General Engineering
There's nothing general about our approachWith over 60 years experience in engineering and manufacturing recruitment, there aren't many roles or industries we haven't already recruited for. So whet...
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There's nothing general about our approachWith over 60 years experience in engineering and manufacturing recruitment, there aren't many roles or industries we haven't already recruited for. So whet...
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We make our process as bespoke as your machineryThe Special Purpose Machinery sector sees companies manufacturing bespoke and custom made machines which are used across the FMCG, Automotive, Aeros...
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A robust process for a fluid marketThe Process Engineering sector has been a cornerstone of ATA's engineering recruitment activities for nearly two decades. We have worked extensively with both s...
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The automotive sector is highly driven by quality of process, which this fits perfectly with the ATA WayEmploying 182,000 people and generating £67 billion for the UK economy, Automotive is one o...
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Quality driven recruitment and manufacturing go hand in handEmploying over 110,000 people and generating £22.4 billion in turnover for the UK economy, the aerospace sector continues to be one of ...
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Through our in-depth knowledge of the Food and FMCG sectors, we have built a strong track record of delivering quality candidates to our customersFood manufacturing is well established as one of ...
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As the Warehouse Automation sector has grown, we have grown with it, developing strong relationships with a number of OEM's as well as many of the UK's biggest end users. Our specialist team have...
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Building the highly-skilled teams you need to keep your business thrivingWe've been working with some of the biggest names in the construction materials manufacturing sector for several years, bu...
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Panel Wirer/Electrician/Electrical Fitter 3 Month Rolling Contract (12 Months Available) Based in Nottingham Monday-Friday day shifts / 8am – 5pm (50 hours available) LTD Company Outside IR35 - £25ph PAYE - £19.27ph + £2.33ph Holiday Pay Opportunity to work for a Major Specialists Materials Handlings business generating over £650million in annual sales. If you are looking for a new contract, then please contact Adil Shaikh on 07920 410 329 or email adil.shaikh@ata-recruitment.co.uk The day-to-day responsibilities of the Panel Wirer will include the following: Fabricate panels and fit electrical components according to detailed engineering drawings Assemble a range of electrical control panels, including PLC’s, inverters, sensors, relays, busbars and drives Install and test electrical panels and cable assemblies to ensure functionality and compliance Maintain a clean and organised workspace by adhering so S5 principles Work effectively as part of a high performing team Adhere to company standards and produce high quality work The Panel Wireman must possess the following skills & experience: Proven experience in electrical installation within an industrial environment Expertise in panel modification and machine wiring Installation and electrical wiring qualification Strong ability to fault find and repair a variety of control panels Hardworking, reliable and enthusiastic Good communication skills to interact effectively with team members The benefits of this position: Monday to Friday Day shifts – 8AM to 5PM (50 Hours Available) Outside IR35 role Overtime Rates Available To be considered for this role please either hit the 'Apply' button on this site or email your CV directly to adil.shaikh@ata-recruitment.co.uk I can also be contacted directly on 07920410329. I look forward to hearing from you! ATA Recruitment specialise in the recruitment of Engineers across the UK, so if this role is not for you, please do have a look on our website for further potential opportunities which may suit your skills and experience better - If you have the skill, we have the recruitment knowledge and together we can find you your perfect job! - You must be eligible to live and work within the UK. Sponsorship is not provided. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Projects Manager Job Advert: Projects Manager Location: Huddersfield Position Type: Full-Time Salary: 50K-60K DOE Are you a dynamic and solutions-oriented professional with a background in managing high-value capital projects? Do you thrive in fast-paced environments and excel in delivering results on time and within budget? If so, we have the perfect role for you! About the Role We are seeking a Projects Manager to join our team based at our site in Huddersfield. In this pivotal role, you will oversee the planning and delivery of all capital projects across our business. Working closely with the Sales Director and other key stakeholders, you will ensure that projects progress seamlessly from enquiry to commissioning, meeting customer specifications and exceeding expectations. Key Responsibilities for a Projects Manager Collaborate with the Sales Director to understand customer requirements. Manage multiple projects at various stages of the project life cycle, including: Enquiry Specification/Design Manufacture Testing Installation and