Engineering Recruitment

about ata recruitment

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

Our engineering recruitment services

Permanent Recruitment

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

Contract and Interim Recruitment

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

Why ATA Recruitment

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

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Network
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Processes
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Service
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Market Knowledge
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Transparency
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Effectiveness

Network

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

Processes

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

Service

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

Market Knowledge

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

Transparency

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

Effectiveness

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

Our engineering recruitment EXpertise

2 Year Guarantee

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

Before 8 Weeks

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

After 8 Weeks

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

Eligibility

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

engineering businesses we work with

engineering Case Studies

Fast delivery of experienced contractors for FMCG manufacturer - Case Study

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

Ata Recruitment Executive Search Case Study

Operations Director for a UK manufacturer of process pumps Case Study

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

Recticel Case Study

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

Knapp Case Study

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

View all case studies

What our employers say

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

Shaun Carlton-Greaves

Technical Sales Manager

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

Zeppelin Systems

Managing Director

Contact us

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

Engineering News & Insights

Why the Engineering Sector Needs to Engage Future Talent through STEM Initiatives

Bridging the Skills Gap: Why the Engineering Sector Must Engage Future Talent through STEM InitiativesIn 2024, around 70% of UK businesses reported struggling to recruit Engineers. To address this crisis, companies must invest in future talent by engaging with STEM (Science, Technology, Engineering, and Mathematics) initiatives. Here’s why this approach is critical:Tackling the Skills Gap STEM initiatives help inspire and equip young people with the knowledge and skills necessary to pursue careers in engineering, directly addressing the growing shortage of skilled workers. In fact, studies show that students involved in STEM programs are 3.5 times more likely to pursue STEM careers.Building a Future Talent PipelineBy engaging students early, businesses can nurture a steady stream of talent that is better prepared to meet future industry needs, ensuring long-term sustainability. Encouragingly,89% of employers believe that apprenticeship and training programs will play a crucial role in building future skills.Encouraging InnovationA focus on STEM education helps cultivate problem-solving skills, creativity, and innovation—all crucial for driving technological advancements and staying competitive in the global market. STEM careers are predicted to grow at twice the rate of non-STEM jobs over the next decade.Supporting Economic GrowthA well-prepared and skilled engineering workforce boosts productivity and innovation, contributing to the overall growth of the UK economy. According to estimates, engineering contributes £645 billion to the UK economy, highlighting the importance of filling this skills gap.Diversity and InclusionEngaging with a wide range of students through STEM programs helps create a more diverse and inclusive workforce, bringing fresh perspectives and ideas into the engineering sector. Currently, only 16.5% of engineering professionals in the UK are women, but STEM initiatives aim to raise this percentage.Bridging the Gender GapSTEM initiatives encourage underrepresented groups, including women, to explore careers in engineering, helping to close the gender gap in this traditionally male-dominated field. Recent efforts have shown a 30% increase in girls taking A-level STEM subjects in the past decade, demonstrating progress.Enhancing Industry ReputationCompanies that actively support STEM education demonstrate corporate responsibility and leadership, enhancing their reputation within the industry and the wider community. Businesses that invest in future talent often experience stronger brand loyalty and community engagement.By investing in STEM initiatives, engineering companies can secure a bright and innovative future while addressing the skills gap head-on.

