What companies do wrong when searching for technical personnel

Everyone is looking for technical personnel.
Operators, welders, mechanics, CNC machinists, you name it.
But many companies make it unnecessarily difficult for themselves.

Not because they have bad intentions, but because the market has changed.
People search differently, think differently, and expect more clarity than before.
And that's often where it goes wrong.

At Mentro, we work daily with technical professionals.
We hear exactly why they choose or do not choose a company.
And believe us, it's often the same mistakes that keep coming back.

Here are the biggest pitfalls.

1. Positions that are described far too beautifully or far too vaguely

You know them well.
Job postings that start with “No day is the same” or “We are looking for a true team player”.
That means absolutely nothing.

Technical professionals want to know:

• What am I going to do

• What machines will I work with

• What does my schedule look like

• What is the salary

• How demanding is the work

The more concrete, the faster someone thinks: this suits me.
The vaguer, the quicker someone drops out.

2. Underpaying and expecting people to still come

Many companies are still looking for personnel with salaries that are years behind.
But professionals are not stupid.
They know the market better than ever.

If three companies nearby pay twenty euros per hour and you offer sixteen,
then you can write all the beautiful texts you want, but people won't come.

Salary isn't everything, but it has to be correct.
Fair is fair.

3. Responding too slowly to applications

This is a big mistake.
A candidate applies and hears nothing for a week.
Then that candidate is gone.

The tech industry is a fast-paced market.
If you don't respond within 24 to 48 hours, someone else will.

Quickly adapting is essential.
Not pushing, but remaining present.

4. Thinking that only experience matters

Many companies are looking for someone who fits perfectly.
Same machine, same software, same work experience.

But the best candidates are often those who want to learn.
Motivation and character often win over resumes.

The question is simple:
Can you train someone in two weeks
Then you don’t have to search for three months for the perfect candidate.

5. No clear communication about working hours and expectations

Many candidates leave not because of the job, but because of the hassle that comes with it.
Unexpected schedule changes, vague agreements, last-minute changes.

Professionals want clarity:

• When do I start

• How many hours will I work

• What does my week look like
  
  

The better you communicate, the longer someone stays.

6. Thinking that “everyone wants to work”

The time of “they should be happy to have a job” is over.
People now choose companies that are clear, pay fairly, and show respect.

And rightly so.

In tech, you can work anywhere.
The question is: why should they choose your company

Companies that understand this win the battle for personnel.

Conclusion

Finding good technical personnel is difficult.
But not impossible.

The companies that communicate clearly, pay fairly, adapt quickly, and are open to people with potential always have enough candidates.

At Mentro, we help companies work that way.
Human, fair, and modern.
So that a match is created that really works.

Every match matters 💚