The demand for skilled NDT technicians is fierce. In a candidate-driven market, top professionals with multiple certifications and advanced skills have their pick of opportunities. They know their worth, and they won’t waste time with a company that doesn’t respect their expertise or their time.

Too often, employers lose out on the perfect candidate not because of the job itself, but because of a flawed hiring process. These unforced errors can damage your company’s reputation and leave you with a team of second-string players.

If you’re struggling to attract the talent you need, it’s time to look inward. Here are the top five mistakes that will send your ideal NDT candidate running to the competition.

1. Vague or Unrealistic Job Descriptions

Your job description is the first impression a candidate has of your company. A bad one ensures it will also be the last.

• The Mistake: Posting a generic “NDT Tech Needed” ad with a laundry list of every possible certification (UT, MT, PT, RT, VT, PAUT, IRATA) for a non-competitive wage. This tells candidates you either don’t know what you’re looking for or you’re trying to find a “unicorn” on a shoestring budget.
• Why it Fails: Top technicians are specialists. A vague job description wastes their time and makes your company look unprofessional. It attracts a flood of unqualified applicants, burying the few good ones in a pile of irrelevant resumes.
• The Fix: Be specific. Clearly state the required Level II certifications for the job, the primary industry (e.g., aerospace, oil & gas), and the pay range. If other certs are a plus, list them as “preferred.”

2. A Slow and Indecisive Hiring Process

In the NDT world, speed is everything. The best candidates are often off the market in a matter of days. A long, drawn-out hiring process is a surefire way to lose your top choice.

• The Mistake: Taking weeks to review a resume, scheduling multiple rounds of interviews with long gaps in between, and leaving the candidate in the dark.
• Why it Fails: A slow process signals indecisiveness and a lack of respect for the candidate’s time. While you’re deliberating, another company is making an offer. By the time you’re ready, your ideal candidate has already started their new job.
• The Fix: Streamline your process. Have a clear plan for who is involved in the interviews. Respond to applicants quickly, even if it’s just to say their resume is under review. Aim to move from application to offer in under two weeks.

Losing candidates to faster competitors? Use NDT-Jobs.com to manage your applicant pipeline and speed up your hiring process.

3. A Lowball Offer That Ignores the Market

Making a lowball offer is one of the most demoralizing things you can do to a skilled professional. It shows that you haven’t done your research or that you don’t truly value their expertise.

• The Mistake: Offering a wage that is significantly below the known market rate for that region and skill set, or providing a per diem that doesn’t realistically cover lodging and meals.
• Why it Fails: An insulting offer rarely leads to a negotiation; it leads to a ghosted email. Word travels fast in the tight-knit NDT community. Consistently lowballing candidates will earn you a reputation as a cheap company, making it even harder to attract talent in the future.
• The Fix: Do your research. Understand the competitive rates in your area for the specific certifications you need. Make a fair, competitive initial offer that shows you are serious about hiring a top professional.

4. Not Involving a Technical Expert in the Screening

Having a non-technical HR person or recruiter conduct the initial screening is a common point of frustration for experienced technicians.

• The Mistake: The interviewer can only read from a checklist of keywords and can’t answer specific questions about the job, the equipment, or the technical challenges.
• Why it Fails: Top candidates want to talk to someone who understands what they do. An interviewer who can’t “talk shop” can’t properly evaluate the candidate’s skills and makes the company look disconnected from its own operations.
• The Fix: Involve your Responsible Level 3 or a senior technical lead early in the process, even if it’s just for a brief 15-minute technical screening call. This shows respect for the candidate’s expertise and allows you to accurately assess their qualifications.

5. A Poor Industry Reputation

In the age of online reviews and social media, your company’s reputation is transparent. Technicians talk, and word gets around about companies that don’t treat their people well.

• The Mistake: A history of late paychecks, poor safety practices, disorganized management, or burning out technicians during shutdowns.
• Why it Fails: No amount of money will convince a top candidate to work for a company with a toxic reputation. They would rather take slightly less pay to work for a company that is organized, safe, and treats them with respect.
• The Fix: This is the hardest one to fix, but it’s the most important. Build a positive company culture that prioritizes safety, clear communication, and paying people correctly and on time. Your reputation is your most powerful recruiting tool.

Attracting top NDT talent is simple: treat them like the skilled professionals they are. By creating a hiring process that is respectful, efficient, and transparent, you’ll not only fill your open positions—you’ll become a magnet for the best technicians in the industry.

Ready to build your reputation as an employer of choice? Start by connecting with the best candidates on NDT-Jobs.com.