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Unlocking Potential: The Value of Hiring Forces Leavers​In an increasingly competitive recruitment landscape, employers are under pressure to find candidates who are not only technically proficient but also dependable, adaptable, and committed. One of the most consistently overlooked talent pools in the UK is that of forces leavers - former military personnel transitioning into civilian careers.At ATA Recruitment, we specialise in helping organisations tap into this valuable resource. Forces leavers bring a wealth of transferable skills and a proven track record of performing under pressure - qualities that align perfectly with the needs of engineering, technical, and manufacturing industries.We also work in parallel with trusted veteran support organisations such as the Career Transition Partnership (CTP), the official MOD provider of career support for service leavers.​What Makes Forces Leavers Exceptional Candidates?Transferable Technical SkillsMany roles in the Armed Forces involve hands-on experience with mechanical, electrical, and electronic systems - experience that translates seamlessly into commercial environments. Roles such as Maintenance Engineers, Technicians, and Field Service Engineers are a natural fit.Leadership and TeamworkMilitary training instils a strong sense of discipline, leadership, and collaboration. Forces leavers have experience managing teams, following structured processes, and executing projects in high-pressure environments.Reliability and Work EthicEx-forces professionals are known for their punctuality, attention to detail, and long-term commitment - traits that are invaluable in industries where reliability is critical. For those in the process of leaving the military, additional guidance and support can be found through resources like the Veterans’ Gateway, a comprehensive hub for employment and wellbeing services.​Sectors Where Ex-Forces Professionals ThriveAt ATA Recruitment, we’ve placed forces leavers into a wide range of sectors, including:Engineering and ManufacturingRail and InfrastructureDefence and AerospaceAutomotiveEnergy and UtilitiesRoles often include:Mechanical and Electrical Maintenance EngineersMulti-skilled TechniciansProject ManagersHealth & Safety ProfessionalsField Service EngineersTeam Leaders and Supervisors​Why Partner with ATA Recruitment?Our dedicated Forces Leaver Recruitment Team understands both the operational needs of our clients and the career transition journey of ex-forces professionals. We provide:A tailored shortlisting process focused on cultural and technical fitAccess to a national network of military-trained candidatesIn-depth role briefing and support for both clients and candidatesLong-term recruitment partnerships based on trust and resultsWhether you're scaling operations, replacing retiring staff, or simply looking for reliable professionals with proven capability, forces leavers represent a valuable recruitment solution.​Let’s Talk About Your Hiring NeedsIf you're interested in hiring highly skilled, motivated, and disciplined individuals, we’re ready to help. Our team can provide insight, candidate profiles, and advice tailored to your specific industry.Contact ATA Recruitment to find out how we can support your business: Visit our Forces Leavers recruitment page

Helping Ex-Forces Transition into Engineering Careers​As increasing numbers of individuals leave the Armed Forces, many are seeking meaningful civilian careers that align with their skills, discipline and work ethic. At ATA Recruitment, Lewis Gardner has become a trusted specialist in ex-Forces recruitment, helping service leavers transition into engineering and technical roles across the UK.​Why Are More People Leaving the Armed Forces?There has been a significant rise in the number of people leaving the Armed Forces in recent years. Many cite the need for a better work-life balance, the desire to live closer to home, and a benefits package that no longer reflects today’s financial demands. Some service leavers are commuting up to 6.5 hours, while others face long hours and unpaid overtime due to staffing shortages. These challenges are driving a growing number to explore civilian jobs after the military.​Supporting Career Transitions for Ex-Forces CandidatesLewis Gardner has placed numerous ex-military candidates into long-term roles, with around 90% of placements in automation and manufacturing environments. His passion for supporting veterans started with a single conversation:“After speaking with my first Forces leaver, I found the whole process genuinely rewarding. These candidates often feel uncertain about what ‘Civvy Street’ holds for them. But once you start consulting and guiding them through their career transition, it becomes clear just how much value they can bring to engineering and technical teams.”​What Makes Ex-Forces Candidates Ideal for Engineering and Manufacturing?Ex-Forces personnel possess a unique combination of technical skills, reliability, and resilience. But Lewis is keen to avoid generalisations.“Not every Forces leaver is the same. What they often share, though, is a realistic mindset, a willingness to learn, and incredible discipline. Many are more than happy to travel if the role is right. They’re also excellent listeners — a trait highly valued in any engineering team.”