Employers

​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​

​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, the situation has been worsened by the current situation, with a perfect storm of diminished candidate volumes and a steep 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. 6 months ago, 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.​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

​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 sector​​It’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.

​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 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 Connect​Not 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 today​Due 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.

April marks the start of Stress Awareness Month 2021, and the theme this year is ‘Regaining Connectivity, Certainty and Control’.​Stress Awareness Month raises awareness of stress and the way in which it is damaging the health of people across the globe. High levels of stress can be extremely detrimental to our mental health, often leading to anxiety and depression. Likewise, many people do not realise the impact stress can have on our physical health too. Heart disease, insomnia and digestive problems are just a few of the physical conditions that can be linked to high stress levels. As such, it's critical that we take the time during this national awareness month to look at how we can manage our stress levels.12 months on from the first national lockdown, 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 (Mental Health Foundation).​This could be due to a number of factors:​Worries around health and contracting COVID-19Concerns over job stabilityLack of satisfaction in personal life due to social restrictionsIncreased workload due to organisational changesBelow are 3 tips on how you can manage your work-related stress during Stress Awareness Month and beyond.How to manage work-related stress​1. Communicate with your employer​People working from home may be experiencing a lack of connectivity with their employers when it comes to workloads and occupational wellbeing.​​Despite how quickly many employers have adapted to remote working, your line manager may not be as aware of how well you’re coping with work-related stress. Whereas before it was easy to check in across the office, now it may not be the case.​​It’s important that you are open and honest regarding your workload and how you are coping so your manager can help reduce any work-related stress. Likewise, if you have a problem you are struggling to overcome, use the technology provided to you (MS Teams, email, over the phone) to speak to the appropriate person(s) and not suffer in silence.​2. Keep work time and personal time separate​As we mentioned in our article ‘how to effectively work from home’, 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. Keeping work time and personal time separate should make you less stressed when you aren’t working.​3. Take part in the 30 Day Challenge ‘Regaining Connectivity, Certainty and Control’​To help combat the effects of stress, the Stress Management Society have introduced a 30 day challenge: Pick one action each for your Physical, Mental and Emotional Wellbeing to carry out every day. It is said that is takes 30 days to turn an action into a habit. So the objective is at the end of April, any actions you have started during the challenge that are aiding your stress levels, you will easily be able to incorporate into your daily routine.​For more information on how to take part in the challenge, visit the Stress Management Society website here.​​

ATA Recruitment have chosen to support local charity Rainbows Hospice for Children and Young People for the 5th year running ​Rainbows 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. Based in the East Midlands, Rainbows is the only support function of this kind in the region, making it an essential lifeline to the community. ​We have raised over £8,000 for Rainbows in the past 4 years. Whilst the pandemic has slowed us down in regard to fundraising events, we have got many activities planned for 2021. From quiz nights over MS Teams to team bike rides on Strava, we are prepared to do all we can, even if it has to be done virtually. ​As part of our Being Socially Responsible strategy, we are looking to do more than just raise money. New starters that join ATA Recruitment will learn about Rainbows in their company induction alongside our own core values, showing them exactly why we have chosen to continue to support them as our primary charity. ​Likewise, all ATA recruitment employees are provided with 2 days paid volunteering leave that they are encouraged to use. Whilst each employee can use this time in a variety of different areas, we will provide our staff with ideas and inspiration of how they can use this time to benefit Rainbows should they wish to. ​We will be using our business expertise to offer various resources to Rainbows free of charge, such as our online instant video platform, ATA Connect, that they can use for any internal recruitment during the pandemic and beyond. Our specialist team will also be providing interview training, as well as writing and posting job adverts for the charity to support them with their internal recruitment. ​We will continue to keep you updated on our fundraising activities via our ATA Recruitment blog and social media channels. In the meantime, please share and support our cause by donating to our Just Giving account if you are able.

