Engineering Recruitment | Employers

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.

Executive Search

Our executive search service is completely tailored to the needs of your business. Added extras include advanced screening processes and psychometric testing.

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
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Service
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Market Knowledge
5

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

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

Candidate Survey 2020 - A New Landscape in Recruitment

2020 has been a challenging year for both employers and employees alike Many companies have been faced with the unenviable task of furloughing members of their staff or making redundancies in an effort to navigate these choppy economic waters. Whilst doing so, how many employers are really thinking about the needs of their staff? Do they feel valued, developed or paid enough? Do they feel like their employers have communicated well with them through these uncertain times? With over 45,000 engineers in our database from the last 5 years, we have surveyed a cross section of engineers from a variety of industries such as Food, Automotive, FMCG and Aerospace. The consensus makes interesting reading: 71% of those surveyed are still in work Of the 29% that are out of work, 68% is due to COVID -1959% felt that their company had communicated well or very well through the pandemic, 20% felt that the communication has been poor 64% are looking for a new role, of which 54% are still in work Of that 64%, 27% are looking to move due to a lack of progression and training and 50% are due to environmental factors including, salary and benefits, shifts, travel 45% who have applied directly to employers feel that their recruitment experience has been positive, whilst 29% rated it average and 25% said it was poor 45% feel their mental health has been affected by the pandemic As we move into 2021 and hopefully a return to normal, it is worth asking yourself the following questions as an employer Are you doing enough to retain your staff? Do they feel engaged? Is the flow of communication good enough? Or are you about to see your attrition rate increase as market confidence increases? A company is only as strong as the people it employs, so 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 January 2021, which will convey data gathered from all the permanent and contract placements we have made throughout 2020. This extensive report, together with the feedback from candidates and their employment plans as the year draws to a close, ATA Recruitment hold the knowledge and expertise to ensure you're ready to face the growing concern of staff retention.

The risks behind recruiting during Covid-19

As we entered 2020 the manufacturing industry was experiencing a marketplace with limited candidates and a widening skills gap. Our experts saw overwhelming evidence that most companies’ reaction was to increase salaries as their main tactic to incentivise people to stay or to attract new talent (data from ATA Recruitment’s 2019 Annual Engineering Salary Report).Covid-19 arrived and changed the landscape dramatically with the supply and demand of vacancies and candidates reversing. Suddenly as recruiters, we saw advert responses increase - for one of our maintenance engineer vacancies alone we received over 300 applications!Some employers saw an opportunity to tap into the increased candidate availability by advertising and hiring themselves. Although this may reduce recruitment spend in the short term, there are many potential risks of recruiting in the current climate. Chris Addison, ATA Director shares some key factors to think about when recruiting to help you reduce the risks:Selecting unsuitable candidatesWith some candidates out of work due to Covid-19, or seriously worried about their job security, many people may be accepting roles just because they need a job, not because they want it. When interviewing a candidate ask yourself, is the candidate:Overqualified?Used to earning a higher salary than you can offer?Used to a role that requires less travel or a shorter commute?Used to working the shift pattern/working hours you are offering?If the answer to any of these questions is yes, then the chances are these candidates will either continue to look for a job once they’ve joined. Or they will be back on the job market as soon as they feel it is safe to do so.Why would they say no?Don’t just assume that in the current market a candidate will just accept your offer. Good candidates still have multiple opportunities available to them. Candidates who are in work are understandably nervous about changing roles - is the risk too great? Are they more susceptible to counteroffer than ever before?Make sure you take the time to assess and get to know the candidate. Do this well and the candidate will always accept. If not, you may find yourself having to fill the role twice.Can you spare the time?With so many applicants available how long is it taking to sift through all the CV’s? Are you able to reach out to all suitable candidates? Do you have the resource to speak to all relevant applicants? How do you ensure you interview the best person and not just the best CV? You may be missing out on good candidates if you’re not getting to them quickly or thoroughly enough.Think about the futureWith so many candidates to respond to are you taking the time to acknowledge and respond to all applicants about whether they are successful or not? Just because you feel spoiled for choice now, in 6 to 12 months candidates who you may not want to meet could be suitable for other roles. Make sure every candidate has a good experience or you could end up damaging your company's brand.When recruiting, the objective is always to find the right candidate in the most time-efficient and cost-effective way. However, recruitment always comes with its challenges, even for those who do it as their day jobs. So, think about the risks, is it better to do it yourself or will it be easier to delegate to someone else? There’s never a right or wrong answer, but our advice is to think through all the options before you begin the process. Try to choose the one that will give the best long-term results.ATA Recruitment is here to support youHere at ATA Recruitment we can help eliminate the risks associated with recruitment by managing the whole process for you, or even part of it depending on your requirements. Our latest video interviewing platform, ATA Connect, is designed specifically for the screening and interview process to keep your pipeline of talent moving. We have been supporting the manufacturing and engineering industry for decades. Our experts have access to a wide pool of candidates, ensuring your business gets the right person, at the right time and cost, and more importantly, for the right reasons.If you would like to have a chat about your current recruitment process or if you want to understand the potential risks involved, get in touch with our team of experts.

