Engineering Recruitment

about ata recruitment

ATA Recruitment is far more than just an engineering recruitment agency. As part of the RTC Group, we have resources and capabilities above-and-beyond many of our competitors. Working as a recruitment partner to several of the largest businesses in the UK, ATA has a proven track record of placements across engineering and manufacturing. Our processes are designed to add real value to our clients, and to make the job searching experience as easy as possible for our candidates.

Our engineering recruitment services

Permanent Recruitment

ATA's permanent recruitment processes help you to find the best talent for your business and are backed up by our market-leading 2 year guarantee.

Contract and Interim Recruitment

As well as compliant contract recruitment, we provide payroll solutions and a unique IR35 assessment service designed to protect our clients and contractors.

Why ATA Recruitment

Choosing the right engineering recruitment agency for your business can be a tough task in a busy market, so we want to make it as easy as possible. Alongside our 50 years of experience, there are a number of reasons to use ATA as your recruitment partner. We've outlined a few of them below.

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Network
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Processes
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Service
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Market Knowledge
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Transparency
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Effectiveness

Network

Clean and compliant data is at the heart of what we do and our internal database of over 40,000 relevant and engaged engineers gives our clients access to high-quality candidates not available on job boards.

Processes

Everything we do is designed for quality over quantity and our thorough recruitment processes enable us to find out much more than what's on a CV. Once we've completed our interview and screening process, you will receive a concise shortlist of only the best talent.

Service

We pride ourselves on a truly personal service. You will have a dedicated Recruitment Consultant with a clear understanding of your business and the market you operate in, enabling you to hire engineers efficiently.

Market Knowledge

We have worked solely in the engineering market for over 50 years and maintain a consistent knowledge of the latest trends, projects and technology. Using our own data, we've produced engineering salary reports and infographics to add value to our clients during their recruitment process.

Transparency

Unlike many other recruiters, you won't need to chase us. We provide regular updates during the recruitment process and we're completely transparent about progress.

Effectiveness

We don't bombard you with candidates - the CVs you receive will have been subject to our vigorous recruitment processes beforehand. Every two submissions to our clients result in an interview.

Our engineering recruitment EXpertise

2 Year Guarantee

Nothing we do at ATA is standard, and that includes our extended recruitment guarantee. The ATA Recruitment guarantee enables you to hire engineers with confidence in the knowledge that your recruitment partner has a vested interest in your success.

Before 8 Weeks

We work hard to identify and eliminate any risks during the recruitment processes, but if the unexpected was to happen, we’ve got you covered. We provide a completely free replacement or full refund if your new employee leaves within 8 weeks.

After 8 Weeks

If your new employee leaves after the first 8 weeks, most engineering recruitment agencies would offer a half price replacement up to 12 weeks. At ATA, we do things better. We will cover you with a half price replacement up to 2 years after employment.

Eligibility

Every permanent placement made at our standard fee is eligible for our 2 year guarantee. All other permanent placements will only be eligible for the half price replacement until 12 weeks.

engineering businesses we work with

engineering Case Studies

Fast delivery of experienced contractors for FMCG manufacturer - Case Study

A large FMCG manufacturing business were planning to recruit two permanent engineers in their maintenance department but due to the Covid-19 pandemic, the vacancies were put on hold. The maintenance department was under pressure and under resourced, so ATA Recruitment offered a contract option as a viable solution and the client was able to have two engineers start within the week. Our SolutionAfter speaking with the client about their requirements, ATA Recruitment sent over a selection of suitable candidates and two were selected, all within a 48-hour timeframe. The two experienced engineers were able to start within days. One of the maintenance engineers was a vastly experienced contractor and was able to hit the ground running and the other was willing to work on a contract basis and was also interested in staying with the business permanently when the permanent roles get signed off again. Value AddedDue to our extensive database of experienced and skilled engineers who have already been pre-interviewed, we were able to provide our client with a fast turn-around while delivering the exact type of candidates that they had in mind.Client Feedback“We have typically used ATA Recruitment to resource permanent engineers for our maintenance department but have had significant success in finding maintenance engineers on a contract basis. The ability of ATA to find contract maintenance quickly and who have been available almost immediately has really helped us out.” Maintenance Manager, FMCG Manufacturing If you would like to know more about ATA Recruitment or would like more information on how we can support your business, get in touch with us by completing the form below.

Ata Recruitment Executive Search Case Study

Operations Director for a UK manufacturer of process pumps Case Study

The Brief The client manufactures process pumps and systems for the oil, gas, water and chemical process sectors across the UK. In order to improve operational KPIs and grow the business, they needed to recruit an Operations Director. This was a business-critical role that required a retained search service.The SolutionATA met with the client to gain a thorough understanding of the current business challenges and the objectives for the future. Following this, we identified the competencies and behaviours of the ideal candidate and created a full job description and specification. ATA’s recruitment plan outlined the brief, expectations and timescales of the project, providing the client with complete transparency of the executive search process.Following a headhunting campaign across competing businesses, we met face-to-face with candidates, Including a technical and commercial assessment.We asked candidates to present us with their plans for the first 30, 60 and 90 days in the role, and to outline why they are the right fit for the business. All of this took place before the client conducted their interviews – ensuring they receive a concise shortlist of the best talent.The ResultSince the search assignment was completed and the successful candidate joined the business, the client have been able to increase their staff retention and improve their operational KPIs.ATA now work as a preferred recruitment supplier to the client across both permanent and contract, and we have gone on to recruit some of their key management team, including a Managing Director for their European operation.ATA Recruitment fully briefs themselves on our company and the specific vacancies which results in very strong shortlist of candidates who closely match our requirements which in turn leads to successful placements.-Human Resources Manager

Recticel Case Study

Recticel Flexible Foams provide durable solutions for a wide variety of customer needs in areas such as silencing, sealing, filtering and comforting. Recticel needed assistance in hiring an interim Operations Manager for their site in Corby and had already interviewed several candidates to no avail through other recruiters.The position was business-critical, and it was imperative to find the right candidate for the job in a timely manner.The SolutionWe visited the Recticel site in Alfreton and met with the Operations Director to gain a real understanding of the business and its requirements in a new interim Operations Manager for their Corby site. A tight brief was identified, with the candidate requiring high-volume manufacturing experience amongst several other specific skills and attributes, something other recruitment businesses had been failing to meet.Beyond just a CV match, we work hard to identify personal attributes and alignment with company values. Using our extensive network of engineers, we identified a great match who was interviewed twice and offered the role within 2 weeks.The ResultIn hiring an interim Operations Manager, Recticel were able to ensure smooth running of their Corby site. We have since gone on to recruit their Head of UK Operations, the Head of Health & Safety as well as Operations Managers for 2 of the UK Converting plants and other members of the Operations Teams. Supporting Recticel in their recruitment of senior management helped them to run the business and operate with minimal disruption to the day-to-day.

Knapp Case Study

38 hires with Knapp, including Maintenance Engineers, Team Leaders and Site Managers. After initially recruiting at just one site, we have since placed across multiple UK locations including Burton, Somerset and Brighton. Knapp are specialists in automation technology for logistics and production, and we began working with the business in 2018. With the absence of an internal recruitment team, Knapp needed an engineering specialist that understood the marketplace and had an established network of engineering candidates. Like many engineering businesses, Knapp were trying to recruit within a very competitive market and needed help in attracting and retaining the right talent ahead of the competition.The SolutionOur work with Knapp started with a site visit for us to develop a real understanding of their goals and challenges, as well as a first-hand account of what the candidates will be doing technically. In doing this, we were able to pass this knowledge on to candidates and find engineers that were not just capable of doing the job but were also a long-term fit for the business.Assigned a dedicated Account Manager, Knapp have one point of contact within ATA Recruitment who knows their business inside-out, building a strong rapport with Hiring Managers and streamlining the communication and recruitment processes. Our 4 offices throughout the UK has allowed us to support Knapp across many of their sites and add value through local knowledge of the area and the marketplace.The ResultWe have made 38 hires with Knapp, including Maintenance Engineers, Team Leaders and Site Managers. After initially recruiting at just one Knapp site, we have since placed across multiple throughout the UK including Burton, Somerset and Bradford. Our ability to manage and support high volume recruitment throughout several locations has resulted in preferred supplier status with Knapp, and we continue to make regular hires with the business.Through ATA Recruitment’s support, Knapp has been able to ensure that the right engineers are on hand to maintain and repair their machinery, allowing the business to run with as little disruption as possible.

View all case studies

What our employers say

Having recruited technical/engineering staff for many years, and having listened to many recruiters sat in front of me promise me the earth in the way of quality potential candidates, ATA Recruitment listened and delivered on many occasions. Sometimes my potential candidate credential wish list may have seemed impossible to match, but nevertheless ATA worked with me, shortlisted, and on most occasions succeeded. They take away the hard and painful work of recruiting staff, leaving you to do your job.

Shaun Carlton-Greaves

Technical Sales Manager

Zeppelin have worked with ATA recruitment for over 10 years. The service has always been good and we have filled positions with people of the right calibre and attitude. Our key contacts at ATA are friendly, knowledgeable and efficient and a pleasure to work with.

Zeppelin Systems

Managing Director

Contact us

We understand that every engineering recruitment agency will describe itself as 'different', but we want to prove it. To discuss our effective processes, or to find out more about what we do and how we can help your business, contact us below.

