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Transferable Skills - Why Recruitment Is For Everyone​A lot of people get in touch to ask what skills are required to be a successful Recruiter. From our experience, being a successful Recruitment Consultant can be pinned down to skills that are transferable from almost any industry or background. At ATA, we’ve come up with the key skills that make a great Recruiter:​Communication Skills ​Being able to effectively communicate is a great skill that lends itself to Recruitment. People from a Telesales or Customer Service role are challenged on their ability to manage people on a day-to-day basis which is no mean feat and can lead to a very successful Recruiter.​Attention to detail Having an eye for detail goes hand in hand with Recruitment. Screening candidates means really getting to know them and a feel for their skills. Noticing when details are missing or knowing the questions to ask enables you to find those quality candidates time and time again.​Adaptable Being a successful Recruiter means having the ability to react to changes quickly and efficiently. People who come from fast-paced roles tend to work great under pressure, and that ability is imperative in Recruitment.​Ambitious At ATA, we have an Uncapped Commission scheme and clear route to progression. Are you somebody that is motivated by reward and strives to progress within a company? Then Recruitment could be for you! We have many routes to progression including people management, working autonomously as a Principal Consultant or Client Relationship Management to name a few. At ATA, we encourage development, and we are passionate about working with our employees to ensure they know exactly what they need to do to succeed. ​Changing industries can be daunting. However, at ATA Recruitment we have a robust training programme and support network to ensure you succeed to the best of your ability. And, don't just take our word on it, take a look at some of our employees have to say...​“All the support and development during my time at ATA, has given me the tools I needed to get to that next level that I have always been eager to get to. I already have my eye on what I want to achieve next so I’m sure a few more years of hard work and I’ll be able to get there."Hayley Glover, Recruitment Consultant ​“I’d recommend ATA as a business as I am proof that you can have a varied and structured career path, training is always available even 11 years into my career and it’s a fun place to work. We are all competitive with a work hard and play hard mentality and the support for new talent is amazing and second to none. The flexibility to fit work around your personal life and your personal life around work allows you to have a healthy work-life balance.”Ajay Bhella, Business Development Manager   If you recognise the above skills and have been thinking about whether a career in Recruitment could be for you, get in touch with ATA Recruitment today to see if we have the role for you.​Find out more about a career with Ganymede today. Send me your CV or connect with me on LinkedIn today.Telephone: 07849 077 931Email: abbey.sawdon@ganymedesolutions.co.uk​LinkedIn: Connect on LinkedIn​Find​ out more about a career with ATA Recruitment and see our current vacancies 

​Candidate Survey 2021 - It's Time To Prioritise Retention​2021 was always going to be a challenging year for the manufacturing sector, and indeed the UK economy as a whole, as we waited to see the impact of Brexit and how businesses would cope as we came out of the pandemic.​As the economic stability returned and companies began to focus on headcount growth, the gap in candidate availability highlighted a massive imbalance between supply and demand. This culminated in a total of 1.2m unfilled vacancies in the UK and the worst skills shortage since 1997.​Many companies reacted to this by increasing salaries to help attract potential candidates. A study by the Open Universitystated that 67% companies put their salaries up at a cost of 2.16 million to help solve the problem. Although in the short term this will help, the knock on effect is often that everyone else does the same, making this tactic is unsustainable.​There are many other options to aid your attraction and retention strategies (view our series on post-pandemic recruitment here). This series is based on our recruitment data from over the past 2 years, and will support your business as we look to support the growth of your business in 2022.​However, we are now providing you with the live data from our candidate database on engineer behaviour and attitudes towards work in 2022. We have surveyed a cross section of our 48,000 engineers in our database to see how they were feeling and what is important to them as employees.​The results are in, and makes for interesting reading for employers looking to increase and retain their workforce in this climate. Whilst increasing salaries will be an important factor, there’s certainly a lot more for employers to consider.​​Out of those surveyed, how many are currently in work?Total number of responses in work was 84%, where as out of work was 16%How many are looking for a new role?Despite only 16% being out of work, a total of 71% are looking for a new roleWhen deciding what business to join what are your deciding factors?59% training and progression53% salary52% feeling valued43% stability21% shifts14% flexible workingFor those looking to move what are the reasons?21% don’t feel valued by their employer15% lack of training24% lack of progression27% salary1% otherChange in salary in 202114% increased64% no change22% decreasedAs a result62% are satisfied38% are not satisfied with their salaryHow would a candidate search for a new role?59% would upload a CV to a job board and wait to be approached52% Would apply through a job board31% would apply through a specialist recruitment website22% prefer to be approached by a recruiter that they have previously registered with18% would search via a search engine​​A company is only as strong as the people it employs. Is it worth running your own survey? If you need support or advice, we’d be happy to help, we could even design a survey for you.​We will also be releasing our annual Salary Survey in the coming weeks, which will convey data gathered from all the permanent and contract placements we have made throughout 2021. This extensive report, together with the feedback from candidates and their employment plans, ATA Recruitment hold the knowledge and expertise to ensure you're ready to face the growing concern of staff retention.​​

