In recent years, we have seen strong growth of companies in the engineering and manufacturing sector in Bulgaria. Our country has a long tradition in engineering and education, which makes it attractive for business development in this sector. Interestingly, Bulgaria ranks first in Europe in the number of women in the engineering sector (according to Eurostat), which supports the idea of gender equality - a goal often found in companies in this industry.
We invited Maya Velkova and Dilyana Dimitrova - recruitment consultants in the Engineering, Manufacturing, and Logistics team - to tell us what the formula for success is for candidates targeting these sectors and what major changes have been observed in the engineering and manufacturing job market in recent years.
Experience, skills, or education - what's critical to the success of talent seeking a career in manufacturing or engineering?
Dilyana: As in any sector, there is no one-size-fits-all formula for success in engineering, but it certainly takes a solid foundation (education) and an adjustment to the environment such as culture, processes, and dynamics in which talent will develop. Experience is gained through work and skills are built. Young talent must be proactive, willing to work in a dynamic environment.
Maya: While education provides a strong foundation and technical knowledge, experience, and skills are just as significant in putting that knowledge into practice. And while a high school diploma is a minimum requirement for manufacturing workers, companies are increasingly looking for candidates with a college degree.
Dilyana: In terms of engineers with a degree, the determining factor here in many cases is the willingness to work shifts, as in most companies the work process cannot be interrupted. That is why continuity towards such a work mode is imperative for candidates. For them, attitude is crucial for success.
Maya: In addition, it's important for young talent to be prepared to "move up the ladder," which means moving through some of the lower levels of positions as they gain the necessary experience and skills. It is this passage that would help them to understand the production process overall in the future so that they are aware of the mistakes that could occur in the different units and how to deal with them.
What tendencies are seen in the requirements of companies toward candidates?
Maya: Recently we have seen an increasing focus on looking for soft skills such as communication, teamwork, and adaptability. While technical skills can be learned on the job or through training, soft skills are harder to develop. By prioritizing soft skills during the hiring process, companies can ensure they attract candidates who are not only qualified but also have the potential to develop and thrive within the organization. Additionally, companies are also looking for candidates who are familiar with the latest technological advancements and can adapt to the changing landscape of the industry.
And in those candidates to companies?
Maya: Increasingly, we're seeing that candidates are looking for companies that offer opportunities for growth and development, both in terms of career progression and skills development. In addition, a positive work culture with a focus on people's well-being and work-life balance, which most often includes the ability to work from home, is important to them.
What major changes have you seen in the engineering and manufacturing sectors in recent years?
Dilyana: The main trends we are seeing are definitely two: the increase in business turnover in response to market expectations. Today, most companies in the sector operate on a three-shift mode, as the production cycle is continuous and they have to react to increased rates.
A positive trend we report is the willingness of companies to inspire future talent - through internship programs, career forums, and contact with universities to attract young talent. Many academics are also being set up to highlight trained personnel in specific niches. Also, more and more companies are embracing the idea of importing staff from other countries given that the market in Bulgaria is not unlimited.
