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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Role: Maintenance Engineer Salary: £47,379 (Overtime 2.0 + 1.5) Location: Burton upon Trent Shifts: 4 on 4 off Days and nights Benefits: 6% Contribution, Private health care, Internal and external training courses The Company I am currently working with Knapp UK on an exclusive bases at one of the flag ship sites in Burton for a number Maintenance Engineers. Knapp are a true leader in the world of automation. They are one of the largest systems integrators in the world with over 7000 employees operating in over 60 countries! Knapp are now turning over close to two billion pounds worldwide and their market continues to grow year after year. As a business they can offer immense amounts of progression opportunities, security and internal/ External training. They provide solutions to some of the largest household brands including Boots, M&S, Primark, The Very group and many more. Knapp invest heavily in R&D priding themselves on first class service to all their customer. Knapp UK are forever evolving the way they develop, deliver and support their customers to ensure they fulfill their customers’ demands. They do this through using the latest state of the art technology including OSR shuttle systems, hanging garments, various pick and place robotics and a range of other automation. At this site in Burton, they have recently invested 20 million pounds resulting in the growth of both the business and customer. With the latest technology and automation, they have seen orders grow from 20,000 orders a day to 40,000. The customer have really responded well since covid now making the most of direct to consumer ordering meaning headcount within the Knapp team has gone from 12 to 20. They are strong believers of promoting from within which proof is in the pudding with all Team Leaders starting as Maintenance Engineers. Knapp achieve this by constantly invest in the site as well as there people. They have a full training matrix to get you up to speed on site, past this they will also invest in external training which includes Profibus, Profinet, Pneumatics and Leadership course as well as plenty more. The Role Your day to day responsibilities as a Maintenance Engineer will include: The planned and reactive maintenance and service of all the state of the art equipment on site. Equipment on site includes OSR shuttle systems, EVO shuttles, Carton erectors, various pick and place robotics and various conveyor systems. Mechanically you will mainly be replacing worn out parts on the conveyors which will include rollers, bearings and pulleys as well as working with pneumatics systems Electrical work will include reading through electrical schematics, utilizing electrical test equipment such as multi-meters and fault finding in panels. Working on a brand new CMMS system which has just been integrated to site which is tablet based allow you to complete PPM, check stores and complete all maintenance tasks. You will also swapping both electrical and mechanical components like for like with the requirement at times to strip and re-build equipment. The Person To be successful in your application for a Maintenance Engineer you will need: An Engineering qualification Maintenance experience in a production, manufacturing or warehousing environment. Alternatively, you could be from the Navy, Army or RAF with an electrical qualification. The Benefits As a Maintenance Engineer, you should expect: You will be joining a highly successful £multi-million company who can offer a massive amount of stability and security. Opportunity for progression both technically and working your way up into future leadership roles. KNAPP will contribute up to 6% pension Private healthcare with Vitality includes dental and optical cover Cycle to work scheme Employee referral scheme Employee assistance programme Employee of the Quarter awards Fantastic salary and benefits package. £47,379 + Overtime available. The company’s ambition is to become the employer of choice in logistics and automation and to help them deliver this, there are five core values that underpin everything they do – Reliability, Courage, Openness, Appreciation and Creativity. These values and the KNAPP spirit are demonstrated by all employees and the open corporate culture leads to great communication, creative freedom and the active involvement of employees in decision making. 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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Maintenance Engineer Location – Birmingham Salary - £57,200 - £57200 shift premium + pension, 33 days holidays and excellent overtime scheme. Training available – On Various OEM Equipment. Shifts Available – 4 on 4 off days and nights – NO Working WEEKEND Nights The Company An exciting opportunity has arisen for a Maintenance Engineer to join our client who are a large Global business based in Coleshill Birmingham. They are looking to add 1 Maintenance Engineersto their team urgently. The well-known and large global manufacturing group are performing exceptionally. Offering industry leading training and engineering practices this fantastic opportunity for a maintenance engineer. With an emphasis on breakdown elimination and preventative maintenance, you will be encouraged to have a direct input into the continuous improvement culture and have individual project ownership. The role demands a maintenance trained and technically based individual who can offer at least 2 years’ experience in engineering or manufacturing and hold relevant technical qualifications. The applicant must be conversant electrical, drives, gearboxes and have a good understanding and working knowledge of current safe working practices. Our client is looking for somebody who is multi skilled work safely electrically. The role Maintenance engineer You will be Reacting to breakdowns, PPM, and CI. You will be working on conveyors, lifting equipment, robotics, , assembly equipment and various other automated equipment. The role will be challenging but technical rewarding Maintenance Engineer role. Maintenance, production improvements and project work. Weekly PPMs the role initially will be 70% reactive 30% PPM. Faulting finding electrically and mechanically on several types of equipment onsite with electrical maintenance work and basic fault finding on PLCs. They use Siemens on Site Gain exposure to various machinery. Fault finding to Input and output level on PLCs Work as part of 8 -man maintenance team Essentials: Apprenticeship and relevant qualifications level 3 maintenance or engineer qualification Previous experience of working in an Engineering background Experience of problem-solving on maintenance, i.e., breakdowns Preventative Maintenance Experience The Benefits As a Maintenance 57200 Will look at candidates who are in engineering roles and want to step up into leadership in the future. Excellent training Our client will offer training/development and possible progression for the right candidate. 