specialists in

​Recruitment and Retention Survey 2024​To keep our clients informed on industry trends, ATA Search conducted an in-depth Employers Survey, leveraging our extensive network to explore the key drivers of recruitment and retention in 2024. The survey provided valuable insights into hiring trends and the outlook for 2025.​In 2024, hiring patterns heavily focused on permanent staff, as businesses sought to invest in long-term employees to support upskilling and business growth. According to the World Economic Forum, 66% of employers surveyed on upskilling and reskilling expect a return on investment within one year, highlighting that investing in employees benefits both businesses and staff retention. This, in turn, ensures that employees remain with the company for a long time, making permanent hires more profitable. ​2025 is shaping up to be a strong year for recruitment, with businesses continuing to expand their teams and maintaining their hiring plans despite new employment regulations affecting the cost of permanent recruitment.​59% of participants stated that National Insurance contributions would not affect their hiring plans in 2025. 66% said that the increase in the National Living/Minimum Wage would not impact their recruitment plans for the upcoming year. ​​What industry best describes the participants field?​General Engineering20%Automotive7%Aerospace​10%Special Purpose Machinery15%Food10%​Construction Materials Manufacturing7%Warehouse Automation5%FMCG10%Process Engineering7%Other10% ​​​What roles have been the most challenging to fill throughout 2024? ​Unskilled​5%Maintenance​27%Design & Projects​2%Controls​5%Technical Sales​​2%Manufacturing & Production​29%Quality & Continuous Improvement​5%Leadership​22%Other​​2%​What do you think impacted your ability to retain employees in 2024?​High salary expectations​25%Agile working demands that we are unable to offer​6%Lack of progression / development opportunities​13%Attracting the right calibre of candidates ​20%Competition​9%Management / Leadership Skills​10%Training​9%Onboarding​6%Other​3%​Have you explored any new approaches to your recruitment strategy in order to bridge the current skills gap?​Upskilling existing employees​45%Employ forces leavers​5%Utilise apprenticeships schemes ​26%Sponsor overseas candidates​5%No new approach​16%Other​3%​How are you predicting the increase in National Insurance Contribution to impact your levels of recruitment in 2025? ​We will cut back on recruitment​37%It won't change our plans​59%We will recruit more contract / temporary staff​0%Other​5%​How are you predicting the increase in National Living/Minimum Wage to impact your levels of recruitment in 2025? ​We will cut back on recruitment​29%It won't change our plans​66%We will recruit more contract / temporary staff​5%Other​0%​​What does this mean for businesses?​Upskilling the workforceOur survey highlighted a strong focus on permanent recruitment in 2024, with businesses looking to continue this trend in 2025. Companies are prioritising the development and training of long-term employees, with 45% keen to invest in upskilling their workforce to promote career longevity within their organisations. It is reported that by 2030, around 90% of the UK’s existing workforce will need to upskill to meet evolving requirements. This means that providing a continuously developing workforce puts you ahead of companies that are unwilling to invest in their employees. ​Employing and retaining the right people20% of people interviewed stated that the ability to retain employees in 2024 was due to attracting the right calibre of candidates. A mismatch between the candidate and the job often leads to people leaving roles, resulting in businesses having to deal with staff shortages. To combat this, it’s important to have an in-depth interview and selection process, ensuring the business is right for the candidate and that the job is right for the individual.If your company needs help finding the right talent, ATA is passionate about recruitment and ensuring candidates are pre-screened, with their abilities and personal characteristics thoroughly assessed. We are committed to minimising the risk of hiring the wrong person for the job.​Get in touch​If you’re interested in the findings of this survey and would like to discuss how these trends could impact your business, we’d love to help. Our expertise in Bridging The Skills Gap ensures you have the right talent in place for a successful year ahead. ​In the coming weeks, we’ll also be releasing our annual Engineering Insights Report, featuring data from all the placements we’ve made throughout 2024. This comprehensive report, combined with feedback from candidates on their employment plans, reinforces our knowledge and expertise and helps you tackle the ongoing challenge of staff retention with confidence. ​To find out more, contact Chris Addison, Director of ATA Search, at 07787 289 367 or christian.addison@ata-search.co.uk, or simply complete the form below.​​