Engineering News & Insights

Maintenance Recruitment in Q1 2025: Market Trends and Insights

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

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

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

ATA Recruitment Contractor Rates Report 2024

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

Why Employers Should Prioritise AI Training to Aid Workforce Retention & Development

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

The RTC Group Awards 2024

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

Annual Maintenance Insights Report 2024

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

Recruitment and Retention Survey 2024

Recruitment and Retention Survey 2024To keep our clients informed on industry trends, ATA Search conducted an in-depth Employers Survey, leveraging our extensive network to explore the key drivers of recruitment and retention in 2024. The survey provided valuable insights into hiring trends and the outlook for 2025.As highlighted in our Business Confidence article, recruitment and retention were identified as significant business challenges, with 23% of respondents pointing to recruitment and 13% highlighting staff retention as key concerns in 2024. As such, we are providing you with a more detailed breakdown of the key elements driving the opportunities and challenges surrounding the demand for talent.As we approach the second quarter of 2025, recruitment remains high on the agenda, with businesses needing to expand their teams and maintain their hiring plans despite new employment regulations affecting the cost of permanent recruitment. However, our survey highlighted that the upcoming changes have not have as large a negative impact as was expected:59% of participants stated that National Insurance contributions would not affect their hiring plans in 2025. 66% said that the increase in the National Living/Minimum Wage would not impact their recruitment plans for the upcoming year. What were your hiring patterns throughout 2024?The survey showed the biggest increase in permanent staff, indicating that employers want to focus on upskilling and investment in permanent employees.IncreasedMaintainedDecreasedPermanent Staff41.5%39%19.5%Contract / Interim Staff24.4%41.5%34.1%Executive / Leadership Staff17.1%63.2%19.5%What roles have been the most challenging to fill throughout 2024? Three main roles emerged as the most challenging to fill: manufacturing and production, maintenance, and leadership.Manufacturing & Production29%Maintenance27%Leadership22%Unskilled5%Controls5%Quality & Continuous Improvement5%Design & Projects2%Technical Sales2%Other2%What do you think impacted your ability to retain employees in 2024?The results from our survey indicated a score of 2.93 out of 4 regarding participants' ability to retain their employees in 2024. The main drivers of this are highlighted below, with salary demands taking the top spot.High salary expectations25%Attracting the right calibre of candidates 20%Lack of progression / development opportunities13%Management / Leadership Skills10%Training9%Competition9%Onboarding6%Agile working demands that we are unable to offer6%Other3%What do you think impacted your ability to attract employees in 2024?Employers rated 2.59 out of 4 on their ability to attract new employees into the business, with salary expectations once again proving the most difficult demand from potential employees.High salary expectations29%Candidate Availability 18%Competition17%Fringe benefits10%Agile working demands we are unable to offer9%Lack of progression / development opportunities 5%Industry5%Training4%Other3%Have you explored any new approaches to your recruitment strategy in order to bridge the current skills gap?Our survey highlights how employers are focusing on upskilling their workforce to help bridge the gap.Upskilling existing employees45%Utilise apprenticeships schemes 26%No new approach16%Employ forces leavers5%Sponsor overseas candidates5%Other3%What are your hiring intention in 2025?2025 looks set to be a busy year, with a particularly high demand for permanent staff.IncreasedMaintainedDecreasedPermanent Staff39%53.7%7.3%Contract / Interim Staff9.8%63.4%26.8%Executive / Leadership Staff17.1%73.2%9.8%What does this mean for businesses?Upskilling the workforceCompanies are prioritising the development and training of long-term employees, with 45% keen to invest in upskilling their workforce to promote career longevity within their organisations. It is reported that by 2030, around 90% of the UK’s existing workforce will need to upskill to meet evolving requirements. This means that providing a continuously developing workforce puts you ahead of companies that are unwilling to invest in their employees. Employing and retaining the right people20% of people interviewed stated that the ability to retain employees in 2024 was due to attracting the right calibre of candidates. A mismatch between the candidate and the job often leads to people leaving roles, resulting in businesses having to deal with staff shortages. To combat this, it’s important to have an in-depth interview and selection process, ensuring the business is right for the candidate and that the job is right for the individual.If your company needs help finding the right talent, ATA is passionate about recruitment and ensuring candidates are pre-screened, with their abilities and personal characteristics thoroughly assessed. We are committed to minimising the risk of hiring the wrong person for the job.Get in touchIf you’re interested in the findings of this survey and would like to discuss how these trends could impact your business, we’d love to help. Our expertise in Bridging The Skills Gap ensures you have the right talent in place for a successful year ahead. In the coming weeks, we’ll also be releasing our annual Engineering Insights Report, featuring data from all the placements we’ve made throughout 2024. This comprehensive report, combined with feedback from candidates on their employment plans, reinforces our knowledge and expertise and helps you tackle the ongoing challenge of staff retention with confidence. To find out more, contact Chris Addison, Director of ATA Search, at 07787 289 367 or christian.addison@ata-search.co.uk, or simply complete the form below.

Annual Engineering Insights 2024

The 8th edition of ATA Recruitment's Annual Engineering Insights is available to downloadWe are excited to share the 8th edition of ATA Recruitment’s Annual Engineering Insights Report with you. This data has been compiled from the placements we made in 2024, providing a real-time overview of the average salaries offered across the UK.In addition, the report offers detailed market insights and explores the shifts in candidate behaviour that are driving these changes. We have also included salary trends from the past seven years for further context, helping to illustrate how the market has evolved over time.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsMid ManagementExecutiveThis data has been generated from the placements we made in 2023, along with various industry survey findings. We trust this will give you a real time overview of the recruitment landscape and average salaries offered across the UK.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2025. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

Business Confidence Survey 2024

Business Confidence Survey 2024To keep our clients informed on industry trends, ATA Search tapped into our extensive network with an in-depth Employers Survey. The survey explored the key drivers of business success in 2024 and provided valuable insights into business confidence for 2025.2024 proved to be a challenging year for the UK economy, growing by just 0.4% over quarters 1–3 (according to ONS data). Despite this growth being below initial projections, it was positive to see that 39% of respondents in our survey reported either strong or very strong growth.Despite minimal growth being projected for Q4, the pending National Insurance, Minimum and Real Living Wage increases, and the ongoing economic uncertainty, the outlook of those surveyed across UK manufacturing remains positive. With an average confidence rating of 2.88 out of 4 for their outlook in 2025, many participants are hopeful for a stronger year ahead.39% of those surveyed said they experienced growth or strong growth in 2024.Recruitment (23%) and retention (13%) of staff were key challenges in 2024.51% of those surveyed said they are predicting strong growth in 2025.What industry best describes the participants field?General Engineering20%Automotive7%Aerospace10%Special Purpose Machinery15%Food10%Construction Materials Manufacturing7%Warehouse Automation5%FMCG10%Process Engineering7%Other10% What levels of growth did businesses experience in 2024? Strong/Very Strong39%No growth54%Moderately Negative5%Very Negative2%What have been the biggest business challenges in 2024? Cost Control (energy, material, salaries) 23%Recruitment23%Employee Retention18%Customer Demand23%Competition 3%Availability of management skills8%Other3%What are the key drivers impacting confidence levels?Demand for our products/services30%Economic situation 20% Investment11%Sector Investment8%Profitability / Rising Costs10%Recruitment6%Retention of staff14% What levels of growth are business owners expecting in 2025? Very Strong7%Strong51%No growth37%Moderately Negative2.5%Very Negative2.5%What does this mean for businesses? Managing costs Three primary challenges that hindered businesses growth in 2024 were cost control (including energy, materials, and salaries), recruitment, and customer demand. All these factors are closely linked to financial sustainability. From managing production costs and securing the right talent to meeting market demand, each aspect plays a crucial role in overall business success.Meeting demand 2025 is shaping up to be a strong year for business, with confidence at a high. Over half (51%) of business owners anticipate a strong year, while an additional 7% expect it to be very strong. This optimism suggests that we are turning a corner, driven primarily by increasing demand for products and services. With 2025 set to be a busy year, success will depend on strategic cost control and securing the right talent to drive growth. Ensuring your team is equipped to capitalise on opportunities will be key to making the most of this positive momentum.Get in touch If you’re interested in the findings of this survey and would like to discuss how these trends could impact your business, we’d love to help. Our expertise in Bridging The Skills Gap ensures you have the right talent in place for a successful year ahead.We're looking forward to launching our second employer survey, focusing on recruitment and retention, to provide deeper insights that help you build and maintain a strong workforce.In the coming weeks, we’ll also be releasing our annual Engineering Insights Report, featuring data from all the placements we’ve made throughout 2024. This comprehensive report, combined with feedback from candidates on their employment plans, reinforces our knowledge and expertise and helps you tackle the ongoing challenge of staff retention with confidence.To find out more, contact Chris Addison, Director of ATA Search, at 07787 289 367 orchristian.addison@ata-search.co.uk, or simply complete the form below.

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

How Much Do You Really Know About the Talent Within Your Organisation?In the engineering and manufacturing industries, the strength of your organisation lies in the talent you have. But how well do you truly know the people driving your success? It’s not just about job titles and experience—it’s about understanding their strengths, motivations, and potential to adapt in a constantly evolving market.Seeing Beyond the SurfaceCV’s and interviews are great tools for assessing skills and experience, but they only scratch the surface. The real insight comes from understanding what makes your employees tick. Are they natural leaders? What motivates them? Do they excel under pressure? What drives their performance, and where might they need support? What sort of leadership will they respond best to? Gaining this deeper understanding can help align your team with the organisation’s goals and priorities.Unlocking Potential Within Your TeamUnderstanding your existing workforce isn’t just about filling gaps; it’s about unlocking untapped potential. When you know your team’s strengths and development areas, you can build better collaborations, create tailored growth opportunities, and ensure each individual is set up for success. This not only enhances performance but also fosters a culture of trust and engagement, which is critical for retention in today’s competitive market.Making Informed DecisionsEffective talent management is about putting the right people in the right roles, and that starts with data-driven insights. Whether you’re hiring new executives or planning for future leadership, understanding the unique qualities of your team ensures that decisions are made with confidence. When your workforce is well-aligned with their roles, productivity and satisfaction naturally follow.The Competitive EdgeIn engineering and manufacturing, innovation and precision are everything. To stay ahead, businesses need more than just talented individuals—they need teams that are strategically positioned to thrive. By taking the time to deeply understand the talent within your organisation, you create a foundation for sustained growth and success.Do you really know your team? Investing the time to understand your workforce, and the individuals within it will give you the clarity to optimise performance, drive innovation, and build a stronger organisation for the future. It will also improve retention and continuity, which are both vital in such a competitive market. All leaders are under time pressure and it’s easy to prioritise the watch over the compass, but ask yourself as a leader, "am I doing enough to develop and grow those that I am responsible for or am taking them for granted?"Get in touchAs part of the ATA Way, we Utilise Process to ensure that you see more than just a CV of your future team member before interview. We take the time to build a relationship with our candidates, understanding their aspirations and how they would fit into your existing team.

