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 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.

1

Network
2

Processes
3

Service
4

Market Knowledge
5

Transparency
6

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

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: 07849 077 931Email: abbey.sawdon@ganymedesolutions.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Candidate Survey 2021 - It's Time To Prioritise Retention

Candidate Survey 2021 - It's Time To Prioritise Retention2021 was always going to be a challenging year for the manufacturing sector, and indeed the UK economy as a whole, as we waited to see the impact of Brexit and how businesses would cope as we came out of the pandemic.As the economic stability returned and companies began to focus on headcount growth, the gap in candidate availability highlighted a massive imbalance between supply and demand. This culminated in a total of 1.2m unfilled vacancies in the UK and the worst skills shortage since 1997.Many companies reacted to this by increasing salaries to help attract potential candidates. A study by the Open Universitystated that 67% companies put their salaries up at a cost of 2.16 million to help solve the problem. Although in the short term this will help, the knock on effect is often that everyone else does the same, making this tactic is unsustainable.There are many other options to aid your attraction and retention strategies (view our series on post-pandemic recruitment here). This series is based on our recruitment data from over the past 2 years, and will support your business as we look to support the growth of your business in 2022.However, we are now providing you with the live data from our candidate database on engineer behaviour and attitudes towards work in 2022. We have surveyed a cross section of our 48,000 engineers in our database to see how they were feeling and what is important to them as employees.The results are in, and makes for interesting reading for employers looking to increase and retain their workforce in this climate. Whilst increasing salaries will be an important factor, there’s certainly a lot more for employers to consider.Out of those surveyed, how many are currently in work?Total number of responses in work was 84%, where as out of work was 16%How many are looking for a new role?Despite only 16% being out of work, a total of 71% are looking for a new roleWhen deciding what business to join what are your deciding factors?59% training and progression53% salary52% feeling valued43% stability21% shifts14% flexible workingFor those looking to move what are the reasons?21% don’t feel valued by their employer15% lack of training24% lack of progression27% salary1% otherChange in salary in 202114% increased64% no change22% decreasedAs a result62% are satisfied38% are not satisfied with their salaryHow would a candidate search for a new role?59% would upload a CV to a job board and wait to be approached52% Would apply through a job board31% would apply through a specialist recruitment website22% prefer to be approached by a recruiter that they have previously registered with18% would search via a search engineA company is only as strong as the people it employs. Is it worth running your own survey? If you need support or advice, we’d be happy to help, we could even design a survey for you.We will also be releasing our annual Salary Survey in the coming weeks, which will convey data gathered from all the permanent and contract placements we have made throughout 2021. This extensive report, together with the feedback from candidates and their employment plans, ATA Recruitment hold the knowledge and expertise to ensure you're ready to face the growing concern of staff retention.

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. Alongside the above, we offer our Consultants a flexible, agile working policy. We have numerous incentives and prizes outside of our generous basic salary and commission scheme and encourage healthy competition between our staff. Due to expansion, we are looking for the next Leaders of our business, with fast-tracked routes to management available for high performers that also demonstrate they can behave in the correct way and uphold our high company standards. Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

High Profile Clean Energy Project Partnership Provides New Opportunities for Engineers in the UK

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

Thriving as a Woman in Engineering

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

Reflections on Rainbows partnership for 2021

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.

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 Ganymede and ATA today. Send your CV to rachael.bailey-frost@ata-recruitment.co.uk or complete the form below.

ATA Recruitment are sponsoring East Goscote United Girls and Women FC with Rainbows

ATA Recruitment are delighted to announce that we are sponsoring the East Goscote United Girls and Women Football Club this season with our chosen charity, Rainbows.About East Goscote United Girls and Women Football ClubWe are sponsoring East Goscote United FC U’11 Panthers, who play in the Leicestershire girls league. They are a mixed ability team with a number of players who are brand new to football, so their focus is to develop their technique whilst making sure they enjoy playing and stay in the sport. A historic year for women’s football2021 is a historic year for women’s football. In 1921, the FA chose to ban women’s football from its clubs’ stadiums, claiming ‘the game of football is quite unsuitable for females and should not be encouraged.’ The ban was thankfully overturned in 1971, making 2021 a century on from the initial ban and marking 50 years since that ban was overturned. With its popularity increasing year on year, we want to help the industry encourage more females into the sport and create a more inclusive environment for all. As such, this sponsorship aligns perfectly with our Being Social Responsible strategy. It is great that we are able to support our chosen charity, Rainbows, whilst also making a positive impact to our community. We are very excited to be part of the girls football journey and wish them every success in their fixtures.Who are Rainbows?Right from the start of 2021, ATA has worked in collaboration with our chosen charity partner, 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.

