specialists in

If you’re a hiring manager or internal recruiter that is considering outsourcing work to a recruitment agency, you’re in the right place. In this blog, we explain exactly what a specialist engineering recruiter is and why they may be a perfect solution for your business and hiring needs.​​There are nearly 40,000 recruitment agencies in the UK, with over 9,000 new openings in 2018 alone. There are a number of different recruiters, with some of the biggest names operating across all sectors without any particular specialism.For the purpose of this blog, we’re going to talk about recruitment businesses that operate solely in the engineering sector, and below we’ve listed the added value this brings to your business during the hiring process. ​1. True sector expertise You’ll be working with a business, and a recruiter, that works solely with engineers. Every conversation had with both candidates and clients will revolve around the engineering market, it’s trends and the talent within it. An experienced engineering recruiter can use their knowledge to make suggestions on transferable skills and compatibility, which is insight you won’t receive elsewhere.​2. An extensive network of engineersExperienced engineering recruiters don’t only have access to a large internal database and job boards - their number one asset is their established personal network of engineering contacts. They have access to engineering talent that won’t be available elsewhere, and this is particularly important during a skills shortage, where other recruiters may all be searching in the same place.​​3. Reputation with engineersAn established engineering recruitment business will be recognisable to most engineers. They are much more likely to engage with, and trust, a reputable recruiter that’s known for work within the engineering sector. Having a reputable recruiter on your side when searching for the best engineering talent will help to make the process much easier for your business.​Want to find out more?Utilising not only a recruiter but an engineering specialist, will help your business to find the best talent in an increasingly competitive market. Working as an engineering recruitment partner supporting businesses across the UK, ATA has a strong track record across the automation, automotive, chemical, production and FMCG sectors. ​Contact us below to find out how we can support your recruitment requirements and add real value to your business. ​​CONTACT US

Whether we like to admit it or not, one of the longest relationships most of us will have in our lives is with our career. While some people may see work as a means to an end, it is commonly assumed that if you love what you do you will never work a day in your life.​Recruitment is never boring A career in recruitment is varied and busy; you will spend your time building relationships with a huge array of people. You will constantly be learning and developing; it is rare that two days or situations are ever the same, meaning that even the most experienced consultants will continue to develop their skillsets. The main traits required to be successful in recruitment are communication and resilience, as well as a true passion for the sector. ​Career progression Working in recruitment gives you the opportunity to progress at a fast pace, with many companies offering structured routes of progression. There are different routes of progression available, depending on what career goals you have, click here to find out more.​Big rewardsWorking in recruitment allows you to receive remuneration rewards on top of your basic salary. You are in control of your earnings with commission and bonuses paid based on your performance. There are also various other rewards to be enjoyed in a career in recruitment too. Many companies hold competitions and incentives with winners enjoying days out and holidays.​Make a differenceWhile we have already discussed the perks of working in recruitment and the rewards you can expect as a successful recruiter, one of the most rewarding aspects of the job is the fact that you are a pivotal element in making a difference. Whether it is advancing someone’s career by introducing them to their perfect role within a company or supporting a client to achieve their wider goals, you are a part of something bigger.​Build a career at ATA Recruitment ATA is a growing business and as part of the RTC Group (a PLC), we offer great career progression prospects. Most of our management team is homegrown, with many of them joining as trainee’s and progressing into management and even director-level roles. In recent years, ATA staff have enjoyed all expenses paid experiences as a reward for their hard work, including days out at the races, fine dining experiences, trips to New York and Las Vegas! With offices located across the UK, all our locations have modern, open-plan offices with a flat structure – our directors and managers sit with their teams, providing on the job feedback and support.​Jobs in RecruitmentIf you’re looking for a career that will provide you with all the tools for success, the opportunity to develop, and be part of a team that’s supporting the industry to improve the infrastructure and world around us, look no further. We have a range of opportunities at ATAand if you’d like to know more, contact Rachael Bailey-Frost using the button below. ​CONTACT RACHAEL ​​