Bounce back with ATA Contractors

As lockdown eases across the country, the engineering and manufacturing sectors are showing positive signs of the economy improving, with the PMI for manufacturing alone rising from 40.7 in May to 50.1 in June. So, as the industry begins to make its way back to recovery, businesses may be asking themselves these questions: How will you bounce back as a business?How as a business will you cope as the market continues to improve in the coming months? Are you nervous about increasing permanent headcount?How will you ensure that you can increase capability whilst there is still uncertainty? How will your recruitment strategy change?How hiring an engineering contractor can help youHiring contractors is a great strategy to increase skills and grow teams especially when requirements are constantly changing. Contractors can be extremely useful in times like these as businesses try to balance their headcount and changing productivity levels. There are many benefits that contractors can provide to your organisation, and we’ve outlined them all for you here:1.There is 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 its a hands-on manufacturing role or a senior appointment you need, we are able to deliver contractors suited to your exact requirements.2.You can hire contractors quickly and safely through our Covid-19 safe hiring processOur new innovative hiring technology ATA Connect, allows us to remotely record interviews which are instantly available to you through the ATA Connect portal. This gives you a first look at the contractor prior to your interview with them, dramatically reducing the time to hire while operating safely during the pandemic. Here is what one of our clients thinks of ATA Connect: "Our team at Terex found the ATA-Connect extremely helpful towards filling one of our recent vacant roles. The video software gave us the opportunity to be involved right from the beginning and have increased visibility and control of the shortlisting process. The video screening was not only super-fast and efficient but also made the whole experience a lot more personal and interactive. I would definitely recommend it for any business and candidates who want to make the most out of the process.”3.End to end solutionATA Recruitment has an end to end portal solution to keep all of your contractor information in one place. Whether that be live vacancies, CV submissions from various recruitment agencies, spend analysis, timesheet approvals and invoicing. You can utilise this portal as a neutral vendor or as a managed service provider, making it a flexible and versatile solution. 4.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.5.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.6.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. You may panic when you see a daily contract rate, but keep in mind that there are no other costs involved, such as holiday pay or sick pay. 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.7.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. 8.Risk mitigated by ATA RecruitmentOur compliance team are excellent at mitigating risk, we have everything covered from making the sure the contractors has the right level of insurance through to 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 its 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.

Keep Hiring with ATA Connect

In the current climate many businesses are facing challenges, however, some are needing to carry on as normal or even looking at growth. Face-to-face interviews are no longer taking place (or at least not without with considerable challenge), and more and more people are turning to video technology to maintain momentum with their hiring plans.Don’t let the current situation hold you back from achieving your goals. Positions still need to be filled, and you can still secure great candidates and get them up and running remotely. The companies that will be least affected by the unforeseen challenges Covid-19 has thrown at us will be the ones that manage to maintain operations as close to business as usual as possible. Don’t let social distancing stop you from securing your dream hire. ATA Connect, our new instant video interviewing software is the answer to business continuity and here’s why…FlexibilityFirst off, there’s no travel involved, and this means you’ll have access to candidates from further afield as they can interview from wherever, whenever giving you a much wider pool of talent to choose from. There’s also no time off required which is perfect for candidates who are considering their options but who might struggle to get time off from their current roles. With self-isolation and social distancing on everyone’s mind, the flexibility video offers is essential for combatting the impact of Covid-19.TimeAdding video interviewing to your hiring process increases the interview to hire ratio by 70%. No longer are candidates judged solely by words on a CV (the usual ‘first sift’ process). Instead, they can talk through their skillset in detail using our solo interview screening functionality.We’ll conduct your first stage interviews for you. Then we’ll send these back to you in a candidate shortlist for review. So, you’ve immediately skipped a whole stage in the process. Plus you’ve avoided needless diary coordination and saved time sitting through interviews (even virtual ones) with people you know aren’t the right fit.TalentThe fact is people are still hiring. Agile businesses are determined to keep going and are not taking this lying down. We know not every business is in a position to hire, but for those that are, they will need to adapt their processes to capture the best talent. Introducing video to your hiring process instead of putting a stop to it until it’s all blown over ensures you’re not missing out.Get In touchFind out how ATA Connect can save time and get the best talent to keep your business moving forward by completing the contact form below.