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

ATA Search is excited to expand its executive division by welcoming Lauren Woolley to the team.Lauren began her recruitment career in 2019 and moved into executive recruiting in 2021, focusing on senior executive roles across commercial and operational sectors in the UK, Europe, Asia Pacific, and the United States.Stewart Jackson, Associate Director at ATA Search, said: “I am very excited to welcome Lauren to the ATA Search team. She brings several years of recruitment experience and has a proven track record of placing senior-level talent both in the UK and internationally. The speed at which she has adapted to the ATA Way has been incredible, and her process quality and diligence are first class. I can’t wait to see Lauren’s role grow within the business and her continued success as we expand ATA Search.”Her specialisms at ATA Search include recruiting Senior Managers and Directors within the engineering and manufacturing sectors across a wide range of industries, including Aerospace, Automotive, FMCG, Plastics, and Construction Materials manufacturing.Lauren said: “I was motivated to join ATA Search because the opportunity to support their existing and growing customer base in recruiting senior managers and directors aligned perfectly with the specialisms I’ve developed throughout my career. I have a natural affinity for sourcing talent in engineering and manufacturing leadership, so the chance to do this for an organisation with an outstanding track record of success was something I couldn’t pass up.I’ve really enjoyed my time at ATA Search so far! I’ve been particularly impressed by how thorough and efficient the candidate qualification process is. We ensure that we align candidates’ values with those of our clients, not just their skill sets, fostering a deeper sense of commitment and belonging. This approach significantly contributes to the long-term success of both candidates and clients. Additionally, the team has been incredibly welcoming, making it easy to settle in and truly feel at home here.”Connect with Laurenlauren.woolley@ata-search.co.uk07773 207 097Connect with Lauren on LinkedIn

Is your business optimised for internal mobility?

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.

Bring Science and Substance to Your Senior Selection Process

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

ATA Search Insights Report 2023-2024

ATA Search - Executive Insights Report 2023 - 2024A comprehensive report of employer predictions, market trends and candidate behaviour across the UK, compiled using real ATA Search data.Overall, the senior recruitment market was generally positive for 2023, which was supported by strong levels of business confidence at the start of the year amongst leaders and senior executives (74% of business leaders told ATA Search they had high / moderately high business confidence in January 2023).However, the last financial year proved challenging for UK manufacturing businesses, with lots of businesses trying different tactics to navigate the choppy economic waters. As such, alongside highlighting Director and Management salaries and a full market synopsis, we have conducted interviews with various business leaders and HR professionals across different sectors on their recruitment strategies throughout 2023 and outlook on 2024.This comprehensive analysis has been designed to assist you in developing competitive compensation packages that will support your business as you attract and retain top-tier leadership talent. Download the report using the form below and contact our Associate Director Stewart Jackson if you have any questions.stewart.jackson@ata-search.co.uk07827 295 740Connect with Stewart on LinkedInDownload the ATA Search Executive Insights Report 2023 - 2024The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

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

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment's Annual Maintenance Insights Report 2023 is available to downloadA comprehensive report of average Maintenance Engineering salaries, market trends and candidate behaviour across the UK in 2023, compiled using real ATA Recruitment data.ATA Recruitment pride ourselves on providing service with real added value, and as part this we like to share our market intelligence and insights with our customers. You may have already seen our permanent, contract and ATA Search Insight Reports for 2023. You can view them here. In addition, we provide a more granular Maintenance survey as it constitutes such a large proportion of what we do.What did 2023 mean for Maintenance?With the number of unfilled vacancies in the UK economy not dropping below 938,000 last year, the war for talent continued to rage throughout UK Manufacturing and this was keenly felt within the Maintenance sector. As such, we have compiled our Maintenance Insights Report 2023, an extension of our previous annual Salary Report, including average salaries, market trends and candidate behaviour. 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 ATA Recruitment's Annual Regional Maintenance Salary Report 2023By submitting the above form, you are agreeing to our Privacy Policy.Get in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2024. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.By submitting the above form, you are agreeing to our Privacy Policy.

ATA Recruitment Contractor Rates Report 2023

The ATA Recruitment Annual Contractor Charge Rates Report 2023 is available to downloadWith 932,000 vacancies remaining unfilled in UK industry, there continues to be a high demand for candidates to fill these roles. Clients continued to express challenges in the recruitment of permanent Engineers within the manufacturing and engineering sectors. More and more clients have turned to temporary staff and contractors to bridge the skills gap.Covering the following disciplines, we have highlighted the average contractor charge rates across the UK as well as provided you with expert commentary from our specialist contract consultants:ManufacturingEngineeringInterim and Shared ServicesIf you are a contractor looking for a new assignment or a client looking to use a flexible skilled resource, then please get in touch.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2024. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

Annual Engineering Insights 2023

The 7th edition of ATA Recruitment's Annual Engineering Insights is available to downloadFor 7 years, we have been producing Salary Reports to show how salaries have changed over time. For 2023, we have expanded on this data to provide you with not only average salaries, but with detailed market insights and changes in candidate behaviour. 2023 was another interesting year for UK manufacturing and engineering from a recruitment perspective as the skills gap continued to widen. With 932,000 vacancies at the end of Q4, many customers continued to report issues not only with their candidate attraction but more so with their retention.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsMid Management ExecutiveThis data has been generated from the placements we made in 2023, along with various industry survey findings. We trust this will give you a real time overview of the recruitment landscape and average salaries offered across the UK.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2024. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

Half Year Maintenance Salary Report 2023

ATA Recruitment's Half Year Maintenance Salary Report 2023 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. You may have seen our previous survey detailing the average salaries for Maintenance Engineers in 2022. We have been providing these reports annually for 6 years now, however due to the current climate and the rapid rise in salaries we are now producing a half year report to give you the latest real time data. 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 2023By submitting the above form, you are agreeing to our Privacy Policy.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.By submitting the above form, you are agreeing to our Privacy Policy.

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Industry 5.0: Why Employers Must Be Aware of the Human-Centric Shift

How well do you know your team?

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Agile Working – The Design Engineers View

Agile Working – The Design Engineers ViewWhilst agile working is by no means a new concept, it is fair to say that the Covid-19 Pandemic had a significant impact on employers’ policies and attitudes towards agile working and changed the landscape at a much greater pace than expected.Employers in our sector are now faced with another determining factor they have to consider when recruiting for talent in an already challenging market with the key questions being:Are we flexible enough in relation to the market to attract talent?How big a deciding factor is it really for job seekers?Does it work for our business model?How well equipped are we to lead and manage an agile working business?To help understand this further we recently ran a large-scale survey to Design Engineers we have in our network and would like to share with you some of the results and insights we have seen. Two-thirds of the candidates surveyed reported they worked for an employer with some form of agile working in place with 26% of these working fully remotely and 51% working two or three days from home per week.Straight away here we can see the majority of the employers in the market have shifted towards offering home working flexibility. A balance of “3 and 2” either home or office is by far the most popular approach from employers. If you’re in the third of employers not offering any agile working, how much of the marketplace are you ruling out when recruiting? 100% of agile workers said it made them feel better about their employer with 68% stating it had a very positive affect on their attitude towards their employer.As you can see the agile working being offered is unanimously supported by employees and in most cases having a very positive impact in employee engagement. The engagement of engineers is crucial to employers whilst competition for talent is so high and we would tend to think this can only lead to better staff retention. 53% of employees working agile felt they were very effective working from home with only 10% feeling they were less effective than if in the office.There are a number of individual factors to consider for employees working at home including: Is the home set up fit for purpose?Does their experience level allow them to work effectively without direct supervision?Is working on an isolated basis good for them personally?However, the majority of employees felt they were as effective or highly effective when working from home with potentially less distractions then being in a busy office and generally feeling empowered by the trust their employer has placed in them. The biggest positive factors for homeworking were stated as:42% - less time and money commuting32% - better work life balance24% - felt more productiveIt is no surprise that in a time of soaring costs that less expense getting to work is a significant factor for employees coupled with the fact that can their days work done in less time without the requirement for a potential 30 minute to 1 hour commute to and from work.The work life balance upside can cover many areas – more time with the family of an evening, flexibility for general life errands, doing some lunchtime exercise to feel refreshed plus countless other activities. For those without any agile working, 70% said they would like some from their employer with an option for two days working from home being by far the most popular request.What was interesting further to this was of those without any agile working, 80% said It had little or no impact on their long-term commitment to a business. It is possible that those in the survey without any agile working have not had the option previously and are just used to that being their normal but as stated the vast majority without it would prefer it from the current employers. Overall, there were some interesting insights in the information collected. Some form of agile working now appears to be in the majority of the white-collar engineering marketplace with employees very heavily in favour it, sighting numerous benefits and feeling more engaged with their employer.Have you considered the impact your agile working policy is having on your retention?How effective agile working is from an employer’s point of view would be a very different question and one we may pose in future. We wonder what perceived benefits employers feel it brings. Do you see a more engaged engineering workforce? Does it bring increased productivity?All things said, it is without doubt now that agile working is one of the deciding factors for engineers when job seeking. For any employer it’s worth re-visiting questions 3 and 4; Does it work for your business model? How well equipped are you to lead and manage an agile working business? Is it time to re-visit your agile working policy?The recruitment marketplace has continued to evolve since many companies began to incorporate agile working during and post Covid 19. If you’re considering re-visiting your agile working policy then get in touch with ATA Recruitment for further expert guidance on how this can impact your business and attracting talent when hiring Design Engineers.

ATA Recruitment launch specialist Interim division

ATA Recruitment’s Interim Division is a recruitment service designed to provide clients with the specialist skills and expertise you need to keep your business running smoothly.The demand for senior managers on an interim basis in the manufacturing and engineering sectors has continued to increase over the last couple of years for a variety of reasons including the availability of permanent candidates, underperformance of current staff and the long notice periods needing to be honoured by new hires. This creates a gap in those business critical roles and interim senior managers are a fantastic option to ensure continuity in those important roles.Following the success of the newly launched ATA Search business over the last 12 months and the continued demand for Senior Level Interim Managers, ATA Recruitment is pleased to announce the launch of a division focused solely on the delivery of Interim Senior Managers into the manufacturing and engineering sector. Steve Harrhy, Associate Director of ATA Recruitment’s Contract Division said:“The launch of an Interim Division is an exciting move for ATA Recruitment, the demand for Senior Managers on an Interim basis has continued to grow. Whether they are required to fill a short-term gap or involved in a business turnaround project, ATA Recruitment’s network of interim professionals bring a wealth of experience and expertise to the table”Rob Weatherhead, Sales Manager of ATA Recruitment’s Interim Division said:"Having worked within ATA Recruitment’s Contract Division for the last 10 years, I’m proud to be at the forefront of this new venture.I look forward to delivering our clients and contractors an excellent service in the provision of senior interim managers across the manufacturing and engineering sector."Download the new ATA Recruitment Interim brochure here to get a more detailed outline of our unique process and the impact we can have on your business.Get in touchFind out how ATA Recruitment can help with the flex in your business, call 07827 256 611 or email contract@ata-recruitment.co.uk. Alternatively, complete the form below and we can talk through how you alleviate any potential interruption to supplying your customers.By submitting the above form, you are agreeing to our Privacy Policy.

