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​Skills Based Hiring is Closing Engineering Skills Gaps​The UK's engineering skills shortage continues to challenge manufacturers, with businesses competing for an increasingly limited pool of skilled Maintenance Engineers. As vacancies remain difficult to fill, employers are beginning to rethink one of the biggest barriers to successful recruitment, the requirement for previous industry experience.At ATA Recruitment, we're seeing this shift first hand.Our latest placement data from the first half of 2026 reveals that 82% of Maintenance Engineers we placed had no previous experience in the specific industry of the company they joined.Instead, they were hired because they possessed the right technical skills, Engineering mindset and attitude to succeed.​Engineering Skills Matter More Than Industry ExperienceThe UK's manufacturing sector is facing a long term skills challenge. According to Make UK, 99% of manufacturers believe access to skills will shape their future growth, while 50% say skills shortages are currently their biggest barrier to growth.Against this backdrop, employers can no longer afford to limit recruitment to candidates who have only worked within their own industry.Our own data supports this changing mindset. During the first half of 2026, more than four in five maintenance Engineers placed by ATA Recruitment successfully moved into an industry they had never previously worked in.Whether moving from automotive into food manufacturing, from aerospace into construction materials or from FMCG into automated warehousing, these Engineers already possessed the technical foundations employers needed.​Transferable Engineering Skills Are Driving Better HiringWhile every manufacturing environment has its own processes and equipment, the core principles of maintenance engineering remain remarkably consistent.Electrical fault finding, mechanical maintenance, PLC diagnostics, preventative maintenance, root cause analysis and continuous improvement are all highly transferable skills.Experienced Engineers also bring problem solving ability, safety awareness and an understanding of how to keep production running efficiently, regardless of the sector.By focusing on these capabilities rather than industry background alone, employers can access a much wider talent pool without compromising on quality.​Looking Beyond Your Sector Makes Good Business SenseBroadening recruitment criteria offers several advantages for employers.Access to a significantly larger talent pool. Reduced time to hire. Greater workforce diversity and fresh thinking. Engineers with experience of different technologies and maintenance strategies. Stronger long term resilience in an increasingly competitive recruitment market. This approach is becoming even more important as businesses invest in automation and digital manufacturing.According to Make UK, more than half of manufacturers say skills shortages are preventing them from fully adopting AI and other new technologies, highlighting that finding capable Engineers has become just as important as finding candidates with direct sector experience.​Engineers Are More Open Than Ever to Switching IndustriesThe change isn't being driven solely by employers.Maintenance Engineers are becoming increasingly confident about moving between industries, recognising that their technical expertise is valuable across multiple manufacturing sectors.Many Engineers are seeking opportunities that offer better work life balance, career progression, exposure to new technologies or improved earning potential rather than remaining within the same industry throughout their career.This growing willingness to move is creating opportunities for employers prepared to assess candidates on their skills and potential instead of their previous sector.​The Future of Engineering RecruitmentThe latest Skills England Advanced Manufacturing Skills Assessment 2026 also highlights the need for a more flexible, employer led approach to tackling workforce shortages across UK manufacturing.Recruitment is a key part of that solution.By assessing technical competence, attitude and potential rather than focusing solely on industry experience, employers can build stronger engineering teams while opening doors for talented candidates whose skills may otherwise be overlooked.​Bridging the Engineering Skills GapAt ATA Recruitment, our mission has always been to Bridge the Skills Gap.Our H1 2026 placement data demonstrates that successful Engineering recruitment isn't about finding someone who has worked in exactly the same environment before. It's about recognising transferable skills and matching talented Engineers with businesses where they can thrive.With 82% of our maintenance placements coming from outside the client's industry, the evidence is clear.Great maintenance Engineers don't have to come from your sector to make an immediate impact.​Looking for Maintenance Engineers?With more than 60 years of engineering recruitment experience, a specialist network of over 60,000 Engineers and dedicated consultants who understand the maintenance market, ATA Recruitment helps manufacturers identify skilled Engineers from across the UK's engineering landscape.If you're struggling to recruit within your own industry, widening your search could be the key to securing your next great hire. 