ATA Connect vs Video Conferencing

The whole world has currently had to change and adapt to survive in the new climate, and the engineering and recruitment sectors are no different. With most business being carried out online and social distancing measures in place, how can companies continue to hire new staff safely, quickly and in line with the constantly evolving COVID-19 guidelines? We have the solution, and we believe that you will agree that ATA Connect will help you continue to hire efficiently, safely and seamlessly now and after the pandemic has passed.One of the most common questions around specialist video interviewing software is, “yes it sounds good, but surely you can just use Zoom/ Microsoft Teams/Skype etc?”. Of course, these are all brilliant for video conferencing and since we’ve all been working from home, they have been great for keeping client, candidate, and internal meetings going ahead as planned. But that’s what they are designed for, video conferencing, not specialist video interviewing.What’s the difference?Technically they both involve video, audio and more than one party so in that sense, not much. The needs of a hiring manager are very different to those of someone attending a video conference however, so the platform, user interface and ways of using this technology are very different.Here’s the main value ATA Connect can bring to you over just using other video conferencing software.Live interviewsFor starters, ATA Connect allows you to host either a live interview which can be recorded to watch back or a solo one-way interview, where the candidate answers predetermined questions in their own time to submit for review. Both forms of interview differ to telephone or other online interviews in that you don’t have to just take the consultant’s word for it that they are a match for the role, you can watch for yourself.Effective shortlistingWe send you a link and all the videos of candidates that we believe are a match. This means all the candidates are in one place, so there is no need for multiple emails. We can also attach the candidate's CV, documents and any notes in with their video.You save lots of time because if you don’t think they are a good fit for the role within the first 5 minutes of the interview you can either turn it off or skip to the questions you think are more important to make your decision. If the first stage interview was conducted on zoom, skype or teams and therefore not recorded, you wouldn’t know until the candidate sat in front of you (either live virtually or face-to-face) that they weren’t right but you would have to conduct the whole second stage interview anyway.Support for candidates and clientsOur specialist video interviewing software has embedded training videos to metaphorically hold your hand while you’re getting set up. So, don’t be worried if you’re uncertain about the terms, “live interview”, “solo interview” or “shortlists” because there’s easy to understand instructional videos and demos to watch in your own time. And there’s a UK based support and development team who are there to help you or your candidates should any issues arise. Not only that, it is being hosted by a recruitment provider so if you don’t get the results you wanted, we’re already one step ahead in helping you find the right hire quickly and efficiently.So yes, if you need to do some video you can use a conferencing facility. If, however you want an organised, sustainable and cohesive way of transforming your hiring for the ‘new norm’ then you should take a deeper look at ATA Connect.Contact UsGet in touch with our team to discuss how ATA Connect works and how it can benefit your business by completing the form below.

Combatting COVID-19 - We Can Keep You Moving

You’re likely facing a few months of uncertainty around hiring. Frustratingly, it feels like a long time to press pause on processes you've worked so hard to mature. For that reason we've taken measures to make sure you’re in a strong position, both during the pandemic and when COVID-19 passes.On average, a talent pipeline takes 2-4 months to mature. This means we run the risk of turning a 3-month problem into a 12+ month problem if we take drastic measures and press stop. But we can’t simply carry on as normal either. We must find a way to slow down your process enough to cope with the change, whilst maintaining momentum with candidates to support your hiring plans for the remainder of the year.Our new instant video technologyIn line with our commitment to deliver excellence to our clients, we have launched our innovative instant video platform, ATA Connect.The video software is designed specifically for the screening and interview process to keep your pipeline of talent moving. Offering our clients increased reach, greater flexibility and hiring efficiencies during these challenging times.We understand that every business requires different levels of support when it comes to recruitment. So, whether you need help with part of your recruitment process or all of it, our flexible solution allows you to select the parts that are most suited to your current needs.Record interviews and involve decision makersThis technology, which is the most streamlined available on the market, allows us to provide recorded live interviews between our recruiters and candidates. We can also now involve your hiring managers in the process too. These interviews can then be shared with any decision makers in your business, without the need for diary co-ordination. You will be able to give and view feedback instantly, allowing you to collaborate in a cohesive way over identical questions and responses.Increased reach and easy to useWe’ve chosen a specialist provider that allows interviews to take place on laptop, tablet and mobile devices in low bandwidth situations, giving us access to even the most remote candidates. The tech requires no downloads, registrations, or dedicated logins, ensuring candidates with any level of technical ability can take part. We simply send a link, which they click once, and they’re ready to go.Improved screening processWe have the ability to record one-way interviews of candidates. This means that you can give us written questions that display one at a time to the interviewee, allowing them to record the answers to the questions on their own and submit the video back to you.Easy to access and reviewWe can present the videos back to you in an interactive shortlist page which gives you full visibility of everyone in the process. These pages have commenting functions for each candidate shortlisted, as well as a document viewer that can hold up to five supporting attachments, such as a CV, certificates or proof of eligibility to work in the UK. All of this means you retain complete control throughout, even during this time of unforeseen disruption.Get in touchIf you would like to find out how we can keep your pipeline of talent moving or want to simply discuss your current recruitment challenges, please get in touch using the contact form below.

COVID-19 Marshals Available

As businesses begin to plan how to re-open workplaces and mobilise their staff, managing health and safety in line with Government guidance is a critical part of the planning process. So, how do businesses ensure their staff can continue to work while staying safe? To help you operate your worksite or workplace safely, ATA Recruitment can support your business with dedicated COVID-19 marshals during the coronavirus pandemic.Supporting the industry to stay safeAs our sister company, Ganymedecontinues to support the safe delivery of rail infrastructure projects to help keep Britain moving, COVID-19 marshals have been deployed across rail sites to ensure work is carried out safely while adhering to Government guidance. We are taking this best practice and sharing it across other sectors - COVID-19 marshals can be deployed to all types of work environments across any industry. How a COVID-19 marshal can help youOur dedicated COVID-19 marshals can support and manage:Social Distancing - Your workplace will be supervised ensuring the 2-metre social distancing guidelines are adhered to at all times.Correct PPE - Where a 2-metre distance can’t be maintained, they will ensure all staff have the correct PPE for the task to be carried out.Welfare Facilities will be supervised and work surfaces will be regularly disinfected including contact points such as door handles.Transport Checks - Vehicle occupancy will be regularly checked and marshalled in line with Government guidance.Here to support youWhether you're a small or large business, our COVID-19 marshals will address the concerns you may have such as:How can I maintain social distancing on my workplace?How to ensure my staff are safe on my workplace?How will I manage my workplace in line with coronavirus (COVID-19) health and safety guidance?Contact UsFor information and advice on how ATA Recruitment can help your business, get in touch with us on info@ata-recruitment.co.uk

