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

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

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

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

​​The RTC Group Awards 2024​On Friday 7th March 2025, we held our annual RTC Group Awards, rewarding those who have gone above and beyond throughout 2024.​Held at our headquarters, the Derby Conference Centre, we gathered for a night of celebration and reflection as we looked back on the past twelve months and all that the group has achieved across the various industries we support.We were joined by employees from each of the group’s offices from across the country and overseas, welcoming the teams from RTC Group Plc, Ganymede Solutions, ATA Recruitment, Global Staffing Solutions and The Derby Conference Centre.​Ganymede and ATA Awards​The evening began with the Ganymede and ATA Awards, where we awarded the top performing individuals across the recruitment businesses as well as those who have personified our core values over the last twelve months.Congratulations to the winners of the Ganymede and ATA Awards:​150k Club: Brad Minns, Karla Delczeg, Natasha Higgins, Michael Anderson, Luke Corr, Mark Hibbert, Sam WalleyPeople are our Passion: Ashton KenneySocially Responsible: Lauren BradfordTop Newcomers: Zac Polnyj & Charlie CorbettTop Team Performance: Energy (1st Place), Rail - Scotland Office(2nd Place), Rail - Kent Office (3rd Place)Delivering Excellence: Brodie KnightSafety First, Safety Always: Victoria RichardsTaking Pride: Lina OprisnykTop 10 Individual Billers:​ Jon Caruso, Andy Crewe (Top Perm Biller), Tyler Cook, Hassan Choudhry, Will Heath, Tom Cleverley, Dave Carter, Colin Earp, Michael Dobson, Katie Townend (Top Contract Biller & Top Overall GP)​Paul Crompton, Managing Director said:  "It was a pleasure to spend the evening with colleagues from across the company. Congratulations to all the award winners on their well-deserved recognition. Your hard work and commitment, both individually and as part of your teams, have been key to our success in 2024, and I look forward to building on these achievements in the year ahead."​The RTC Group Awards​The evening continued with the Group Chairman & CEO address, three course meal and RTC Group Award, presenting for the first year the Douie Award.​​Douie Award: Katie Townend​Thank you to all those who attended this event, and for making the evening a resounding success. The RTC Group Awards will return in 2026.​​​​​​​​

​ATA Recruitment's Annual Maintenance Insights Report 2024 is available to download​​A comprehensive report of average Maintenance Engineering salaries, market trends and candidate behaviour across the UK in 2024, compiled using real ATA Recruitment data.​ATA Recruitment 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. You may have already seen our permanent insight report for 2024. You can view it here. In addition, we provide a more granular Maintenance survey as it constitutes such a large proportion of what we do.The data we have collected has come from a large cross-section of the market for both SMEs and large blue chips in industries such as Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing.​Download ATA Recruitment's Annual Regional Maintenance Insights Report 2024​​​By submitting the above form, you are agreeing to our Privacy Policy.​Get in touch​​As always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2025. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.​By submitting the above form, you are agreeing to our Privacy Policy.​