​Business Confidence Survey 2024​To keep our clients informed on industry trends, ATA Search tapped into our extensive network with an in-depth Employers Survey. The survey explored the key drivers of business success in 2024 and provided valuable insights into business confidence for 2025.​2024 proved to be a challenging year for the UK economy, growing by just 0.4% over quarters 1–3 (according to ONS data). Despite this growth being below initial projections, it was positive to see that 39% of respondents in our survey reported either strong or very strong growth.​Despite minimal growth being projected for Q4, the pending National Insurance, Minimum and Real Living Wage increases, and the ongoing economic uncertainty, the outlook of those surveyed across UK manufacturing remains positive. With an average confidence rating of 2.88 out of 4 for their outlook in 2025, many participants are hopeful for a stronger year ahead.​39% of those surveyed said they experienced growth or strong growth in 2024.Recruitment (23%) and retention (13%) of staff were key challenges in 2024.51% of those surveyed said they are predicting strong growth in 2025.​What industry best describes the participants field?​General Engineering20%Automotive7%Aerospace​10%Special Purpose Machinery15%Food10%​Construction Materials Manufacturing7%Warehouse Automation5%FMCG10%Process Engineering7%Other10% ​​What levels of growth did businesses experience in 2024? ​Strong/Very Strong​39%No growth​54%Moderately Negative​5%Very Negative2%​What have been the biggest business challenges in 2024? ​Cost Control (energy, material, salaries) 23%Recruitment23%Employee Retention​18%Customer Demand23%Competition 3%Availability of management skills8%Other3%​What are the key drivers impacting confidence levels?​​Demand for our products/services​30%Economic situation ​20% Investment​11%Sector Investment​8%Profitability / Rising Costs​10%Recruitment​6%​Retention of staff​14% ​​What levels of growth are business owners expecting in 2025? ​Very Strong​7%Strong51%No growth​37%Moderately Negative​2.5%Very Negative2.5%​​What does this mean for businesses? ​Managing costs Three primary challenges that hindered businesses growth in 2024 were cost control (including energy, materials, and salaries), recruitment, and customer demand. All these factors are closely linked to financial sustainability. From managing production costs and securing the right talent to meeting market demand, each aspect plays a crucial role in overall business success.​Meeting demand 2025 is shaping up to be a strong year for business, with confidence at a high. Over half (51%) of business owners anticipate a strong year, while an additional 7% expect it to be very strong. This optimism suggests that we are turning a corner, driven primarily by increasing demand for products and services. With 2025 set to be a busy year, success will depend on strategic cost control and securing the right talent to drive growth. Ensuring your team is equipped to capitalise on opportunities will be key to making the most of this positive momentum.​​Get in touch ​If you’re interested in the findings of this survey and would like to discuss how these trends could impact your business, we’d love to help. Our expertise in Bridging The Skills Gap ensures you have the right talent in place for a successful year ahead.​We're looking forward to launching our second employer survey, focusing on recruitment and retention, to provide deeper insights that help you build and maintain a strong workforce.​In the coming weeks, we’ll also be releasing our annual Engineering Insights Report, featuring data from all the placements we’ve made throughout 2024. This comprehensive report, combined with feedback from candidates on their employment plans, reinforces our knowledge and expertise and helps you tackle the ongoing challenge of staff retention with confidence.​To find out more, contact Chris Addison, Director of ATA Search, at 07787 289 367 orchristian.addison@ata-search.co.uk, or simply complete the form below.​

Using Psychometric Tools to Better Engage Your Teams in 2025​According to ATA Recruitment’s recent survey, in 2024, 25% of Engineers left their roles due to poor management and not feeling valued. As we step into 2025, this highlights a crucial truth for managers and senior leaders: employees need to feel understood and appreciated to truly thrive. For managers, psychometric assessments offer a powerful tool to create a workplace where employees feel valued, engaged, and motivated. They go beyond CVs and performance evaluations—they provide meaningful insights into an individual’s strengths, personality traits, and working preferences. By leveraging these tools, managers can develop tailored strategies to engage and retain top talent.