Annual Engineering Salary Report 2019

Due to the outbreak of COVID-19, many companies will be reassessing their recruitment strategies and likewise, candidates will be thinking about career opportunities. ATA Recruitment has developed a salary report based on data gathered from all the candidates we have placed over the last year, providing a holistic picture of the average salaries across different disciplines within the engineering and manufacturing sectors. During these challenging times, we understand our clients will be aligning their budgets to future resource planning requirements, and we are often asked what the average salary is for roles within the engineering and manufacturing industry. We also understand our candidates may be wondering whether it's the right time to change their job or if their salary is above or below the average. Average Engineering Salary ReportUsing our data from thousands of placements made in 2019, we decided to publish this report to coincide with the end of the financial year to help our clients with their resource planning. We answer some of the most common questions, including the average salaries across the following disciplines: Maintenance, Quality and Manufacturing, Design and Projects, Technical Sales and Management. So whether you’re advertising a single job or recruiting in high volumes, it’s important to know what salary to offer.ATA Recruitment has been supporting the growth of the engineering and manufacturing sectors for over 50 years. Over this time we have developed a thorough knowledge of the marketplace through both experience and data analysis, helping our clients find the best talent suited to their business needs. As well as insights within this report, ATA Recruitment can also provide tailored expertise and regional knowledge to both our clients and candidates during these challenging times.Download the salary reportThe 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 brief form below to download.Get in touch If 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, please 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.

Candidate Survey 2020 - A New Landscape in Recruitment

The risks behind recruiting during Covid-19

COVID-19 Marshals Available

Annual Engineering Salary Report 2019

How to Effectively Work from Home

The Government has recently announced that people should work from home where possible during the current Coronavirus outbreak. Working from home has become popular over the years but for many, it will be a new way of working. What if you have never worked from home, what if you don't have a home office set up? Don’t worry, we have compiled a list of 7 top tips to make sure you are working as effectively as possible from the comfort of your own home. 1. Try to replicate your morning routineOne of the most important things to do is to create the right mindset to work from home, and this should start as soon as you wake up. That’s right, you need to continue setting your morning alarm, getting showered and dressed, eating breakfast and anything else you would normally do before work. Use the time you would normally spend commuting to do something productive like walking the dogs, making breakfast or just catching up with the news.It may seem strange putting your work clothes on just to stay in but, it will help tell your brain that it is work time and not relaxation time. 2. Create a suitable workspace Now you’re up and ready for work it’s time to make sure your workspace is ready. Here are some dos and don'ts for creating a suitable office space whilst you work from home: DO Make sure you have a clean large enough surface. - Similar to your office, you need enough space for your cups of coffee, documents, mouse and anything else you normally have on your desk. Make sure you have a comfortable chair - the last thing you want to do is spend all day sat on an uncomfortable chair.Try and set up a second screen if you use one in the office - this could even be your TV if you don’t have anything smaller. Simply connect your laptop to a TV (usually with an HDMI) then you will have your second screen ready to go. DON’T Work in bed - this may seem like a great idea but it’s not, your brain has learnt to associate the bedroom with being relaxed. Trying to work whilst your brain wants to relax is never going to work well for your productivity. Work in front of the TV - again this sounds like a great idea but realistically you are not going to be as productive whilst trying to watch your favourite series - why not stick the radio on instead? Work on any free surface you can find – If you are not comfortable you will not be able to produce your best work and even worse it may lead to health issues. 3. Try to replicate your working routine as much as possible In order to keep yourself in the right frame of mind, it is important to try and replicate your working routine. That includes your working hours, your tea and coffee breaks and your lunch schedule. Make sure you plan regular breaks and make sure you follow the governments advice about working safely with display screen equipment. 4. Plan your time and exactly what you want to achieve each day One great way to keep productivity at a high is to plan your workflow. At the start of the day, you need to know what your priorities are, what you need to get done first and what you want to work on if you have extra time. Check out our blog about effectively managing your time here. If you are part of a team it may be worth holding daily catch ups to ensure you are all on task and achieving what you need to achieve. 5. Keep work time and personal time separate So, you have your schedule and you’re burning through tasks but it’s already the end of the day, you might be tempted to carry on working as you no longer have to commute and you’re in a good flow. Which is great, however, it is just as important to give yourself some time off when you’ve promised it. Try not to extend your workday too far over what you planned, as this might lead to burning yourself out and starting to see your home environment as a stressful place. By doing this and keeping work time and personal time separate should make you more productive at work and less stressed when you aren’t working. 6. Use the correct software and tools We are fortunate that we live in an innovative world where the likes of Microsoft Teams and Skype have made it easier than ever to keep in contact with work colleagues, whether that's instant messaging, video calls or conference calls. Choose the correct tool that works for you and your team to make sure you stay in touch with what’s going on. 7. Stay connectedMake sure you’re still picking up the phone or getting on skype and teams and having conversations where you can. There are number of benefits of having conversations out of email, firstly you get to bounce off one another and keep those creative juices flowing, secondly it’s important to stay social when you’re removed from those people at work, don’t be afraid to just have a general quick chat.Want to read more tips and advice like this? Make sure you sign up to our blog to receive them directly in your inbox.

