INDUSTRY experts and government agencies all agree that a shortage of engineers remains across a number of sectors..

 

Late last year the  Engineering UK report from the Engineering and Technology Board identified a requirement  for 587,000 additional engineers between now and 2017, all with advanced skills.

 

This is not just a UK problem - across the globe, sector analysts all proclaim a dearth of highly skilled engineers.

 

So how can businesses attract and retain the very best engineers when they appear to be in short supply?

 

Andrew Hardaker, Managing Director of recruitment specialist, ATA Selection, says companies should look at exactly what they want from a candidate but also the specifics of what they, as an organisation, can offer in return

 

“The first thing bosses need to know is what makes for their perfect candidate and that includes skills-sets, experience and attitude.

 

“It’s all very well having a candidate who fits the bill skills and experience wise, but if they don’t conform to the culture of the organisation then this can prevent the smooth running of their integration with the staff and values of the firm..

 

“In such scenarios the whole recruitment and placement process will have been wasted for both the firm and the individual.”

 

Effective recruitment can be a challenging and time-consuming venture and often company heads do not realise the extent of the time or resources required to find candidates with the best fit.

 

Specialist recruitment agencies, like ATA Selection, which has more than 40 years experience in matching candidates and companies within the engineering sector, can ease the burden.

 

With 10 branches across the UK ATA Selection handles more than 300 new vacancies every week and its success stems from highly trained, skills-competent and motivated consultants who take the time to understand the exact needs of both employers and employees and have the market knowledge and experience to be able to successfully place candidates.

 

ATA can probe beyond the frontline CV or application form, assessing a candidate’s suitability at a level which may not be immediately apparent at the company interview stage.

 

Andrew commented: “To secure the very best staff companies need to assess whether the candidate has the technical skills and career motivations but  if they have enough to offer to the candidate to secure their commitment long term

 

“An attractive financial package is of course a big pull but the very best candidates will be looking for ongoing personal development and career progression.

 

“This is especially true when there is a shortage of highly skilled engineers and businesses are fishing in a relatively restricted talent pool.”