​How Psychometric Assessments Help Employees Feel Valued1) Recognising Individual Strengths: Psychometric assessments help identify what makes each employee unique. By aligning roles, responsibilities, and development opportunities to these strengths, employees feel recognised and appreciated for their individual contributions.2) Facilitating Better Communication: Understanding an employee’s communication style enables managers to interact more effectively, reducing misunderstandings and fostering stronger relationships.3) Supporting Career Development: Insights from assessments can guide meaningful career development conversations, demonstrating that an organisation is invested in its employees' growth and future.4) Building Trust: Using psychometric assessments to create a fair and transparent workplace culture fosters trust and confidence, making employees feel valued as both individuals and professionals.​A Workforce-First ApproachWhen employees feel understood and supported, they are not just more likely to stay—they are more likely to perform at their highest potential. For managers in 2025, incorporating tools like psychometric assessments is no longer optional; it is essential for cultivating a thriving workforce.At ATA Search, we do more than connect organisations with top talent; we help them retain it. Through our unique product offering, Team Evaluation Assessments, we enable leaders to better understand, engage, and value their most important asset—their people.Ready to put your workforce first? Reach out to us today by filling out the form below.​ 

Candidate Behaviour Survey 2024​As part of our commitment to delivering value-added services to our clients, we strive to provide actionable insights that support their recruitment and retention strategies. To better understand this evolving trend in job seekers' priorities, we surveyed a representative cross-section of the 60,000 engineers in our database. The findings offer a fascinating glimpse into the changing mindset of Engineers and reveal a noteworthy transformation in their attitudes towards work. We’re excited to share these insights with you and hope you find them valuable.​Salaries across the UK in multiple sectors have increased over recent years, with employers responding to the rising expectations from ​candidates due to the cost-of-living crisis. However, new data shows that whilst an attractive salary may initially entice candidates, it is unlikely to retain them in the long term. ​​This year has marked a significant shift in candidate motivations, with people increasingly focusing on long-term benefits and future growth opportunities.​82% of those surveyed were in work​Of the 82% that were in work, 52% were looking for a new role​42% of people surveyed moved roles in 2024 ​​For people who have left their jobs, the main reason for leaving was​Poor management and not feeling valued​25%Redundancy or lack of stability in their roles​23%Lack of training or progression​19%Shift pattern or needing a better work / life balance​18%Monetary reasons​5%​​People seeking new jobs have highlighted these as their reasons for wanting to leave​Lack of training or progression​28%Poor management and not feeling valued​15%Redundancy or lack of stability in their roles​13%Shift pattern or needing a better work/ life balance​12%Monetary reasons5%​What could employers do to make employees feel more valued?​Training and progression​37%Improved salary​20%Improved benefits​15%Extra Qualifications​13%​If you were not happy in a new role, how long would you wait before moving?​1 month​16%1-3 months​27%3-6 months​25%6 months +​33%​How long have people been in their current role?​0 - 6 months26%7 - 12 months ​11%1 - 2 years​19%3 - 5 years​11.5%5+ years19%​What method would be your preferred method of finding a new job?​Specialist recruiter25%Upload their CV on job board23%Apply via job boards23%Search Engine17%LinkedIn12%​What does this mean for employers?​1) Focusing on Growth and RetentionSince Brexit, salary has often been viewed as the primary factor when considering a job change. However, this year, the focus has shifted towards training and progression opportunities. This is evident in our survey, where the average rating for salary was 2.99 out of 4. While an attractive salary may initially entice candidates, it is unlikely to retain them in the long term.In fact, 28% of our survey participants reported changing roles due to a lack of training and limited progression pathways. This shift highlights how candidates increasingly view a competitive salary as insufficient for sustained job satisfaction. To attract and retain top talent, employers must clearly communicate a compelling long-term vision and how each employee adds value. This trend is further emphasised by the fact that 37% of respondents said they would feel more valued if their employer improved training and progression opportunities. Alarmingly, 52% of those surveyed are currently seeking a new role, indicating that many employers are failing to present a clear and appealing vision for career development.