​​How to make a great first impression on a recruiter​In my role as Talent Acquisition Manager and after years of working within the recruitment sector, I have seen a lot of job applications! I never want to miss out on a potentially fantastic candidate, so I always ensure I review every application sent to me. ​Due to the popularity of the recruitment sector, the number of applications I receive is usually in the hundreds. This makes it near impossible to pick up the phone and speak to every single person who has applied. Because of such a high number of applications, I use a ranking system which allows me to identify the most suitable candidates to contact first. ​As a rule, I am a firm believer that a CV does not always do a candidate justice. A piece of paper can never fully represent a person, their achievements, their personality or their ambition. However, here are a few CV tips that will ensure your application stands out from the crowd and that you are at the top of a (probably very long!) call list:​A cover letter; A short cover letter highlighting the key achievements in your CV that make you suitable for the position you are interested in will go a long way. You are showing the Hiring Manager that you are keen on the position and making the effort to pitch yourself. Where possible look for a direct email address as this will ensure your application goes straight to their inbox and you will get noticed. Try and avoid using a generic cover letter; make the company feel like you want to work for them specifically.​Target your application; There is nothing wrong with applying for roles in multiple sectors, this is your job search and you should explore your options. If you are unsure about which direction you want to take, you should tailor your CV to each specific sector. This also allows you to highlight the key skills you have that are relevant to that sector alone, meaning you will have more of a chance of attracting the attention of the person reading it.​Be clear and concise; Try to keep your CV to a maximum of two pages. Take out any irrelevant information and use bullet points where appropriate to condense the information you are providing. Ensure your most recent work experience is listed at the top of your CV and your academic achievements and contact details are clearly visible. People often over complicate their CV. Make it as easy as possible for us to understand your background and why you are right for the role we are advertising.​Spelling, punctuation and grammar checks; It sounds obvious, however so many people do not give their covering letters and CV’s a thorough check before applying for a job. In this day and age you can avoid many of these mistakes by using spellchecker which will highlight and change any grammatical errors. First impressions count, so make sure something as small as this doesn’t make you stand out for the wrong reasons. ​Use our CV help and cover letter advice to get yourself noticed – and one step closer to the job of your dreams!​Due 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.

​ATA Recruitment's Annual Regional Maintenance Salary Report 2020 is available to download​With 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 2020​​Get 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. ​​

​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​

​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, the situation has been worsened by the current situation, with a perfect storm of diminished candidate volumes and a steep 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. 6 months ago, 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.​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

​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 sector​​It’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.

​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 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 Connect​Not 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 today​Due 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.

April marks the start of Stress Awareness Month 2021, and the theme this year is ‘Regaining Connectivity, Certainty and Control’.​Stress Awareness Month raises awareness of stress and the way in which it is damaging the health of people across the globe. High levels of stress can be extremely detrimental to our mental health, often leading to anxiety and depression. Likewise, many people do not realise the impact stress can have on our physical health too. Heart disease, insomnia and digestive problems are just a few of the physical conditions that can be linked to high stress levels. As such, it's critical that we take the time during this national awareness month to look at how we can manage our stress levels.12 months on from the first national lockdown, 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 (Mental Health Foundation).​This could be due to a number of factors:​Worries around health and contracting COVID-19Concerns over job stabilityLack of satisfaction in personal life due to social restrictionsIncreased workload due to organisational changesBelow are 3 tips on how you can manage your work-related stress during Stress Awareness Month and beyond.How to manage work-related stress​1. Communicate with your employer​People working from home may be experiencing a lack of connectivity with their employers when it comes to workloads and occupational wellbeing.​​Despite how quickly many employers have adapted to remote working, your line manager may not be as aware of how well you’re coping with work-related stress. Whereas before it was easy to check in across the office, now it may not be the case.​​It’s important that you are open and honest regarding your workload and how you are coping so your manager can help reduce any work-related stress. Likewise, if you have a problem you are struggling to overcome, use the technology provided to you (MS Teams, email, over the phone) to speak to the appropriate person(s) and not suffer in silence.​2. Keep work time and personal time separate​As we mentioned in our article ‘how to effectively work from home’, 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. Keeping work time and personal time separate should make you less stressed when you aren’t working.​3. Take part in the 30 Day Challenge ‘Regaining Connectivity, Certainty and Control’​To help combat the effects of stress, the Stress Management Society have introduced a 30 day challenge: Pick one action each for your Physical, Mental and Emotional Wellbeing to carry out every day. It is said that is takes 30 days to turn an action into a habit. So the objective is at the end of April, any actions you have started during the challenge that are aiding your stress levels, you will easily be able to incorporate into your daily routine.​For more information on how to take part in the challenge, visit the Stress Management Society website here.​​