2026 Half Year Maintenance Market Report​​With nearly 60 years’ experience delivering specialist recruitment solutions to the manufacturing and engineering sectors, ATA Recruitment is recognised as a trusted market leader. Our focus has always been on providing high value services backed by industry insight. As part of this, we regularly share up to date market intelligence to support our clients in making informed hiring decisions.​Now in its fourth consecutive year, our Half Year Maintenance Market Report continues to be an essential resource for employers navigating today’s fast moving market. First introduced to provide more agile reporting alongside our long running Annual Maintenance Report, now in its ninth year, this edition offers an up to date view of current trends and salary benchmarks.​The 2026 Half Year Report is based on data collected from a broad range of UK businesses, from SMEs to large blue chip companies, operating across sectors such as Food Manufacturing, Automated Distribution, FMCG, Construction Materials and General Manufacturing.​We hope this report provides a useful benchmark for your maintenance recruitment plans. If you would like to discuss the insights in more detail or explore how they relate to your business, please get in touch with our specialist team.​Download the Half Year Maintenance Salary Report 2026​​​Get in touch with us here​

How Forces Leavers Are Helping Bridge the Engineering Skills Gap​The UK's engineering and manufacturing sectors continue to face a well documented skills shortage. According to EngineeringUK, the UK needs around 124,000 engineers and technicians every year to meet workforce demand. As businesses compete for skilled talent, exploring new recruitment strategies has never been more important.One talent pool that continues to prove its value is forces leavers.Every year, thousands of highly skilled personnel leave the UK Armed Forces and begin the transition into civilian careers. Bringing with them technical expertise, leadership experience and a proven ability to perform in demanding environments, forces leavers represent a valuable asset to engineering and manufacturing employers.At ATA Recruitment, we are passionate about helping forces leavers build successful civilian careers while supporting employers to access exceptional talent. As specialists in engineering and manufacturing recruitment, we see first hand the impact ex military personnel can have on businesses across the sectors we serve.​Employers Are Increasingly Open to Recruiting Forces LeaversTo understand how organisations are approaching military recruitment in 2026, we recently surveyed engineering and manufacturing employers. The results revealed growing interest in forces leavers, with many organisations recognising the benefits they can bring to their workforce.When asked whether recruiting forces leavers forms part of their recruitment strategy for 2026: 23% said they already have plans in place to attract and retain forces leavers. 61% said they had not previously considered it but would be open to doing so with the right support. 16% selected other. These findings show that employers are increasingly recognising the value of military talent and are open to exploring how forces leavers can strengthen their workforce.At ATA Recruitment, we're already seeing this trend in action. In the first half of 2026, 10% of all our placements were forces leavers, demonstrating the growing demand for military talent across engineering and manufacturing.​A Highly Skilled Talent PoolEvery year, thousands of highly skilled personnel leave the UK Armed Forces and transition into civilian careers. Ministry of Defence statistics show that more than 13,500 Regular Armed Forces personnel left service in the 12 months to December 2025, bringing with them valuable technical expertise, leadership experience and practical problem solving skills.Many forces leavers have experience working with complex machinery, maintaining critical equipment and operating in environments where safety, reliability and precision are essential. Alongside their technical expertise, they also bring qualities that engineering employers consistently value, including discipline, adaptability, resilience and a commitment to continuous improvement.As one former service professional explained:"A company recruiting a forces leaver would get a highly disciplined individual who can bring a skillset developed from a high pressure and stressful environment."These skills transfer naturally into engineering and manufacturing, allowing forces leavers to make an immediate impact from day one.