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

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

Bridging the Skills Gap with International Talent

Bridging the Skills Gap with International TalentPost Brexit the UK has seen a huge shift in the demographic of Engineers looking to migrate to the UK. Before Britain left the European Union, we typically saw a large number of Engineers from the EU looking to forge careers in UK design engineering related roles. Employment of these engineers was a straight forward process with all EU members being able to freely travel and work throughout the region.The early impact of Brexit on engineering labour supply was not initially apparent, due to the onset of the Covid-19 Pandemic turning the level of supply and demand for vacancies and employees on its head almost overnight. As the employment market became more buoyant and employers gained confidence in investing and hiring through 2022 and into 2023, we began to see a real shift in the demographic of engineers looking to carve out design engineering careers in the UK. In the past 12-18 months, we have seen the population of engineers looking to migrate to the UK shift sharply with the vast majority of applications now coming from Asia and Africa. Coupling this with the change in employment laws for ex EU nationals post Brexit now sees up to 50% of applicants for jobs requiring on working under a visa status. As part of our mission to Bridge the Skills Gap in engineering we wanted to share just some of the possible eligibility status’ job seekers have, to help our customers understand more about their position when hiring.Post Study Work Visas – These are job seekers who either have experience overseas and are studying a degree in the UK or new graduates studying here. They are granted 2 years unrestricted work at the end of their studies. Post this two year period they would require a form of sponsorship.Spousal Visas – Job Seekers in this position have a spouse who currently has an existing visa. If the spouse is on a post study work visa (as above) then the job seeker will only be eligible if their spouse is sponsored after their visa ends. We see many engineers who have spouses in the education or healthcare sector where long term sponsorship is very common in both the public and private sector.Global Talent Visa – This visa is for individuals who are leaders or potential leaders in fields such as academia, research, arts, and digital technology. Applicants must be endorsed by an approved UK body in their field. This visa lasts five years before renewal and requires no sponsorship by the employer.Skilled Work Visa – This is the most common visa for requirement we are currently seeing. It allows individuals to work in the UK for an approved employer in an eligible job role supported by sponsorship. As of April 4th 2024 the standard rate salary offer for newly sponsored design engineers is £42,500 based upon a 37.5 hour week. If the standard working week is longer this needs to be reflected in the pro rata salary.For a UK employer to be able to sponsor a non-EU national for a Skilled Worker Visa, they must meet several specific criteria and obligations. The main requirements are as follows: Have a physical UK PresenceNot have had a sponsorship license revoked in the past 12 months.Appropriate systems in place to monitor sponsored workers.Complete the online license request form at https://www.gov.uk/uk-visa-sponsorship-employers/apply-for-your-licencePay the license fee of either £1,476 or £536 (the smaller fee is for business with less than 50 employees or a turnover lower than £10.2 million).Each employee sponsored requires a certificate of sponsorship with cost per certificate being £239.The skilled worker sponsorship license lasts for four years before renewal is required.Companies that can position themselves to sponsor in the current market will give themselves access to talent that other companies aren’t able to employ.Sponsoring workers from non-EU countries can offer a range of significant benefits to UK employers. While the process can involve additional costs and compliance requirements, the advantages often outweigh these challenges. Employers will benefit from access to a broader talent pool to bridge the skills gap, whilst increasing the diversity of the workforce with new approaches to problem solving and cultural perspectives.Get in touch to learn more about sponsoring Engineers from outside of the EU

Why 60% of New Managers Fail Within the First Twelve Months in Their Role in the UK

The alarming statistic that up to 60% of new managers fail within their first twelve months on the job in the UK has sparked concern across industries. This high failure rate highlights systemic issues in how businesses prepare and support employees transitioning into management roles. Here’s a closer look at the primary reasons behind this widespread challenge 1. Lack of Adequate Training and PreparationOne of the most significant factors contributing to the high failure rate is the lack of proper management training. A study by the Chartered Management Institute (CMI) found that 82% of managers in the UK enter their roles without any formal management and leadership training(CMI). These "accidental managers" often struggle because they are promoted based on their technical skills or performance in previous roles, rather than their ability to lead a team. Without the necessary training, they find it difficult to navigate the complexities of managing people, projects, and processes effectively. 2. Overwhelming Pressure and ExpectationsNew managers often face a steep learning curve, with little room for error. The transition from individual contributor to manager comes with a significant increase in responsibilities, including decision-making, conflict resolution, and team leadership. Many new managers are not prepared for the intense pressure to perform from day one. The lack of a structured support system exacerbates this issue, leading to burnout and, ultimately, failure. The pressure to deliver immediate results, combined with inadequate support, creates a perfect storm where new managers are set up to fail (International Business Times UK). 3. Poor Cultural Fit and IntegrationA significant reason for managerial failure is the inability to establish a good cultural fit within the organisation. New managers often struggle to assimilate into the existing corporate culture, especially when they are brought in from outside the organisation. A lack of understanding of the company’s values, norms, and unwritten rules can lead to misalignment with team members and peers. This misalignment can quickly erode trust and hinder a manager's ability to build effective working relationships, which are crucial for success (ProventusHR). 4. Inadequate Support SystemsNew managers often lack access to mentors, coaches, or peer support systems that could guide them through the transition. Many organisations fail to provide ongoing support beyond the initial promotion. Without guidance, new managers may feel isolated and uncertain about how to handle the various challenges that arise in their role. This lack of support often leads to feelings of inadequacy, stress, and eventually, failure (International Business Times UK). 5. Challenges in Managing PeopleTransitioning into a management role requires a shift from focusing on personal achievements to enabling the success of others. New managers often struggle with this shift, particularly in managing diverse teams with different personalities, motivations, and work styles. The inability to effectively communicate, delegate, and resolve conflicts can lead to a breakdown in team dynamics. Moreover, new managers may find it challenging to assert authority without coming across as either too harsh or too lenient, further complicating their ability to lead (International Business Times UK). 6. Inflexible Organisational StructuresMany organisations have rigid structures that do not accommodate the learning and development needs of new managers. The expectation that new managers will seamlessly step into their roles without the need for tailored development plans or flexible support mechanisms is unrealistic. This inflexibility prevents new managers from experimenting with different leadership styles or approaches, which is essential for their growth and success (CMI). ConclusionThe high failure rate of new managers within the first twelve months is a clear indication that organisations need to rethink how they approach leadership transitions. To reduce this failure rate, companies must invest in comprehensive training programs, provide robust support systems, and create a culture that encourages continuous learning and development. By doing so, they can ensure that new managers are not only set up to succeed but are also empowered to lead their teams effectively, contributing to the overall success of the organisation.At ATA Search, we have seen first-hand the benefits of exploring external management training, such as ILM Level 5, combined with Thomas behavioural assessments to understand the unique qualities our management team possess.To gain a deeper understanding of your management team and the steps you need to take to smooth leadership transitions, speak to our specialist consultants by completing the form below.