Annual Engineering Salary Survey 2022

The 6th edition of ATA Recruitment's Annual Salary Survey Report is available to download2022 was certainly the most interesting and indeed challenging year I’ve experienced across my 23 years experience in engineering and manufacturing recruitment. The skills gaps created by Brexit and the mass return of skilled workers back into the EU (330,000 in total) widened with the number of unfilled vacancies in the UK economy peaking at 1.3m in May.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsTechnical SalesATA Search / ExecutiveThis data has been generated from the placements we made in 2022, along with various industry survey findings. We trust this will give you a real time overview of the the recruitment landscape and average salaries offered across the UK.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

Engineering Survey 2022

"2021 was a challenging year for UK manufacturing as it came out of the pandemic and reacted to the impact of Brexit. Arguably 2022 has been even more challenging. Why? With over 1m workers returning to the EU and 12% of the workforce in UK manufacturing nearing or already at retirement age, the skills gap in the UK has continued to widen with the number of unfilled vacancies in the UK peaking at 1.3m in April. With demand massively outstripping supply, candidates have been in pole position and this has certainly seen a shift in their behaviours. This combined with the cost of living crisis has resulted in the most volatile market I have ever seen in my 23 years in recruitment. One of our core principles is providing added value services to our customers and we regularly provide data to support their recruitment and retention strategies. To help us understand this shift in job seekers behaviours further we surveyed a cross section of the 55,000 engineers in our database for their opinions. The results have certainly made interesting reading and demonstrated a significant change in engineers outlook to work. We hope you find it useful. 89% of those surveyed were in workOf the 89% that were in work, 52% were looking for a new role" When asked why they were looking to leave the current employer 2022% change on 2021Salary and benefits36%+6%Don’t feel valued32%+11%Lack of Progression30%+6%Lack of training 19%+5%Work life balance17%n/a When asked about their decision makers for selecting a new role 2022% change on 2021Salary and benefits73%+20%Positive work life balance50%+33%Progression41%+4%Training40%+6%Shifts33%+12%Flexible working28%+14% When looking for a new role 2022% change on 2021Upload CV to a job board67%+8%Apply to an advert on a job board53%-1%Use a search engine34%+16%Wait to be approached a recruiter30%+8%Apply through a recruiter website30%-1% When asked about how they select a recruiter to work with 2022Would use a recruiter they trust/have worked with before62%Range of opportunities available47%Recommendations from friends30%Testimonials to show reliability21%Additional support through the recruitment process18% When asked whether the cost of living crisis has affected them 2022Have been forced to look for a higher paid role40%Already accepted a higher salaried role11%Received a pay rise from the current employer13%No impact at all 36% Has your mental health affected you at work this year?Yes - 38%No - 62%"What does this mean for employers?1) Focus on RetentionAs we are in a cost of living crisis, there is no surprise that ‘Salary and Benefits’ is showing an increase. What is worth noting however, is that there has been an even sharper increase in employees not feeling valued by their employer. This highlights a message that ATA Recruitment are supporting our clients with on a daily basis – that retention is more than just salary. It’s a case of truly understanding your company culture and workforce, including their motivations and pain points as employees. 2) Reach the passive candidates2022 has certainly seen the candidate market become more reactive, with increasing numbers preferring to either post their CV on a job board or wait to the approached by a recruiter rather than using the traditional route of applying to adverts. Is this also an indicator that with work like balance increasing in importance candidates don’t want to spend their time trawling through adverts, instead preferring to be approached with opportunities?3) Make mental health awareness a priorityUnfortunately, 38% of those surveyed highlighted that their mental health has been impacted by their work throughout 2022. For employers, there is nothing more critical than the health and wellbeing of their workforce. We encourage all employers reading this report to evaluate what support they have available to their teams, whether it be Mental Health First Aiders, an Employee Assistance Programme, or other initiatives dedicated to health and wellbeing. Get in touchIf you are interested in the findings of this survey and want to discuss the impact these trends will have on your business, contact Christian Addison, Director of ATA Recruitment on 07787 289 367 or christian.addison@ata-recruitment.co.uk, or complete the form below. We will also be releasing our annual Salary Survey in the new year, which will convey data gathered from all the permanent and contract placements we have made throughout 2022. 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 continuing concern of staff retention."

Are gaps in your workforce holding you back?

Are gaps in your workforce holding you back?We are currently seeing record levels of vacancies being advertised across the UK. On the face of it, this sounds great. However, we are also seeing historically low levels of applications for these roles, creating a perfect storm for clients who need to add to their teams. In fact, for the first time since records began, it has recently been announced that job vacancies have outnumbered the number of those unemployed.The usual suspects, Covid-19 and Brexit are widely blamed for this. However, whatever the reason, the fact is that many companies are being held back as they simply can’t fill the vacancies in their business. It’s time to close the gapLooking at the statistics we’ve highlighted above, it appears to be an unsolvable equation. How do businesses close the gap in the worst skills shortage we’ve seen in decades?The answer? Flexible and highly skilled contractors. Here at ATA Recruitment, we are expertly placed to help you stay ahead of the competition and close the gap in your team with highly skilled contractors, who can provide a temporary solution whilst you try and find permanent staff.Gain control of your workforce in an unpredictable landscape With over 50 years trading history and a formidable reputation for quality, we are constantly looking at ways to add value to our existing clients who are considering taking advantage of the benefits of contract solutions.As the Sales Manager for the contract division, I was excited to learn that the business was investing heavily in a product which will allow us to offer even better service to all client from SME’ s to blue-chip giants – that product is called Engage.Save time, money and stress with EngageEngage is a technology platform designed to help our clients manage all activities related to their temporary workforce. Whether you need more visibility of your workforce, IR35 management, enhanced reporting and control of recruitment spend, or you are thinking about adopting an entire workforce management solution, ATA Engage offers you the flexibility to deliver what you need. Simply put, it is a “single source of truth” that can be accessed anywhere, anytime – no downloads, no complex system integrations – just login and you’ll have access to all you need to control your contingent workforce and spend in a user-friendly interface.What can it do?Manage all your temporary hiring needs in one placeAll required recruitment communications under one roofIR35 management End to end vacancy management Timesheet and invoicing Financial & performance reportsApproval and sign off management Onboarding and compliance functions Supply chain control and visibility PO approval and monitoring Why ATA Engage? Gain more control over your temporary recruitment activitiesMore visibility and easy reporting functionsA standardised processSave time, money and stressI would love to hear about your business, understand the challenges you face so we can create a bespoke solution to eradicate all your existing issues. Get in touch to start the conversation, and I can arrange a live demonstration of the platform for you at your convenience.I look forward to hearing from you. Rob Weatherhead, Sales Managerrobert.weatherhead@ata-recruitment.co.uk | 07827 256 611

It's not what you know, it’s who you know

Maintenance Engineers - It's not what you know, it’s who you knowPost Brexit Britain meant that in 2021, 1 million EU workers left the UK and returned to Europe. Therefore, when the UK economy returned to growth following the pandemic it witnessed the worst skill shortage since the mid 90’s.Pressure on the UK’s labour market increased over the winter, with recent official data showing the number of unfilled jobs rose to a record of more than 1.3 million. Here at ATA Recruitment, we are currently having record requests from our customers looking to recruit Maintenance Engineers. It remains a very candidate-led market, with competition for the best candidates at the highest level we’ve seen since we launched our maintenance division 10 years ago. Despite these challenging trading conditions, we have continued to deliver top calibre candidates seeking Maintenance Engineer jobs to our customers resulting in a record breaking number of Maintenance Engineers placed during Q1 2022. Our biggest USP and competitive advantage at ATA recruitment is the power of our network - it’s not what you know, it’s who you know.Along with our expertise in maintenance recruitment and UK engineering, it’s the vast amount of engineers that we’ve built relationships with over the past decade which gives us a huge advantage against our competition. Who we knowIn our recent candidate survey, we discovered that 59% of respondents would no longer actively search for a role. Instead, they would upload their CV to a database and wait to be approached. What impact does this have on our clients? The answer is simple: these candidates are not actively applying for roles, but are interested in the right opportunity. They are being missed by employers who are desperately in need of their skillsets.71% of our Maintenance placements so far in 2022 have come from candidates who already existed within our database and network.Our database is complete with over 48,000 engineers based across the UK, this results in our customers having less competition for the candidates we are putting forward to them and on average, the time to hire when placing candidates who were already in our database is just 22 working days. Why ATA Recruitment?We are a true Maintenance and Engineering Recruitment specialist with a dedicated team of 12 consultants focussed on recruiting Maintenance Engineers across the UKOur network is constantly being refreshed as we interview and assess around 75 new Maintenance Engineers each weekOver the past decade we have built a database of over 13,000 Maintenance EngineersGet in touchTo partner with a trusted recruitment company and find out how we can help source high quality Engineers for your business, contact sam.walley@ata-recruitment.co.uk.Telephone: 07788 367 821Email: sam.walley@ata-recruitment.co.ukLinkedIn: Connect on LinkedIn

Annual Contractor Rates Report 2021

The ATA Annual Contractor Rates Report 2021 is now available to download2021 was still a year of challenges as many companies continued to deal with the impact that Covid-19 was having on business and recruitment. We saw a real upturn in the requirement for contractors and the volume of contract assignments that ATA were briefed on more than doubled in comparison to 2020. With average contractor rates and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Contractor Rates Report 2021 based on the contract placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:ManufacturingEngineeringInterim & Shared ServicesDownload the ATA Annual Contractor Rates Report 2021The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.

Annual Executive Engineering Salary Report 2021

ATA Search’s 2021 Salary Survey is now available to download We are giving you a detailed insight into salaries across the engineering and manufacturing sectors for mid-management, Director and executive hires. With average salaries and expert commentary from our specialist consultants, we have compiled the ATA Search Executive Engineering Salary Report 2021 based on the senior level placements made throughout the past 12 months.The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an executive recruitment partner to support your business, get in touch with ATA Search.