​Why Engineering and Manufacturing Are a Natural FitMany military roles share similarities with engineering environments. Whether maintaining sophisticated equipment, diagnosing faults, following strict procedures or leading teams in demanding situations, forces personnel develop skills that align closely with industry requirements.As a result, forces leavers often transition successfully into roles such as: Multi Skilled Maintenance Engineer Electrical Engineer Mechanical Engineer Reliability Engineer Field Service Engineer Production Supervisor Project Engineer Engineering Manager Beyond technical expertise, forces leavers bring valuable interpersonal skills that help them integrate quickly into engineering teams.One former service member described adaptability as their greatest strength:"The primary strength is adaptability. The training received is second to none. Although the work is specialised, the knowledge gained is broad, enabling individuals to move into a variety of roles with minimal downtime for additional learning or experience."They also highlighted the importance of discipline, pride in work, punctuality, consideration for others and a commitment to continuous learning, all qualities that contribute to successful engineering teams.​Proven Success in Civilian CareersThe latest Career Transition Partnership (CTP) Employment Outcomes Report found that 88% of service leavers using CTP support were employed within six months of leaving the Armed Forces.This demonstrates how successfully military skills translate into civilian careers and the confidence employers have in recruiting forces leavers.Another former forces candidate explained:"Confident in communicating at all levels, including liaising at management level and building relationships with external service providers and peers. I am composed and professional with the ability to remain calm under pressure, manage priorities and support all phases of repair, maintenance and diagnostic testing."These are the qualities that engineering employers consistently tell us they value, particularly in environments where safety, teamwork and reliability are critical.​ATA Recruitment's Commitment to the Armed Forces CommunitySupporting forces leavers is about recognising the value of military experience and helping talented individuals build successful civilian careers.As a member of the Armed Forces Covenant, ATA Recruitment is committed to supporting the Armed Forces community by connecting talented service leavers with rewarding careers across engineering and manufacturing.We're proud to have supported many service leavers as they take the next step in their careers. As one former Royal Navy candidate shared:"ATA Recruitment helped me throughout my process of leaving the Armed Forces in the most professional way. I cannot thank ATA enough for their help and I would recommend them 100%."Whether you're an employer looking to strengthen your engineering team or a forces leaver planning your next career move, our specialist consultants understand how military experience translates into engineering and manufacturing careers.Get in touch with ATA Recruitment to find out how we can support your hiring plans or career transition journey.​​

Why Maintenance Engineers Are Still the Hardest Roles to Hire in 2026​For manufacturers across the UK, hiring skilled Maintenance Engineers remains one of the biggest recruitment challenges in 2026.Our recent employer survey found maintenance roles were the most difficult positions to fill, ahead of design and projects, manufacturing and production and technical sales. For employers already facing production pressures, rising costs and growing output demands, that shortage is having a direct impact on performance.But why does hiring Maintenance Engineers remain so difficult and what can employers do about it?​The Maintenance Skills Shortage Hasn’t Gone AwayThe shortage of skilled Maintenance Engineers is not new, but it continues to intensify.Many businesses are dealing with the same issues: An ageing workforce and experienced Engineers approaching retirement Demand for Multi-Skilled Engineers continuing to outpace supply Growing automation increasing the technical requirements of roles Competition for talent pushing up salaries and counteroffers Skills gaps making it harder to find candidates ready to contribute quickly Maintenance Engineers are increasingly expected to combine electrical, mechanical, controls and continuous improvement expertise. That blend of skills can be hard to find, particularly in competitive manufacturing regions.​Demand Continues to Outstrip SupplyWhile candidate shortages remain a challenge, demand is not slowing.Our survey showed strong business confidence going into 2026, with most respondents expecting growth this year. As manufacturers invest in output, reliability and automation, maintenance hiring demand continues to rise.That means more businesses are competing for the same limited talent pool.For in-demand Engineers, opportunities are plentiful and employers often need to move quickly to secure the right people.​Salary Alone Is No Longer EnoughPay remains important, but it is rarely the only deciding factor.Our survey highlighted salary expectations as a major factor affecting attraction and retention. But today’s maintenance professionals are often looking at the wider package too, including: Shift patterns and work-life balance Overtime expectations Training and progression opportunities Workplace culture and management quality Long-term stability Investment in equipment and engineering standards Employers relying solely on salary to attract talent can struggle to stand out.