Commissioning Ensure projects are delivered on time and within budget. Key Skills and Experience for a Projects Manager Strong technical and commercial acumen gained in an engineering or manufacturing environment. Proven experience managing multiple high-value capital projects, preferably within an OEM environment. Experience in industries such as food, pharmaceutical, or FMCG is desirable but not essential. Exceptional communication skills with the ability to engage internal and external stakeholders effectively. A proactive problem solver who can anticipate and resolve issues early. Ability to work autonomously, balancing competing priorities in a fast-paced setting. Who Should Apply? This role is ideal for individuals with a background in: Project Management Applications Engineering Sales Coordination Project Coordination How to Apply If you have a passion for delivering excellence and a proven track record in capital project management, we’d love to hear from you. Ready to take on a new challenge? Submit your CV to Jon.paryazani@ata-recruitment.co.uk Why Join Us? We offer a supportive and collaborative environment where your expertise will drive impactful outcomes. This is your opportunity to play a key role in shaping the success of complex and rewarding projects. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Design & Development Engineer Northamptonshire £40,000 – 45,000 The Company Our client provides design, manufacturing, service and installation services for heavy duty materials handling systems used across a wide range of sectors. The business has a rich trading history dating back over 70 years and are set for a fantastic 2025 with a great order book and significant investment being made to expand their production The systems the company manufacture consist of a range of equipment including conveyors, shredding machinery, compactors and screens and the business adds real value to their customers by providing a full turnkey solution to their customers. The business has an incredibly low turnover of staff due to their great culture and their focus on staff development. As part of their expansion plans they are looking to recruit for two key positions in their design team, one of which is a Design & Development Engineer. This is a really exciting opportunity to take a lead role in helping the company improve the designs of their existing products before moving onto developing new product ranges as part of the companies future growth. The Role The business has an aim to have all of their existing products standardised in the next few years. The Design & Development Engineer will take lead role in this process before moving onto developing new products as part of the businesses growth. An example project you would leave would be the standardisation of a conveyor line the company are manufacturing, this process could take several months to complete. The Design & Development Engineer role will involve: Identifying how the business can gain more value from designs in their existing products. Looking at material selection for products Identifying how the business could design existing products more cost effectively Creating prototypes for new and improved products Overseeing testing of new prototype products to benchmark performance. The Candidate To be successful in your application for this Design & Development Engineer role you will need: Experience in both 3D modelling and producing 2D manufacturing drawings. A fantastic attitude towards learning and development. Some form of supporting engineering qualification To enjoy seeing design projects from design through to manufacturing A great attention to detail To be someone who takes real pride in the quality of their design work. The Benefits For this Design & Development Engineer role, the following benefits are on offer: £40,000 – 45,000 To work for a Design Manager who fosters learning, development and collaboration. To work for a business who are growing and investing heavily in their expansion. To take the lead on standardisation and development of existing and new products for the business. If you’re interested, please apply online for immediate consideration. ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and general Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website. By applying you accept the terms of our Privacy Notice which can be found on our website ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Mechanical Design Engineer Northamptonshire £40,000 – 45,000 The Company Our client provides design, manufacturing, service and installation services for heavy duty materials handling systems used across a wide range of sectors. The business has a rich trading history dating back over 70 years and are set for a fantastic 2025 with a great order book and significant investment being made to expand their production The systems the company manufacture consist of a range of equipment including conveyors, shredding machinery, compactors and screens and the business adds real value to their customers by providing a full turnkey solution to their customers. The business has an incredibly low turnover of staff due to their great culture and their focus on staff development. For this role they are happy to support people with external SolidWorks training if you haven’t used the package before. As part of their expansion plans they are looking to recruit for two key positions in their design team, one of which is a Mechanical Design Engineer which they are looking for with immediate effect. The Role The role of Mechanical Design Engineer in the business will see