Whether you’re a Maintenance Engineer that has an interview lined up, or you’re just starting applying for jobs and want to prepare early, this blog is for you. Our Maintenance Recruitment Manager, James Campbell, has compiled a list of the 3 most important interview tips that are sure to give you an advantage during your maintenance job search.We’ve placed thousands of maintenance engineers into jobs, and in that time have perfected the art of great interview advice. Through our conversations with our clients, we know what they want to see, and we’re passing this knowledge directly on to you.​1. Use explanations and examplesWhen you’re nervous, it’s natural and probably easier to be vague in an interview, but you need to avoid this to increase your chances of success. If asked a question, try to always draw on a specific example of where you’ve done a great job. It’s common in maintenance interviews to be asked how you do your job - again, be specific with your explanations. Too much information is better than none at all. Review the job description for the role you’re interviewing for so you’re fully aware of what the role requires. This will help you to pin-point which real-life examples to use. ​2. Demonstrate your methods of safe workSafety is paramount in any manufacturing or maintenance environment, and you need to demonstrate that not only do you understand the importance of safety, but that your methods of work are safe. If asked about safe work, refer to points such as how you would isolate a power supply, how you would tag and lock off to ensure that the machine is safe and no harm can come to you or anybody else. 3. Don't undersell yourselfYou only get one chance to make a great impression in a job interview, and modesty isn’t going to help you to stand out. There’s a fine line between confidence and arrogance, but if you can strike a balance, you’re in with a much better chance. Ensure you demonstrate your technical skills and safety knowledge, you don’t want the interviewer to have any doubts that you’re the best person for the job.​Conclusion When combined with great preparation such as researching the company and planning your journey, the above tips will help you to ace your next engineering job interview. Remember to also do some research on typical engineering interview questions and remember to take your certifications, identification and reference details with you. ​Jobs in maintenanceWe have hundreds of jobs in engineering and maintenance, across a number of locations and shift patterns. Whether you’re mechanically or electrically biased, or a budding controls engineer, we have a variety of roles across the automation, automotive, chemical, production and FMCG sectors. We work with some of the biggest names across the manufacturing sector in the UK who are constantly on the lookout for talented maintenance engineers to join their teams. To browse our latest maintenance jobs and find your next exciting opportunity, click the button below.VIEW JOBS

IR35 is coming to the private sector in April 2020 and there are a number of questions end-clients should be asking themselves in preparation. But first, let’s go back to basics and talk about what IR35 is. This blog will help you to understand IR35 and what your business needs to do to prepare.​What is IR35?IR35 is a legislation that was implemented in April 2000 to reduce tax avoidance. Prior to IR35, permanent employees were easily able to establish themselves as a limited company and significantly reduce their tax payments despite no change in their position. These individuals are labelled by HMRC as disguised employees.Despite being aimed at those purposefully manipulating the system, IR35 also has an impact on those who genuinely supply their services to a client through their own limited company. A contractor working through an intermediary must remain ‘self-employed’ in the eyes of HMRC at all times, otherwise be deemed as inside IR35 and so liable for the same tax of that of a permanent employee – they would also be liable for the tax bill of their deemed employer.​IR35 in the public sectorSince the implementation of IR35, the responsibility of determining IR35 status fell on the contractor and their limited company would be liable for any tax and penalties. This all changed for the public sector during the April 2017 reform when The Government announced that this liability would now fall on the hirer.The reform requires businesses to implement more robust compliance and administrative processes to ensure their contractors fall outside of IR35 – failure to do so can result in significant tax risk and penalties. The most notable legislation changes from that reform are:End client responsibilities: The hirer must now carefully assess the contractors they engage with or risk additional costsRecruitment agencies are required to calculate and process tax via PAYE (Pay As You Earn) on each payment made to a contractor who is caught by the IR35 legislationIf there is no recruitment agency involved, the responsibility rests with the direct hirer​What impact is IR35 in the private sector going to have?We asked Dave Chaplin, an active IR35 Lobbyist for Contractors and CEO of Contractor Calculator, his thoughts on the impact of the IR35 reform to the private sector. Dave said:“Rolling out the new off-payroll reforms to the private sector would result in the largest upheaval in the contract market since the original IR35 in April 2000. All firms that engage contractors will have a considerably large compliance task ahead of them, as they will need to assess every existing contractor on a case-by-case basis as soon as they can and manage the changeover to minimise disruption to their business.The considerable risk ahead is for firms that are engaging contractors who they subsequently assess as inside IR35. All of those contracts will require renegotiation, and it’s very likely that contractors assessed as inside IR35 will seek work elsewhere, rather than accept an inside IR35 status and the historic tax risk that accompanies it. This will then involve hiring replacements who will charge considerably higher fees if the contract is inside IR35.To put in perspective the challenge ahead, imagine the response by your employed workforce if you told them they were all going to get a pay cut of up to 20%, and that it could be retrospective. It’s for that reason alone that preparations need to begin right now.”​10 IR35 questions end clients should be askingWhether you’re working directly with ATA Recruitment, any other recruitment business, or even just engaging with contractors directly, you need to be considering the following things:Are you able to identify all of the PSCs delivering services to your business?How are PSCs currently engaged? (Via agencies or directly)How do you currently manage IR35?Do you treat PSCs differently from a permanent employee?Have you considered the potential financial impact of IR35 to your business?Do you have a robust compliant supply chain?Would your business be able to cope with the peaks and troughs of projects without the ability to hire contractors?Would your staff be prepared for the increased administrative burden?Would your business remain competitive in your marketplace if you were not prepared for the IR35 reform?How would your business cope if your contractors left and went to your main competitor?​Our compliance operation - IR35 ComplyATA Recruitment has long been recognised as one of the most compliant recruitment agencies in the market. Working alongside our trusted legal partner, ATA can complete risk assessments on your current workforce. We can help to implement processes to ensure your business is in a position to take reasonable care when assessing a contractor’s status for IR35. Our IR35 comply solution is perfect for end clients that want a much quicker and easier process for IR35. Our tool is cloud-based, and all assessments are fully traceable, storing evidence of decisions demonstrating reasonable care. There are 3 options to choose from:Option 1Option 2Option 3A high level RAG analysis. A very basic look at the job title, rates of pay and contract lengths and labels the role red, amber or green.Role reviews – this will help to move the ambers into red or green, providing much more clarity on the specifics of the role.A full thorough overview of a specific assignment, including all details required to make a full IR35 assessment and demonstrate reasonable care.​IR35 support for end clientsOur dedicated IR35 support team are on-hand to answer any of your questions or provide IR35 support to your business. Whether you need general advice, or want to know more about the IR35 Comply solution, contact us below.​​​

