unless they’re actively unemployed… which most skilled engineers are not.
3. Referrals & Private Groups
The biggest traffic source for senior engineers:
Private channels like Slack communities, Discord groups, and local engineering forums.
This means: If your advert is only on job boards, you’re invisible to the best talent.
3. What Engineers Actually Want to See in a Job Ad
Let’s be clear. Engineers aren’t looking for flashy adjectives.
They want:
1. The tech stack should be clearly listed
They want to know:
- Which tools they’ll use
- Which frameworks or chipsets are involved
- Whether the tech is outdated or modern
Tech transparency can double click-through rate.
2. The real working pattern
Is it:
- Hybrid (how many days?)
- Remote (any restrictions?)
- Flexible hours?
- Core hours?
Engineers choose employers based on how work fits around life, not the other way around.
3. Progression & learning opportunities
74% of UK engineers say training investment is a top retention factor.
If you mention:
- R&D exposure
- Certifications
- Mentorship
- Clear pathways
…applications go up by 40–60%.
4. Real project impact
Engineers want to know: What am I actually building? Who does it help? What difference will I make?
Impact beats pay for mid-level engineers.
4. How to Rewrite Your Job Ads to Get More Applicants
Here’s the formula we use at Platform, and it works.
Headline = the hook
Wrong - “Electronics Engineer Needed”
Right - “Electronics Engineer – IoT & Cutting-Edge R&D – Hybrid (2 Days Onsite)”
The opening paragraph = the value
Instead of describing your company, tell them what’s in it for them.
Example: “This role gives you the chance to work on real-world medical devices used in NHS hospitals…”
Responsibilities = 6–8 bullet points MAX
Keep them factual and clear.
Requirements = what they need, not what you want
Three tiers work best:
- Must have (3–4 items)
- Nice to have (2–3 items)
- Bonus (optional)
Culture & flexibility = high importance
Don’t bury this. Put it at the top.
5. How Platform Recruitment Helps Fix Underperforming Job Ads
Most employers don’t have a job advert problem; they have a market positioning problem.
Here’s how we help solve it:
- Rewrite adverts using real-time market data
- Benchmark salaries & expectations
- Target the right audiences across the right channels
- Prequalify engineers so only aligned talent reaches you
- Reduce time-to-hire by removing friction in the hiring process
We know exactly why engineers reject certain roles and we fix it.
You Don’t Need More Applicants. You Need the Right Ones.
The UK engineering market is competitive, but with the right messaging, positioning, and channels, employers can stand out without overpaying or compromising.
Job ads don’t need to be longer; they need to be smarter, clearer, and aligned with what engineers actually value in 2025.
Platform Recruitment helps employers do exactly that.
Explore how we can help you hire smarter: Our Solutions
See more engineering hiring insights: News Hub
Scam Alert