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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Production Operative/Machine Operative – Birmingham Salary: £14.80 p/h plus holiday pay £1.79 per hour Contract: 6 months Temporary to Permanent Shifts: 12-hour Rotational Shifts – Monday to Thursday days and Monday to Wednesday nights and Monday to Friday Afternoons This well-established company are looking to recruit multiple Production Operative / Machine Operatives for their site in Birmingham due to continued upturn in business. This company are looking for motivated, reliable individuals that have a desire and ability to learn as they will go through a thorough training and development plan over the next 6 months. If you think you are right for this role then please get in touch with Adil Shaikh on 07920 410 329 or email your CV to adil.shaikh@ata-recruitment.co.uk Immediate start The Production Operative / Machine Operative will be responsible for the following Operating a wide range of production machinery and heavy machinery (Training will be provided). General Production Operative duties. Upholding health and safety practices Labouring and Cleaning across the site The Production Operative / Machine Operative must possess the following skills to be considered for this role: Have a good understanding of safety. Labourer and Machine Operative experience in a busy manufacturing plant Be reliable and a good communicator. Desire and ability to learn. High work ethic. Have a desire to progress within the company. Must be able to pass a Drug and Alcohol test The benefits of this position: Competitive Salary Immediate start Full training and development Long term career opportunity 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 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 Job Title: Multi-Skilled Maintenance Engineer Location: Manchester Salary: £45,000 - £47,000 DOE Shifts: 3 Shift Pattern About the Role: My client are seeking a highly motivated and skilled Maintenance Engineer to join our 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 complex mechanical systems, we want to hear from you! Key Responsibilities: Perform routine and preventative maintenance on a variety of production and auxiliary equipment. Diagnose mechanical, electrical, and hydraulic 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 and 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 We Offer: A competitive salary and comprehensive benefits package. 33 days Holiday Pension Opportunities for professional development and career advancement. A supportive and inclusive work environment. The chance to work with cutting-edge technology in a fast-paced setting. 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 Taylor.hardwick@ata-recuitment.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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Proposals Engineer Derbyshire Salary: £35,000 - £45,000 (DOE) + Profit Share scheme + Performance related bonus + Private Healthcare The company: Our client is a leader in providing engineered solutions to the energy and renewable energy sectors, Including those in Hydrogen, Carbon Capture and waste energy. Their team designs and fabricates a variety of mechanical components, including Structural supports, Heat Exchanges, Housing enclosers, Exhaust systems, Ventilation and Ducting. The UK arm of the business currently employs around 30 members of staff, with 50% of the team being Design and Projects Engineers. Internationally, the company employs over 800 members of staff, largely across their Manufacturing sites in Europe. As a business they are experiencing growth and a consistent large volume of incoming projects globally within growing industries, what has seen their turnover grow from £30 million in 2018, to £80 million in 2023. As such they are looking to expand their design team to allow them to run additional projects simultaneously. The Role: As a Proposals Engineer, you will be liaising with the sales team, creating concept design pieces and detailed quotations (estimated bill of materials) for client’s projects, and supporting with bringing on new business. This will be a non-sale role but will involve liaising with clients to understand their criteria and advise on adjustments and improvements. Your responsibilities will include: Preparing concept design drawings, and performing basic calculations Material selection to suit the materials requirements and environments Attending customer meetings Interpreting and working from customer requirements, specifications and drawings Perform detailed engineering calculations using both software or hand calculations – These include: Structural, fluid dynamic, finite element analysis, and general mechanics Support project management, engineering, quality, and supply chain teams Provide technical support to internal and external customers. Research and development to maintain market leadership. What we’re looking for in a candidate: Substantial experience in a mechanical design role Previous commercial responsibilities in a role Good understanding of fabricated structures/components and manufacturing techniques. Ability to create piping and instrumentation diagrams. The ability to create