​Hiring Processes Are Often Too SlowOne of the biggest reasons businesses lose good Maintenance Engineers is speed.Strong candidates rarely stay on the market for long. Delays between CV review, interview stages and offer approval can quickly result in losing talent to faster-moving competitors.In a tight market, recruitment processes designed for easier-to-fill roles often do not work for maintenance hiring.The employers securing talent fastest are often those simplifying decision-making and reducing time to offer.​The Multi-Skilled Engineer ChallengeDemand is especially high for genuinely Multi-Skilled Engineers.Many businesses are looking for Engineers with a blend of electrical, mechanical, controls and continuous improvement expertise, but there has also been a noticeable shift in how employers approach this.Rather than tightening hiring criteria in response to shortages, many businesses are broadening their recruitment approach to open up access to talent. Employers are increasingly considering Multi-Skilled Engineers from a wider range of backgrounds, focusing on transferable skills and development potential rather than searching for an exact match.In many cases, this is about making recruitment easier, not harder, widening the talent pool while still building long-term capability.This more flexible approach is helping some employers improve candidate flow and respond more effectively to a competitive market.​Retention Is Fuelling Recruitment ChallengesHiring difficulty is often a retention problem in disguise.When businesses struggle to retain Engineers, recruitment pressure increases.Our survey showed retention remains a concern for many employers, with salary competition, progression opportunities and candidate attraction all impacting employee movement. Keeping good Engineers has become just as important as finding new ones.​How Employers Can Improve Maintenance HiringWhile the market is challenging, there are practical ways to improve outcomes.​Review Salary Against the MarketBenchmark regularly and ensure packages remain competitive.Move FasterReduce interview stages and shorten decision timelines.Sell the Opportunity BetterCandidates are assessing employers as much as employers assess candidates.Consider Transferable Skills and Invest in TrainingFocus on trainability, not just perfect matches. Consider single-skilled Engineers who can be developed, candidates with Level 2 qualifications and alternative talent pools such as forces leavers while investing in training to build long-term capability.Strengthen RetentionProgression, culture and leadership all support hiring by reducing churn.Work With Specialist RecruitersAccess to established maintenance talent networks can significantly reduce time to hire.​Maintenance Recruitment Is Still Competitive. But Not Impossible.The challenges around hiring maintenance Engineers are unlikely to disappear overnight.Skills shortages, rising demand and changing candidate expectations are continuing to shape the market.But businesses adapting their hiring strategies are putting themselves in a stronger position to secure the talent they need.In a market where Maintenance Engineers remain some of the hardest professionals to hire, the organisations succeeding are often those treating recruitment as a strategic advantage, not just a reactive process.​Need Support Hiring Maintenance Engineers?ATA Recruitment supports manufacturers across the UK with specialist maintenance recruitment, helping businesses secure permanent and contract engineering talent in competitive markets.If you’re struggling to attract or retain Maintenance Engineers, get in touch with our team to discuss how we can help.

​How to Start a Career in Construction Materials ManufacturingThe UK construction materials manufacturing industry is the backbone of national infrastructure, producing essentials like concrete, steel, bricks, glass and insulation. As demand for housing, transport and green infrastructure continues to rise, now is the ideal time to explore a career in this vital, future-focused industry. In 2026, the sector continues to evolve, shaped by government investment, sustainability goals and ongoing innovation. If you're looking to enter an industry where your skills have a visible impact, engineering jobs in construction materials manufacturing offer opportunity, stability and progression. ​1. Construction Demand Remains StrongGovernment infrastructure targets, including major developments like HS2 and housing expansion, continue to drive demand for construction materials. The UK construction market is expected to see growth of around 3–4% in 2026, following a slower period across 2024–25 Projects across housing, rail, energy and roads are fuelling sustained production demand Long-term infrastructure investment is supporting consistent activity across the supply chain Recent government announcements are also reinforcing this demand. Plans to deliver a new generation of “new towns” across England have progressed, with seven locations now being taken forward for development, including sites such as Milton Keynes, Manchester Victoria North and Leeds South Bank. With building expected to begin on