In many ways recruitment advertising is a wasteful and inefficient method of finding people for jobs.  Only one person is required to fill each vacancy but each advertisement placed is circulated to hundreds of thousands, even millions, of readers who have either no interest or are not the target market.  That one ideal person that the company is seeking may or may or not read the journal in which the advertisement appears, may or may not see the advertisement, and may or may not respond, or at the time not be in a position to consider a career move. This is a very chancy process that can result in an unsuccessful and expensive activity by the company and a missed opportunity for that right candidate.

The Engineering Career Register designers studied in some depth the undesirable effects that apply to this traditional recruitment process, a process that emerged when news and information was primarily distributed by hard copy print media. Making use of both the advancing technology of managed electronic databases, the low cost of data storage and ease of virtual access, the speed and ease of profile matching when the configuration issues are soundly designed, the reality of globalisation together with the immensely important reality of the “right timing” affecting both employer and applicant aspirations, the register was born. It is thus a dynamic, living database. It was then designed to work within the continuing and effective “people networking” environment of the Engineering Institutions and Associations on an international basis taking account of the reciprocal recognition of qualifications of the Engineering and technical professions and working closely with the Engineering employment industry and the applicant touch points. 

The Engineering Career Register is a confidential database established and administered by PEP.  It will be promoted to commerce and industry as being the natural source for them to tap whenever they are looking for qualified Engineers or high-level technical staff.  Only minimal details will be required of Engineers or technical applicants wishing to submit their names for inclusion in the Register since, by virtue of their experience in this field, PEP have developed a software system whereby suitable candidates can be identified and selected for appropriate jobs against various parameters.  Candidates can fax or e-mail their CV’s to PEP or use the standard format on the website. PEP in addition addresses such issues as preferred career direction, career goals, working environment, location etc so as to provide the best life style match for both applicant and employer. 

Potential employers will submit details of positions they have to fill and PEP will select appropriate candidates from the confidential database.  Their further suitability will be established by the details in their CV’s and selected candidates would then be approached by PEP to determine their interest in the position.  PEP would then interview interested candidates, references would be checked and the dossiers of the finally selected candidates will be submitted to the client with the candidate’s permission.  Subsequently, a meeting with the Client will be arranged, either between PEP or the candidate, depending on the Client’s requirements. 

PEP give an undertaking that none of the details held by them will ever be revealed to anybody outside their organisation without the applicant’s or the employer organisation’s consent.  Similarly, PEP will only approach applicants when they have a reasonable degree of certainty that the position would be appropriate and interesting to that applicant. 

Applicants are invited, free of charge, to submit their CV information that will be kept on the database until they are requested by the candidate to be deleted, have met their purpose, or the practical “use by” date has passed. 

Employer organisations will be able to advertise their positions available on the PEP website either under their name or under a reference number managed by PEP. The costs of doing so will be substantially less than hard copy advertising and the content will be on line for extended periods to enable maximum exposure to the applicant market.  

Technology, it is said should, only be adopted if it diminishes a previous limitation. PEP believes that the era for virtual job searching has arrived, and our system diminishes the limitations of traditional job placement methods.  

Please contact PEP for further information at:

www.engineeringplacements.net   or  info@engineeringplacements.net