Annual Engineering Salary Survey 2021

The 5th edition of ATA Recruitment's Annual Salary Survey Report is available to downloadWelcome to the 5th edition of ATA Recruitment’s annual salary survey report, this data has been generated from the placements we made in 2021, with a view to giving a real time overview of the average salaries offered across the UK.This will be the second salary report we have released since the outbreak of the coronavirus pandemic back in early 2020. When comparing the two reports, it's safe to say the differences are tenfold. From the shift to a heavily candidate driven market, to the further implications of Covid-19, Brexit and IR35, 2021 has been a year unlike any other. As one would imagine, the impact of these different elements has led to a dramatic change in salaries recorded in our 2021 report. To help you keep track of these events, we have also provided you with a timeline of key moments and statistics throughout 2021 that have had an impact on average salary changes. With average salaries and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Engineering Salary Report 2021 based on the thousands of placements made throughout the past 12 months.Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & ManufacturingDesign & ProjectsTechnical SalesExecutiveDownload the report todayGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2022. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

The impact of the skills shortage on the maintenance recruitment market

The impact of the skills shortage on the maintenance recruitment market"There is an estimated shortfall of over 173,000 workers in STEM sectors, the The Institution of Engineering and Technology have released in a recent report – an average of 10 unfilled roles per business in the UK, costing the economy a “shocking” £1.5bn each year. 49% of engineering businesses are experiencing difficulties recruiting workers with the skills they need." (Source: IMechE).As experts in maintenance, this comes as no surprise to us here at ATA Recruitment. We have seen more and more demand from our clients across the UK over the past 18 months to support them with the growing need for more talent within their businesses. Part of The ATA Way (our set of values) is “Adding Value”. We pride ourselves on our ability to generate market data to support our customers in their recruitment and retention (we’ve been producing Salary Survey reports for a number of years now, breaking down salaries by region, technical bias, industry and shift pattern.)To help employers navigate this turbulent market, we have explored just how this shift has had an impact on the maintenance recruitment space, including the change in the average length of service of a Maintenance Engineer during a skills shortage.Having analysed our last 50 maintenance placements, I was surprised to see the 38% of the Maintenance Engineers we’ve placed have been in the last role for less than 1 year, and a further 20% had less than 2 years’ service. So, with 58% moving roles within such a short period it poses the following questions, are Engineers making the right decisions when accepting roles?Is it the case that if the role isn’t as sold and with so many roles available, they are less willing to give the role time?Are they making their decision solely based on money?Are candidates starting roles and continuing to look just in case there might be something better out there?Is it the cost-of-living crisis that is forcing Engineers to move around to maximise their earning potential?It’s hard to know, but from the data our last candidate survey generated, 36% said that money was the key reason why they were looking to move. The fact that this has dropped to 26% suggests that although it’s still important, the need for a good work life balance and working a shift that suits is once again becoming more prominent (in fact, our survey shows that this has actually increased from 33% to 42%).In addition, 72% of those Maintenance Engineers have actually changed shifts when accepting a new role.So as an employer, what do you do?Ask yourself the question how good is your onboarding, training and development? Are the team making new starters feel welcome? Are you delivering what you promised in the interview?Are you getting the assessment right at interview stage? Is the candidate joining you for the right reasons?Are you getting the remuneration of your existing team right? If they feel valued they won’t be looking for a change.Get in touchIf you're not confident with your answers to these questions, this will be having an impact on your ability to attract, recruit, develop and retain. We at ATA Recruitment become an extension of your business, ensuring we delve deep into the pain points of your teams and support you with tailored talent solutions that will last throughout the skills shortage and beyond. Please contact me on my details below or complete the form below to start a discussion with our team.Chris AddisonDirector at ATA RecruitmentConnect on LinkedInchristian.addison@ata-recruitment.co.uk07787 289 367

Are gaps in your workforce holding you back?

Has the Pandemic created a Perfect Storm for hiring Engineers?

If anyone had asked me two years ago what I thought the biggest threat to recruitment was within the Engineering Sector, I would have said Brexit…. how wrong I was. The Pandemic has thrown the plans of every business to the wind and left the hiring market in a position not seen before. Pre-pandemic, we were already seeing signs of limited candidate availability, with too few candidates for the number of vacancies. However, things have been worsened by the current situation, with a perfect storm of diminished candidate volumes and a sharp increase in the number vacancies.What does this mean to businesses currently trying to hire?Within the Maintenance and Service market, which is arguably the busiest within the Engineering sector currently, it has become increasingly difficult to find skilled candidates for the roles coming onto the market. At the start of the year, this certainly wasn’t the case. We saw a huge surge of candidates coming onto the market due to a combination of factors, mainly redundancies due to the pandemic. We also saw people looking to move due to feeling insecure in their current role due to the same reason. However, this influx has been short lived, with the best candidates being snapped up very quickly. To put this into context, just across the first half of 2021, we have seen a 75% reduction in the number of candidates coming onto the market. Whilst simultaneously, we've seen a 100% increase in the number of live roles since restrictions have eased and businesses feel more confident in the market. Although the struggle of finding the right candidates doesn’t end there, according to a recent study by the Open University, 51% of Vacancies remained unfilled!Every business has had to adapt when it comes to interviewing over the course of the pandemic, with the majority of businesses either choosing to wait to recruit or opting for web based interview software like Microsoft Teams. However, a big issue has been how to train and induct new recruits whilst observing social distancing. Within Maintenance, this hasn’t been as big of an issue, as new recruits are joining established teams and have the support of their new colleagues. Within Service, it is far more tricky. Most Service positions are home based currently, making the task of onboarding and training new Engineers much more challenging. This has had a knock on effect on what most Service Managers are now looking for when it comes to new recruits.Pre-pandemic, with the ability to bring new Engineers in for training, most hiring managers would look at a broad spectrum of candidates. Now, with the inability to train as effectively due to social distancing, we have seen most Hiring Managers look for candidates from their industry. This, in an already candidate short market, compounds the situation. We are already seeing roles that were fillable 18 months ago go unfilled due to restrictive recruitment policies.What is the solution?There isn’t a 'one size fits all' solution to this issue, as every business and industry sector have their own challenges on top of this. However, there are 3 key things to consider when looking to hire:Firstly, do you know how competitive your industry is and the availability of candidates with the skill sets you require? Depending on how niche your market is, you may need to consider looking at candidates from outside your industry and who have the transferable skills that can be adapted and trained to suit your requirements. What training and support can be provided? If classroom based training isn’t an option, can new recruits be buddied up with an existing team member to be shown the ropes? Can video based training be used? It's unlikely this is going to be a complete substitute for hands on training, but we have seen a number of businesses adopt this as a strategy to complete product training upon induction. Would a more junior hire, that can be trained and moulded, be a better option?Secondly, is your package competitive? The main driver of a candidate driven market is that the best candidates can pick and choose who they want to work for. Just like the current situation with the housing market, we are already seeing a number of our clients increasing salaries on roles to try and attract the best talent. However, we also know this is not an option for all. Instead, consider the package as a whole. Following our recent candidate survey on what was important to candidates when looking for a new position, work life balance was a key factor, especially for Service Engineers. This has now been magnified with the events of the last year with many of us taking stock of what we consider a priority. How many nights will the Engineers be required to stay away? Are they compensated for hours worked outside their core hours? Are their diaries managed so that travel is cut to a minimum?Finally, how are you positioning yourself in the market? Job security has always been of high importance to candidates, even more so now with so many established firms unexpectedly going to the wall. Understandably, candidates are cautious when looking to join a new business. Think about how you can reassure candidates that they are joining a stable business. What progression can be offered in the future? How did your business deal with lockdown? What is driving your current need to recruit? Any business with a full order or service book is going to be a far more attractive offer to any prospective candidate, but are you conveying that message in the market?The good news is that we are starting to see a steady increase in candidate traffic since the easing of restrictions and, with the role out of more vaccines, those candidates that were nervous about attending interviews or changing roles are starting to emerge. As long as this upward trend continues, it will make the task of attracting the best talent far easier for all. If you are a company looking for an Engineer to join your business, or a candidate looking for a new opportunity, then please get in touch with James Campbell:07827 256 652james.campbell@ata-recruitment.co.ukVisit James' profile

Why I stayed at ATA Recruitment

Why I stayed at ATA RecruitmentIn the current market, it’s no secret that there’s a lot of recruitment agencies out there offering opportunities to future consultants. We spoke to Principal Recruitment Specialist, Kristi Hopwood, and our Customer Relationship Manager, Hassan Choudhry, on why they stayed at ATA Recruitment.Kristi joined us in 2018 in a 360 recruitment position and has progressed to Principal Recruitment Specialist since coming back from maternity leave. Kristi talked about the flexibility and support she felt from ATA Recruitment: “They are so supportive. The flexibility now since coming back from maternity leave has been great, the fact that it works around my life and gives me the balance, I’ve never had that before and it really does have a big effect on your work life”.Our agile working policy gives our employees a chance to a better work/life balance. And offering flexibility is what it’s all about. Hassan says, “I started in 2016 as a trainee in talent sourcing, I had no recruitment experience, and it was literally a brand-new industry to me. ATA Recruitment really developed my skills and trusted me to work on some great roles even at the beginning.” And there has been no shortage of opportunities for Hassan. He has had several promotions since joining in 2016 and is now our Customer Relationship Manager.‘Creating Opportunities’ is at the forefront of everything we do. Having no previous recruitment experience has not held Hassan back, our training programme is thorough enough and constantly improving, he said; “My progression route has developed since my time here. I was given a good idea of my options and always offered the relevant training and support, but really I had the freedom to choose my own path.”Having a likeminded team has made a huge difference to both Kristi and Hassan’s experience. Kristi says, “When I first joined in the maintenance team, they were just hilarious. I came from a female only company, so it was different, but everyone is so friendly and supportive. It’s like speaking to an old friend when you’ve not been in the office for a while!”. Hassan’s role has also shown him the importance of the team around him, he says, “The team is very supportive, and everyone is so welcoming and friendly. Because everyone is so down to earth it means that you could approach anyone and ask for help, any new starter would be welcomed!”.Their journey with us isn’t over yet. Kristi says, “I would love to stay what I’m doing, and I love that I have options. I love what I do and I’m lucky that ATA Recruitment were happy to support me. It has ended up working brilliantly for both of us!” When questioned on his future with the company, Hassan has no doubt that the prospects are only getting bigger, he says, “I know there are a few lanes that I could take in the future, maybe a business development role would be interesting! The important thing is I know that there will be support no matter which route I choose.”If, like Kristi and Hassan, you are looking for a company with staying power, get in touch with ATA to see if we have the role for you. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Reasons to fall in love with recruitment

Reasons to fall in love with recruitmentWhether 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 boringA 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.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 RecruitmentATA Recruitment 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 Recruitment 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! 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.If 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 ATA Recruitment and if you’d like to know more, contact me using the details below. 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.ukLinkedIn:Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Sales to Recruitment: Why You Should Make the Move