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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Maintenance Fitter, Nottingham, up to 50k, pension + holiday allowance, + other benefits DAYS (MON-FRI) Company We at ATA are currently working with a large well-known engineering business within its sector, a multisite business who produce a huge annual turnover and are in a period of investment and growth. This site has a variety of machinery for a maintenance fitter to get stuck into. This business has a close-knit maintenance engineering team with a variety of backgrounds and experience and have opportunities for training to become a stronger engineer. The Role As a maintenance fitter, your role will include reactive maintenance, planned preventative maintenance, dealing with a variety of plant machinery, changing gearboxes, and other components, fault finding mechanically, working on a variety of hydraulics – changing seals, shafts, bearings and actuators. From You: Our client is searching for a mechanical maintenance engineer, who - Is level 3 qualified – mechanical qualification - Experience working within a heavy industry - A team player with aptitude to learn - Plenty of hands-on experience If you think this is the right role for you, please press apply or call AJ on 07701326339 or email your CV to aj.kermaleki@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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Multi-Skilled Maintenance Engineer Job Title: Multi-Skilled Maintenance Engineer Location: Stockport Salary: £44,000 - £48,000 DOE Shifts: Mon- Fri Day’s only early finish every Friday About the Role: My client is seeking a highly motivated and skilled Maintenance Engineer to join their dynamic team at a leading, innovative manufacturing facility. This role requires a hands-on approach, ensuring all equipment and machinery operate at peak efficiency. If you are a problem-solver with a passion for engineering and a knack for diagnosing and repairing Mechanical/ Electrical systems, we want to hear from you! Key Responsibilities: • Perform routine and preventative maintenance on a variety of production and auxiliary equipment. • Diagnose mechanical, some electrical, hydraulic and pneumatic issues promptly and accurately. • Execute repairs and modifications to improve equipment reliability and performance. • Collaborate with the production team to minimize downtime and enhance productivity. • Maintain accurate maintenance records and update documentation as required. • Ensure compliance with safety regulations and company standards. Qualifications: • Proven experience in a multi-skilled maintenance role within a manufacturing or industrial environment. • Strong knowledge of Mechanical or Electrical systems. • Ability to read and interpret technical drawings and manuals. • Proficient in using hand and power tools, diagnostic equipment, and machinery. • Excellent troubleshooting skills and a proactive approach to problem-solving. • Must have a minimum NVQ Level 3 either Electrical / Mechanical or equivalent. • Strong communication skills and the ability to work effectively as part of a team. What they Offer: • A competitive salary and comprehensive benefits package. • 20 days Holiday + 8 bank holidays • 5% Pension company contribution • Opportunities for professional development and career advancement. • A supportive and inclusive work environment. How to Apply: If you are a dedicated Maintenance Engineer looking for a challenging and rewarding opportunity, please submit your CV. Contact Information: For further information, please contact Jon.paryazani@ata-recruitment.co.uk Equal Opportunity Employer: We are an equal opportunity employer and welcome applications from all qualified candidates. 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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Technical Sales Engineer (Remote) • £50,000 - £60,000 • £5000 Car allowance • Remote working • 4% Pension contribution • 23 days holiday plus bank holidays Coverage: North of England Reference: BP 152 ATA are exclusively working with a leading manufacturer of material handling solutions, for over 40 years our client has been a market leader in conveyor systems, grit capture and water waste systems. This Swedish owned business has seen a 20% per year growth over the last 5 years and have offices worldwide including Sweden, Netherlands, Australia, and the USA. Currently the UK base is looking to hire a Technical Sales Engineer to handle existing client enquires and to contact potential prospects, the UK site generate an annual turnover of over £20 million and due to high client demands and orders they are offering a Technical Sales Engineer the opportunity to help grow their existing client portfolio. This is a great opportunity with an excellent salary and package for a dynamic Technical Sales Engineer to work in a growing sector with a business who has an existing client base dating back 40 years. The Role As a Technical Sales Engineer you will cover the Midlands & North of England providing product solutions for new and existing clients mainly in the wastewater management sector. The Technical Sales Engineer’s key responsibility will be to: • Contact existing and new clients to identify needs and generate orders. • Prospect new clients within the South of England. • Have an in-depth knowledge of the product range. • Follow up on client enquiries and quotes sent to new customers. • Visit client site to measure and identify best layout plans. • Negotiate best price with customers, this will include client meetings at their site. • Handover complete proposals to the projects team who will carry out the order. The Candidate To be successful in your application for the Technical Sales