you working in the engineering team carrying out all 3D and 2D design work needed across the projects the company are delivering. The design engineering teamwork in an open office and have created a really supportive culture where ideas are shared, staff are listened to and people’s development are prioritised. Key aspects of the Mechanical Design Engineer role will involve: 3D modelling of machinery and components being manufactured Producing detailed drawings for fabrication and manufacturing on the shop floor Creating bills of materials for parts Design of fabricated and sheet metal components including access platforms and walkways Producing 2D layouts of systems Establishing potential costs for designed items Liaising with customers for site measurements when required The company uses SolidWorks and AutoCAD across their design work. The Candidate To be successful in your application for this Mechanical Design Engineer role you will need: Experience in both 3D modelling and producing 2D manufacturing drawings. A fantastic attitude towards learning and development. Some form of supporting engineering qualification To enjoy seeing design projects from design through to manufacturing A great attention to detail To be someone who takes real pride in the quality of their design work. The Benefits For this Mechanical Design Engineer role, the following benefits are on offer: £40,000 – 45,000 SolidWorks training and development an offer To work for a Design Manager who fosters learning, development and collaboration. To work for a business who are growing and investing heavily in their expansion. If you’re interested, please apply online for immediate consideration. ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and general Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website. By applying you accept the terms of our Privacy Notice which can be found on our website. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Are you a Hands-On Maintenance Team Leader looking for a change of pace and scenery? Or are you a skilled maintenance engineer looking to progress in a large and highly profitable company? Maintenance Team Leader Killamarsh (S26) £55,000 8% Matched Pension Private Healthcare 4 on 4 off, Days and Nights About the company ATA Recruitment is working with one of the largest manufacturers in the nation to find a motivated and driven maintenance team leader to lead a team in a company with a rich history which remains strong today and developing, highlighted in the company values seen throughout the many sites spread across the country. With a turnover of more than £1.2bn, the chosen maintenance engineer will join a successful and secure business while working in a solid team unit of experienced maintenance engineers from a variety of backgrounds to maintain the site. This role offers fantastic benefits and an opportunity to let your leadership skills shine while working within a fast-paced and a team-focused atmosphere. About the role As a maintenance team leader in this role, you will be maintaining a range of electrical components such as sensors, e-stops, motors and relays, as well as mechanical components such as belts, bearings, pneumatics and hydraulics. As an engineer, you will be expected to: React to breakdowns. Planned Preventative Maintenance. Electrical and Mechanical fault finding. PLC Knowledge. Replace and repair electrical components. Replace mechanical components. As leader, you will be expected to: Walk the lines. Mentor Engineers. Manage Downtime. Liaise with production. Support asset care engineers. Lead your team to success. About you To be considered for this maintenance team leader role you should be/have the following: Confident and a team player. Ability to fault find electrically and mechanically. Be comfortable working in a fast-paced environment. Be happy to work days and nights. You should hold a recognised level 3 (or above) engineer qualification city and guilds, NVQ, BTEC, HND, HNC. The benefits This role offers the chosen maintenance team leader an exciting and fast-paced job with stand-out benefits, and with fantastic training provided by the company who support their engineers with improvement, such as financially rewarding engineers whose skills have improved. This company is known for its strong values which are visible from the beginning of the manufacturing process all the way to the final product, resulting in happy, experienced and motivated teams of people alongside a successful, secure and expanding company. Apply now and be part of a team shaping the future of FMCG: If you think you are the right maintenance team leader this role, please press apply, or email your CV to zac.polnyj@ata-recruitment.co.uk ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and general Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Panel Wirer/Electrician/Electrical Fitter 3 Month Rolling Contract (12 Months Available) Based in Nottingham Monday-Friday day shifts / 8am – 5pm (50 hours available) LTD Company Outside IR35 - £20ph PAYE - £15.76ph + £1.90ph Holiday Pay Overtime Rates £26ph Outside IR35 PAYE Overtime Rates - £21ph + £2.53ph Holiday Pay (Overtime rates will be applied for every hour worked after 40 hours) Opportunity to work for a Major Specialists Materials Handlings business generating over £650million in annual sales. If you are looking for a new contract, then please contact Adil Shaikh on 07920 410 329 or email adil.shaikh@ata-recruitment.co.uk The day-to-day responsibilities of the Panel Wirer will include the following: Fabricate panels and fit electrical components according