Industrial Engineers are hard to come by these days. It is no secret that they play a vital role in some companies business’ and operations and will continue to do so. The demand for Industrial Engineers has grown, and as this WANTED Analytics article points out will continue to grow.
Industrial Engineers continue to grow in demand. Right now, there are more than 6,500 employers currently advertising job openings for this occupation. With so much hiring demand for a limited talent pool in the US, these jobs are very hard for Recruiters to source candidates and fill. In fact, our Hiring Scale scores Industrial Engineers at a 77. The Hiring Scale ranges from 1 to 99, with 99 being the hardest-to-fill. A 77 is considered very difficult and it’s likely that Recruiters are going to see fierce competition from other employers to attract potential, qualified candidates. To give you an edge, we wanted to share with you the cities that currently have the best conditions for finding industrial engineering talent. By sourcing from these cities, you are likely to see less competition, have larger talent pools to source from, and fill jobs faster.
Hiring Scales in the US for Industrial Engineers
Source: WANTED Analytics
Above is a map of the US with Hiring Scales for each major metro area. Bright green locations signify the best places to currently source candidates. The 10 locations and their Hiring Scale scores are:
|Metro Area – Hiring Scale Score|
Currently, Saginaw (MI) has the best conditions for sourcing Industrial Engineers, which scores a 6 on the Hiring Scale. This is significantly better than the national average of 77. There are only 25 jobs being advertised in this metro area, yet the talent pool is large enough to support this. In addition, we can see that the average job ad in Saginaw remains online for 6 weeks, which is 1 week shorter than the national average of 49 days – or 7 weeks. Although recruiting from one of these locations may require relocating a candidate, you are likely to fill jobs faster. Or, you may decide that a position can be located in a remote office. This is a conversation that Recruiters and Hiring Managers can have to determine if the costs to relocate a candidate outweigh the time and expenses spent on only sourcing local candidates.