Is your business optimised for internal mobility?

In today's competitive job market, attracting and retaining top talent in the engineering and manufacturing sectors is more challenging than ever. The latest government data suggests that there are still 884,000 unfilled vacancies in the UK economy, and although many sectors have seen a drop in vacancies from quarter 1 to quarter 2, UK manufacturing has seen a 1.1% increase. The ongoing skills shortage in UK manufacturing has created an extremely volatile marketplace for recruiting fresh talent, and whilst we look to support our customers with their attraction strategy, we also encourage our customers to prioritise retention of the existing workforce.6 practical steps to adopting this strategy ATA Search understands the importance of encouraging the growth and development of your existing workforce. Internal mobility—the process of moving employees to new roles within the same organisation—has emerged as a powerful strategy to address this challenge.A recent study highlights that ‘64% of workers believe that companies should prioritise upskilling the current workforce before hiring externally, and 61% feel that internal candidates should be considered first for new roles’. These statistics underscore the importance of adopting internal mobility as a core component of your talent management strategy. Here are some key strategies to boost internal mobility within your organisation.1. Invest in upskilling and reskilling programs to ensure your employees have the skills required for new roles.Investing in upskilling and reskilling programs allows you to bridge the skills gap within your organisation, enabling employees to take on more challenging and diverse roles. Consider implementing a structured learning and development (L&D) program tailored to the specific needs of your organisation. Encourage employees to engage in continuous learning through online courses, workshops, on-the-job training, extra qualifications and further education. By doing so, you'll create a pool of qualified candidates ready to step into new positions as they become available.2. Create Transparent Career Pathways to highlight what opportunities are available to employees and how they can progress within the company. Clearly defined career pathways help employees envision their future within the organisation and understand the steps they need to take to advance. Additionally, consider implementing a mentorship program that pairs employees with experienced leaders who can guide them through potential career paths and provide advice on the skills and experiences they need to develop.3. Foster a Culture of Internal Hiring by encouraging managers and HR teams to consider internal candidates before looking outside the organisation.Ensure all openings are advertised first to current employees. This not only shows employees that their growth is valued but also strengthens the loyalty and morale of your workforce.Regularly communicate the success stories of employees who have advanced within the company. These stories can serve as inspiration and motivation for others, demonstrating that internal mobility is not just possible but actively encouraged.4. Encourage Cross-Functional Moves to build a more versatile workforce.In the engineering and manufacturing sectors, where specialised knowledge is often required, cross-functional moves can lead to innovative problem-solving and greater collaboration between teams.Enabling employees to explore roles in different departments, perhaps through temporary assignments or project-based work. This not only broadens their skill set but also provides them with a better understanding of the organisation, making them more valuable assets in the long run.5. Measure and Reward to highlight the importance of internal mobility and encourage others to follow suit.To ensure the success of your internal mobility initiatives, it's important to measure their impact and reward employees and managers who contribute to these efforts. Track metrics such as the percentage of roles filled internally, the retention rate of employees who have moved internally, and employee satisfaction with career development opportunities.Recognise and reward managers who successfully promote internal mobility within their teams. Similarly, acknowledge employees who take the initiative to grow and move within the organisation. 6. Talent Pooling for Succession Planning where high-potential employees are identified early for future leadership roles.By assessing your workforce and identifying employees with the skills, potential, and desire to move into more senior positions, you can create a pipeline of ready candidates for key roles as they become available. This approach not only ensures smoother transitions during succession but also provides employees with clear career progression paths, increasing their engagement and commitment to the organisation.Understand your team and your leadership pipelineInternal mobility is more than just a cost-effective hiring strategy—it's a crucial component of a thriving, dynamic workforce. By investing in your employees' development and creating transparent career pathways, you can build a stronger, more loyal workforce that is better equipped to meet the challenges of your business.ATA Search's Team Evaluation Assessments is a unique offering to provide you with a full overview of your current teams, as well as your leadership pipeline.Whether you are actively recruiting or not, understanding the aptitudes, emotional intelligence, personality and behavioural traits of your team and the key characteristics you need in specific roles, will help you embrace internal mobility. Consequently, retaining your best employees and creating a more adaptable and resilient organisation poised for future growth.Get in touch to learn more about our Team Evaluation Assessments and how you can better understand opportunities for internal mobility in your business.