to detailed engineering drawings Assemble a range of electrical control panels, including PLC’s, inverters, sensors, relays, busbars and drives Install and test electrical panels and cable assemblies to ensure functionality and compliance Maintain a clean and organised workspace by adhering so S5 principles Work effectively as part of a high performing team Adhere to company standards and produce high quality work The Panel Wireman must possess the following skills & experience: Proven experience in electrical installation within an industrial environment Expertise in panel modification and machine wiring Installation and electrical wiring qualification Strong ability to fault find and repair a variety of control panels Hardworking, reliable and enthusiastic Good communication skills to interact effectively with team members The benefits of this position: Monday to Friday Day shifts – 8AM to 5PM (50 Hours Available) Outside IR35 role Overtime Rates Available To be considered for this role please either hit the 'Apply' button on this site or email your CV directly to adil.shaikh@ata-recruitment.co.uk I can also be contacted directly on 07920410329. I look forward to hearing from you! ATA Recruitment specialise in the recruitment of Engineers across the UK, so if this role is not for you, please do have a look on our website for further potential opportunities which may suit your skills and experience better - If you have the skill, we have the recruitment knowledge and together we can find you your perfect job! - You must be eligible to live and work within the UK. Sponsorship is not provided. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Multi-Skilled Maintenance Engineer Location- Wigan £47,000 -£48,000 Shifts- (4 on 4 off 2days 2 nights) The Company Multi-site FMCG business. Working in a past paced, fully automated environment on working on processing and packaging machinery. Good opportunity for training and technical progression with this one. The Role of a Multi-Skilled Maintenance engineer As a multi-skilled maintenance engineer you will be responsible for… - Completing planned preventive maintenance - Reacting to breakdowns - Electrical/Mechanical fault finding - Undertaking project work which can include upgrade and new machine installation. - Reporting to the shift Supervisor. Requirements of The Multi-skilled Maintenance Engineer Apprentice trained Maintenance engineer NVQ 3 or equivalent qualification in engineering Industrial experience If you are a Maintenance Engineer and are looking for an exciting new opportunity with a well-established company, then we want to hear from you interviews can be arranged immediately so apply by following the online instructions or send a CV to Taylor.Hardwick@ata-recruitment.co.uk ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Mechanical Maintenance Engineer Location: Aldridge Salary: £48,500 OTE: £60,000 Benefits: 10% Pension, generous holiday allowance, excellent overtime opportunities Training Available: Full training package available (£) Various OEM certificates and qualifications including Siemens PLC and robotics training up to a level 3! Shifts Available: 4 on 4 off Continentals (Days and Nights) The Company: Join our client's facility in Aldridge as a Maintenance Engineer. Our client is a leading UK business with over 80 years of experience in supplying construction and civils companies. With a stellar reputation and a robust order book, this is a secure opportunity for long-term employment. The company strongly believes in professional development and provides extensive training and growth prospects. They are looking for a team player who enjoys the culture of being in a large maintenance team and someone who wants to bring positive energy to the table. This is an excellent opportunity for an individual that is looking for a career with a market leading company, with excellent prospects for the successful applicant to grow with the company and work closely within a maintenance team. Overview of Mechanical Maintenance Engineer Role: As a Mechanical Maintenance Engineer, you will be responsible for the upkeep and maintenance of highly automated industrial equipment in our brand-new factory. This includes large capital-intensive machinery, conveyors, presses, robotics, and more. Your key responsibilities will include: Ensuring the smooth running of all machinery on site Attending to equipment breakdowns and performing reactive maintenance tasks Conducting maintenance on various equipment, Balancing reactive and planned preventive maintenance (PPM) Contributing to the continuous improvement culture and taking ownership of individual projects as you progress in your career. Candidate Requirements: Hold a relevant engineering qualification at Level 3 or above. Benefits: Excellent overtime opportunities, paid at premium rates. Potential for career growth into leadership positions for candidates currently in engineering roles. Access to comprehensive OEM and formal qualification training. All tools and workwear provided. Interviews available immediately! ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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As part of our vision to bridge the skills gap through world-class recruitment and attraction methodologies, we provide a flexible, tailored workforce solution to meet the needs of businesses of any size. From ad-hoc permanent placements to high-volume temporary solutions and sensitive business-critical hires, ATA can help. For more information on our specific engineering recruitment services, click on the icons below.
