Insights into the forces shaping our industry.


Industry Commentary

As growth continues in Distributed Energy Resources, Grid Edge Technology, Microgrids, Energy Storage, and Distribution Automation, along with the IoT and IIoT influences in electrical and electronic power generation components and automation controls…savvy and qualified talent is a must, and in a shortage. When clients reach out, they tell me they aren’t talking to qualified candidates to fill their changing needs. The fact is that there are far fewer excellent candidates than roles in today’s market. For that reason, communication and speed in the hiring process is paramount.

Candidates – When you’re contacted by a professional recruiter, assume the recruiter has taken careful time to research your background (if you don’t already have a working relationship). At Egret Consulting, we are industry experts. We understand the products you’re working with, how you’re getting to market and the verticals you’re selling into. If you are happy in your current role – congratulations! We only reach out to industry leaders that are currently achieving success and exceeding expectations. Take a few minutes to TALK to the recruiter, even if you don’t believe the role is of interest to you. If it’s not of interest today, you may have an interest in the future, sharing your career goals can help your recruiter bring those opportunities to your attention.

When you make the decision to pursue an opportunity with a recruiter, be responsive! There will be considerable communication in the recruitment process, via telephone, email and text. It is imperative to respond throughout each step in the process and every subsequent inquiry that arises.

Clients – First and foremost, remember the talent you are presented are recruited candidates, not applicants. They should and must be treated differently. The onboarding process begins NOW! Your recruiter has carefully qualified candidates to your specifications and have vetted the candidate on your culture and organization.

Your recruiter will discuss a timeline for the interview process before launching the search. Stick to it! Try to keep phone interviews to one call with the hiring manager. Immediately provide feedback to your recruiter and decide who you are moving forward with. Schedule the face to face interviews within 48-72 hours of the telephone interview and limit the face to face interview to one round, if possible. Schedule your team accordingly: hiring manager(s), senior leadership, human resources, peers. Again, immediately provide feedback to your recruiter post-interview. When you decide which candidate is the ‘right’ fit, draft and present a competitive offer quickly. Your recruiter will provide you a detailed summary of the candidate’s salary expectations and components to include in the offer. Your recruiter will walk you and the candidate through the offer and acceptance process. Following acceptance, your recruiter will coach the candidate through their resignation and remain in contact up to and following the start date.

We’ve established that qualified talent is at a shortage. You’re going to be presented with only 2 – 4 of the best candidates; a process that may have began with 100 or more candidates.

For a search to end in success, for both the candidate and client, excellent communication must occur from start to finish, from all involved. If at any point, communication stops, so will the process. Engage and be responsive with your recruiter. Communicate any and all updates immediately. Yes, things can spontaneously change in the recruiting process, but most can be avoided by making a commitment to the process.

Rob Wieska is a contingent and retained recruiter exclusive to the electrical industry with a specialty in Power Distribution and Building Automation in addition to general Electrical Product Manufacturing. To learn more about how he can help your company identify and attract talent, check out his biography, view his LinkedIn profile or send him an email at