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 tooIf 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 autonomyWhile 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 resultsProgression 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 sectorThere 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. 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@ganymedesolutions.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Working in Recruitment in the Engineering Sector

Recruitment is one of the fastest growing professional sectors at present. While this means there is no shortage of opportunities offered, it does mean that when embarking on a career in recruitment, it can be difficult to decide on which sector in the right sector for you to move into.A career in recruitment offers you a detailed insight into your chosen sector and most Consultants end up becoming experts in their field, inevitably ending up becoming nearly – if not as – informed as their Candidates and Clients. It is the job of a Recruitment Consultant to immerse themselves into their chosen sector; the more knowledgeable you become, the more successful you will be. Most people embark on a career in recruitment for two reasons; you can progress and develop quickly, and you can earn a lot of money while you are doing it. With so much choice on offer, it is important to think commercially about which sector you choose. It is a difficult job – help yourself be as successful as possible by choosing a marketplace that is lucrative and that is growing. If you can also couple this with a genuine passion for the area you work in, you are winning!I will be totally honest; I had no real knowledge of the Engineering Sector or any real interest in it. After only a few months in role, I not only began to understand why it is a sector that interests so many people but can also see the commercial benefits from a recruitment perspective.It is one of the most buoyant markets at present, with no signs of slowing down; according to REC, Engineering & Technical and Construction are in top 3 markets in which we expect to see consistent need for permanent staff in the upcoming months Export sales are increasing; while it is frustrating when going abroad that the pound is so weak at present, it actually has a good impact on our economy. Products that are manufactured here can be exported worldwide at a cheaper cost which will cause growth in our manufacturing sector – creating more jobs There is a skills shortage; meaning Clients are struggling to find skilled engineers themselves increasing the need to use Consultancies within the sector Investment; a large number of projects are financed by the Government, with over £500 billion worth of planned private and public investment into transportation and infrastructure improvements alone. This investment is only going to increase, creating stability and more demand within the sectorIt’s exciting; the term ‘engineering’ covers such a wide spectrum and is literally relevant in every part of our lives and simple things - how a door opens, how a car runs, how your daily coffee or sandwich is packaged - were all designed by an engineer. Engineering is everywhere, which makes it instantly interesting to us all We believe that we give our Consultants everything they need to start a long-term, rewarding recruitment career. We work exclusively in one of the most lucrative sectors and our employees are all experts in their specific fields, meaning we have a wealth of knowledge we are just waiting to pass down to our new Consultants. This, coupled with an amazing commission structure (you WILL take home at least a third of what you bill) and structured routes of progression mean that for those of you wanting a new challenge have the best chance of succeeding with us.Due to growth, Ganymede and ATA Recruitment have a number of positions available in the East Midlands and London – and are keen to speak to ambitious individuals. Whether you are a recruitment novice or an experienced recruitment professional, we could have the exciting new role you have been waiting for.For a confidential conversation about what we offer, get in touch today!Find out more about a career with Ganymede and ATA Recruitment today. Send your CV to rachael.bailey-frost@ganymedesolutions.co.uk or contact me on LinkedIn today.

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Trainee to Specialist - One year in RecruitmentIN CONVERSATION WITH DANIEL SWAIN, RECRUITMENT SPECIALISTStarting a new job can be daunting, especially when you are joining a completely new industry. However, from our experience, being a successful Recruitment Consultant can be pinned down to skills that are transferable from almost any industry or background. We sat down with Daniel Swain, who joined us just over a year ago in our Leicester office, to get his perspective on joining ATA Recruitment with no previous recruitment experience.What did you do in your last job? "I originally come from the hospitality sector, where I was a Bar Manager for many years. I sadly lost my job due to COVID, from there I worked as an Energy Specialist. It was great and taught me some amazing skills however, it wasn’t giving the sense of achievement we all need in our jobs."How did you hear about ATA Recruitment?"I put my CV online and Rachael contacted me. I was at a point in my life where I didn’t know where I wanted my career to go. She called me and explained what a career in recruitment would be like. ATA’s culture and standards called out to me, and I thought I’d give a brand-new industry a go."What was it about this opportunity that made you want to join the team?"I wanted to find something that really matched my long-term goals. During the application process Rachael explained the day to day and what my starting months would be like. Yes, I had transferable skills however, I’d never worked in recruitment for so I was a little concerned. I came in for the interview and met the team and I was sold. The culture was exactly what I was looking for. A professional, fun working environment where everyone wants you to succeed."How did you find the interview process?"The process itself was streamline. I was given fair notice of interview dates and I was told what happens next. All my questions were picked up straight away and felt confident I knew what I was interviewing for. I had to create presentation of how I would achieve success in my first 90 days, which is something I’ve never done before. At first, I was nervous, however a quick phone call to Rachael for advice cleared up all my concerns. I felt confident."How have you found your first 12 months?"My first year with ATA has been amazing. I definitely made the right the choice. The training I received was second to none. I have received bundles of support throughout my time here, you are encouraged here to speak up here if you’re struggling and the team will make sure you have all the tools and support you need. Everyone is incredibly Motivated. we enjoy what we do, and we do it well. Everyone wants you to be successful here. My career plan has been tailored to me. I know what I’m working towards and how I will achieve it. All my targets are realistic, and I’ve been promoted already! The rewards are fair here, meaning everyone is in for a chance, I already won an award and received a lovely glass plaque for my desk."What is your favourite part of your job?"The team, it’s a great vibe here."What do you want to achieve moving forward? "We have regular 1 to 1’s here and your goals are taken seriously. I’ve been promoted to Recruitment Specialist and the next step is Recruitment Consultant. "Find out more about a career with ATA today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@atarecruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Why you should be looking for your new job in December

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 ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email:rachael.bailey-frost@ata-recruitment.co.ukLinkedIn:Connect on LinkedIn

Investing in our People - A Message from our Director

ATA Recruitment have just celebrated another brilliant quarter, with multiple company records broken, internal promotions and awards given across the Leicester and Leeds offices.Once a quarter, we get together as a business to reflect on the previous quarter and celebrate the success of our teams and individuals who have clearly demonstrated the 'ATA Way'. "Here at ATA Recruitment, we have a 3-year growth strategy in place and year 2 so far has been excellent, so much so that we are on track to have grown our GP 38% in 2022. As part of this plan, we have a strategy for sales, marketing and most importantly, our people. With the current skills shortage, like every other business, recruiting this year has been a challenge. Our attraction and retention strategy (and getting this right) has been pivotal to what we have achieved. So, what are we doing to get this right?Goal management – we have a 10-tier progression structure for people to move through. Based on hitting your targets over 6 months, you can progress to the next level. I’m pleased to say that so far this year 44% of our consultants have had a promotion, with more to come. Within this we have had 3 Senior Consultants’ step into the first management positions. On boarding – as part of the ATA Way, we invest a lot of time and effort into the development of our new hires. Through intensive training, weekly 1-2-1’s, quarterly appraisals, plus on the job support, we are proud to say that we have an 80% retention on new hires in 2022.Training – we love training here at ATA Recruitment and it never stops. However, we do feel that it is important to get an external perspective too. This year our Senior Management team have all completed their ILM 5, our Middle Management team are already booked to do their ILM 3 early next year and our Senior Sales team are in the process of completing an intensive 2-day Miller Heinman strategic selling course.Reward and Recognition - recruitment is tough and the team have excelled this year, so we don’t want to take their efforts for granted. We run quarterly incentives that have seen the winners enjoy hospitality to the races (Aintree), cricket (Edgbaston) and the NFL at Wembley. This quarter, our top performers will be enjoying some Michelin star fine dining! In addition, we’ve had team days out at Go-Ape, Go Karting, Bowling, Crazy Golf, a half year party with a pre-paid bar tab, as well as frequent team breakfasts and lunches. When you spend so much time working together, it’s important to have fun together too!Agile Working - we know that the 'perfect work - life balance' has a different meaning to each of our team members. It is imperative that our employees feel supported by us to enable them to achieve their full potential, both in the office and at home. As such, we are flexible when it comes to their working situation. We have numerous employees who have various childcare commitments and have worked with them to make sure they have the freedom they need to manage their work - life balance."Chris Addison, Director at ATA Recruitment All in all, we have had another fantastic quarter here at ATA Recruitment, and that is down the hard work and dedication of each and every team member, shown below in our long overdue new team picture! We are always looking for like-minded individuals in both Leeds and Leicester who are eager to succeed and want to join our ever growing teams. To find out more, please get in touch using the contact form below.

ATA Recruitment - Half Year Celebration

Earlier this month, ATA Recruitment held our annual half year review, with employees from both our Leicester and Leeds offices coming together in our head office in Leicester. ‘Taking Pride’ is part of our core values, and this includes celebrating both team and individual successes. We had much to celebrate in the first half of 2022, with teams across the permanent, contract and executive divisions performing well above target. As a business, we have a three-year growth plan to coincide with the increasing demand from our clients. We are happy to report that we are tracking well ahead of this target, despite the added pressure from the current skills shortage facing the UK currently. Likewise, our candidate satisfaction rating is currently 9.7 out of 10, a clear testament to the excellent service provided by the team throughout this year so far.The day was also full of praise for individuals across the business, with promotions, long service awards and the announcement of the Q2 ATA Way award winners. Congratulations to:PromotionsPromoted from Trainee Recruitment Specialist to Recruitment Specialist - Onkar RaiPromoted from Principal Recruitment Specialist to Managing Consultant - Ashton KenneyLong Service AwardsCompleting 5 years with the business - Ashton KenneyCompleting 10 years with the business - Rob WeatherheadCompleting 20 years with the business - Steve HarrhyQ2 ATA Way Awards First past the post for Contract - Hassan ChoudhryEmployee of the quarter for Contract - Hassan ChoudhryFirst past the post for Perm - Onkar RaiEmployee of the quarter for Perm - Ajay BhellaThe ATA Ambassador Award - Sam WalleyFurthest past the post - Sam WalleyWe would like to extend further congratulations to each and every member of the team, from our new starters who have settled in remarkably well to those whose careers have grown with us over the years. We look forward to the remainder of 2022 as we continue to grow the team and provide an excellent service to our clients and candidates. Are you a talented Recruiter looking to progress your career? We are looking for new team members in both our Leeds and Leicester offices. If you think you have what it takes to demonstrate The ATA Way, get in touch using the details below. Phone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.uk

Mental Health First Aiders Network Meeting

Mental Health First Aider Support Network MeetingAt Ganymede we understand that mental health issues can affect anyone at any time. As such, we have support available for our internal employees and workforce to help with mental health and wellbeing.On 26th May 2022, The RTC Group Plc held our inaugural Mental Health First Aider Support Network meeting in the Derby Conference Centre. In total, we had 9 people in the Hamlyn Suite and 5 people attend via Teams using the new equipment. The purpose of the meeting was to get all our Mental Health First Aiders together to network, share learnings and real world experiences. This was all done in a confidential manner without revealing personal details. We also discussed the support that is available to our Mental Health First Aiders to help them should they need it. This includes a Mental Health First Aider support line. The event was a great success, and it has been agreed that we would all meet quarterly going forward and introduce learning material to the sessions.