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

Transferable Skills – Why Recruitment is for everyone

Sales to Recruitment: Why You Should Make the Move

Why you should be looking for your new job in December

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 Recruitment?

I speak to a lot of people daily who are not sure if a role in recruitment is right for them. Most of these people have either had a bad experience in a recruitment/sales role themselves or know someone else in their network who has. However, 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 through them 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 Ganymede and 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. Ganymede & ATA Recruitment are both actively recruiting now in the East Midlands and London. 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 Ganymede and ATA Recruitment today. Send your CV to rachael.bailey-frost@ganymedesolutions.co.uk or contact Rachael on LinkedIn today.

Starting a new job during a pandemic

Starting a new job is a daunting prospect at the best of times. Factor in the all the changes and adaptations to working life that have been implemented over the past 12 months and it is unsurprising that we are feeling cautions about making a move. Without the support, encouragement and advice of our colleagues, work can become stressful, and it is more important now than ever that businesses are ensuring their employees are not isolated and able to maintain great relationships. When starting a new position, you must build new relationships and given the fact most of us are now working from home, businesses need to ensure they are taking this into consideration when it comes to their induction process.ATA Recruitment have continued recruiting throughout the pandemic. Although, we have been mindful of the fact that are new starters are joining us at strange and unprecedented time. I’m pleased to say we have successfully inducted a number of new employees across all areas of our business and below are just some of the steps that we have taken to make their start as easy as possible.Virtual Meetings Every new member of staff is introduced to their team virtually. Team meetings are an open forum in which our challenges are discussed and successes celebrated! Despite the fact that they have not been able to spend time with their new colleagues face to face, our new starters quickly become valued members of our team. Digital Marketing Executive Ashleigh Lancaster, who joined us in December 2020 said the following about her relationships within the business:“We communicate daily over MS Teams and work as collaboratively as we would do were we in the office (we even still had the obligatory Christmas Quiz!) Whilst I can’t wait to get in the office to spend more time with my new colleagues, I couldn’t be happier with my new role and I feel as though I have already built strong relationships within the team.” Training and Development Just because we’re not in the office, doesn’t mean our training isn’t as effective! We have moved the majority of our training online. Some is conducted through our training portal and some done ‘virtually’. Different members of our leadership and recruitment team are always on hand to welcome and support you through our structured 12-week programme. As restrictions continue to ease, we have also begun weekly socially distanced training in the office in small groups to maintain face to face contact where possible. Recruitment Specialist, Asad Hussain, who joined us in February 2021 said the following about his induction with us:“The team have been very impressive thus far and they have not compromised on any of my induction or training whilst I have been in the role. They have put great processes in place to ensure I have the best possible start. So far, things are going very well for me in the business and they can only get better. I have the flexibility of working from the comfort of my own home when I need to and I have been provided with all the equipment I need to do so. I also have the benefits of 1 to 1 training and a very easy going and understanding manager who is providing me with all the training, tips and tricks I need to be successful.”ATA ConnectNot only have we taken steps to ensure our new employees have the best possible start with us from a social perspective, it’s also important that we equip all of our team with the tools they need to be successful. Alongside providing all of our staff with the IT Equipment required to move their workspaces to their homes, we also invested in numerous pieces of software to help our clients and candidates with their recruitment processes. Connect is the latest Video Software, designed specifically for the screening and interview process. By making the process smooth and more user friendly for candidate, client and internal employee, Connect solves many common problems in the virtual recruitment process. This ensures our staff are able to make the best use of their time whilst working remotely. Wellbeing Support As highlighted by the Mental Health Foundation, it is said that “74% of UK adults have felt so stressed at some point over the last year they felt overwhelmed or unable to cope”. It is vital to us that our employees still receive the wellbeing support they would in an office environment. As such, fully trained Mental health first aiders are on hand should any of our new starters or existing colleagues require a confidential discussion regarding their wellbeing. Likewise, employees have access to the Employee Assistance Programme – a support network that can be accessed anytime, anywhere. Designated, trained consultants are available to provide advice and support on a variety of issues, whether they be at home, at work or health related. Similarly, we may not be able to take part in our usual social activities due to current restrictions, but that doesn’t mean we aren’t staying in touch and maintaining our relationships outside of working hours. By taking part in team activities such as 310,000 steps for Samaritans and the Rainbows #LeicesterToLeHavre challenge, employees can still enjoy friendships across the business.Join the ATA Recruitment team todayDue to growth, we have a number of Recruitment Consultant jobs in both Leeds and Leicester. We 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! Either call me directly on 07920 595 229 or send your CV to rachael.bailey-frost@ata-recruitment.co.uk.