Average Engineering Salaries in the Midlands Report (2018)

Whether you’re an employer wanting to recruit engineers and gain a better understanding of average engineering salaries, or an engineer just wanting to ensure that your salary is in line with the average, this report is perfect for you. We answer some of the most common questions, including the average Maintenance Engineer salary in the UK. Job roles covered in this report include Electrical Maintenance Engineer, Mechanical Design Engineer, Manufacturing Manager, and many others.We’ve been recruiting in the engineering sector for over 50 years, and in this time have developed a thorough knowledge of the marketplace through both experience and data analysis, helping our clients to achieve fast, simple and effective recruitment. During conversations with our clients, we’re often asked what the average salary is for the role they’re trying to fill. We are also often surprised by how many of our candidates aren’t aware of whether their salary is above or below the average.Average Engineering Salaries in the Midlands ReportUsing our own data from thousands of placements made over the last 12 months, we decided to publish this report to answer one of the most common questions that arise during the recruitment process – what are the average salaries in engineering? How much do Maintenance Engineers make? What’s the average Maintenance Engineer Salary in the UK? Whether you’re advertising a single job, or recruiting in high volumes, it’s important to know what salary to offer.Starting with The Midlands region, we’ve removed any guesswork and taken a look at the true salaries offered by our clients to our successful candidates placed into engineering jobs. The report includes an overview of the engineering marketplace and answers the following questions: The average Maintenance Engineer salary in the UKThe average Quality Engineer salary in the UKThe average Design Engineer salary in the UKThe average Engineering Manager salary in the UKThe average Internal Sales salary in the UKThe average External Sales salary in the UK& many more average engineering salaries in the UKDownload the salary reportThe 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 brief form below to download. If you’re looking for an engineering recruitment specialist to support your business, or help you to find a new job, you can also contact us here.Engineering RecruitmentATA Recruitment are manufacturing and engineering recruitment specialists, working alongside some of the UK’s biggest businesses for over 50 years. We help our clients to overcome the engineering skills gap and hire the best talent for their engineering team in a very competitive market.Our thorough processes ensure that employers receive a seamless service, saving them both time and money in the recruitment process. If you would like to find out more about how ATA can support your business to fill your engineering jobs, contact us using the button below.

3 Ways to Dramatically Improve Your Time to Hire

This blog is perfect for hiring managers that want to understand how to effectively reduce their time to hire. We’ve taken a look at some of the best ways to recruit more efficiently and solve one of the most common recruitment issues.We’ve been recruiting for over 50 years and have worked continuously to perfect our processes and optimise our time to hire. The time it takes to fill a role is always one of the first questions our clients ask, as the longer it takes, the more it can cost in reduced productivity and output. This blog will provide you with a number of tools to help you to recruit faster and improve your time to hire.Plan aheadThere are a number of things that should be decided long before the job advert goes live to ensure a smooth hiring process. Focus initially on who will be involved in the sourcing, the interviewing, and the decision-making processes. When this is done, agree an SLA with the team that outlines interview and feedback timescales. This level of planning will ensure that everybody knows their responsibilities before the process even begins.The most common delay we come across with engineering businesses is the feedback process. Plan ahead to ensure that feedback on interviews is efficient, as this will not only protect your employer brand but it will avoid keeping your candidates waiting and slowing down your recruitment drive.Streamline the interview processBe clear from the offset as to how many interviews you will need to conduct and what you’re looking to achieve in multiple interviews. A number of our clients find themselves trying to work this out after we’ve found a great candidate for interview, which causes delays. Decide how many interviews it will take to make a decision from the beginning, and this will set expectations and ensure a smoother process for both you and the candidate.Know your budget and USPsTake your initial salary budget and put an additional 10% aside. You should do your research and ensure you’re aware of the average salaries for the role you’re recruiting for to avoid paying too little, or even too much – (if you’re in The Midlands, our Average Engineering Salary Report will help).Salary should never be a sticking point – You should be prepared for all outcomes, including a top candidate that’s hoping for slightly more than the advertised salary. Having this additional budget doesn’t need to be advertised but gives you some room for negotiation if that perfect candidate comes along.Just as important is your USPs (unique selling points) as a business and within the role itself. The engineering marketplace is extremely competitive, and if you’re offering a generous salary, it’s likely your competitors are too. So what elements of the role, or working for your business, will make the engineer choose you over anywhere else? Long gone are the days of just the candidates needing to be the ones selling themselves, it’s now just as important for businesses to do the same. Ensure you have these things outlined beforehand to speed up the recruitment process and increase the chances of the engineer choosing your business.Engineering recruitment specialistsDoing these three simple things are sure to help you improve your time to hire which will result in minimum disruption to your business during the recruitment process.Our extensive experience in hiring engineers makes us the perfect recruitment partner for your engineering business. We take care of all the leg work, and you receive a concise shortlist of the best talent on the market to interview. We offer a range of bespoke solutions including permanent and interim recruitment, labour supply and fully managed services, guaranteed to reduce your time to hire. Our time to hire engineers is currently 28 days, half of the average – how much time and money could this save your business?To find out more about our services and how ATA Recruitment can support your business, contact us below.CONTACT US