​This video is perfect for hiring managers and end clients that want a clearer understanding of what IR35 is and the potential impact to their business and hiring processes. We've compiled and our Process and Engagement Executive, Sophie Clayton, has answered some of the most common questions we're asked by our clients. This video should leave you feeling more knowledgeable about the legislation. ​IR35 Questions Answered - The Video​Help with IR35We have a dedicated IR35 team who are on-hand to provide advice and support with all things IR35. Whether you're already clued up on the legislation, or need guidance on getting to grips with IR35, we can help. Get in touch with the IR35 team using the button below and we'll be in touch within 48 hours.CONTACT US

​Are you an end client that’s confused by IR35 or unsure of what impact it will have on your business? You’re in the right place. We've helped a number of workshops and seminars for our clients, addressing the common myths and misconceptions of IR35 and the changes to the legislation.This blog recaps everything that we've been teaching businesses about IR35, demonstrates the IR35 comply solution, and will provide you with the basics needed to get to grips with IR35.​What is IR35?IR35 isn’t new – the legislation has been in place since 2000. But the rules are changing, and this will have a direct effect on end clients. Designed to identify ‘disguised employees’, IR35 will only impact contractors who are seen to be operating as an employee in the eyes of HMRC.​You may be wondering why you’re hearing so much about IR35 if it’s been around for nearly 20 years. That’s because, in April 2020, the responsibility for assessing the IR35 status of an assignment shifts from the contractor to the client. Following this date, there are a number of things an end client must do to comply with IR35, they include:End client responsibilities:To determine IR35 status of assignmentsTo pass the status determination statement (SDS) down the chain (fee payer and contractor)To take reasonable care in making decisionsTo make records of decisions to deal with HMRC enquiriesTo deal with appeals against the assessment within 45 daysTo ensure that those down the chain comply (to avoid liability passing)Common IR35 myths: True or false?MythTrue or False?An end client may be liable for IR35 costs even if they used reasonable care in reaching a status decisionTrue – The end client not only has to make the IR35 status decision, but also has to pass the ‘status determination statement (SDS)’ to the agency and PSC. If they fail to do so, they will be treated as the fee payer and therefore liable for any unpaid tax. There is also a proposal to allow for the collection of tax from a end client if the agency fails to make payment (e.g it is insolvent)If a client wrongly makes an inside assessment, the PSC can sue the client for lossesTrue – The PSC will have to prove that the client was negligent in their decision and that it resulted in loss of earnings. Although we haven’t seen a reported case as of yet, it’s certainly a possibility. The fact that the client took reasonable care in making the IR35 decision will likely be considered by a court.If I use the HMRCs CEST tool, HMRC will stand by the outcome and won’t challenge itFalse – NHS Digital is facing a £4.3m tax bill after HMRC challenged a significant number of outside IR35 statuses despite the assessment being conducted using their own CEST tool. Just using the CEST tool is not enough evidence of reasonable care, and ultimately the client is still responsible for making the right decision.​What is reasonable care with IR35?The term ‘reasonable care’ is something you will hear a lot when reading about your responsibilities under the new IR35 reform. The difficulty most will face is that there is no statutory definition of reasonable care, but HMRC did release a guide to reasonable care during tax returns in February 2018 that can be used for reference.HMRC will typically take individual circumstances into account when assessing whether reasonable care has been exercised. Best practice for clients would be to keep a written record of how they came to their decision.The solution - IR35 ComplyThe IR35 comply solution is perfect for end clients that want a much quicker and easier process for IR35. Our tool is cloud-based, and all assessments are fully traceable, storing evidence of decisions demonstrating reasonable care. There are 3 options to choose from:​Option 1Option 2Option 3A high level RAG analysis. A very basic look at the job title, rates of pay and contract lengths and labels the role red, amber or green.Role reviews – this will help to move the ambers into red or green, providing much more clarity on the specifics of the role.A full thorough overview of a specific assignment, including all details required to make a full IR35 assessment and demonstrate reasonable care.​IR35 support for end clientsOur dedicated IR35 support team are on-hand to answer any of your questions or provide IR35 support to your business. Whether you need general advice, or want to know more about the IR35 Comply solution, contact us below.​​​​