The Recruitment Awards 2021

The RTC Group Recruitment Awards 2021On Tuesday 24th May, we were able to resume our annual tradition of the Recruitment Awards, rewarding those who have gone above and beyond throughout 2021.Whilst slightly different to the normal company-wide event held once a year, the winners gathered for a smaller ceremony at our head office in the Derby Conference Centre. With some returning winners from previous years, as well as new faces joining the proceedings, we were delighted to gather together to share in the success of these individuals.The past two years have brought both expected and unexpected challenges to the recruitment industry as a whole, from the coronavirus pandemic and IR35 changes to the ongoing impacts of Brexit. Yet, as we gathered to reflect on the successes we have seen throughout this turbulent period, it was highlighted that the ability of our workforce to thrive, adapt and implement new innovations is something that truly deserves recognition.Paul Crompton, Managing Director said: “I’d like to congratulate all the award winners and recognise the exceptional performance and contribution of each of them to the business. The past two years have been a challenging period for the country as a whole, however our staff have shown dedication, resilience and ingenuity to continue to support our clients.”Our business is all about people, and our group success is down to the hard work and dedication of our staff. Congratulations to all the winners.As a thank you, the winners will enjoy a hospitality trip to the Royal Ascot race meeting later this month.The RTC Group Awards will be back in March 2023 in its traditional format, held at The Derby Conference Centre.

Why start a career in Recruitment?

Why start a career in Recruitment?I speak to a lot of people daily who are not sure if a role in recruitment is right for them. Most people don't know that the sector has progressed enormously in recent times; Consultancies have recognised the need to conduct good business to create solid relationships with both clients and candidates and the importance of providing long-lasting, rewarding careers for their own employees.When I joined the recruitment industry, I had my own concerns. Although I had done internal recruitment in a retail setting, I was nervous about stepping into the unknown. I had a few friends who worked in recruitment and was aware of the highs and lows that a Recruitment Consultant can experience, particularly in their first twelve months in post. That said, through my research I felt as though the positives outweighed the negatives and despite experiencing some lows, I still feel this way now.A Recruitment Consultant learns – quickly – how to work under pressure; you are given targets and with support, you are expected to hit them. Yes, it can sometimes mean that you have a stressful day; it is unlikely that everything will go your way all the time, but it also means you can easily measure your performance. It is clear which areas you are performing well in and which you need to improve on/invest more time in.This transparency is not something that a lot of careers offer, and it gives you the opportunity to pinpoint those areas of development and work on them yourself – and with your Manager/Team – meaning your job performance will visibly improve. As your performance improves you will be able to progress at a speed that just isn’t available in a lot of other sectors, as any reputable recruitment business will have a clear route of progression and development available for you to follow.A career in recruitment can also offer a lot of stability. Within ATA Recruitment I have many colleagues that have been with us for over 5, 10, 15, even 20 years. While the economy has suffered at different points over the years and their remit may have changed to reflect this, ultimately the need to hire has never gone away. Once you have built positive relationships with candidates and clients, they will continue to use your services throughout their careers, ultimately strengthening your position within the marketplace and offering you continued success throughout yours.Working in recruitment has benefitted me in many ways. I have become a lot more confident in both my professional and personal life; having to speak to and work with such a variety of people means that I am now comfortable in pretty much any social situation. This surge in confidence in turn made me better at my job, meaning that I was performing at a higher standard and ultimately being more successful which meant that - unlike in other careers - I was being rewarded for my success. The recruitment industry (and the sales industry as a whole) is extremely meritocratic. If you perform well, you will benefit personally. I had had jobs before in which I felt like I was working harder than some of the people around me but earning the same salary. This is not the case in a recruitment career - those willing to push themselves the extra mile will reap the rewards of this.Please feel free to get in touch today for an open and honest conversation, I would be more than happy to discuss any concerns you may have, listen to your career goals and aspirations and discuss whether a recruitment career would be right for you. ATA Recruitment is actively recruiting now. Alongside a great basic salary, we have a market-leading commission scheme and many benefits including an agile working policy.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.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Transferable Skills – Why Recruitment is for everyone

Transferable Skills - Why Recruitment Is For EveryoneA 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: 07920 595 229Email: rachael.bailey-frost@atarecruitment.co.ukLinkedIn:Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

It's not what you know, it’s who you know

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

It's not what you know, it’s who you know

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

ATA Recruitment Contractor Rates Report 2024

Annual Maintenance Insights Report 2024

Annual Engineering Insights 2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

It's not what you know, it’s who you know

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

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.

Post-Pandemic Attraction and Retention

Post-Pandemic Attraction and RetentionWith over 1.2 million unfilled vacancies across the UK economy and the worst skills shortage since 1997 many companies are struggling to fill roles.So far in this series, we have examined the risks associated in a candidate short market and how getting your recruitment policy right can help. Today we are going to look at attraction and retention strategies.A recent study by the Open University stated that 67% companies have put their salaries up at a cost of 2.16 million to help solve the problem, but is this the right answer? Will throwing money at people guarantee getting someone to not only join, but more importantly stay with your business? It may, but there are many more options available that are equally as critical in candidate attraction and retention.6 key elements of candidate attraction and retention An interview is a 2-way processAt Interview take the time to show the candidate what you can offer them as employee. All too often hiring managers spend so long trying to assess if the person has the right skills and experience to fulfil the role, they forget to sell the opportunity to the candidate. In the current climate, many candidates will have more than one offer on the table, so take the time to show them why you’re a great company to work for.Training and developmentEngineers love to develop new skills. Have you thought about what training you offer? Is it internal or external? Can you offer extra qualifications or courses? Putting an Engineer through a Level 3, HNC, HND degree will certainly tie an employee in for several years.ProgressionWhat can you offer? Don’t just tell a candidate that all roles are advertised internally, and they can apply. Show them what’s available and realistically what they can achieve. Do you have examples of how others have progressed, what home grown success stories do you have? Don’t over sell as if you don’t deliver, you’ll create a reason for leaving. If you have a flat structure, is it worth introducing a banding system where an engineer can improve their package, skills and responsibilities based on length of service and/or demonstrating a level of competence.CultureWhat’s great about your business? Is it length of service of the team? Is it the forums you run so people can voice their opinion? Is it the great work you do for charities in the local community? Is it the social element? Is it the way the team supports each other?Company visionMake sure you share the vision and plans for the business, investment in new machinery, systems, and people. If a candidate feels like the future is bright and the business is stable, then you’ll instantly create more tie in.Invest in your leadership teamHow many people step into management due to either length of service, product, market, process knowledge, or just pure potential? Quite often those that step must trade on abilities but don’t necessarily get structured management and leadership training. What does that mean for their stress levels? How effective are they? What’s the impact on the team, retention, staff turnover, performance, profitability? Businesses all to often focus their attention on new hires or those at the coal face as managers will always “get on with it” but don’t assume it. A person’s loyalty will only last so long. A motivated, engaged, and competent leadership team will always yield great return on investmentIt’s time to attract, hire and retain the best talent Attracting candidates is hard at present, that’s no industry secret, but don’t fall into the trap of thinking that once you’ve got candidates to interview that your work is over. It’s essential that you consider your retention strategy, not just your attraction strategy. Could your business use the actions above to improve your recruitment for 2022 and beyond? It’s true, there is a lot to pick apart here. With the holiday period soon approaching, you need to remain ahead of the curve and take the time to implement any changes required. As an extension to your business, ATA Recruitment can provide you with the support you need to establish your unique retention strategy. Then, with access to our talent pool of over 48,000 engineers, we will not only get you through this candidate shortage, but help you thrive above and beyond your competition. Why ATA Recruitment? We have over 50 years' experience in providing the highest quality engineering recruitment solutions, supporting some of the biggest names in the industry hire and retain the best talent through candidate shortages such as this. To have a conversation with our expert consultants, or to discuss any points made in this article, please get in touch today. To discuss the details of this article in more detail, get in touch with ATA Recruitment Director, Chris Addison.Email: christian.addison@ata-recruitment.co.ukTelephone: 07787 289 367

ATA Recruitment have joined forces with DEBP to deliver employability workshop

Direct Education Business Partnership – DEBP– have joined forces with ATA Recruitment and Ganymede Solutions to deliver a Brand Me event with 30 students from Belper School and Sixth Form on Wednesday 17 November 2021 at Derby Conference Centre.The event aims to give students CV writing tips, interview practice and looks at how to use social media to increase skill set and much more!Paul Brumby, Head of Sixth Form at Belper School and Sixth Form said, “We’re delighted to have this excellent opportunity. It will provide students with an invaluable insight into the variety of ways they can present themselves for future employment. The chance to meet face to face with professionals from industry is just the experience they need especially after these difficult times.” Prior to the event, students will attend a virtual CV guidance workshop and be asked to prepare their own CV. On the day itself students will take part in a:Critique session on the CV’s created and how they could be improved.LinkedIn profile building session.Session on what makes a good interview followed by interview preparation.Real interviews with staff from DEBP and Ganymede.Claire Bergmann, STEM Projects Officer said,“It has been fantastic to work with Ganymede / ATA Recruitment to pull this event together. I have worked with Kelly Tallis, an active STEM Ambassador, for the last eight months, and her passion to inspire our future generation is clear to see. Meaningful encounters with employers and the world of work are incredibly important, and many students missed out on these opportunities due to the pandemic. This event is a great opportunity for students to develop their skills and confidence to help prepare them for employment.”Kelly Tallis, Corporate Social Responsibility Manager at Ganymede and ATA Recruitment said, “It has been a real pleasure working collaboratively with DEBP to create and host the Brand Me event. We are passionate about supporting and engaging with our local communities. Young people have really been impacted during the pandemic and it is great that we can share our recruitment expertise to help students to increase their confidence and skills for their next chapter.”All students will receive a LinkedIn endorsement from Ganymede Solutionsfor the skills they have demonstrated. This not only contributes to the strength of their LinkedIn profiles but increases the likelihood of being discovered for opportunities related to the skills possessed.