How to Choose the Best Engineering Recruitment Agency

If you’re a Hiring Manager that is nervous of using a recruiter, or perhaps just don’t know where to start when choosing one, this blog is for you. We address your concerns and the common misconceptions of recruitment agencies, and equip you with the tools needed to separate the good, the bad and the ugly.The recruitment industry can be a minefield. There are nearly 40,000 recruitment agencies of all sizes to choose from and you have probably been contacted by what feels like half of them. Recruiters recently appeared in a list of the 10 least trusted professions, alongside car salespeople and bailiffs. But why?We firmly believe the misconception of recruiters is down to us naturally remembering the bad experiences, more than the good. The ‘once bitten, twice shy’ approach is understandable, but it may be hampering your chances of finding a recruitment agency that could genuinely add value to you and your business.There are reputable and trustworthy engineering recruitment agencies, but you need to know how to identify them. This blog will help you to do that, so keep reading to find out the tell-tale sales of a good and trustworthy recruiter that can help your business.Do your researchWe learn not to judge a book by it’s cover, but in this case, it’s important to take a look at the recruiters’ website and social media streams. It goes beyond whether the recruitment agency look good, you should also be looking out for case studies and testimonials as well as blog posts and content that demonstrates they have a real understanding of your sector and the issues your business faces.Choose a specialistThere are a number of recruitment agencies that operate across every sector. They work in high-volumes with no particular specialism and will often use their colossal database as a selling point, but this is not always a success factor. You’re an engineering business, engage with an engineering recruitment agency – they operate in your space and they spend their days talking to engineers, developing large networks relevant to your business. As well as an understanding of the skills you’ll be looking for in candidates, technical recruiters will also know a lot about the marketplace, including average salaries and where your competition is. This will save you a lot of time during the briefing and recruitment process as you’re much more likely to receive the right match.Ask questionsWe all know to ask questions, but there are particular things to ask that will very quickly expose the quality of a recruitment agency. You will want to know their efficiencies, which essentially translates to ‘how many CVs are you going to send before there’s a candidate I’ll want to interview?’. Multiple CVs and poor matches are a waste of your time, and a high-quality recruitment business will measure themselves on these numbers and have them to hand when you ask. Other, more obvious things worth probing into are accreditations, memberships and examples of previous work.These basic steps will leave you able to make a much more confident decision on which engineering recruitment agency to work with. Whenever looking for a recruitment service, keep these three things in mind and you’re much more likely to have a better and more efficient experience.Engineering RecruitmentATA is an engineering recruitment agency with a difference – we’ve been operating within the sector for over 50 years and have a large database of relevant and engaged engineers that could be perfect for your business.We’re so confident in our recruitment services that our market-leading guarantee covers all full fee permanent placements for 2 years, substantially longer than any of our competitors. Contact us to discuss your requirements and how ATA Recruitment can help using the button below.CONTACT US