conceptual work from scratch with minimal support Mechanical design qualification Previous experience as a proposals engineer would be advantageous but not essential The Benefits: Competitive salary package - £35k - £45K Depending on experience. More qualified candidates would be welcome to apply, and a more competitive salary would be discussed if additional experience can be brought to the role. Profit share scheme and performance related Bonus’s Private Personal healthcare – with ability to extend to family Salary sacrifice car scheme available Office-based role, however flexible working can be offered - Standard working hours of 8:30am – 5pm Monday to Friday 24 days of annual leave + bank holidays A supportive and collaborative work environment Opportunities for professional development, career growth How to Apply: If you are a motivated and experienced Proposals Engineer looking to join a growing company, we want to hear from you! Please send your CV to Matt Taylor at matt.taylor@ata-recruitment.co.uk or give me a call on 0116 218 1644 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 South Yorkshire Initial 6 month contract / Outside IR35 £37.50p/h - £40.00p/h Nuclear / Mining / Industrial / Materials Handling / Fabrication I am recruiting for a well-established world leader within design in materials handling & fabrication. Due to ongoing projects in the business, they are looking for a Mechanical Design Engineer on an interim basis. Initially there is a commitment of 6 months, but this is very likely to be extended due to project scope for a successful candidate: For the position of Mechanical Design Engineer, you will require to conduct the following daily duties: 3D design and detailing using Autodesk Inventor Supporting calcs within the design team Full cycle of project – cradle to grave design Design of heavy to medium industrial machinery Report into the design team lead & project manager The successful Mechanical Design Engineer will need to have the following attributes: Strong appreciation of materials handling and heavy engineering disciplines Expert in the use and knowledge of Autodesk Inventor An astute professional, with the ability to excel within a design team Qualified to degree level (preferable) – Mechanical Engineering or equivalent A team player, who strives for excellence The benefits of this position: Highly project based in a heavy to medium materials handling capacity Autonomous role to see through full project lifecycle Flexible working for the right candidate Outside IR35 (Ltd. Co. suitable) I am looking to speak to talented Mechanical Design Engineers who are looking for a rewarding and highly challenging position. For more information please contact Dom Firth (07892789342), 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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Production Operative/Machine Operative – Birmingham Salary: £14.80 p/h plus holiday pay £1.79 per hour Contract: 6 months Temporary to Permanent Shifts: Shift 1 – Monday to Thursday Days 6am-6pm, Shift 2 – Monday To Wednesday Nights 6pm-6am Wednesday nights and Monday to Friday Afternoons Immediate start This well-established company in Birmingham is seeking multiple Production Operatives and Machine Operatives due to increased business demand. They are looking for motivated and reliable individuals who are eager to learn, as successful candidates will undergo a thorough training and development program over the next six months. If you think you are right for this role then please get in touch with Adil Shaikh on 07827918324 or email your CV to fred.oreilly@ata-recruitment.co.uk The Production Operative / Machine Operative will be responsible for the following Operating a wide range of production machinery and heavy machinery (Training will be provided). General Production Operative duties. Upholding health and safety practices Labouring and Cleaning across the site The Production Operative / Machine Operative must possess the following skills to be considered for this role: Have a good understanding of safety. Labourer and Machine Operative experience in a busy manufacturing plant Be reliable and a good communicator. Desire and ability to learn. High work ethic. Have a desire to progress within the company. Must be able to pass a Drug and Alcohol test The benefits of this position: Competitive Salary Immediate start Full training and development Long term career opportunity available. 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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**Industrial Installation Electrician** York Gross rate: Up to £25.00p/h DOE (+£3p/h for Weekend work) Outside IR35/CIS suitable 6 weeks minimum Initial Contract, Ongoing work I am working with a well-known company that specializes in project management installations and site maintenance, primarily serving food processing and manufacturing clients. We have an exciting opportunity for experienced Industrial Process Electricians to join a growing business. As an Install Electrician you will require to conduct the following duties: Reading and interpreting engineering wiring drawings and schematics Working with drives and field instrumentation Managing 3-phase power, LV, panel