Half Year Maintenance Salary Report 2024

ATA Recruitment's Half Year Maintenance Salary Report 2024 is available to downloadWith nearly 60 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment has established itself as a market leader. We pride ourselves on providing service with real added value and as part this we like to share our market intelligence and insights with our customers. We have been publishing our Annual Maintenance reports for eight years. However, last year, we introduced a Half Year Maintenance report for the first time. This report proved essential, especially in the rapidly changing market. We are proud to be releasing the 2024 edition.The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2024

Bring Science and Substance to Your Senior Selection Process

Bring science and substance to your senior selection processBusinesses need leaders that will inspire others, create focused teams, and deliver results in the role to take your business to the next level.That means recruiting at the most senior levels in businesses provides companies with the challenge of not only finding the right experience and skillset but also the right personality, character, and attributes to ensure they can deliver effective change in their role.Psychometric assessments are an invaluable recruitment tool that highlights an individual's behaviour, aptitude, emotional intelligence, and workplace personality. It is no wonder that over 75% of The Times’ Top 100 Companies use psychometric testing alongside traditional recruitment methods (Thomas), indicating a strong preference for these assessments in high-stakes hiring decisions. The benefits are clear:Companies that utilise psychometric testing report a 24% improvement in their recruitment selection process (Hire Thinking).Psychometric tests are known to reduce the time taken to recruit new hires by up to 30% (Hire Thinking).They are effective in decreasing staff turnover by an average of 20% (Hire Thinking).Approximately 81% of organisations believe that psychometric assessments help mitigate unconscious biases in the recruitment process (Tazio).Help identify areas where new hires might need additional support throughout the onboarding process, setting them up for long-term success within the organisation (Tazio).They also play an instrumental part in the consultation process. The assessments enable businesses to be in a much stronger position to be able to recruit, retain and develop the next generation of leaders within any organisation. Keen to understand a more general view of psychometric assessments, ATA Search conducted a survey of a large selection of companies for a broad range of opinions.Within our own network of business leaders:Of those that used psychometrics regularly, 89% said they were an important part of the recruitment process or a key guide to the candidate’s suitability for the role75% of clients who use assessments tools said they would specifically use them for Senior Management, Director and Executive level hiresOverall, most regular users said they would agree or strongly agree that the results of the assessments were accurate. Many clients who responded felt the assessments helped them see past false impressions at interviews and to identify character traits that they could not from a regular interview.Given the ever-changing landscape of the recruitment world, whilst there has been an increasing trend for businesses to include psychometric assessments in their recruitment process, there does still appear to be a considerable proportion of the market that would benefit from using them.Is it time for your business to consider psychometric assessments as part of your selection process and bring the science to allow you to hire the right individual that fits your business and team? As fully trained Thomas Practitioners, ATA Search can show you how psychometric assessments will add value to your existing recruitment processes. If you would like to know more or should you have any broad questions about what they are and how they work, then please contact Stewart Jackson on stewart.jackson@ata-search.co.uk or 07827 918 324 who would be happy to discuss further. For more information - click here