​2) Finding the Right CandidateHistorically, applying directly to job adverts has been the top choice for jobseekers. However, a significant shift has been observed, with 25% now opting to leave the process in the hands of a specialist recruiter. A close second, at 23%, is placing their CV on a job board and waiting to be contacted about opportunities. This raises the question: Is this shift driven by a lack of time to apply for roles online, or do candidates trust recruiters to have a deeper understanding of the company and ensure that the right progression and training opportunities are in place?​3) Mental Health A notable 15% of candidates cited leaving their jobs due to feeling undervalued, making this the second most common reason for job departures. This sense of being undervalued has had a significant impact on individuals' mental health. With an average rating of 2.82 out of 4 regarding the impact of their work situation on their mental health throughout 2024, it's clear that feeling undervalued plays a major role in both job dissatisfaction and the decision to leave.​Get in touchIf you are interested in the findings of this survey and want to discuss the impact these trends will have on your business, contact Christian Addison, Director of ATA Recruitment on 07787 289 367 or christian.addison@ata-recruitment.co.uk, or complete the form below.We will also be releasing our annual Engineering Insights Report over the coming weeks, which will convey data gathered from all the placements we have made throughout 2024. This extensive report, together with the feedback from candidates and their employment plans, ATA Recruitment hold the knowledge and expertise to ensure you're ready to face the continuing concern of staff retention.​​

As part of our mission to Bridge The Skills Gap, we partner with highly skilled forces leavers, connecting them with exceptional employers in the engineering and manufacturing sectors where their unique abilities and attitudes can truly flourish. Our Recruitment Specialist, Lewis Gardner, successfully placed Josh Boak—an ex-Aircraft Technician and Maintenance Supervisor who joined HM Forces in 2018—into a position at the Frasers Group (Sports Direct). Find out below about his transition from working in the forces to working at his current new role. ​How did you feel about your job search leaving the forces?Starting my job search in civvy street was daunting. I was nervous and didn’t know where to start. The initial screening call with Lewis helped me understand what the market had to offer and how I could move forward. He was the first to approach me with a role and kept me informed throughout the process. Even after placement, Lewis remained proactive, making the transition smooth and seamless.​What sort of role and company were you looking for?When transitioning to civvy street, I had no clear idea of what job to pursue. I browsed general engineering roles, coming across everything from HVAC to water sewage. My primary goal was to secure a position that allowed me to live in my own house in Nottingham. This changed after an internal interview call with Lewis, who presented a position at Frasers Group (Sports Direct) in detail. He ensured it aligned with my goals and interests, and now I’ve gathered my certificates and have a job offer on the table.​What attracted you to the Frasers Group?The company I have an offer with is well-established but also undergoing a development journey, which will allow me to grow alongside the business. They have a clear promotion system in place, giving me something to work towards. During my site tour, I met engineers and team leaders from various forces backgrounds, which will help me hit the ground running and adapt to the environment efficiently.​What are the benefits of recruiting a forces leaver?I bring various attributes to civvy street, having undergone training that pushed me to the next level by working under pressure in diverse team scenarios. This type of training isn’t something typically found in civvy street. At just 20 years old, I was entrusted with the responsibility of signing off £500,000 aircraft for flight.​This is just one of the many forces leavers who have engaged with ATA Recruitment to support their transition into engineering and manufacturing. If you are an ex-forces leaver looking to move into the sector, then get in touch with Lewis using the details below.​Email: lewis.gardner@ata-recruitment.co.uk Telephone: 07583 676 804​LinkedIn: Connect on LinkedIn