setup, wiring, and looms Handling containment systems such as steel wire baskets, trunking, ladder and trays Stripping out and reinstalling cabling, conducting point-to-point testing and managing junction boxes and panels Completing first fixes and testing drives The successful Install Electrician will need to have the following attributes: Time-served / NVQ Level 3 Electrical Installation / 18th Edition / IPAF Experience in food processing and electrical installation CSCS/CCNSG/JIB card SPA (Safety Passport) is beneficial but not essential A strong team player, professional and customer facing Strong communication skills, with a keen eye for Health, Safety and Quality. The benefits of this position: On-going work with likely extensions and further projects Growing company, good positive working environment and team Outside IR35 (Limited Co, CIS or Umbrella) 50 hours per week minimum guaranteed (Monday-Friday) Overtime on the Weekend I am looking to speak to talented Install Electricians with site installations experience, who are looking for a very rewarding and challenging contract position. For more information, please contact Sam Martlew, 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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Business Development Manager Derbyshire £60,000 – 70,000 + Profit Bonus Scheme Up to 10K per annum + 5% Pension The Company Our client supports customers across a range of engineering sectors by supplying bespoke process equipment systems containing heat exchangers, pressure vessels, pipework, valves, instrumentation and controls required as well as supporting fabricated structural metalwork for projects. The projects the company deliver can range anywhere from £50,000 - £100,000 up to projects worth several million pounds. The company employ 800 globally and have been on an incredible growth journey in recent years seeing their turnover grow from £30 million to £80 million. The company’s ambition does not stop there with plans to double their turnover in the next three to four years. In the UK the business focuses on sales and design with 30 employees. As part of their growth strategy they are looking to grow their revenue stream in the Waste to X market place where they work with a wide range of business who are developing intellectual property and need to partner with an engineering company to develop the supporting process equipment and fabricated equipment for the development of their project. This role would suit someone who loves business development and creating pipeline with a focus on a consultative value added sales style for long range high value projects. The Role The company are looking to focus someone on the growth of their pipeline of projects within the Waste to X market, you will also likely be given a secondary market to focus on along side this. Your key focus will be to initially generate pipeline of future potential projects before in time beginning to generate RFQs for the pre-engineering team to follow up on. You will be looking to generate RFQs for both bespoke products the company can manufacture as well as larger scale projects where the business acts as an EPC delivering a fully integrated system into a project for their customer. The key targets geographically will be throughout the UK and Europe and key focuses for the role will be: Identifying future pipeline of projects from existing customers the business has in the Waste to X Sector Developing relationships with new customers Attending trade exhibitions to create new contacts in the sector Identifying cross selling opportunities for the Waste to X Market from the companies customers in other sectors Carrying out research to identify new customers in the market to approach Arranging and presenting at customer meetings The Candidate To be successful in your application for this Business Development Manager role you will need: To have experience selling process equipment or process equipment related systems An appetite for both new business development and existing customer development A consultative sales style focused on value added selling To be happy being in the Derbyshire office a couple of days per week. The Benefits For this Business Development Manager role the following benefits are on offer: £60,000 – 70,000 Up to £10,000 profit related bonus Electric vehicle salary sacrifice scheme 5% matched pension If you’re interested in the opportunity please email your CV to Kristi.hopwood@ata-recruitment.co.uk or call me on 07894 235620 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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Maintenance Engineer, Nottingham, £50,000-52,000, bonus paid annually, 10% pension, O.T readily available OTE, 55,000-60,000, training + progression opportunities 4 on 4 off, 5 on 5 off (DAYS and NIGHTS) The company: We are working with a prestigious client, a multisite business who have over 80 years of UK experience supplying construction companies who manufacture a range of products. Our client has a fantastic state of the art site in the heart of Nottingham with long term security and a fantastic reputation with a great turnover nationwide. The company offer fantastic training and progression opportunities to their