Engineer role, you will need: • A proven track record in technical sales • A proven track record in generating new revenue as well as existing client revenue. • Experience in materials handling or wastewater management sector (desirable) • A mechanical engineering qualification. • Experience with CAD (desirable) • Experience with MS Office and Excel (essential) The Benefit For the Technical Sales Engineer role, you will receive: • £50,000 - £60,000 • £5000 Car allowance • Remote working • 4% Pension contribution • 23 days holiday plus bank holidays As ATA Recruitment are working closely with this client, we will be conducting a short list starting today, we will conduct the 1st interview over the phone and the successful candidates will then be forwarded to our client with our recommendation. If you wish to be considered for this opportunity then please respond with your intention as we are looking to fill this role in the coming few weeks, you will then be contacting by one of our Recruitment Consultant who will be able to provide more details. Contact: Bhav Patel Recruitment Consultant 07704543752 Bhavesh.patel@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. 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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Electrical Design Engineer Manchester £40,000 - £50,000 DOE + Flexible hours + Generous Pension Contribution The Company Our client is a OEM business who deliver large engineering machinery for customers in the FMCG, manufacturing industry. The business takes responsibility for the delivery of projects from initial system design through to commissioning of project at customer site. This company supply their products world wide from Columbia to Australia and specialise in their market with their expertise. The business are currently looking for an electrical design Engineer to join the business for immediate effect who will form part of their team. This is a fantastic opportunity to take control of large, complex and exciting projects so if this appeals to you please apply today for a speedy consideration. The Role As an electrical design engineer, in the business you will take responsibility for controls design and commissioning for projects for customers across the FMCG, Process and Pharmaceutical markets using a range of Siemens and Rockwell programming platforms. In general on a project this would involve: Creating User Requirement Specification Creation of FDS documents for clients Conducting factory acceptance tests Conducting customer acceptance tests Commissioning the software at site to ensure the process works properly before it goes into production. The Candidate To be successful in your application for this Electrical design role you will need: To be able to use Auto Cad To have a desire to take controls projects from design through to commissioning Demonstrable experience in a controls engineering role using Siemens or Rockwell programming tools. To have an appetite for progression and development. The Benefits For this Electrical design Engineer role the following benefits are on offer: £40,000 – £50,000 25 days holiday + 8 bank holiday to be taken flexibly Generous Pension Match A clear path of progression Working with experts who offer fantastic training 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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Site Manager – Mechanical & Electrical Installation of Process Systems Fife, Scotland 2-3 Month Contract - £375-£400 per day Ltd Company - Outside IR35 The Company We are working in partnership with one of the UK’s leading process engineering companies. The business focus on the delivery of turnkey engineering projects for the Drinks, Food and Pharmaceutical industries delivering bespoke projects from concept design through to installation and commissioning at site. The projects the company deliver range from £2 - £50 million in value and the business employs nearly 300 people across their UK operations include a large team of Project Engineers The company have grown incredibly in the past five years from a turnover of £25 million to £100 million and expect to grow further over the next two years. The company has the backing of a large global organisation and a trading history dating back over 200 years. As part of their growth, they are currently working on a major project in the Scotland, and they need an experienced Site Manager to help with the with the Mechanical & Electrical Installation of a Process System. The Role Your key role as Site Manager will be: Overseeing the mechanical and electrical installation of process systems including silo’s, tanks, pipework and electrical systems. Liaison with third party manufacturers delivering equipment to site. Management of approximately 4-5 different subcontract teams responsible for the installation of different sections of process equipment. Overseeing the delivery of equipment delivered to site. RMAS/Permits required for site completed by Site Manager. Site safety audits, COSH assessments, weekly and monthly reporting. Auditing of the site. Key liaison for site customer to discuss progress and issues. Managing through changes to order on site. Working with the principal contractor on the site. Daily and weekly progress planning meetings and reports. Tracking installation progress and feeding back to the lead project engineer. On site 5 days a week. The Candidate To be successful in your application for the Site Manager you will need to be: Available immediately. SSMTS Certified. First Aid at Work Experience in a similar Site Management rolewithin an engineering environment. Ideally from the process industry, brewing, distillery, water for example To be a fantastic relationship builder Have the capability to solve complex site related problems. Previous experience in working on a large site-based project The Benefits The successful Site Manager will receive the following benefits: £375 - £400 per day – 5 days per week Outside IR35 – LTD Company Contract If you’re interested, please apply online for speedy consideration, or call Suzanne Winton on 07880 847587 or send your CV to suzanne.winton@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. 