Bridging the Skills Gap: Why the Engineering Sector Must Engage Future Talent through STEM InitiativesIn 2024, around 70% of UK businesses reported struggling to recruit Engineers. To address this crisis, companies must invest in future talent by engaging with STEM (Science, Technology, Engineering, and Mathematics) initiatives. Here’s why this approach is critical:Tackling the Skills Gap STEM initiatives help inspire and equip young people with the knowledge and skills necessary to pursue careers in engineering, directly addressing the growing shortage of skilled workers. In fact, studies show that students involved in STEM programs are 3.5 times more likely to pursue STEM careers.Building a Future Talent PipelineBy engaging students early, businesses can nurture a steady stream of talent that is better prepared to meet future industry needs, ensuring long-term sustainability. Encouragingly,89% of employers believe that apprenticeship and training programs will play a crucial role in building future skills.Encouraging InnovationA focus on STEM education helps cultivate problem-solving skills, creativity, and innovation—all crucial for driving technological advancements and staying competitive in the global market. STEM careers are predicted to grow at twice the rate of non-STEM jobs over the next decade.Supporting Economic GrowthA well-prepared and skilled engineering workforce boosts productivity and innovation, contributing to the overall growth of the UK economy. According to estimates, engineering contributes £645 billion to the UK economy, highlighting the importance of filling this skills gap.Diversity and InclusionEngaging with a wide range of students through STEM programs helps create a more diverse and inclusive workforce, bringing fresh perspectives and ideas into the engineering sector. Currently, only 16.5% of engineering professionals in the UK are women, but STEM initiatives aim to raise this percentage.Bridging the Gender GapSTEM initiatives encourage underrepresented groups, including women, to explore careers in engineering, helping to close the gender gap in this traditionally male-dominated field. Recent efforts have shown a 30% increase in girls taking A-level STEM subjects in the past decade, demonstrating progress.Enhancing Industry ReputationCompanies that actively support STEM education demonstrate corporate responsibility and leadership, enhancing their reputation within the industry and the wider community. Businesses that invest in future talent often experience stronger brand loyalty and community engagement.By investing in STEM initiatives, engineering companies can secure a bright and innovative future while addressing the skills gap head-on.
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ATA Search is excited to expand its executive division by welcoming Lauren Woolley to the team.Lauren began her recruitment career in 2019 and moved into executive recruiting in 2021, focusing on senior executive roles across commercial and operational sectors in the UK, Europe, Asia Pacific, and the United States.Stewart Jackson, Associate Director at ATA Search, said: “I am very excited to welcome Lauren to the ATA Search team. She brings several years of recruitment experience and has a proven track record of placing senior-level talent both in the UK and internationally. The speed at which she has adapted to the ATA Way has been incredible, and her process quality and diligence are first class. I can’t wait to see Lauren’s role grow within the business and her continued success as we expand ATA Search.”Her specialisms at ATA Search include recruiting Senior Managers and Directors within the engineering and manufacturing sectors across a wide range of industries, including Aerospace, Automotive, FMCG, Plastics, and Construction Materials manufacturing.Lauren said: “I was motivated to join ATA Search because the opportunity to support their existing and growing customer base in recruiting senior managers and directors aligned perfectly with the specialisms I’ve developed throughout my career. I have a natural affinity for sourcing talent in engineering and manufacturing leadership, so the chance to do this for an organisation with an outstanding track record of success was something I couldn’t pass up.I’ve really enjoyed my time at ATA Search so far! I’ve been particularly impressed by how thorough and efficient the candidate qualification process is. We ensure that we align candidates’ values with those of our clients, not just their skill sets, fostering a deeper sense of commitment and belonging. This approach significantly contributes to the long-term success of both candidates and clients. Additionally, the team has been incredibly welcoming, making it easy to settle in and truly feel at home here.”Connect with Laurenlauren.woolley@ata-search.co.uk07773 207 097Connect with Lauren on LinkedIn
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Bridging the Skills Gap with International TalentPost Brexit the UK has seen a huge shift in the demographic of Engineers looking to migrate to the UK. Before Britain left the European Union, we typically saw a large number of Engineers from the EU looking to forge careers in UK design engineering related roles. Employment of these engineers was a straight forward process with all EU members being able to freely travel and work throughout the region.The early impact of Brexit on engineering labour supply was not initially apparent, due to the onset of the Covid-19 Pandemic turning the level of supply and demand for vacancies and employees on its head almost overnight. As the employment market became more buoyant and employers gained confidence in investing and hiring through 2022 and into 2023, we began to see a real shift in the demographic of engineers looking to carve out design engineering careers in the UK. In the past 12-18 months, we have seen the population of engineers looking to migrate to the UK shift sharply with the vast majority of applications now coming from Asia and Africa. Coupling this with the change in employment laws for ex