ATA Engage

ATA Recruitment are excited to announce the launch of our new Managed Service Provision platform, Engage.ATA Engage is the technology platform that drives our Managed Service Provision. It centralises all of your recruitment & workforce management functions into one, user-friendly system – minimising time wasted on recruitment processes, and maximising time spent growing your business.Paul Crompton, Managing Director explains “We invested in ATA Engage to provide a technology solution which naturally compliments our recruitment and workforce management offering. ATA Engage will provide our clients with complete visibility and control of their recruitment activities and temporary workforce through a cloud based platform, delivering efficiencies and maximising access to the best talent available.” Visit our Engage hub to learn moreGet in touch

Bounce back with ATA Contractors

Bounce back with ATA Recruitment ContractorsAccording to a report compiled by REC and KPMG, the UK is facing the worst staff shortages since the late 1990s. Whilst this is across several industries, it is hitting the manufacturing and engineering sectors particularly hard. The demand for engineering and manufacturing staff is at its highest for several years and this is causing companies major issues keeping up with orders.According to a recent report from the Open University:47% have said that failure to attract the right talent has had a serious impact of business agility and performance51% of permanent vacancies have been left unfilledThe industries average time to hire currently is 52 days, add 1 month notice could lead to 3 months to hire somebody. A contractor is a perfect stop gap solution until that person starts.Hiring permanent engineers continues to be difficult, not only because of the shortage of engineers but also due to engineers not wanting to move roles in these uncertain times. Whilst it’s a challenge to recruit permanent engineers, a lot of companies are turning to contractors and temporary engineers to help plug the gap they are currently experiencing. This is a quick way to solve your staffing problems and is an easy, flexible, high-quality solution and here at ATA Recruitment we can help you with that. In the last 3 months, we have experienced a high increase in demand for contractors.The number of contract vacancies we have been briefed on by clients has doubled from Q1 to Q2The number of contractors working through ATA has increased by 47%ATA’s contract division is highly efficient and we continue to place around 60% of the vacancies we are briefed on.How hiring an engineering contractor can help you as demand has increasedHiring contractors is a great strategy to increase skills and grow teams especially when requirements are constantly changing. Contractors can be extremely useful in times through a permanent skill shortage as businesses try to keep up with demand for their product. There are many benefits that contractors can provide to your organisation, and we’ve outlined them all for you here:1.ATA has a large pool of skilled engineering contractors availableWe have been supporting the manufacturing industry for decades, which means we have built up an extensive database of contractors for our clients. We have contractors available across all types of roles, so whether it’s a hands-on manufacturing role or a senior appointment you need, ATA is able to deliver contractors suited to your exact requirements.2.Reduced time to hireATA Contract has an average time to hire of 4.5 days from vacancy brief to offer acceptance. This shows that you can access those niche-skills quickly, making your business flexible and ready to cope with increases and decreases in demand.3.Contractors are a flexible resourceThe great benefit of using contractors is that you can engage with them quickly and release them quickly. Usually, contractors have a very short notice period and the process to let them go isn’t complex, you are paying for a service and if you decide you no longer need that service, you can stop using it. Contractors understand the nature of this and know they could one day be engaged on a contract and the next let go.4.It isn’t as expensive as you thinkIt’s impossible to determine the cost of hiring an engineering contractor – this will completely depend on the experience they have, the work required, and the sector they’ll be operating in. Remember when you are recruiting somebody permanent, the estimated additional costs on top of the salary are 33%, which includes employers NI, holiday pay, sick pay and other benefits, this is usually reflected in the contractors hourly rate along with some additional compensation for lack of long term security. The contractor is only paid for the time they work, which is great value for money, considering how sickness pay alone can impact your annual salary bill.5. Payroll is coveredContractors are typically paid weekly, and we have a fantastic back office team that manages this all for you. All you have to do is approve the timesheets and we’ll do the rest. We will make sure there are no issues with the contractors pay and any queries will be dealt with by the team directly with the contractor.6.Risk mitigated by ATA RecruitmentOur compliance team are excellent at mitigating risk, we have everything covered from making the sure the contractors have the right level of insurance through to advice on IR35. Our consultants are fully trained to offer your business advice on a process to allow you to arrive at the correct SDS (Status Determination Statement) for the contractor.If you would like to find out more about how a contractor can support your business, whether it’s now or something you may be considering for the future, please contact us by completing the form below or emailing info@ata-recruitment.co.uk. We would love to hear from you and discuss how we could help you.

Post Pandemic Recruitment Challenges

Post Pandemic Recruitment Challenges What a difference a year makes! At the height of the pandemic in 2020, the majority of companies had stopped all recruitment and candidate availability was the through the roof, primarily due to furlough and redundancies. Fast forward 18 months, and according to a recent article by the Guardian, the UK economy is experiencing its worst labour shortage since 1997. Staff availability has reduced at the quickest rate on record and from January to July 2021 there’s been a 200% increase in vacancies being advertised online. As a result, it’s safe to say the demand is certainly outstripping supply right now.What is causing this reduction in candidate availability? The obvious reason behind this reduction in candidate availability is that 1.3 million non-UK workers have left these shores through the pandemic due to Brexit, which has, of course, created a huge gap in the market. In terms of the remaining UK workforce, there is still a lack of confidence in the market as candidates continue to remain with their current employers for fear of losing their comfort blanket of furlough. Similarly, to many, the risk of changing roles appears just too great in the current climate. Alternatively, those that are looking to test to the water are only willing to move for improved working conditions and package(read our Candidate Survey 2020) which presents a whole of different set challenges for employers.What’s the knock effect of this for employers? In a recent report by the Open University, they’ve stated that: 67% of employers have had to put their salaries up to compete for talent at a cost of £2.16 billion 47% have said that failure to attract the right talent has had a serious impact of business agility and performance51% have left vacancies unfilledThe average time to fill a role currently sits at 1 month and 22 days. If you then add in an average 1 month notice period, roles are remaining empty for an average of nearly 3 months How will employers now combat these issues, what are the options available? Hiring graduate and apprentices? Both make sense as they are low-cost solutions based on salaries, but high cost based on training and the length of time before the reach full competenceTemporary or contract solutions to plug a gap? Short term this makes complete sense and it’s maybe not as expensive as you might think. Read our blog on Bouncing Back with ATA Contractors.Alternatively, employers can be looking at their recruitment policies, is now the time to look at skills rather than experience? looking at recruiting from different industries than they’ve previously hired from? Finally assessing their attraction strategy, just offering a good salary isn’t enough, training, development, further education, progression, working conditions and culture are what makes the difference in not only recruitment but retention tooAs employers, it is a unique position we see ourselves in considering the landscape of the market just 18 months ago. There’s so much to consider; candidate shortages, IR35 and Brexit implications; especially as employers devise their talent acquisition and retention strategies for 2022. I’ll be tackling some of these issues in more detail in my next blog, giving you further insight into how your organisation can effectively engage with the candidate market and set yourselves apart as an employer of choice.To discuss the details of this article in more detail, get in touch with ATA Recruitment Director, Chris Addison. Email: christian.addison@ata-recruitment.co.ukTelephone: 07787 289 367

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Are you giving yourself enough choice when recruiting?

Are you giving yourself enough choice when recruiting?With the skill shortage at its worst since 1997, staff availability having reduced at its quickest rate in history and with over 1 million vacancies open across the UK economy currently (a 20-year high) the knock effect has been huge. According to a recent report by the Open University:67% of employers have had to put their salaries up to compete for talent at a cost of £2.16 billion 47% have said that failure to attract the right talent has had a serious impact of business agility and performance51% have left vacancies unfilledThe average time to fill a role currently sits at 1 month and 22 days. If you then add in an average 1-month notice period roles are remaining empty for an average of nearly 3 monthsSo rather than just increase salaries to try and attract top talent, how about considering changing your recruitment policy and therefore not only giving you more options, but hopefully saving you time and money too.So, what is recruitment policy? Here at ATA, we break it down into 3 key areas:Physical facts – typically this will cover qualifications, knowledge, length, and type of experienceSkills – this is skills a person has developed during their career to date, for example using a particular 3D design package such as Inventor, or how a maintenance engineer might fault find using a PLCMotivations and Aspirations – this is what makes the person unique, it’s what drives them and makes them the person they areLet’s discuss physical facts. In the current climate with many companies experiencing increased demand whilst being short on head count, the natural reaction would be to try and hire with the relevant physical facts, a round peg for a round hole if you will. If you can find these people, then great as they will “hit the ground running” needing minimal training and support. However, for me recruiting based on physical facts comes with associated risk. How long will it take you to find that person? With the industry norm on time to hire being nearly 2 months, what’s the impact on your team of having that role being left vacant? How many engineers are demotivated right now with the amount over time they are having to do to cover the gap? Could the added pressure actually lead to you losing another member of staff? Also, when recruiting from the industry the risk of counter offer instantly goes up, if the person you are hiring is of the right quality then their current employer will fight to retain them and will certainly incentivise them to stay. If this does happen then you’re right back to square one.What about skills? Just because an Engineer has 10 years’ experience in a role, it doesn’t necessarily guarantee they are the right fit for your business, so what’s the alternative? We encourage our clients to think about transferable skills rather than experience. If an engineer can demonstrate that they have the key competences to do the role as long as they get the right support and development, then instantly you will have more candidates to choose from and typically hire faster.And motivations? If you then couple skills with identifying the right personal traits that fit your business, i.e. honesty, work ethic, ability and desire to learn, if you can find the right transferable skills and the right motivations and aspirations then we find our clients hire quicker, make better decisions, the time and money they save not waiting for their ideal industry candidate can be better spent training and developing those transferable skills and making the most of their motivations and aspirations.All the above is great in theory, but actions speak louder than words. Can ATA prove that this way of thinking actually works? We’d like to think so. So far this year:We’ve filled 51% of our vacancies once interviews have taken placeWe give each customer on average 3.5 qualified CVs for each role. (Each candidate has been fully interviewed for at least an hour)On average 2.4 interviews take place per role to make a placementOur time to hire is 22 days, a whole month quicker than the industry average.Now is the time, if you have vacancies to understand your marketplace of candidates, possibilities available and ultimately reduce the time (and costs) of vacancies. Work with us on your Recruitment Policy and uncover the opportunities of new candidates ready and available to you.To discuss the details of this article in more detail, get in touch with ATA Recruitment Director, Chris Addison. Email: christian.addison@ata-recruitment.co.ukTelephone: 07787 289 367

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