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Production Engineer Job Description

How to Hire a Production Engineer

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Production Engineer Job Description

We are looking for an innovative Production Engineer to join our organisation. In this position, you will oversee and develop production systems in our factory. Engineering knowledge, great attention to detail, and the ability to optimise production processes for maximum efficiency are necessary skills for this role.

Production Engineer Duties and Responsibilities

  • Plan, manage and oversee production
  • Design and implement cost-reductive changes
  • Develop and draught an improved production process
  • Maximise productivity of machinery and workers
  • Assess and analyse current production methods
  • Determine which equipment will be used and where they will be stationed in the facility
  • Follow product specifications and quality control measures
  • Train, supervise, and manage production line workers
  • Ensure the production line is adequately staffed
  • Increase speed and efficiency of processes
  • Ensure all steps of production run efficiently
  • Develop and implement quality control measures
  • Educate employees on proper methods to operate machinery
  • Diagnose breakdowns and troubleshoot problems
  • Hire technicians to maintain equipment
  • Work within set budgetary plans for the project
  • Follow all safety rules and regulations
  • Communicate with clients and venders to obtain materials and/or equipment needed

Production Engineer Skills and Requirements

  • 2+ years experience in production/industrial engineering; managerial experience a plus
  • Proficiency using Microsoft Suite (Excel, Access)
  • Knowledge in mathematics, physics and mechanics
  • Ability to effectively lead and direct employees
  • Excellent communication skills, both verbally and written

Personalising Your Production Engineer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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