​Success Stories: Building Stronger Teams with Veteran TalentOne notable success has been the placement of four Forces leavers at Frasers Group, where the Shift Manager is also ex-Forces.“There was an instant connection,” Lewis explains. “Shared values and experience made it easy for the new hires to integrate, and the employer quickly saw the benefits.”​Overcoming Barriers to Civilian EmploymentJob interviews in the civilian world can be a daunting change for military professionals. Lewis ensures every candidate is fully prepared with coaching, mock interviews, and personalised support.“We focus on building confidence and helping them present their skills in a way that resonates with hiring managers. It’s about showing them how to translate their experience into commercial value.”​Why Supporting Forces Leavers MattersThis work is more than just recruitment. For Lewis, it’s personal.“There are more Forces leavers than ever before, and they need someone who truly understands their journey. I see my role as a consultant, not just a recruiter. It's about being someone they can trust — someone who’s there to open doors and reduce the stress of a big life change.”Thanks to word-of-mouth recommendations, more and more ex-military candidates are finding their way to ATA Recruitment, confident that their careers are in expert hands.​Looking to Build or Begin a Career in Engineering?Whether you're an ex-Forces professional seeking your next opportunity or an employer looking to strengthen your technical team, ATA Recruitment is here to help. We're Bridging The Skills Gap in UK engineering by connecting skilled, disciplined service leavers with employers in manufacturing, automation, and beyond.If you’re leaving the military and want support transitioning into a civilian engineering role or if you're hiring and want to explore the value ex-Forces talent can bring, get in touch with Lewis Gardner at lewis.gardner@ata-recruitment.co.uk, call 07583 676 804, or fill in the form below.​

​The Future of Recruitment Is InclusiveIn a world where innovation, collaboration, and problem-solving drive success, having a diverse and inclusive workforce is no longer optional - it’s essential. At ATA Recruitment, we believe that equity, diversity, and inclusion (EDI) are fundamental to attracting top talent, building stronger teams, and driving long-term business growth.We don’t just support EDI - we embed it into every stage of our recruitment process. As specialists in engineering and technical recruitment, we are committed to creating fair opportunities for all candidates and helping our clients develop inclusive hiring strategies that reflect today’s society.​What EDI Means in PracticeEquity, diversity, and inclusion go beyond ticking boxes. Here’s how we approach each pillar:Equity: Ensuring fair access to opportunities and removing bias from recruitment processes.Diversity: Proactively seeking candidates from all backgrounds, identities, and lived experiences.Inclusion: Helping organisations create workplaces where every employee feels valued, heard, and empowered to succeed.This means challenging stereotypes in traditionally male-dominated sectors such as engineering, rail, and manufacturing - and actively engaging underrepresented groups including women, ethnic minorities, neurodiverse individuals, and ex-forces candidates.​The Business Case for Inclusive HiringCompanies that prioritise EDI are proven to outperform their peers. According to a McKinsey & Company report, diverse leadership teams are 36% more likely to achieve above-average profitability. Inclusive workplaces also experience:Higher employee engagementLower turnover ratesStronger innovationBetter decision-makingBy embedding inclusive values into your recruitment and retention strategies, you’re not only doing what’s right — you’re investing in your long-term success.​What ATA Recruitment Is Doing to Champion EDIWe’re proud to be a recruitment partner that leads with purpose. Our EDI initiatives include:Bias-free recruitment tools and candidate screeningInclusive job adverts designed to attract a wider talent poolUnconscious bias awareness training for our consultantsSupporting returners, career changers, and forces leavers through inclusive onboardingWe also work closely with clients to audit and improve their recruitment practices to ensure fair access and opportunity at every level.Want to learn more about how we support specific communities in the workforce? Visit our page on Recruiting Forces Leavers.​Partner With ATA Recruitment to Build Inclusive TeamsWhether you're a business aiming to diversify your workforce, or a candidate looking for an employer that values your identity and potential, ATA Recruitment is here to support you.Explore how we’re Championing Equity, Diversity, and Inclusion: Visit our EDI recruitment pageOr speak to our specialist consultants today: Contact ATA Recruitment