EU nationals post Brexit now sees up to 50% of applicants for jobs requiring on working under a visa status. As part of our mission to Bridge the Skills Gap in engineering we wanted to share just some of the possible eligibility status’ job seekers have, to help our customers understand more about their position when hiring.Post Study Work Visas – These are job seekers who either have experience overseas and are studying a degree in the UK or new graduates studying here. They are granted 2 years unrestricted work at the end of their studies. Post this two year period they would require a form of sponsorship.Spousal Visas – Job Seekers in this position have a spouse who currently has an existing visa. If the spouse is on a post study work visa (as above) then the job seeker will only be eligible if their spouse is sponsored after their visa ends. We see many engineers who have spouses in the education or healthcare sector where long term sponsorship is very common in both the public and private sector.Global Talent Visa – This visa is for individuals who are leaders or potential leaders in fields such as academia, research, arts, and digital technology. Applicants must be endorsed by an approved UK body in their field. This visa lasts five years before renewal and requires no sponsorship by the employer.Skilled Work Visa – This is the most common visa for requirement we are currently seeing. It allows individuals to work in the UK for an approved employer in an eligible job role supported by sponsorship. As of April 4th 2024 the standard rate salary offer for newly sponsored design engineers is £42,500 based upon a 37.5 hour week. If the standard working week is longer this needs to be reflected in the pro rata salary.For a UK employer to be able to sponsor a non-EU national for a Skilled Worker Visa, they must meet several specific criteria and obligations. The main requirements are as follows: Have a physical UK PresenceNot have had a sponsorship license revoked in the past 12 months.Appropriate systems in place to monitor sponsored workers.Complete the online license request form at https://www.gov.uk/uk-visa-sponsorship-employers/apply-for-your-licencePay the license fee of either £1,476 or £536 (the smaller fee is for business with less than 50 employees or a turnover lower than £10.2 million).Each employee sponsored requires a certificate of sponsorship with cost per certificate being £239.The skilled worker sponsorship license lasts for four years before renewal is required.Companies that can position themselves to sponsor in the current market will give themselves access to talent that other companies aren’t able to employ.Sponsoring workers from non-EU countries can offer a range of significant benefits to UK employers. While the process can involve additional costs and compliance requirements, the advantages often outweigh these challenges. Employers will benefit from access to a broader talent pool to bridge the skills gap, whilst increasing the diversity of the workforce with new approaches to problem solving and cultural perspectives.Get in touch to learn more about sponsoring Engineers from outside of the EU
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The alarming statistic that up to 60% of new managers fail within their first twelve months on the job in the UK has sparked concern across industries. This high failure rate highlights systemic issues in how businesses prepare and support employees transitioning into management roles. Here’s a closer look at the primary reasons behind this widespread challenge 1. Lack of Adequate Training and PreparationOne of the most significant factors contributing to the high failure rate is the lack of proper management training. A study by the Chartered Management Institute (CMI) found that 82% of managers in the UK enter their roles without any formal management and leadership training(CMI). These "accidental managers" often struggle because they are promoted based on their technical skills or performance in previous roles, rather than their ability to lead a team. Without the necessary training, they find it difficult to navigate the complexities of managing people, projects, and processes effectively. 2. Overwhelming Pressure and ExpectationsNew managers often face a steep learning curve, with little room for error. The transition from individual contributor to manager comes with a significant increase in responsibilities, including decision-making, conflict resolution, and team leadership. Many new managers are not prepared for the intense pressure to perform from day one. The lack of a structured support system exacerbates this issue, leading to burnout and, ultimately, failure. The pressure to deliver immediate results, combined with inadequate support, creates a perfect storm where new managers are set up to fail (International Business Times UK). 3. Poor Cultural Fit and IntegrationA significant reason for managerial failure is the inability to establish a good cultural fit within the organisation. New managers often struggle to assimilate into the existing corporate culture, especially when they are brought in from outside the organisation. A lack of understanding of the company’s values, norms, and unwritten rules can lead to misalignment with team members and peers. This misalignment can quickly erode trust and hinder a manager's ability to build effective working relationships, which are crucial for success (ProventusHR). 4. Inadequate Support SystemsNew managers often lack access to mentors, coaches, or peer support systems that could guide them through the transition. Many organisations fail to provide ongoing support beyond the initial promotion. Without guidance, new managers may feel isolated and uncertain about how to handle the various challenges that arise in their role. This lack of support often leads to feelings of inadequacy, stress, and eventually, failure (International Business Times UK). 