Getting the most out of your interview

Employers - get the most out of your interviewsWith the latest figures stating that there are still 898,000 unfilled vacancies in the UK, the war for talent continues to rage, and this certainly still continues to be felt in UK manufacturing. With demand still massively out stripping supply, candidates have never had more choice when it comes to interviews and job offers. Most companies have reacted to this by increasing salaries to remain competitive, so what else can you do as an employer? Today we are going to focus on the candidate experience, and how you maximise your chances of securing the Engineer of your choice.Book a room: This may seem obvious, but unfortunately this does get over looked and what impression does it create if they are kept waiting for a room to become available, or you end up in the canteen?Make sure there is enough time in the diary: Managers are always under time pressure, but you need to make sure you can dedicate enough time to doing the interview justice. Rushing the interview either means you’ll make a poor assessment or the candidate will be left with more questions than answers.Read the CV properly before hand: Take the time to think about what areas of the CV you want to explore and why. If you end up reading it during the interview as you didn’t have time beforehand, how attentive will you look in the interview? Will you miss valuable information the candidate gives you as you're reading rather than listening?Ice-breaker: Not many Engineers would say they like interviewing. So, take the time to the time to put the candidate at ease. Do this and they will perform better.Make sure the interview is a 2 way process: Naturally, the primary objective is for the interviewer is to make an assessment of the candidate vs what you want. However, you also need to make sure that the candidate walks away wanting to join your business so how do you do it?Stay focussed: Be attentive to what they have to say, maintain good eye contact and keep your body language open. Remove distraction such as phones, don’t be checking your watch. The candidate needs to feel as though you are engaged with what they have to say.Ask open questions: Try and avoid questions that start with “have you worked on” or “can you do” instead start with “what experience do you have with,” or “how would you go about fixing” it will always stimulate a better flow of conversation and mean you are more likely to get a full picture of a candidates capabilities. Also, by asking questions like “what are you looking for in your next career move” will allow to build a picture of what they are really after.Listen: Listen to what the candidate says, and you’ll always make a better assessment. Know your USPs: Take the time to tell them about what’s great about working for your business, yes money is important, but team/ business culture, training, development, progression are just as important.Get to know them as a person: Build a personal relationship. We spend more time at work than we do at home, so the candidate needs to feel comfortable with you and the work environment.Give them time to ask questions: Whether it’s 2 or 12, give them time to ask you questions. You may feel you have already told them why you are a great employer, but don’t assume you’ve covered it all. They should never leave an interview with unanswered questions, it may make the difference of whether they accept or not.Feedback: Make sure you give constructive feedback within a reasonable timeframe (48 hours), whether you want to recruit the candidate or not they need to make sure they are left feeling the process was a positive one.In today’s fiercely competitive job market, the key to securing top talent goes beyond offering attractive salaries—it requires a thoughtful, candidate-focused approach to interviewing. By refining your interview process to create a positive and engaging experience, you position your company as the employer of choice. Implement the tips we've highlighted, from effective preparation to genuine engagement, and you'll not only improve your ability to assess candidates but also enhance their opinion of you as an employer. Remember, every interview is an opportunity to build your brand and as well as hiring great talent for the future of your business.

