Finding the right engineer for your business is rarely straightforward, and the stakes for getting it right have never been higher. Engineering and technology roles are expected to grow faster than almost any other sector through to 2030, but a very real skills shortage means competition for the best talent is only intensifying.
Against that backdrop, simply filling a vacancy is no longer enough. The best engineers bring far more than technical ability to the table, and knowing how to identify that broader mix of qualities during the hiring process can make a significant difference to your business in the long run.
With that in mind, here are ten characteristics worth prioritising when assessing engineering candidates.
Problem-solving ability
Engineering is fundamentally about solving problems. Look for candidates who can listen carefully to a brief, ask the right questions, and work through challenges methodically. The ability to stay calm and focused under pressure is a real asset here. As engineers increasingly work alongside AI tools and complex, data-driven systems, defining the right problem before jumping to a solution is becoming just as important as solving it.
Analytical thinking
Strong analytical thinking is what turns a good engineer into a reliable one. It’s the difference between a candidate who can follow a process and one who can genuinely evaluate a situation, weigh up their options, and commit to the most effective approach. This kind of considered thinking helps reduce costly mistakes and means they’re far less likely to apply a one-size-fits-all fix to problems that require a more tailored approach. Where problem-solving is about finding answers, analytical thinking is about making sure you’re asking the right questions in the first place.
Attention to detail
In engineering, small errors can have big consequences. Whether it’s a structural calculation or a line of code, the best engineers are meticulous. They understand that precision is not optional and that getting the details right matters every single time. This isn’t just about avoiding mistakes, it’s about having the discipline to consistently apply the same level of care and rigour across every stage of a project, not just the high-visibility parts. Engineers who take that approach tend to produce more reliable work, require less rework, and build greater trust with the teams and clients they work with.
Communication skills
Engineers regularly need to explain complex ideas to people who aren’t engineers. Whether they’re presenting to a board, briefing a contractor, or updating a client, the ability to communicate clearly and confidently at every level is genuinely valuable. This becomes even more important in hybrid teams and projects involving multiple stakeholders across different locations. Poor communication can slow projects down, create misalignment between teams, and ultimately cost businesses time and money.
A commitment to learning
Technology and industry standards move quickly, and the pace of change is only accelerating. As automation and AI take on more routine and technical tasks, the skills that set engineers apart are increasingly the human ones, such as creativity, problem-solving and adaptability. Engineers who are curious by nature and committed to keeping their knowledge current tend to stay ahead of the curve. The best candidates see learning as an ongoing part of the job, not a box to tick during onboarding.
Creativity
The most effective engineers are not just technically capable, they’re also creative thinkers. They can spot a smarter way to approach a problem or find an innovative solution where others see a dead end. Creativity has become one of the most important skills for innovation, moving from 10th to 3rd in recent rankings. When combined with practicality, it becomes a powerful driver of efficiency and improvement.
Logical thinking
Great engineers understand systems and how individual components interact. They can assess how changes in one area may impact another and identify potential failure points before they become issues. This structured approach is a core part of strong engineering judgement.
In interview settings, it can be useful to move beyond theoretical questions and present candidates with a real-world scenario. Asking them to talk through how they would break down the problem often reveals how they structure their thinking under pressure, rather than how they can describe it in abstract terms.
Teamwork
Very few engineering projects are delivered in isolation. Engineers regularly need to work across disciplines, coordinate with stakeholders, and adapt their communication style depending on the audience.
Strong candidates do more than simply “work well in a team”. They actively support collaboration by keeping others informed, managing differing viewpoints professionally, and helping maintain alignment across moving parts of a project. In interview situations, exploring how candidates have handled disagreement or misalignment in previous roles can be particularly revealing.
Mathematical ability
A solid grasp of maths remains central to most engineering disciplines, but the strongest candidates go beyond simply producing correct calculations. They understand what the numbers represent in a real-world context and can interpret outputs with confidence.
In practice, this means being able to recognise when a result looks incorrect, understand the limitations of a model, and apply judgement rather than relying solely on output from tools or software. This ability to validate results is often what separates competent engineers from exceptional ones.
Leadership potential
Even if you’re hiring for an individual contributor role, leadership potential is worth considering. Engineers who can inspire confidence, articulate ideas clearly, and bring others along with them often grow into your most valuable team members over time. Hiring with this in mind also supports your succession planning, giving you a natural pipeline of people who are ready to step up as your team grows or as senior engineers move on.
Balancing technical and human skills
Technical qualifications and experience will always matter, but they rarely tell the whole story on their own. Research suggests that soft skills are the most sought-after qualities in 81% of engineering roles, but they’re often the last thing many hiring managers assess. Some of the most technically accomplished candidates can struggle in roles that require collaboration, client-facing communication, or the ability to adapt quickly to change.
A more rounded approach to assessment tends to generate better long-term hires. Consider how you structure your interview process. Are you giving candidates the opportunity to demonstrate soft skills as well as technical ones? Practical exercises, situational questions, and even informal conversations can reveal a great deal about how someone actually thinks and works.
What this means for your hiring process
Knowing what you’re looking for is only part of the challenge. The next step is building a hiring process that actually surfaces these qualities. A well-written job description, structured interviews, and clear evaluation criteria all make a meaningful difference to the quality of your shortlist.
Partnering with a specialist engineering recruitment agency can also help. Specialist recruiters bring access to a wider talent pool, market insight, and the ability to identify candidates who align with both your technical requirements and your team culture.
Looking to hire engineers?
If you’re looking to strengthen your engineering team, we can help. We work with organisations like yours to identify candidates who bring the right blend of technical expertise and long-term value. Get in touch today to discuss your hiring requirements.