ATA Recruitment have chosen to support local charity Rainbows Hospice for Children and Young People for the 5th year running ​Rainbows 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. Based in the East Midlands, Rainbows is the only support function of this kind in the region, making it an essential lifeline to the community. ​We have raised over £8,000 for Rainbows in the past 4 years. Whilst the pandemic has slowed us down in regard to fundraising events, we have got many activities planned for 2021. From quiz nights over MS Teams to team bike rides on Strava, we are prepared to do all we can, even if it has to be done virtually. ​As part of our Being Socially Responsible strategy, we are looking to do more than just raise money. New starters that join ATA Recruitment will learn about Rainbows in their company induction alongside our own core values, showing them exactly why we have chosen to continue to support them as our primary charity. ​Likewise, all ATA recruitment employees are provided with 2 days paid volunteering leave that they are encouraged to use. Whilst each employee can use this time in a variety of different areas, we will provide our staff with ideas and inspiration of how they can use this time to benefit Rainbows should they wish to. ​We will be using our business expertise to offer various resources to Rainbows free of charge, such as our online instant video platform, ATA Connect, that they can use for any internal recruitment during the pandemic and beyond. Our specialist team will also be providing interview training, as well as writing and posting job adverts for the charity to support them with their internal recruitment. ​We will continue to keep you updated on our fundraising activities via our ATA Recruitment blog and social media channels. In the meantime, please share and support our cause by donating to our Just Giving account if you are able.

​​How to make a great first impression on a recruiter​In my role as Talent Acquisition Manager and after years of working within the recruitment sector, I have seen a lot of job applications! I never want to miss out on a potentially fantastic candidate, so I always ensure I review every application sent to me. ​Due to the popularity of the recruitment sector, the number of applications I receive is usually in the hundreds. This makes it near impossible to pick up the phone and speak to every single person who has applied. Because of such a high number of applications, I use a ranking system which allows me to identify the most suitable candidates to contact first. ​As a rule, I am a firm believer that a CV does not always do a candidate justice. A piece of paper can never fully represent a person, their achievements, their personality or their ambition. However, here are a few CV tips that will ensure your application stands out from the crowd and that you are at the top of a (probably very long!) call list:​A cover letter; A short cover letter highlighting the key achievements in your CV that make you suitable for the position you are interested in will go a long way. You are showing the Hiring Manager that you are keen on the position and making the effort to pitch yourself. Where possible look for a direct email address as this will ensure your application goes straight to their inbox and you will get noticed. Try and avoid using a generic cover letter; make the company feel like you want to work for them specifically.​Target your application; There is nothing wrong with applying for roles in multiple sectors, this is your job search and you should explore your options. If you are unsure about which direction you want to take, you should tailor your CV to each specific sector. This also allows you to highlight the key skills you have that are relevant to that sector alone, meaning you will have more of a chance of attracting the attention of the person reading it.​Be clear and concise; Try to keep your CV to a maximum of two pages. Take out any irrelevant information and use bullet points where appropriate to condense the information you are providing. Ensure your most recent work experience is listed at the top of your CV and your academic achievements and contact details are clearly visible. People often over complicate their CV. Make it as easy as possible for us to understand your background and why you are right for the role we are advertising.​Spelling, punctuation and grammar checks; It sounds obvious, however so many people do not give their covering letters and CV’s a thorough check before applying for a job. In this day and age you can avoid many of these mistakes by using spellchecker which will highlight and change any grammatical errors. First impressions count, so make sure something as small as this doesn’t make you stand out for the wrong reasons. ​Use our CV help and cover letter advice to get yourself noticed – and one step closer to the job of your dreams!​Due 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.

​ATA Recruitment's Annual Regional Maintenance Salary Report 2020 is available to download​With 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 2020​​Get 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. ​​

​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​

​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, the situation has been worsened by the current situation, with a perfect storm of diminished candidate volumes and a steep 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. 6 months ago, 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.​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

​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