Contractor of the quarter - Q1 2024

Establishing strong relationships with our contractors is essential, and we take pride in acknowledging the excellent service they deliver to our clients throughout the UK.To gain insight into the day-to-day life of working as a contractor alongside ATA Recruitment, we interviewed our Contractor of the Quarter, Jordan Biggs, our Contractor of the Quarter.Jordan has been contracting for one of our clients as a Project Installation Engineer. He has visited several sites across the UK and has been involved in the Installation of a wide range of equipment in the food manufacturing sector. Machines that Jordan has installed have included conveyors, mixers, weighers, fillers, dryer, bagging and cartooning equipment and product labellers. Jordan is multi-skilled engineer with a wide range of qualifications including a HNC in General Engineering, 18th Edition and C&G Level 3 in Electrical Installations. Jordan is a skilled Maintenance Engineer and can install and maintain both mechanical and electrical systems and components including control panels, switchgear, inverters, DC drives, PLC’s, motors, conveyors, bearings, and crankshafts.Jordan has worked on several contracts for major international companies such as Premier Foods, Morrisons and IPS Culina. Following the completion of his current contract, Jordan is now looking to secure a new contract with a reputable company where he can add value to the organisation.What did your last contract involve?The last contract I worked on was on an installation project for a Food manufacturer. I was responsible for new machinery installation, machine moving, lighting upgrades and integrating new power supplies. I was involved from the installation phase through to commissioning and testing etc. Then the project would be handed over to the client so they could start production. I was responsible for electrical, mechanical and PLC elements of the project.What are your key skills that you bring to an organisation as a contractor?I am able to adapt to change quickly and can hit the ground running within any organisation. I find that I am excellent in working in any environment and adding value quickly to organisations that need support with their maintenance or installation projects. I have a great deal of experience within a variety of sectors including FMCG, Dairy and Automation.Why did you decide to start contracting?It gives me an amazing amount of freedom. I can contract when I want for various clients and move within them easily. It gives me flexibility and the ability to earn good money for the services that I provide. The variety of projects provide a real test for me and allows me to have control of my progression and career path.What feedback do you have for ATA Recruitment?I have really enjoyed working with Jon Caruso and ATA Recruitment. He has provided me with a great service and placed me in an exciting contract with a dynamic client. Another great thing about Jon was his excellent communication and transparency, he stayed in touch with me throughout the process and was always open and honest with feedback from the client.Testimonial from the clientJordan’s performance over the past 3 months has been excellent. He has been given a variety of complex tasks and tackled them autonomously, head on, with zero drama. He’s been extremely reliable and a great character to have around the business.Let us match you with contract opportunities that are right for you.Whether you're experienced as a contractor, or are just wondering how to get started, find out how ATA Recruitment can support you by calling 07827 295 376 or email contract@ata-recruitment.co.uk. Alternatively, complete the form below.

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

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

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

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

ATA Recruitment Contractor Rates Report 2023

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

Annual Engineering Insights 2023

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

Half Year Maintenance Salary Report 2023

ATA Recruitment's Half Year Maintenance Salary Report 2023 is available to downloadWith nearly 60 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment has established itself as a market leader. We pride ourselves on providing service with real added value and as part this we like to share our market intelligence and insights with our customers. You may have seen our previous survey detailing the average salaries for Maintenance Engineers in 2022. We have been providing these reports annually for 6 years now, however due to the current climate and the rapid rise in salaries we are now producing a half year report to give you the latest real time data. The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing. We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download the Half Year Maintenance Salary Report 2023By submitting the above form, you are agreeing to our Privacy Policy.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.By submitting the above form, you are agreeing to our Privacy Policy.

Annual Maintenance Salary Report 2022

ATA Recruitment's Annual Regional Maintenance Salary Report 2022 is available to downloadWith over 50 years experience in the provision of recruitment solutions for manufacturing and engineering, ATA Recruitment have established themselves as market leaders. Not only do we pride ourselves and providing a quality service, but we like to share our market expertise with you too.You may have already seen our permanent salary survey report detailing the average salaries offered to our candidates in 2022. 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. The continuing shortage of candidates caused by post Brexit Britain continued to dominate the recruitment landscape. With the number of unfilled vacancies peaking at 1.3m last spring, the “war for talent” in UK manufacturing certainly intensified, and for us as a business this was felt most keenly in the maintenance sector. The data we have collected has come from a large cross section of the market for both SME’s and large blue chips in industries such as, Food, Automated Distribution, Construction Materials, FMCG, and General Manufacturing.We hope it gives you a benchmark for where you are in the market, please get in touch to discuss the findings of this report in more detail.Download ATA Recruitment's Annual Regional Maintenance Salary Report 2022By submitting the above form, you are agreeing to our Privacy Policy.Get in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.By submitting the above form, you are agreeing to our Privacy Policy.

Annual Contractor Charge Rates Report 2022

The ATA Recruitment Annual Contractor Charge Rates Report 2022 is available to downloadThe number of briefs we received from clients has grown another 25% on 2021 and this shows no sign of slowing down in the near future. Covering the following disciplines, we have highlighted the average contractor charge rates across the UK as well as provided you with expert commentary from our specialist contract consultants:ManufacturingEngineeringSenior and InterimIf you are a contractor looking for a new assignment or a client looking to use a flexible skilled resource, then please get in touch.Download the reportGet in touchAs always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2023. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.

Annual Engineering Salary Survey 2022

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

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

ATA Search Welcomes Lauren Woolley: Expanding Our Executive Division

Is your business optimised for internal mobility?

Bring Science and Substance to Your Senior Selection Process

ATA Search Insights Report 2023-2024

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Agile Working – The Design Engineers View

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

ATA Recruitment launch specialist Interim division

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

Annual Engineering Salary Survey 2022

Engineering Survey 2022

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

Are gaps in your workforce holding you back?