5. Challenges in Managing PeopleTransitioning into a management role requires a shift from focusing on personal achievements to enabling the success of others. New managers often struggle with this shift, particularly in managing diverse teams with different personalities, motivations, and work styles. The inability to effectively communicate, delegate, and resolve conflicts can lead to a breakdown in team dynamics. Moreover, new managers may find it challenging to assert authority without coming across as either too harsh or too lenient, further complicating their ability to lead (International Business Times UK). 6. Inflexible Organisational StructuresMany organisations have rigid structures that do not accommodate the learning and development needs of new managers. The expectation that new managers will seamlessly step into their roles without the need for tailored development plans or flexible support mechanisms is unrealistic. This inflexibility prevents new managers from experimenting with different leadership styles or approaches, which is essential for their growth and success (CMI). ConclusionThe high failure rate of new managers within the first twelve months is a clear indication that organisations need to rethink how they approach leadership transitions. To reduce this failure rate, companies must invest in comprehensive training programs, provide robust support systems, and create a culture that encourages continuous learning and development. By doing so, they can ensure that new managers are not only set up to succeed but are also empowered to lead their teams effectively, contributing to the overall success of the organisation.At ATA Search, we have seen first-hand the benefits of exploring external management training, such as ILM Level 5, combined with Thomas behavioural assessments to understand the unique qualities our management team possess.To gain a deeper understanding of your management team and the steps you need to take to smooth leadership transitions, speak to our specialist consultants by completing the form below.
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In today's competitive job market, attracting and retaining top talent in the engineering and manufacturing sectors is more challenging than ever. The latest government data suggests that there are still 884,000 unfilled vacancies in the UK economy, and although many sectors have seen a drop in vacancies from quarter 1 to quarter 2, UK manufacturing has seen a 1.1% increase. The ongoing skills shortage in UK manufacturing has created an extremely volatile marketplace for recruiting fresh talent, and whilst we look to support our customers with their attraction strategy, we also encourage our customers to prioritise retention of the existing workforce.6 practical steps to adopting this strategy ATA Search understands the importance of encouraging the growth and development of your existing workforce. Internal mobility—the process of moving employees to new roles within the same organisation—has emerged as a powerful strategy to address this challenge.A recent study highlights that ‘64% of workers believe that companies should prioritise upskilling the current workforce before hiring externally, and 61% feel that internal candidates should be considered first for new roles’. These statistics underscore the importance of adopting internal mobility as a core component of your talent management strategy. Here are some key strategies to boost internal mobility within your organisation.1. Invest in upskilling and reskilling programs to ensure your employees have the skills required for new roles.Investing in upskilling and reskilling programs allows you to bridge the skills gap within your organisation, enabling employees to take on more challenging and diverse roles. Consider implementing a structured learning and development (L&D) program tailored to the specific needs of your organisation. Encourage employees to engage in continuous learning through online courses, workshops, on-the-job training, extra qualifications and further education. By doing so, you'll create a pool of qualified candidates ready to step into new positions as they become available.2. Create Transparent Career Pathways to highlight what opportunities are available to employees and how they can progress within the company. Clearly defined career pathways help employees envision their future within the organisation and understand the steps they need to take to advance. Additionally, consider implementing a mentorship program that pairs employees with experienced leaders who can guide them through potential career paths and provide advice on the skills and experiences they need to develop.3. Foster a Culture of Internal Hiring by encouraging managers and HR teams to consider internal candidates before looking outside the organisation.Ensure all openings are advertised first to current employees. This not only shows employees that their growth is valued but also strengthens the loyalty and morale of your workforce.Regularly communicate the success stories of employees who have advanced within the company. These stories can serve as inspiration and motivation for others, demonstrating that internal mobility is not just possible but actively encouraged.4. Encourage Cross-Functional Moves to build a more versatile workforce.In the engineering and manufacturing sectors, where specialised knowledge is often required, cross-functional moves can lead to innovative problem-solving and greater collaboration between teams.Enabling employees to explore roles in different departments, perhaps through temporary assignments or project-based work. This not only broadens their skill set but also provides them with a better understanding of the organisation, making them more valuable assets in the long run.5. Measure and Reward to highlight the importance of internal mobility and encourage others to follow suit.To ensure the success of your internal mobility initiatives, it's important to measure their impact and reward employees and managers who contribute to these efforts. Track metrics such as the percentage of roles filled internally, the retention rate of employees who have moved internally, and employee satisfaction with career development opportunities.Recognise and reward managers who successfully promote internal mobility within their teams. Similarly, acknowledge employees who take the initiative to grow and move within the organisation. 