​Maintenance Recruitment in Q1 2025: Market Trends and Insights​Having seen an extremely buoyant Q4 for the maintenance market, with many customers wanting to use up recruitment budgets before the end of the calendar year, we entered Q1 facing a certain level of economic uncertainty. Most quarters were cautious about what level of economic growth or retraction we might see, due to the pending increases in the rates of minimum and real living wages, National Insurance, as well as the ongoing challenges of inflation and the overall costs of running a business.​January is normally a busy month from a recruitment perspective, with customers releasing an abundance of new roles and a fresh influx of candidates. Sadly, neither happened, with customer demand lower than expected and candidate flow continuing at a suppressed rate. Advert response in January was 21% down on the same month last year. However, despite this slow start, demand picked back up to normal levels through February and sustained through March. Many quarters were expecting a “redundancy market” in Q1, which would improve candidate availability. However, despite candidates who were out of work or being made redundant accounting for 29% of our placements, availability remained extremely low, as many candidates were passive and unwilling to move in the current market. Indeed, just 4% of candidates we placed moved for progression.​As demand for good Engineers continues to outstrip supply, what are the latest trends we are seeing in the market? Of the Engineers placed:​83% changed shift, indicating that many are still seeking a better work-life balance if they are going to change roles. 4 on 4 off (29%), days (22%), and double days (17%) proved most popular73% received a pay rise – many companies are still having to offer cash incentives to remain competitiveThe average pay rise was £7,800, which is nearly £1,000 higher than in H2 2024​​Whilst many companies continue to battle for talent with attractive packages, we continue our mission to “Bridge The Skills Gap” in UK manufacturing. There is already a skills shortage in the UK, which only continues to widen as many Engineers approach retirement age. We are encouraging our clients to consider how they address this issue, and we are pleased to report that many are taking single-skilled Engineers and offering training to make them multi-skilled. Also, and probably most pleasing, 10% of Engineers placed were forces leavers from the RAF and Navy. We continue to work with key customers on this strategy and hope to see this positive trend continue.​Hiring the right Engineers is tougher than ever. With candidate availability at a low, the pressure to secure skilled talent is increasing across the industry.ATA can give you the edge. With exclusive access to a curated database of over 60,000 pre-interviewed Engineers, we connect you with top-tier talent ready to make an impact.As recruitment specialists in manufacturing and engineering, we partner with leading employers to offer market insight, benchmark packages, and shape talent strategies that work.By connecting the right people with the right opportunities, ATA is proud to be helping Bridge The Skills Gap across UK industry.Get in touch with Chris Addison at christian.addison@ata-recruitment.co.ukor fill out the form below to start the conversation.​

​Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift ​The manufacturing and engineering sectors in the UK are in the midst of a significant transformation. In 2020, as businesses continued to make major operational adjustments to survive the Covid-19 pandemic, the dust settled on Industry 4.0 – defined by automation, smart systems, and digitalisation. A new chapter emerged: Industry 5.0. This evolution isn’t just about technology. It’s about people.For employers, this shift represented both a challenge and a powerful opportunity. Employers must better position themselves to attract top talent, boost innovation, and stay competitive in an increasingly values-driven market. ​From Smart Machines to Smarter Collaboration​Industry 4.0 revolutionised the shop floor. Robots, AI, and data analytics created hyper-efficient, automated environments. But Industry 5.0 changes the narrative: it’s not just about what machines can do – it's about how they work with humans. This phase places humans at the core, blending cutting-edge technologies with uniquely human traits like creativity, empathy, and critical thinking. It’s about enabling people to do more, not replacing them with machines. ​What Does This Mean for Employers? ​1. Rethinking the Role of People in Production Human-machine collaboration will redefine job roles. While some manual tasks may be fading, new roles are emerging that require more technical skills – system thinking, innovation, and interpersonal intelligence. Implication: Employers must look beyond CVs when recruiting. Skills like adaptability, leadership, and problem-solving will be just as important as technical qualifications. ​2. Recruiting for Resilience and Innovation Industry 5.0 demands resilient, agile teams capable of navigating complexity and change. It’s not just about filling vacancies; it’s about finding leaders who can shape and adapt to future-ready strategies. Implication: Executive recruitment needs to assess both hard and soft skills. At ATA Search, our psychometric assessments (powered by Thomas) help uncover the deeper capabilities of candidates, ensuring they align not just with the role, but with the