Brand new office for ATA Leicester as growth continues

After doubling in size over the last 5 years, we have relocated our Leicester office to accommodate 20 brand new roles and the continued growth of the business.Our team of 18 recruitment consultants now reside in a bright and contemporary office close to the A46 with plenty of space for expansion.“We’ve now got an environment with the wow factor that reflects the caliber of the people working in it” said Chris Addison, our Leicester Branch Director.ATA have reinvested a large amount of our profits over the last two years back into the business. As well as creating new roles for the city, significant amount has been spent on fixtures and finishes including a large centrepiece image of the Leicester skyline taking precedence on the wall.Marie Joel has been with us for over 5 years and she’s excited about the move: “We want to show that we care about where people work and their environment. I think it’ll make a great first impression to new staff” she said.We are now looking to recruit ambitious individuals to join the team in the slick new office. “We want people that are driven and success hungry but also want to train and develop. It’s a competitive, fast and dynamic workplace that rewards hard work” said Chris.To apply for a position within ATA Leicester you can get in touch using the buttons below:TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER

Transferable Skills – Why Recruitment is for everyone

Reflections on Rainbows partnership for 2021

Why you should be looking for your new job in December

Post-Pandemic Attraction and Retention

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

IR35 - What Happens Now?

Now that the changes to the off-payroll legislation have come into force, how have businesses and contractors been affected and what will this do to the contract and interim market in the future?There was a great deal of concern about how companies would deal with the changes and even with the extension of the deadline due to Coronavirus, companies were still leaving it until the last minute to make status determination statements for their existing contractors. I worked with several different businesses in the run up to April 6th 2021 and most of them used two different approaches. Some companies opted for a blanket refusal to engage with PSC’s (Ltd Companies) or determining that all contractors were Inside IR35, whilst the rest worked collaboratively with their contractors and the hiring managers to understand the working arrangements (SDC), the financial risk involved for the contractor, engaging a substitute and mutuality of obligation. What immediate changes have we seen in the market?Moving forward now, the market seems to have instantly changed and there has been a large reduction in Outside IR35 roles advertised in the market. On CV Library for example, there are currently 1806 contract engineering jobs across the UK that have been advertised in the last 28 days, only 66 specifically state that the contract is “Outside IR35”. A large percentage of clients are only looking to engage with contractors / temporary workers that will now look at “Inside IR35” contracts and be paid on a PAYE basis to ensure they are not exposed to any risk. Whilst this is a massive negative for PSC’s that want to continue with their Ltd company status, it hasn’t reduced the number of contractors / temporary workers applying for contracts. PSC’s have been hit doubly hard with the market shrinking due to Coronavirus and the changes in the off-payroll legislation reducing those roles Outside IR35. It has really played into HMRC’s hands as whilst demand for engineering contractors is increasing, there are more than enough people on the market that will consider Inside IR35 contracts or are looking at permanent opportunities. For instance, in the last 4 weeks ATA Recruitment have advertised Inside IR35 and Outside IR35 maintenance and design roles, the response has pretty much been equal and the response from contractors is that they don’t feel like they have any choice other than to look at Inside IR35 contracts or at permanent staff roles. What do our customers say?One contractor who has run his own PSC for the last 20 years said “I feel like I have no option now other than to look for a permanent staff role, I will consider an Inside IR35 contract, but it will have to be paid PAYE as I will be shutting down my limited company over the next few weeks once all my invoices have been paid.”Companies still want a flexible workforce, although only a few companies are taking the route of completing an SDS for each role, they are unlikely to find it difficult to find contractors that will take either an Inside IR35 or Outside IR35 as contractors just aren’t voting with their feet currently. One company we worked with in the lead up to April 6th have said the following. “Our flexible workforce is an important part of our business. Before the legislation changed, we conducted a full IR35 status assessment of our current contractors. Our focus is now on continuing to ensure we are compliant with IR35, which is an ongoing process. We have reviewed our process for renewing terms with current contractors and for engaging new contractors. As each new assignment requires a new status assessment, we have adopted a pro-active approach to ensure that working practices agreed are reflected in the written agreements. This will help us mitigate the IR35 risk effectively and ensure we are fully compliant." HR Manager – Automation Manufacturer.This company are taking a pro-active approach to contractors moving forward and this is really refreshing to see. Hopefully other companies will take this route when the market changes and as demand increases and supply decreases, companies will utilise limited company contractors in the right way and make fair assessments based on the contract they are carrying out, their working arrangements and the limited companies financial risk. What will happen next?Limited company contractors are so important to the engineering and manufacturing sectors and they are key to the growth of our economy. Maintaining a flexible workforce is essential for a lot of companies currently as there is still a great deal of uncertainty in the market due to Coronavirus. I believe once everything has calmed down, there will be a more pro-active approach taken by companies in making individual SDS’s when they engage with Limited Company Contractors, I just hope there will be enough of these contractors out there and with any luck, they have not all closed their Limited companies. If you are a company looking for a contractor / temporary worker or a contractor looking for a new contract, then please get in touch with Steve Harrhy:07827 295 376steve.harry@ata-recruitment.co.ukVisit Steve's profile