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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Electrical Project Engineer – St. Albans Location: St. Albans Contract: 13 Weeks Temporary to Permanent Salary: £45,000-£50,000 Shifts: Monday to Friday, 8:30am-4:30pm Immediate Start This company specializes in electrical engineering solutions, offering a variety of products such as medium and low voltage packages, along with energy management and monitoring systems. They are looking to expand their workforce as part of their aim to achieve a turnover of £20 million in the next year, reflecting its commitment to growth and service in the industry. If you think this opportunity is for you, then please call Fred O’Reilly on 07827918324 or email your CV to fred.oreilly@ata-recruitment.co.uk Key Responsibilities: Controlling projects from receipt of contract to installation and commissioning Responsibility for all commercial and technical aspects of projects Liaise with clients and their representatives Attend site meetings with clients and their representatives Liaise with suppliers in ascertaining the suitability of electrical components for projects Liaise with the Company’s draughting engineers and production team Ability to design electrical control schematic diagrams is an advantage The Successful Candidate Requires: Experienced in the electrical design of LV switchgear and package sub-stations Experience in the electrical design of control and monitoring systems together with electrical schematic diagrams Ability to use AutoCAD (Preferable) Knowledge of MV switchgear (Preferable) Electrical Qualifications Benefits: Competitive salary Opportunity for permanent placement Immediate start available I am looking to speak to talented Electrical project Engineers who are looking for a rewarding and highly challenging position. For more information, please contact Fred O’Reilly 07827918324 or email your CV to fred.oreilly@ata-recruitment.co.uk Trainee Recruitment Specialist at ATA Recruitment. 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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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.
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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Employers - get the most out of your interviewsWith the latest figures stating that there are still 898,000 unfilled vacancies in the UK, the war for talent continues to rage, and this certainly still continues to be felt in UK manufacturing. With demand still massively out stripping supply, candidates have never had more choice when it comes to interviews and job offers. Most companies have reacted to this by increasing salaries to remain competitive, so what else can you do as an employer? Today we are going to focus on the candidate experience, and how you maximise your chances of securing the Engineer of your choice.Book a room: This may seem obvious, but unfortunately this does get over looked and what impression does it create if they are kept waiting for a room to become available, or you end up in the canteen?Make sure there is enough time in the diary: Managers are always under time pressure, but you need to make sure you can dedicate enough time to doing the interview justice. Rushing the interview either means you’ll make a poor assessment or the candidate will be left with more questions than answers.Read the CV properly before hand: Take the time to think about what areas of the CV you want to explore and why. If you end up reading it during the interview as you didn’t have time beforehand, how attentive will you look in the interview? Will you miss valuable information the candidate gives you as you're reading rather than listening?Ice-breaker: Not many Engineers would say they like interviewing. So, take the time to the time to put the candidate at ease. Do this and they will perform better.Make sure the interview is a 2 way process: Naturally, the primary objective is for the interviewer is to make an assessment of the candidate vs what you want. However, you also need to make sure that the candidate walks away wanting to join your business so how do you do it?Stay focussed: Be attentive to what they have to say, maintain good eye contact and keep your body language open. Remove distraction such as phones, don’t be checking your watch. The candidate needs to feel as though you are engaged with what they have to say.Ask open questions: Try and avoid questions that start with “have you worked on” or “can you do” instead start with “what experience do you have with,” or “how would you go about fixing” it will always stimulate a better flow of conversation and mean you are more likely to get a full picture of a candidates capabilities. Also, by asking questions like “what are you looking for in your next career move” will allow to build a picture of what they are really after.Listen: Listen to what the candidate says, and you’ll always make a better assessment. Know your USPs: Take the time to tell them about what’s great about working for your business, yes money is important, but team/ business culture, training, development, progression are just as important.Get to know them as a person: Build a personal relationship. We spend more time at work than we do at home, so the candidate needs to feel comfortable with you and the work environment.Give them time to ask questions: Whether it’s 2 or 12, give them time to ask you questions. You may feel you have already told them why you are a great employer, but don’t assume you’ve covered it all. They should never leave an interview with unanswered questions, it may make the difference of whether they accept or not.Feedback: Make sure you give constructive feedback within a reasonable timeframe (48 hours), whether you want to recruit the candidate or not they need to make sure they are left feeling the process was a positive one.In today’s fiercely competitive job market, the key to securing top talent goes beyond offering attractive salaries—it requires a thoughtful, candidate-focused approach to interviewing. By refining your interview process to create a positive and engaging experience, you position your company as the employer of choice. Implement the tips we've highlighted, from effective preparation to genuine engagement, and you'll not only improve your ability to assess candidates but also enhance their opinion of you as an employer. Remember, every interview is an opportunity to build your brand and as well as hiring great talent for the future of your business.
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