6. Talent Pooling for Succession Planning where high-potential employees are identified early for future leadership roles.By assessing your workforce and identifying employees with the skills, potential, and desire to move into more senior positions, you can create a pipeline of ready candidates for key roles as they become available. This approach not only ensures smoother transitions during succession but also provides employees with clear career progression paths, increasing their engagement and commitment to the organisation.Understand your team and your leadership pipelineInternal mobility is more than just a cost-effective hiring strategy—it's a crucial component of a thriving, dynamic workforce. By investing in your employees' development and creating transparent career pathways, you can build a stronger, more loyal workforce that is better equipped to meet the challenges of your business.ATA Search's Team Evaluation Assessments is a unique offering to provide you with a full overview of your current teams, as well as your leadership pipeline.Whether you are actively recruiting or not, understanding the aptitudes, emotional intelligence, personality and behavioural traits of your team and the key characteristics you need in specific roles, will help you embrace internal mobility. Consequently, retaining your best employees and creating a more adaptable and resilient organisation poised for future growth.Get in touch to learn more about our Team Evaluation Assessments and how you can better understand opportunities for internal mobility in your business.
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ATA Recruitment's Half Year Maintenance Salary Report 2024 is available to downloadWith nearly 60 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment has established itself as a market leader. We pride ourselves on providing service with real added value and as part this we like to share our market intelligence and insights with our customers. We have been publishing our Annual Maintenance reports for eight years. However, last year, we introduced a Half Year Maintenance report for the first time. This report proved essential, especially in the rapidly changing market. We are proud to be releasing the 2024 edition.The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2024
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Bring science and substance to your senior selection processBusinesses need leaders that will inspire others, create focused teams, and deliver results in the role to take your business to the next level.That means recruiting at the most senior levels in businesses provides companies with the challenge of not only finding the right experience and skillset but also the right personality, character, and attributes to ensure they can deliver effective change in their role.Psychometric assessments are an invaluable recruitment tool that highlights an individual's behaviour, aptitude, emotional intelligence, and workplace personality. It is no wonder that over 75% of The Times’ Top 100 Companies use psychometric testing alongside traditional recruitment methods (Thomas), indicating a strong preference for these assessments in high-stakes hiring decisions. The benefits are clear:Companies that utilise psychometric testing report a 24% improvement in their recruitment selection process (Hire Thinking).Psychometric tests are known to reduce the time taken to recruit new hires by up to 30% (Hire Thinking).They are effective in decreasing staff turnover by an average of 20% (Hire Thinking).Approximately 81% of organisations believe that psychometric assessments help mitigate unconscious biases in the recruitment process (Tazio).Help identify areas where new hires might need additional support throughout the onboarding process, setting them up for long-term success within the organisation (Tazio).They also play an instrumental part in the consultation process. The assessments enable businesses to be in a much stronger position to be able to recruit, retain and develop the next generation of leaders within any organisation. Keen to understand a more general view of psychometric assessments, ATA Search conducted a survey of a large selection of companies for a broad range of opinions.Within our own network of business leaders:Of those that used psychometrics regularly, 89% said they were an important part of the recruitment process or a key guide to the candidate’s suitability for the role75% of clients who use assessments tools said they would specifically use them for Senior Management, Director and Executive level hiresOverall, most regular users said they would agree or strongly agree that the results of the assessments were accurate. Many clients who responded felt the assessments helped them see past false impressions at interviews and to identify character traits that they could not from a regular interview.Given the ever-changing landscape of the recruitment world, whilst there has been an increasing trend for businesses to include psychometric assessments in their recruitment process, there does still appear to be a considerable proportion of the market that would benefit from using them.Is it time for your business to consider psychometric assessments as part of your selection process and bring the science to allow you to hire the right individual that fits your business and team? As fully trained Thomas Practitioners, ATA Search can show you how psychometric assessments will add value to your existing recruitment processes. If you would like to know more or should you have any broad questions about what they are and how they work, then please contact Stewart Jackson on stewart.jackson@ata-search.co.uk or 07827 918 324 who would be happy to discuss further. For more information - click here
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