4 reasons you should move from a traditional sales role to a role in recruitment ​If you are a successful salesperson with a strong track record, it is highly likely you have been contacted about embarking on a recruitment career. There is a very simple reason for this; salespeople generally make the best recruitment consultants. There are a lot of similarities between sales and recruitment and with the growth in the recruitment market in recent years, the sector is becoming the go-to option for salespeople keen to utilise their skills but create a viable, long term and lucrative career.​However, there are still people unsure if a career in recruitment is the right sideways step for them. Here are 4 points which may make you consider that career change today: ​1. Recruitment is sales too​If you thrive in a fast paced, targeted sales environment, then a career in recruitment will offer you this. Recruitment Consultants are given sales targets and although you are technically selling a service opposed to a product, the skills you have learnt in a typical sales role will enable you to get to grips with recruitment sales a lot faster. ATA Recruitment have an extremely successful training programme, where you will receive one on one training to help you adapt your sales technique to our sector. We also offer a threshold free period while you settle in your role, meaning you will start to yield financial results quickly. ​2. You have a lot of autonomy​While we offer a huge amount of support initially, you are also given the autonomy to essentially build your own business within our business. We want people who have the confidence to go out and win their own clients, have the gravitas to engage with and maintain their own candidate base and have the know-how to manage the sales process from end to end. We train our rookies to do this, but for those that have previous experience in a sales setting, you can quickly get to the point in which you are managing your own work load and being rewarded for doing this. ​3. Progression is based purely on results​Progression in sales and recruitment is meritocratic – if you perform well, you will progress. However, in a typical sales setting, this progression can stagnate quickly – a sales team will have a Sales Manager or Director looking after a team and while opportunities for small steps up may present themselves, you will potentially find your self stuck in a mid-level position for a while, until someone else departs and you can fill their post. I mentioned in the previous point that you can essentially create your own business within our business, meaning if you are consistently performing, the opportunity for your growth is endless. Recruitment Consultancies often create new positions for top performers – this is something that we do regularly here at ATA Recruitment – and, there is also the opportunity to bring in junior Consultants to help manage your work load and grow ‘your’ business. ​4. Recruitment is an extremely lucrative sector​​There is no doubt that sales can be lucrative too, but most people I speak to who are looking to move into recruitment from sales have capped or team commission schemes, essentially limiting what they can earn individually. Within most recruitment organisations, your commission is completely uncapped and generally those with a sales background start earning additional commission quickly. At ATA Recruitment, our Consultants earn at least a third of what they bill.​ATA Recruitment is in an exciting period of growth and we are currently looking for experienced sales people to come and join our teams. Alongside the above, we offer our Consultants a flexible, agile working policy. We have numerous incentives and prizes outside of our generous basic salary and commission scheme and encourage healthy competition between our staff. Due to expansion, we are looking for the next Leaders of our business, with fast-tracked routes to management available for high performers that also demonstrate they can behave in the correct way and uphold our high company standards. ​Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.uk​LinkedIn: Connect on LinkedIn​Find​ out more about a career with ATA Recruitment and see our current vacancies

High Profile Clean Energy Project Partnership Provides New Opportunities for Engineers in the UK​ATA Recruitment are delighted to announce we are working alongside MPAC Lambert as their primary recruitment partner, supporting them in their 2022 growth strategy by attracting a number of Software and Controls Engineers. ​MPAC Lambert is a leader in cutting-edge automation processes and transformational technologies. Working across the healthcare, medical, clean energy and consumer goods sectors, they help world-class companies create life-changing products.​Matthew Townend, Business Development Manager at ATA Recruitment said of the partnership "MPAC Lambert and ATA Recruitment have a ten year trading history and have worked to deliver the best talent to sustain MPAC Lambert’s growing and innovative organisation. MPAC Lambert’s recent sharp growth, due to the securing of several high profile clean energy projects, means that ATA Recruitment is partnering exclusively to attract Software and Controls Engineers to the most exciting engineering roles in the UK. The best engineers are often hard to find but by working closely together and acting as an extension of MPAC Lambert’s business, ATA will work in a strategic, inventive and methodical manner to support the success of the projects."​Click here to read more about the roles available​