some of these developments before 2029, this will further increase demand for construction materials and the engineering workforce needed to support production. This creates strong job prospects for engineers, technicians and production professionals within materials manufacturing. ​2. Sustainability Is Reshaping the IndustryThe industry continues to undergo a green transformation. Manufacturers are focused on: Lower carbon concrete and steel Recycled and circular materials Energy-efficient, low-emission production systems Joining now means being part of an industry working towards net zero and improving environmental performance. Engineers play a key role in developing new materials and improving existing processes. ​3. Technology Is Driving InnovationConstruction materials manufacturing is no longer just manual labour, it is increasingly driven by automation, data and advanced systems. Smart factories use real-time data to optimise production Automated systems improve efficiency and reduce downtime Digital tools support predictive maintenance and operational performance This shift means skilled professionals and engineers are needed to operate, maintain and improve these systems. ​4. Skills Shortage = Job OpportunitiesWith increasing demand comes a continued shortage of skilled workers. UK manufacturing continues to face a significant skills gap, with estimates suggesting over 50,000 vacancies across the sector Many businesses are actively hiring and investing in training to build capability There is strong demand for maintenance engineers, process engineers and quality specialists If you're entering the workforce or switching careers, this is a strong opportunity to enter an industry ready to invest in your development. ​5. Diverse Career PathsConstruction materials manufacturing offers roles for a wide range of backgrounds and skillsets. Career areas include: Engineering: Mechanical, electrical and multi skilled maintenance engineers, controls engineers to maximise machinery availability and ensure efficient and safe production Production & Operations: Supervisors and plant managers oversee factory performance R&D: Materials scientists and lab technicians focus on sustainability and performance Quality Control: Inspectors maintain safety and compliance standards Supply Chain & Logistics: Coordinators and planners manage delivery and storage HSE (Health, Safety, Environment): Officers protect people and ensure compliance This variety means you can find a career path that suits your strengths and interests and develop over time. ​6. What Does a Typical Day Look Like?Here’s a snapshot of daily routines in this fast-paced sector: Production Engineers: Monitor output, resolve breakdowns, analyse efficiency and liaise with teams Maintenance Engineers: Carry out planned and reactive maintenance to keep operations running R&D Technicians: Test materials, run trials and support product development Quality Inspectors: Check materials, ensure compliance and support production teams Logistics Coordinators: Plan deliveries, manage stock and resolve issues The mix of technical, practical and problem-solving work means no two days are the same. ​7. Why Choose a Career in Construction Materials?StabilityMaterials are always needed for housing, transport, commercial builds and infrastructure, creating long-term demand.ImpactYou are helping to build homes, hospitals, railways and roads that shape everyday life.Career GrowthCompanies are investing in training, apprenticeships and development. Skills shortages mean clear progression opportunities.InnovationBe part of developments such as lower carbon materials, improved production processes and new technologies.​8. How to Get StartedThere are many ways to begin your journey:Apprenticeships in engineering or productionGraduate schemes with major manufacturersSkilled trade transitions from related industriesPartnering with recruitment specialists like ATA RecruitmentTailor your CV to highlight relevant technical skills, teamwork and safety awareness, and show an interest in innovation and sustainability.Take a look at our top tips for your interview.​Final TakeConstruction materials manufacturing continues to offer strong opportunities. Demand remains steady, skills are in short supply and businesses are investing in people. If you're looking for a career where you can build the future, both practically and professionally, this sector offers challenge, impact and long-term reward.​Ready to Explore Engineer Jobs in Construction Materials Manufacturing?At ATA Recruitment, we specialise in connecting Engineers and technical professionals with leading employers across the UK’s construction and manufacturing sectors. Whether you're looking for a permanent, contract or senior opportunity, we can help.Search our latest engineer jobs in construction materials​