5 Reasons to Hire Engineering Contractors

You’re a Hiring Manager who wants to minimise disruption to business and projects during the recruitment process, but how? This blog outlines several ways in which hiring a contractor could solve your problems, even if it’s just while you’re looking for a permanent employee.It’s estimated that there’s an annual shortfall of 59,000 engineers needed to fill technical roles across the UK. For employers, this means that competition for the best talent is at an all-time high – resulting in a longer time to hire, delayed projects and slower production.So where do contract engineers come in to this? How much do contractors cost? We work with several businesses that need a temporary solution to accommodate for an increase in workload or to plug the gap during their permanent recruitment drive. There are a number of benefits to doing this, read them below:1. They can hit the ground runningEngineering contractors are typically very skilled and experienced, with several years working as a permanent employee before changing to freelance. Hiring a contractor means you’re getting an expert that can make an instant impact to your business, with no training required. This is incredibly valuable if you’re working on a time-sensitive project or need to avoid any impact on production.2. There is no commitmentContractors can work with your business for as long, or as little, as required. Whether you need an engineer for 3 months to finish a project, or for 2 weeks to cover holiday or sickness, hiring a contract engineer is a great solution. Once the initial contract finishes, or you find the permanent employee you’ve been looking for, there’s no obligation to provide the contractor with more work. This is something seasoned contractors are comfortable with, and it provides great flexibility to your business.3. It isn’t as expensive as you may 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. You may panic when you see a daily contract rate, but keep in mind that there are no other costs involved, such as holiday pay or sick pay. The contractor is only paid for the time they work, which is great value for money, considering sickness pay alone can cost up to 16% of your annual salary bill.4. They have their own insuranceContractors are required to have their own insurance in order to carry out their services. Professional Indemnity insurance covers them if they make any mistakes or result in you losing money. Public Liability covers contractors if somebody is injured or property is damaged whilst supplying services. This is a benefit to you and your business as it means that you’re not liable in the same way you would be if these mistakes were made by a permanent member of staff. The cost of insurance and cost of the claim would fall on the contractor, not your business.5. They’re a great answer to a permanent skills gapThe engineering skills gap is making it more difficult to recruit permanent engineers, but business can’t wait. When you recruit contract engineers, you’re giving your business the breathing space to take the time you need to fill a permanent position, while having somebody doing the job in the interim. It’s very likely that the amount spent on contractors would be less than the amount lost in not having somebody at least temporarily fill the role – delayed projects, low production and reduced output are avoidable.Each of these points combined should paint a great picture of the benefits of recruiting engineering contractors. Some businesses prefer to hire contractors, others use them as means to an end – either way, they’re a resource that your business should be considering during increased workloads and recruitment gaps.Engineering RecruitmentATA Recruitment is an engineering recruitment agency with a difference. Our internal database includes over 40,000 relevant and engaged engineers, both permanent and contract.Our extensive contract division includes recruitment, compliance, payroll and ongoing contractor management, making the process as easy as possible for our clients. Not only can we help you to recruit engineering contractors, we can also conduct all right to work checks, pay them, and provide you with a full end-to-end contract recruitment service.If you want to find out more about ATA Recruitment, our contract services or how we can help your business, contact us using the button below.CONTACT US

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Candidate Survey 2020 - A New Landscape in Recruitment

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COVID-19 Marshals Available

Annual Engineering Salary Report 2019

How to Effectively Work from Home

Average Engineering Salaries in the Midlands Report (2018)

3 Ways to Dramatically Improve Your Time to Hire

How to Choose the Best Engineering Recruitment Agency

5 Reasons to Hire Engineering Contractors

Candidate Survey 2020 - A New Landscape in Recruitment

Bounce back with ATA Contractors

Keep Hiring with ATA Connect

Candidate Survey 2020 - A New Landscape in Recruitment

Bounce back with ATA Contractors

Keep Hiring with ATA Connect

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3 Top Tips for Maintenance Job Interviews

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

Engineering Recruitment: What Attracts Maintenance Engineers?

Whether you’re a Hiring Manager already actively recruiting Maintenance Engineers, or planning ahead and preparing your engineering recruitment strategy, this blog is for you. We’ve spoken to our Maintenance Engineers and asked the question – other than salary, what attracts you to a maintenance job? Keep reading to find out the answer.The engineering skills shortage in the UK is having a real impact on businesses and their ability to recruit talented engineers. We see first-hand the effect this has on the maintenance market and the increasing salaries used to attract engineering candidates – view our ‘Average Engineering Salaries Report’ for more insight into this. This got us thinking, how else can our clients be competitive aside from a higher salary? What else would attract a Maintenance Engineer considering a new job?The results are in, and our engineers have had their say. The other most important factors in a job search are shift patterns, location and technology – some of which have been stated as more important than a generous salary.Maintenance Shift PatternsIt’s no secret that some maintenance shift patterns can be long and unsociable. Permanent days, permanent nights, panama, and continental are some of the most common. Of those asked, 64% of Maintenance Engineers cited shift patterns as their number one influencing factor when searching for a new job, with 45% of those stating that they would take a lesser salary for better shift patterns.One Maintenance Engineer asked, said: “I enjoy engineering it’s been a hobby since my childhood hence the money is not my key concern. I love the work, I don’t love the hours. Give me an employer with better contractual hours and I’ll take the job for less money.”Most manufacturing environments are 24/7, and there will always be a requirement for staff to cover shifts around the clock. However, these statistics demonstrate the need for greater flexibility where possible. When recruiting Maintenance Engineers, the ability to offer a variety of shift patterns is likely to attract talent ahead of your competition.Working locationOf those asked, 22% of Maintenance Engineers stated that working location is their highest priority, explaining that a lengthy commute would not be an option. When asked specific time frames, 57% stated that a job would need to be within 20 miles of home.One of our engineers responded: “Nobody wants a long journey either side of a 12 hour shift, it’s tiring and you wouldn’t have any time for yourself or your family. I wouldn’t consider a role any further than 45 minutes away from me.”We understand that you can’t change where your site is based, but having an understanding of the attitude towards commute times and working locations will help you to know where to focus your efforts.TechnologyThe remaining 14% of Maintenance Engineers asked stated that working with interesting and exciting technology is a necessity. This isn’t surprising, with most engineers being self-confessed ‘tech geeks’, but what may be surprising is the number of engineers that state it’s their priority when searching for maintenance jobs.One Maintenance Engineer said: “I’ve got to enjoy my job and I’ve got to be interested in the tech and machinery I’m working with, otherwise I’ll quickly get bored.”Even if you’re not necessarily the most innovative company, there’s still an opportunity to highlight the most attractive parts of your technology to engineers during your recruitment campaign.The demand for Maintenance Engineers is so high that employers are increasing salaries by up to 15% to attract the best talent. But in a market where every business is offering the same generous remuneration, it’s important to know what other factors will attract Maintenance Engineers.There are some factors here you can’t change, but knowledge is power. This blog provides you with the information needed to shape your engineering recruitment strategy. Emphasise on the shifts if they’re desirable and try to be flexible if their not, don’t concentrate on locations too far afield and demonstrate your exciting technology to potential candidates.Engineering RecruitmentATA is so much more than just an engineering recruitment agency. Our extensive network of engineers, paired with over 50 years experience within the marketplace, make us the perfect engineering recruitment partner to your business.If you would like to find out more about ATA Recruitment and how we can help your business, including recruiting engineers and our market-leading 2 year guarantee, contact us below.CONTACT US