Thriving as a Women in EngineeringIN CONVERSATION WITH PRINCIPAL RECRUITMENT SPECIALIST, HAYLEY GLOVER​As an experienced recruiter, the thought of moving into a new industry can be daunting. We spoke to Hayley Glover, ATA’s Principal Recruitment Specialist, who told us of her experiences as a woman in engineering, and reflected on her encounters as an Engineering Consultant so far.​How did you get into engineering?"I was working for a skill division and there was no engineering department, but I just knew I had an interest in it; it’s such a huge industry with so much to learn and I was keen to get involved. I managed to get the opportunity to get out on site and I got talking about engineering – it was new and exciting for me; I think that’s why I was interested! I managed to get myself a vacancy and it went from there."​Was it challenging to move into the sector?"At the start it was a challenge yes, I had to learn a new language essentially and pick up skills on how to talk to people. Once I understood the roles, I started speaking their language. Like anything new though it will take a while to feel confident in it, but because I did have that initial interest, I was happy to put the time in and learn."​Whilst the industry has progressed over the years in regards to diversity, there is still some room for growth to encourage women into engineering. Why do you think that is? "People think it’s a physical job and when I was in school, we were always taught that it is a man’s job. I was never given the opportunity to learn about engineering or given it as an option – but I think even just introducing it in schools would make a big difference."​Why do you think diversity is important?"It’s a different point of view - different ideas, a fresh perspective. We should be encouraging everyone equally to get into the industry. If it was talked about in school by women, all it takes is a couple of girls to make a difference."​What would you say to any woman considering moving into the engineering sector and can they expect to face any challenges?"Do it! If it takes your interest, go for it. When I started going on site visits 8 years ago, I did feel the need to prove myself. I think a lot of people thought ‘what does this young girl know the industry?’. Until you get talking to people, they didn’t trust me – they tried to trip me up purposely sometimes. I just had to educate myself and stay motivated. I think women wanting to get into any male dominated industry must be open minded and don’t be naïve to the challenges, but the more we push the boundaries, the better it’ll be!"​Where do you see your future career going? Still in engineering?"I will definitely stay with engineering and my goal is to develop within ATA. ​I would love for more women to join to ATA Leicester because a lot of women are hesitant to join the industry – but I can’t wait to pass my skills on and show them how interesting and lucrative it can be. "​If, like Hayley, you are a Recruiter wondering if the engineering industry is for you, get in touch today to see if ATA could be the right fit for you. ​

​Reflections on Rainbows partnership for 2021 Right from the start of 2021, ATA has worked in collaboration with our chosen charity partner, Rainbows. ​Now that we are nearly at the end of the year, we want to cast our memory back to just some of the highlights of that partnership. Our teams have held quiz nights and a grand national sweepstake. Our teams have cycled to Le Mans totalling an amazing 785km and still managed to take part in a Spartan race and Half Marathon which has generated yet more money for Rainbows. Utilising our Supported Volunteer Leave, 6 of the team got stuck in and spent their time outside clearing the Rainbows Hospice Garden grounds to help make the space more enjoyable for those family and friends spending time there. ​As part of our support for local good causes policy, we have sponsored an under 10’s girls football team in collaboration with Rainbows. We hope that the football team will continue to generate much needed funds for Rainbows by taking part in charity matches and events. ​We have also used our expertise in recruiting exceptional individuals to support Rainbows in their recruitment drive.​Kelly Tallis, Corporate Social Responsibility Manager said: “We are super pleased with all what has been achieved this year. Working collaboratively with Rainbows has really helped us maintain a focus throughout the year and it has been great to see so many of our teams getting involved, raising awareness and money for this great charity. We are delighted to be supporting Rainbows for 2022 and have some exciting plans in place to raise yet more money and awareness of this much needed service”.​​​​​​​​​Who are Rainbows?​Rainbows Hospice for Children and Young People provides specialist respite, palliative and end of life care to children and young people with life limiting or life-threatening conditions and support to their families and friends.​To visit the Rainbows website, click here.​

December isn’t usually the highlight of the recruitment calendar and isn’t often seen as the best time to find a new job. Candidates are often found winding down for Christmas and pledging to find a new job come January.There’s a bigger decrease in applications than there is in new roles in December – this provides a significant opportunity for those seeking employment during the festive period. ATA Recruitment’s Talent Manager, Rachael Bailey-Frost, has compiled 5 reasons why you should be looking for your new job in December: ​Reasons to look for your new job in December Less competition: Companies are keen to hire in December so that new employees can begin in January. However, a lot of jobseekers will put their search on hold until the new year. If you’re looking for your new job in December, you’re up against less competition.Interviewing: Annual leave during the festive period is common, and is unlikely to raise any suspicion with your employer when taking a day off for an interview. Attending interviews in December may be easier than other points during the year.Salary Flexibility: Landing a new job in December could mean more flexibility on salary. Businesses are often planning their budget for the new year. If you’re the right person for the job, you may be more likely to receive your desired salary than at other points in the year.Evidence of achievements: December is an ideal time to be job seeking as you have an entire calendar of year of achievements to refer to. You can highlight projects from throughout the year and have plenty of examples for competency based questions.New year, new start: Securing your new job in December sets you up for the perfect start to the new year. Getting the hard work done in December means that you’re ahead of the competition and don’t have the stress of job seeking in January.​Find out more about a career with Ganymede and ATA today. ​Send your CV to rachael.bailey-frost@ata-recruitment.co.uk or complete the form below.​​​​