ATA Recruitment Meets Forces Leavers at Lincoln Employment Fair​ATA Recruitment recently attended the Career Transition Partnership Employment Fair in Lincoln, meeting forces leavers who are preparing to transition from military service into civilian careers.Representing ATA Recruitment were Lewis Gardner, Recruitment Consultant, and Ashleigh Lancaster, Group Marketing Manager. Throughout the day they spoke with candidates about their experience, career ambitions and the opportunities available within the UK’s engineering and manufacturing sectors.The event provided a valuable opportunity to connect with individuals who possess strong technical and operational experience and are now exploring how those skills translate into industry roles.​Why Forces Leavers Excel in Engineering and ManufacturingForces leavers bring a powerful combination of technical ability, discipline and leadership that makes them exceptionally well suited to engineering and manufacturing environments.Many service leavers have hands on experience working with complex mechanical and electrical systems, maintaining critical equipment and operating in safety focused environments. They are accustomed to structured processes, problem solving under pressure and working as part of highly skilled teams.These qualities align closely with the needs of engineering and manufacturing businesses where reliability, teamwork and technical competence are essential to keeping operations running efficiently.​Supporting the Transition into Civilian Engineering CareersThe UK engineering sector continues to face a well documented skills shortage. Industry analysis suggests the country needs over 124,000 engineers and technicians each year to meet demand.At the same time, around 14,000 personnel leave the UK Armed Forces annually, many with highly transferable technical and operational skills.Supporting forces leavers into engineering careers presents a clear opportunity. It enables businesses to access a highly capable talent pool while helping skilled individuals build successful long term careers in civilian industry.Employment fairs such as the Career Transition Partnership event in Lincoln play an important role in creating these connections and supporting successful transitions.​Supporting Forces Talent Across Engineering and ManufacturingATA Recruitment provides permanent, contract and interim recruitment services across the UK engineering and manufacturing sectors. We support businesses across industries including general engineering, FMCG, aerospace, automotive, construction materials manufacturing, process engineering, warehouse automation and special purpose machinery.We know the skills gap remains one of the biggest challenges facing engineering and manufacturing. That is why our mission is to connect businesses with skilled people and support individuals into careers where they can thrive.Forces leavers are a key part of the talent pool we champion. Their technical ability, discipline and leadership make them a strong fit for engineering and manufacturing careers. By helping employers recognise the value of military experience and supporting candidates through their transition, we continue to help bridge the skills gap across the sectors we serve.​​Group Marketing Manager, Ashleigh Lancaster at ATA Recruitment said "Events like this are an important part of making sure Bridging the Skills Gap is a mission we live by, not just something we say. It was great to see our team continuing to grow in their ability to connect with forces leavers, understand the unique skills they bring and recognise some of the challenges that can come with transitioning out of the Armed Forces. There is a real opportunity to support talented individuals into rewarding careers across engineering and manufacturing, while helping employers access the skills they need."​Take the Next StepIf you are a forces leaver exploring your next career move, or an employer looking to strengthen your workforce with service leavers, complete the form below and our team will be in touch to support you.​​

THE RTC AWARDS 2025​​​​On Friday 20th March 2026, we held our annual RTC Group Awards, rewarding those who have gone above and beyond throughout 2025.​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: Chris James, Andy Crewe (Top Perm Biller), Gareth Jackson, Mark Hibbert, Brad MinnsPeople are our Passion: Agi GlonekSocially Responsible: Lewis GardnerTop Newcomers: Lina Oprisnyk, Karolis StenasTop Team Performance: Energy (1st Place), Rail - Scotland (2nd Place)Delivering Excellence: Charlie WillisonSafety First, Safety Always: Jason CrewTaking Pride: Lucinda HardyTop 10 Individual Billers:​ Karla Delczeg, Tyler Cook, Michael Anderson, Tom Cleverley, Colin Earp, Dave Carter, Will Heath, Hassan Choudhry, Michael Dobson, Katie Townend (Top Contract Biller, Top Overall GP)Paul Crompton, Managing Director said:“Congratulations to all of the award winners on your well deserved recognition, your dedication and hard work continue to drive our success.I’m proud of everything achieved over the past year and look forward to building on this momentum in 2026."​The RTC Group Awards​The evening continued with the Group Chairman & CEO address, three course meal and RTC Group Award, presenting for the second year the Douie Award.​Douie Award: Chris O'Connor​​Thank you to all those who attended this event, and for making the evening a resounding success. The RTC Group Awards will return in 2027.