​Recruitment and Retention Survey 2024​To keep our clients informed on industry trends, ATA Search conducted an in-depth Employers Survey, leveraging our extensive network to explore the key drivers of recruitment and retention in 2024. The survey provided valuable insights into hiring trends and the outlook for 2025.​​As highlighted in our Business Confidence article, recruitment and retention were identified as significant business challenges, with 23% of respondents pointing to recruitment and 13% highlighting staff retention as key concerns in 2024. As such, we are providing you with a more detailed breakdown of the key elements driving the opportunities and challenges surrounding the demand for talent.​As we approach the second quarter of 2025, recruitment remains high on the agenda, with businesses needing to expand their teams and maintain their hiring plans despite new employment regulations affecting the cost of permanent recruitment. However, our survey highlighted that the upcoming changes have not have as large a negative impact as was expected:​59% of participants stated that National Insurance contributions would not affect their hiring plans in 2025. 66% said that the increase in the National Living/Minimum Wage would not impact their recruitment plans for the upcoming year. ​​​What were your hiring patterns throughout 2024?The survey showed the biggest increase in permanent staff, indicating that employers want to focus on upskilling and investment in permanent employees.​​IncreasedMaintainedDecreasedPermanent Staff41.5%39%19.5%Contract / Interim Staff24.4%41.5%34.1%Executive / Leadership Staff17.1%63.2%19.5%​What roles have been the most challenging to fill throughout 2024? Three main roles emerged as the most challenging to fill: manufacturing and production, maintenance, and leadership.​Manufacturing & Production29%Maintenance27%​Leadership​22%​Unskilled​5%​Controls​5%​Quality & Continuous Improvement​5%​Design & Projects​2%​Technical Sales​2%​Other​2%​What do you think impacted your ability to retain employees in 2024?The results from our survey indicated a score of 2.93 out of 4 regarding participants' ability to retain their employees in 2024. The main drivers of this are highlighted below, with salary demands taking the top spot.​High salary expectations​25%Attracting the right calibre of candidates ​20%Lack of progression / development opportunities​13%Management / Leadership Skills10%Training9%Competition9%Onboarding6%Agile working demands that we are unable to offer6%Other3%​What do you think impacted your ability to attract employees in 2024?​Employers rated 2.59 out of 4 on their ability to attract new employees into the business, with salary expectations once again proving the most difficult demand from potential employees.​​High salary expectations29%Candidate Availability ​18%Competition​17%Fringe benefits10%Agile working demands we are unable to offer9%Lack of progression / development opportunities 5%Industry5%Training4%Other3%​Have you explored any new approaches to your recruitment strategy in order to bridge the current skills gap?​Our survey highlights how employers are focusing on upskilling their workforce to help bridge the gap.​Upskilling existing employees​45%Utilise apprenticeships schemes ​26%No new approach​16%Employ forces leavers5%Sponsor overseas candidates​5%Other3%​What are your hiring intention in 2025?2025 looks set to be a busy year, with a particularly high demand for permanent staff.​​IncreasedMaintainedDecreasedPermanent Staff39%53.7%7.3%Contract / Interim Staff9.8%63.4%26.8%Executive / Leadership Staff17.1%73.2%9.8%​​​What does this mean for businesses?​Upskilling the workforceCompanies are prioritising the development and training of long-term employees, with 45% keen to invest in upskilling their workforce to promote career longevity within their organisations. It is reported that by 2030, around 90% of the UK’s existing workforce will need to upskill to meet evolving requirements. This means that providing a continuously developing workforce puts you ahead of companies that are unwilling to invest in their employees. ​Employing and retaining the right people20% of people interviewed stated that the ability to retain employees in 2024 was due to attracting the right calibre of candidates. A mismatch between the candidate and the job often leads to people leaving roles, resulting in businesses having to deal with staff shortages. To combat this, it’s important to have an in-depth interview and selection process, ensuring the business is right for the candidate and that the job is right for the individual.​If your company needs help finding the right talent, ATA is passionate about recruitment and ensuring candidates are pre-screened, with their abilities and personal characteristics thoroughly assessed. We are committed to minimising the risk of hiring the wrong person for the job.​Get in touch​If you’re interested in the findings of this survey and would like to discuss how these trends could impact your business, we’d love to help. Our expertise in Bridging The Skills Gap ensures you have the right talent in place for a successful year ahead. ​In the coming weeks, we’ll also be releasing our annual Engineering Insights Report, featuring data from all the placements we’ve made throughout 2024. This comprehensive report, combined with feedback from candidates on their employment plans, reinforces our knowledge and expertise and helps you tackle the ongoing challenge of staff retention with confidence. ​To find out more, contact Chris Addison, Director of ATA Search, at 07787 289 367 or christian.addison@ata-search.co.uk, or simply complete the form below.​​