Reflection on Charity 2024​​At ATA, we are deeply committed to supporting local communities and contributing to charities and good causes. In 2024, our team proudly took part in a range of activities to benefit organisations close to our hearts.​In May, Luke Corr and Dom Firth ran the Leeds Marathon, raising an impressive £1,251 for Epilepsy Action and £820 for Candlelighters Trust, the nominated charity for our Leeds office.​In June, a group of adventurers from our Leicester office, including Steve Harrhy, Stewart Jackson, Adam Waite, and Chris Addison, scaled Scafell Pike to raise funds for Rainbows Hospice for Children and Young People. Their efforts added to our fundraising total of £503 for this vital cause.​The same month, Andrew Bairstow, Jon Caruso, and Jon Paryazani tackled the mud and obstacles of the Total Warrior Run, collecting £295 for Candlelighters Trust.​In August, a dedicated team comprising Chris Addison, Stewart Jackson, Kamil Dada, Adil Shaikh, Zac Polnyj, and AJ Kermaleki volunteered at Rainbows, helping maintain and clean the pathways to ensure families can continue to enjoy the space.​To close the year, Fred O’Reilly participated in the Student Fight Night in Leicester, raising £380 for Sands, a charity offering crucial support to those affected by baby loss. Meanwhile, Bilal Osman joined a group in Calais, France, to provide essential aid to refugees, collectively raising an extraordinary £3,240.​In total, the ATA team raised £1,115 for Candlelighters Trust in Leeds and £503 for Rainbows Hospice in Leicester. These achievements reflect our ongoing commitment to making a positive difference in the communities we serve.​Continuing our Social Value strategy in 2025​Our Recruitment Manager, Ashton Kenney, is preparing for an incredible challenge in 2025: climbing Mount Kilimanjaro, the highest single free-standing mountain in the world. Ashton is undertaking this journey for a cause very close to his heart.Tragically, Ashton lost his baby boy, Jaxx, who was born prematurely. In honour of Jaxx’s memory, Ashton is raising funds for Sands, the stillbirth and neonatal death charity, an organisation that provides vital support to bereaved families.If you’d like to support Ashton in this meaningful endeavour and contribute to this important cause, please consider donating by clicking here. ​Chris Addison, Director at ATA said: “Supporting local charities is a massive part of what we do and it’s so pleasing to see so many of the team using their volunteer leave and embarking on a range of physically demanding challenges to raise vital funds. We’re already looking forward to 2025 and doing it all again”​To donate to either charity, please follow the links below.​​Candlelighters - Children Fighting CancerWhen a child receives a cancer diagnosis, lives are turned upside down instantly, not just for the child but for their parents, extended family and friends. Getting well again can be a long and challenging journey. Click here to find out more.​Rainbows Hospice for Children and Young PeopleRainbows cares for hundreds of families every year who have a child or young person with a serious or terminal illness that means that their lives will be shorter than most. Click here to find out more.​

Considering a recruitment career change? Here are the questions you should be asking your future employer​​Switching employers in recruitment can be a big decision, and it’s natural to feel a bit overwhelmed, especially if you're walking away from an established desk. A key element of ensuring you're making the right move is asking the right questions during the interview process. To help guide you through this process, here are some key questions to ask your future employer as you consider your options."What is the leadership team like?"Management plays a central role in your daily experience, so you need to ensure your new employer is committed to developing leaders who are fair, inspiring and supportive. Many of our managers began their journey here as Recruitment Consultants, working hard to grow into their leadership roles. This means they understand what you’re going through and can empathise with the challenges you may face, supporting you as you work through them. To ensure you feel supported, our managers schedule regular one to one meetings along with quarterly appraisals, so you always have someone to talk to if needed.​To encourage a team environment, all our offices are open-plan spaces designed to foster collaboration. This setup lets you hear how our managers communicate on calls, giving you the opportunity to learn directly from their experience. Creating a positive, empowering atmosphere starts with our leadership team and extends throughout our entire organisation. ​As our Associate Director, Steve Harrhy, puts it:"As a manager, my primary focus is to cultivate an environment that is both supportive and conducive to professional growth. We provide comprehensive training across all aspects of the role, empowering consultants to apply and refine their skills in a variety of situations. Progression to more senior positions is achieved with the guidance and encouragement of both colleagues and leadership, ensuring that individuals are supported in realising their career goals as efficiently as possible."