organisation’s future vision. ​3. Wellbeing and Culture Take Centre Stage As technology becomes more integrated, people will crave more meaningful, purpose-driven work. A human-centric industry places wellbeing, inclusivity, and values at the heart of its culture. Implication: Employers must create environments where people thrive. Leadership styles, communication, and emotional intelligence are no longer “nice to have” – they’re critical business tools. ​A New Kind of Leadership is Required ​In this new industrial era, employers need leaders who can: Embrace innovation without losing the human touch. Champion sustainability and long-term thinking. Foster cross-functional collaboration and lifelong learning. Whether you’re hiring a Production Director or a Head of Engineering, the leaders of tomorrow must combine technical excellence with emotional intelligence, cultural awareness, and strategic foresight. ​How We Help You Get There ​At ATA Search, we specialise in identifying and attracting executive talent in engineering and manufacturing. Through our deep industry knowledge and proven assessment tools, including psychometric profiling, we help employers build leadership teams that are not only capable of navigating today’s challenges but also shaping the future of Industry 5.0. The future of industry is human. Let us help you find the people who will lead it. Reach out to us today by filling out the form below.​​

​The ATA Recruitment Annual Contractor Charge Rates Report 2024 is available to download​As the demand for skilled professionals continues to rise, more businesses are turning to skilled contractors and temporary workers to support large-scale projects. With recruiting and retaining permanent employees still a challenge, flexible workforce solutions have become essential for business growth.In the UK, 850,000 vacancies remain unfilled, an improvement from 2023. However, the need for skilled engineers in the manufacturing and engineering sectors is critical for 2025.Covering the following disciplines, we have highlighted the average contractor charge rates across the UK as well as provided you with expert commentary from our specialist contract consultants:​ManufacturingEngineeringInterim and Shared Services​If you are a contractor looking for a new assignment or a client looking to use a flexible skilled resource, then please get in touch.​Download the report​​Get in touch​​As always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2025. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.​​

Why Employers Should Prioritise AI Training to Aid Workforce Retention & Development​A recent study by Corndel highlights a growing challenge: one-third of UK employees feel unprepared to use AI in their jobs within the next one to three years. Despite the widespread availability of AI training programmes, many employees remain untrained, creating a skills gap that employers must address.​Key Findings:​33% of employees feel unprepared for AI integration at work.97% of HR leaders claim AI training is available, but only 39% of employees report receiving it.54% of businesses lack an official AI strategy, according to Microsoft.Many organisations remain in the "experimentation phase" of AI adoption, with limited full-scale implementation.​What This Means for Employers:​Bridging the AI skills gap is critical – Employees need structured, role-specific training to feel confident using AI tools.Clear AI strategies and training programmes can improve retention – Workers who feel supported in their professional development are more likely to stay.AI education fosters internal career growth – Upskilling employees can help businesses develop talent from within, reducing the need for external hires.Open communication is essential – Encouraging employee feedback on AI implementation ensures better adoption and engagement.Companies that fail to act risk falling behind – AI is rapidly transforming industries, and organisations that do not invest in training may struggle with workforce inefficiencies.​Why Invest in AI Training Now?​Stronger workforce retention – Employees value employers who invest in their development.Increased productivity – Teams equipped with AI knowledge can work more efficiently.Competitive advantage – Businesses that embrace AI training will stay ahead in a fast-changing market.Cost savings – Developing internal talent reduces the need for expensive external recruitment. ​Ensure There Are No Training & Development Gaps in Your WorkforceAI is transforming the workplace, and businesses that fail to prioritise training risk falling behind. Ensuring employees are equipped with the right skills is essential for retention, productivity, and long-term success.At ATA Search, we understand the challenges leaders face in bridging the skills gap. By implementing clear training strategies and fostering a culture of continuous learning, managers can future-proof their teams and drive business growth.Is your workforce prepared for AI integration? Take action now to close skills gaps and invest in structured training programmes that empower your employees. Contact ATA Search to explore strategies that ensure your team is ready for the future.Reach out to us today by filling out the form below.​ ​