engineering team and are searching for a maintenance engineer of electrical bias. An extremely friendly team, with plenty of experience are looking to welcome maintenance engineers for a variety of backgrounds to join their large team. The Role: As a maintenance engineer your role will include: - Reactive Maintenance - Planned Maintenance - electrical fault finding/mechanical fault finding - Working inside control panels, PLC, 3 phase motors - Working with hydraulics and pneumatics Candidate Requirements: As a maintenance engineer our client require - A level 3 engineering qualification - Experience in a manufacturing environment. - happy to work shifts and as part of a team Benefits: Our client offers a very competitive salary with yearly reviews and a bonus that is paid every single year. In terms of training, they can offer additional qualifications and anything else needed with a huge training budget. There is much growth into leadership positions for the right engineers that are looking to progress. A great site, with a friendly atmosphere for the right electrical maintenance engineer that is looking for a career change. If you think you are the right maintenance engineer for this position, please call AJ on 07701326339 or email AJ on 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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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 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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Establishing strong relationships with our contractors is essential, and we take pride in acknowledging the excellent service they deliver to our clients throughout the UK.To gain insight into the day-to-day life of working as a contractor alongside ATA Recruitment, we interviewed our Contractor of the Quarter, Jordan Biggs, our Contractor of the Quarter.Jordan has been contracting for one of our clients as a Project Installation Engineer. He has visited several sites across the UK and has been involved in the Installation of a wide range of equipment in the food manufacturing sector. Machines that Jordan has installed have included conveyors, mixers, weighers, fillers, dryer, bagging and cartooning equipment and product labellers. Jordan is multi-skilled engineer with a wide range of qualifications including a HNC in General Engineering, 18th Edition and C&G Level 3 in Electrical Installations. Jordan is a skilled Maintenance Engineer and can install and maintain both mechanical and electrical systems and components including control panels, switchgear, inverters, DC drives, PLC’s, motors, conveyors, bearings, and crankshafts.Jordan has worked on several contracts for major international companies such as Premier Foods, Morrisons and IPS Culina. Following the completion of his current contract, Jordan is now looking to secure a new contract with a reputable company where he can add value to the organisation.What did your last contract involve?The last contract I worked on was on an installation project for a Food manufacturer. I was responsible for new machinery installation, machine moving, lighting upgrades and integrating new power supplies. I was involved from the installation phase through to commissioning and testing etc. Then the project would be handed over to the client so they could start production. I was responsible for electrical, mechanical and PLC elements of the project.What are your key skills that you bring to an organisation as a contractor?I am able to adapt to change quickly and can hit the ground running within any organisation. I find that I am excellent in working in any environment and adding value quickly to organisations that need support with their maintenance or installation projects. I have a great deal of experience within a variety of sectors including FMCG, Dairy and Automation.Why did you decide to start contracting?It gives me an amazing amount of freedom. I can contract when I want for various clients and move within them easily. It gives me flexibility and the ability to earn good money for the services that I provide. The variety of projects provide a real test for me and allows me to have control of my progression and career path.What feedback do you have for ATA Recruitment?I have really enjoyed working with Jon Caruso and ATA Recruitment. He has provided me with a great service and placed me in an exciting contract with a dynamic client. Another great thing about Jon was his excellent communication and transparency, he stayed in touch with me throughout the process and was always open and honest with feedback from the client.Testimonial from the clientJordan’s performance over the past 3 months has been excellent. He has been given a variety of complex tasks and tackled them autonomously, head on, with zero drama. He’s been extremely reliable and a great character to have around the business.Let us match you with contract opportunities that are right for you.Whether you're experienced as a contractor, or are just wondering how to get started, find out how ATA Recruitment can support you by calling 07827 295 376 or email contract@ata-recruitment.co.uk. Alternatively, complete the form below.
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