Average Engineering Salaries in the Midlands Report (2018)

An Engineer's Guide to Maintenance Shift Patterns

Whether you’re a seasoned Maintenance Engineer or relatively new to the profession, the numerous shift patterns and jargon can be confusing. This blog is a simple guide to maintenance shift patterns and will help you to decide what’s best for you during your job search.We recently asked our Maintenance Engineers what their biggest deciding factor in their job search is outside of salary and the majority stated that the right shifts are their #1 priority. So, what’s the right maintenance shift for you? See some of the most common below.Continental ShiftsThe most common of all maintenance shifts is the Continental pattern. In a nutshell, you would be working 12-hour shifts on a 4-on-4-off basis. Typically, week one would be 4 straight days, week two 4 straight nights, with 4 days off in between. Your rota would look something like the below:MonTuesWedThursFriSatSunWeek 16am-6pm6am-6pm6am-6pm6am-6pmoffoffoffWeek 2off6pm-6am6pm-6am6pm-6am6pm-6amoffoffPanama ShiftsAlso known as the lifestyle shift, Panama works nicely for those that would prefer to work fewer weekends. Working 12-hour shifts on a 3-on-3-off followed by 2-on-2-off basis, with a rotation of both days and nights, a rota would look like the below:MonTuesWedThursFriSatSunWeek 16am-6pm6am-6pm6am-6pmoffoffoff6am-6pmWeek 26am-6pmoffoff6pm-6am6pm-6am6pm-6amoffThree ShiftsAlso known as the lifestyle shift, Panama works nicely for those that would prefer to work fewer weekends. Working 12-hour shifts on a 3-on-3-off followed by 2-on-2-off basis, with a rotation of both days and nights, a rota would look like the below:MonTuesWedThursFriSatSunWeek 16am-2pm6am-2pm6am-2pm6am-2pm6am-2pmoffoffWeek 22pm-10pm2pm-10pm2pm-10pm2pm-10pm2pm-10pmoffoffWeek 310pm-6am10pm-6am10pm-6am10pm-6am10pm-6amoffoffDouble DaysDouble days is the perfect shift for Maintenance Engineers that don’t want to work nights or weekends. Consisting of 8-hour days, the double day shift tends to include a week of morning hours followed by a week of afternoons, like below:MonTuesWedThursFriSatSunWeek 16am-2pm6am-2pm6am-2pm6am-2pm6am-2pmoffoffWeek 22pm-10pm2pm-10pm2pm-10pm2pm-10pm2pm-10pmoffoffMaintenance JobsWe’ve been recruiting in maintenance for over 50 years and know a thing or two about engineers and the engineering sector. A work-life balance is important, and we have hundreds of Maintenance Engineer jobs which offer a variety of shift patterns to suit you. View our jobs below or contact us to discuss your requirements.VIEW MAINTENANCE JOBSCONTACT US

How to Become an Engineering Contractor

Want to know more about how to become an engineering contractor, but not sure where to start? If you’re a permanent engineer looking for advice on how to start contracting, this blog is for you.With the help of one of our Contract Recruitment Specialists, who has over 12 years’ experience with engineering contractors, we have compiled a list of things you will need to think about and action before you begin your first contract.We’ve also spoken to contractor insurance specialists, Kingsbridge, to outline your protection requirements as a contractor, to protect both you and your clients from any unexpected costs. Keep reading to find out the steps you’ll need to take to become an engineering contractor.Weigh up the pros and consIf you’ve always been a permanent employee, there are several things to consider when making the move into contracting. When you leave permanent employment, you also lose all the comforts of a permanent job, such as holiday pay and sick pay – as a contractor, you’re only paid for the time you work. However, contractor pay is attractive, and the flexibility is ideal for those who don’t always want to work 9-5.There are both reasons for and against contracting, and it completely depends on your personal circumstances. Read our blog on the life of a contractor for a full comparison of contract and permanent employment.Do some market researchHow much contractors are paid is determined by several factors – experience, location and market demand are just some of the things that may influence your rate. Some of the rates you may have seen advertised could be completely different to what you could realistically earn.Do some research on job boards and find out what rates are being offered for roles similar to your profile and ask your connections about current pay rates in the market. Doing so will ensure you’re realistic and know exactly what to expect when it comes to looking for your first engineering contract.Working awayIt’s very u