Electrical designer is a broad job title that can be applied to positions in many industries. The field is closely related to electrical engineering and mechanical engineering, and sometimes the title electrical designer can be swapped with electrical or electronics drafter, mechanical drafter, and even electrical technician.
People who have the skills for electrical design and drafting are needed for private-sector jobs in a large number of industries including:
The field of electrical engineering came about before the second world war, but at that time the field was referred to as radio engineering, focused on the development of radar, commercial radio, and television. In the mid-to-late 1950s, the name of the field evolved to electronic engineering, the people with the skills to design and draft electric components was crucial for successful manufacturing and testing.
EE Times, a trade publication for the electrician design and engineering field, reported that the COVID19 pandemic could impact the electronics supply chain, which mainly originates in China. If indeed the supply chain for electronic parts is interrupted, and this could impact manufacturing, delivery schedules, and profits, which could impact hiring for electrical designers and other positions.
Recruiting the top electrical designers can ensure you have the right expertise on the team for design, documentation, development, manufacturing, and testing of electronic components, systems, and equipment. As mentioned previously, these roles are a necessary component for companies in many industries.
When building a successful team, it’s important to consider how new design resources will align with your current team. Consider the USA Olympic basketball team, the first-year pro athletes were allowed to compete. They were the best players, but they failed to play well together as a team. Teams with lesser talent beat the U.S. because they played better together.
If your current team members do not have a strong knowledge of the most current software systems for design, you have an opportunity to fill the gaps. You can source candidates that excel with a particular skill or fluency in a software system.
Technology is another area that is key for electrical designers. When you are looking for recruits, be prepared with specific questions about a candidate’s expertise with the latest technology systems and software to give your organization critical technology expertise.
To help you recruit the best electrical designers in Surprise, here are some of the details of the job.
Electrical designers help electrical and electronics engineers design and develop computers, communications equipment, medical monitoring devices, navigational equipment, and other electrical and electronic equipment. A few additional responsibilities include:
Looking for another position? View other positions we place in Surprise, Arizona.
If an electrical design position is a stepping stone to an electrical engineer title and you have set a goal for a Bachelor’s degree, the top 4-year schools are listed below.
However, if you have a passion for electronics and design, you can easily complete your education at a local 2-year community college or a trade school. These intuitions are much lower cost than a 4-year university, and the teaching is generally hands-on training that can be immediately applied on the job.
In fact, most electrical engineering designers or technicians prepare for their careers with an associate’s degree. Pursuing this educational path can make good sense for students who need to jump into the job market and start earning.
US News & World Report ranked the top 3 undergraduate programs for electrical engineering. In these programs, students study and apply the physics and mathematics of electricity, electromagnetism, and electronics. Each of the schools listed has an undergraduate engineering program accredited by ABET.
electrical designers in the U.S.
Total electrical designers Employed in the U.S.
Nationally, compensation for electrical designers ranges between $37,770 per year and $100,650 per year. The average annual salary in 2019 was $65,720. According to the U.S Bureau of Labor Statistics, there were 983,000 electrical designers employed in 2019, with 54% of those being women. It is estimated that 82% are white, 6% African American, 9% Asian, and 11% Hispanic or Latino.
The average annual salary for electrical designers in Arizona was 64k in 2019. The hourly wage averaged $30.97.
What do electrical designers like about living and working in Surprise, Arizona?
The best things reported are good amenities for families, sunny weather all year, several really nice golf courses to choose from, and good outdoor recreation options, many available all year.
It’s got a fairly large retiree population, lots to offer sports fans, and it has a surprisingly surprising name.
Here are a few additional “pros” for living and working in Surprise.
On the other hand, some folks have complaints.
Not your city? View other cities where we place electrical designers.
The demand for electrical designers is growing at a slightly slower rate than other engineering fields. This is mainly because a large number of electrical designers work in the manufacturing industry, which is expected to decline slightly. But employment is expected to grow in other areas, including professional, scientific, and technical services firms as companies seek ways to contract out these services as a way to lower costs.
Also, demand for electrical designers and electrical technicians is expected to be boosted by the continuing integration of computer and electronics systems, especially automation systems. Computer, cellular phone, and Global Positioning System (GPS) technologies are being included in automobiles and various portable and household electronics systems.
The supply of candidates and demand for open positions have a direct correlation to a company's ability to hire. Download a free Supply and Demand report for electrical designers in Surprise, Arizona below.
Finding and hiring the best electrical designer candidates can save you money right away and well into the future.
The costs of making a bad hire are well documented. The cost can run as much as 30% of the employee's first-year earnings according to the US Department of Labor. Bad hires can cost a whopping $240,000 in expenses related to hiring, compensation, and retention per The Undercover Recruiter. 74% of companies who admit they've hired the wrong person for a position lost an average of $14,900 for each bad hire according to CareerBuilder. These statistics support our long-held position that behavioral questions are the best way to get to know your candidates and past behavior is the best indicator of future performance.
The information below comes from the best practices Amtec uses for finding the highest quality candidates.
When defining the role you are creating, we recommend a position profile to fully evaluate the position you are hiring for. You must decide if the engineer can work remotely or must work in Arizona. If working in Surprise is essential, make sure you include that in your job posting so candidates can decide how many miles they can commute.
When you are looking to source the best quality candidates for your open positions, make sure you have done the legwork to hire an "A Player". You can do this by making sure your company's perspective is aligned with the current market, you have taken into account the job responsibilities, as well as what type of characteristics you are looking for to fit your company culture. Then proceed to write a job posting to attract high-quality candidates.
If you need to recruit the sharpest electrical design professionals:
You wrote a job posting, posted the position online, and received a lot more resumes than you’d bargained for! Next comes the enormous task of sorting through those resumes to eliminate the ones that are clearly not a good fit. Now, you have a stack of resumes for candidates who have potential. So how do you go about screening the remaining candidates?
It starts on the phone! As a recruiter, the goal of your telephone screening is to learn more about your candidates. You can confirm that they have the educational qualifications and relevant experience, but you also need to determine if they would fit into your company's culture. To make this job easier, use a system to consistently evaluate results. This way you can equally and objectively compare candidates and evaluate their "soft skills", like communication and thinking process. Download Amtec's Professional Assessment Questionnaire below to help with screening candidates.
An individually customized questionnaire that helps assess a candidate's competence with written communication skills, thinking processes, and other relevant skills.
At Amtec, we believe in the power of behavoral interview questions to go beyond the experience and skills listed on the candidate's resume. Although you will want to confirm in the interview that the candidate does indeed have the experience listed on their resume, your assessment needs to go much deeper than that. An interview using behavioral questions can help you determine how well the candidate will fit with your company culture.
Download Amtec's best practices on conducting super effective interviews to find the best candidates and fill your open jobs.
Get the info you need to hire the best electrical designersFree Interview Guide