Candidate Survey 2021 - It's Time To Prioritise Retention

Post-Pandemic Attraction and Retention

ATA Engage

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

Bounce back with ATA Contractors

Post Pandemic Recruitment Challenges

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

Annual Regional Maintenance Salary Report 2020

ATA Recruitment's Annual Regional Maintenance Salary Report 2020 is available to downloadWith over 50 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment have established themselves as market leaders. Not only do we pride ourselves and providing a quality service, but we like to share our market expertise with you too.You may have already seen our permanent salary survey report detailing the average salaries offered to our candidates in 2020. The recruitment of Maintenance Engineers across the UK is a huge proportion of what we do, so we thought we would give you a more detailed breakdown of the market.2020 was a challenging year for everyone due to the pandemic and economic uncertainty caused by it. However, the need to attract and retain good quality Maintenance Engineers is still an ongoing challenge for our customers.We continue to see a widening skills gap in the market, and the rapid growth of markets such as automated distribution has seen companies constantly reviewing and increasing their salaries in an effort to remain competitive.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:FoodAutomated DistributionConstruction MaterialsFMCGGeneral 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 2020Get in touch If you would like to discuss the findings of the report in more detail or if you’re looking for a maintenance recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a new opportunity or want to hear about future positions, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.

IR35: Important Information for End Hirers

Following the Chancellor's budget announcement, we must now assume that the IR35 reforms in the private sector will continue to go ahead as planned on 6th April 2021, and end hirers need to ensure they are all fully aware of how their responsibilities are changing.What is IR35?IR35 is a piece of legislation designed to tackle what the HMRC have called ‘disguised employment’. Using a number of factors, it aims to differentiate between PSC contractors who are genuinely in business on their own account and those who should be considered employees for tax purposes.What does it mean for you?As of April 2021, it will be the responsibility of the end hirer to assess the employment status for tax purposes of all PSC contractors. In line with the legislation, you are required to take reasonable care in doing so, which means you need to properly assess the status of your contractors, provide a determination, and provide an explanation behind your decision.What should you do now?Time is ticking but there is still time to make sure your business is fully compliant with the changes to the IR35 legislation using the following steps:Assess your workforce. You’ll need to know how many contractors are working through a limited company, where there are, and what they do.Consider your options. There are a number of ways in which you can make your status determinations, including using a third-party provider or utilising the HMRC’s Check Employment Status for Tax (CEST) tool, so you’ll need to decide which one is right for you.Carry out your Status Determination Statements. To get the most accurate assessment on whether or not a contractor should be considered Inside IR35 or Outside IR35, you should be liaising with the contractor themselves and their key points of contact within your business, so communication is key.Pass the Status Determination Statement down the supply chain. Your responsibilities under the legislation require you to pass your decision and the reasoning behind it to all interested parties, namely the contractor and the agency who engages them.Communicate with your supply chain. It’s important to protect yourself by ensuring any recruitment agencies within your supply chain are complying with the decisions you have made and are deducting PAYE Tax and National Insurance Contributions as required.Reassess when needed. You need to assess the IR35 status of PSC contractors any time any element of the worker’s contract or their working practices change. Depending on the nature of their engagement, you will also want to reassess every six to twelve months to ensure you and they are still compliant with the legislation.If you're unsure about any of the above, or require some advice and support on how to assess your contractors, get in touch with our specialist team as soon as possible to ensure you're IR35 compliant.