Consider beginning with the question, "What are the goals of my business?" as an example. How much of a market share does the corporation want to capture? To achieve certain financial goals, how many additional employees do you anticipate having to bring on board? In terms of the prerequisites for the position, what do recruiters and hiring managers look for?
You will need to devise a strategy for employing people first. You should probably ask yourself some questions to better understand your requirements before interviewing potential developers.
After that, you need to devise a plan for how you will bring on a new member of the engineering staff. This is the initial stage, but after you've recruited the engineers, you'll also need to figure out a means to keep them on your team in order to be successful. To increase the number of people you employ, you need to compose alluring job posts, be aware of which job sites to publish them on, provide a nice experience for candidates, and then devise an effective onboarding strategy.
In order to keep them on board, you as an engineering recruiter, will need to ensure that you are current with the most recent trends in terms of the salaries, perks, and flexible working choices that you provide. Sending out anonymous questionnaires on a regular basis allows you to monitor the performance of your engineering staff and identify areas in which they may improve.
Engineers have the luxury of picking and choosing which firms they wish to work with due to the great demand for their services. And before they decide to take a position with your organization, they will look at previous employees' feedback to get a sense of the culture there.