​"What is your culture like?"The culture of every business is ultimately rooted in their people. We love celebrating the successes of our team, and while our work is competitive, we’re also a deeply supportive group that takes pride in encouraging one another. We’re committed to ensuring everyone feels included, through both the highs and the challenges. Recruitment can be tough, but we’ve built a culture that’s there to support you, with someone always ready to listen and help so that no one feels left out or left struggling alone. ​Lauren Woolley, Recruitment Consultant at ATA Search says: "The culture is brilliant, the people are so lovely. From the moment I’ve walked through the door there’s not been a single day go by where someone hasn’t gone “How are you getting on? You sounded really good on the phone.” I’m just enjoying it in general and that’s been lovely to integrate into."​"What will be expected of me?"Honesty and transparency are essential to ensure that you understand what is expected of you. That’s why we’re clear about expectations at every stage of your journey with us. To support this, we provide detailed documents outlining all the steps and requirements for advancing in your career, which we review with you in your weekly one-to-one meetings and quarterly appraisals. This way, you’re supported every step of the way.Through the ATA Way processes, we maintain the high standards we strive for, helping to build lasting relationships with both clients and candidates. These practices ensure our quality never falters, reinforcing trust and reliability at every level.​Fred O’Reilly, Trainee Recruitment Specialist said: "Since joining ATA, my manager has been incredibly supportive, providing clear guidance and encouragement. The training I’ve received during my first two months has been thorough and well-structured, equipping me with the skills needed to succeed. As I've progressed, I’ve been entrusted with increasing responsibility, which has allowed me to grow and take on more challenging tasks with confidence." "How will I be rewarded?"It is no secret that recruitment can be incredibly lucrative for consultants that work hard, not only in commission, but in incentives and rewards too. At ATA, we love to celebrate great performance, especially when you’re reaching your personal and professional milestones! We’re transparent about earnings, targets, and commission structures, offering competitive pay that truly reflects your hard work. We’re committed to ensuring you’re happy and motivated here, with continuous development opportunities throughout your career.We also mark your successes with exciting rewards, like our annual awards and celebratory trips, recently our teams have enjoyed unforgettable experiences in Barcelona and Marrakesh.​Adam Waite, Recruitment Manager explains: "The beauty of working for ATA is that your development is entirely in your own hands! I am living proof that, if you work hard and consistently to close your gaps and meet your targets, you can achieve whatever you set your mind to. Alongside this, we have fantastic incentives, whether it’s a trip to Barcelona, spa days (which I love!), or race days, to name a few. Finally, the financial rewards I’ve received have been nothing short of life changing. When I joined ATA back in 2016, I was living at home with my mum. Now, nearly nine years on, I’ve built an amazing life with my partner and our beautiful son.""What is your vision?"Knowing your future employers goals can help determine whether it will be the right fit for your personal goals too.Our vision lies at the core of everything we do, with quality at the heart of each step. Recruitment is ultimately about people, helping individuals find roles where they can thrive. We pride ourselves on being a value led recruitment firm, committed to bringing on board those who align with our guiding principles.​As our Director Chris Addison put its:Everyone at ATA Recruitment champions "The ATA Way," embracing and embodying these values daily, and we look for the same commitment from anyone joining our team. The core values of "The ATA Way" include Delivering Excellence, Taking Pride, Adding Value, Utilising Processes, and Creating Opportunities. As a process driven business, we are equipped to deliver a smooth, expert led experience to clients and candidates alike. ​We seek team members who share this vision, those who are driven by a purpose beyond financial gain and who are inspired to make a difference. With us, you are contributing to a meaningful, shared mission.​We trust these tips will guide you as you look to find your next great employer. If you’re interested in the answers we've given to these questions and are ready to advance your recruitment career, we’d love to hear from you! Contact our Talent Manager, Rachael Bailey-Frost for a confidential chat.Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@ganymedesolutions.co.uk​LinkedIn:Connect on LinkedIn