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

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

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

Annual Contractor Rates Report 2021

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

Annual Executive Engineering Salary Report 2021

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

Annual Engineering Salary Survey 2021

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

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

The impact of the skills shortage on the maintenance recruitment market

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

Are gaps in your workforce holding you back?

Has the Pandemic created a Perfect Storm for hiring Engineers?

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

Annual Regional Maintenance Salary Report 2020

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

Annual Executive Engineering Salary Report 2020

The ATA Recruitment's Annual Executive Engineering Salary Report 2020 is available to downloadWith the challenges of COVID-19, Brexit and IR35 still looming, Executive Search and Senior Leadership roles continue to play a key part in business strategies. Companies have taken the opportunity to evaluate their business, headcount, company structure, senior leadership teams and financials. As a result of this, the number of executives available has significantly increased and whilst companies have taken time to reconsider their businesses, candidates alike are also reconsidering their career paths. Candidates are considering positions outside of their core expertise and fully recognise the importance of transferrable skills, creating great opportunities for many businesses to attract new talent.Moving into 2021, leadership roles will continue to play an ever-key role in the direction of businesses and we are already starting to see the demand for expert leaders increasing.A comprehensive report based on real dataWith average salaries and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Executive Engineering Salary Report 2020 based on the executive and senior level placements made throughout the past 12 months.Download the ATA Annual Executive Engineering Salary Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an executive recruitment 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 senior and management positions, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.

Annual Contractor Rates Report 2020

The ATA Annual Contractor Rates Report 2020 is now available to downloadThe past 12 months have been an unpredictable time for employers and candidates alike. Many employers have reassessed their recruitment strategies, as the effects of COVID-19, mass furlough and multiple lockdowns continue to have a huge impact on day-to-day operations. Whilst those that can have been quick to adapt and implement a COVID-19 secure workplace, the knock on effects of the choppy economic waters we have seen over the past 12 months are impossible to ignore.As companies have started to return close to normal, we have seen a real upturn in the requirement for contractors and temporary engineers. Having spoken to our clients, there are several reasons for this rapid increase in the need for contractors and temporary staff: Clients have reduced their headcount and as orders have increased, they have needed to upscale quickly, contractors & temporary workers have allowed them to do thisSeveral businesses are still uncertain about the future and would prefer a flexible skilled resource at this time as they return to normalIn certain sectors like food and logistics, the demand for permanent engineers is high. When this demand can’t be met quickly enough, contractors and temporary maintenance engineers have provided an excellent short-term solutionWith average contractor rates and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Contractor Rates Report 2020 based on the thousands of placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:ManufacturingEngineeringInterim & Shared ServicesDownload the ATA Annual Contractor Rates Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.

Annual Engineering Salary Report 2020

Now in it's 4th year, ATA Recruitment's Annual Engineering Salary Report 2020 is available to downloadThe past 12 months have been an unpredictable time for employers and candidates alike. Many employers have reassessed their recruitment strategies, as the effects of COVID-19, mass furlough and multiple lockdowns continue to have a huge impact on day-to-day operations. Whilst those that can have been quick to adapt and implement a COVID-19 secure workplace, the knock on effects of the choppy economic waters we have seen over the past 12 months are impossible to ignore. Likewise, the attitudes of candidates have changed, with many considering new career opportunities thanks to the shift from office based to remote working, amongst various other factors. In a survey we conducted at the end of last year, we found that 64% of those who are looking for work are currently employed, showing that now is not the time for complacency from employers when it comes to staff retention. With all this uncertainty and the undeniable shift in the employment landscape, we are providing employers with a benchmark of where you sit in the market - ensuring your recruitment strategy is based on first hand research and up to date statistics from across the UK. For candidates, we are giving you the insights into the average salary of dozens of roles across various engineering disciplines, helping you make an informed decision should you be considering a career change in 2021.A comprehensive report based on real dataWith average salaries and and expert commentary from our specialist consultants and managerial team, we have compiled the Annual Engineering Salary Report 2020 based on the thousands of placements made throughout the past 12 months. Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:Maintenance & ServiceQuality & Manufacturing Design & ProjectsTechnical SalesExecutive Download the ATA Annual Engineering Salary Report 2020The report will open in a secure PDF format that you can either view online (web and mobile) and save for future reference. Simply fill in the form below to download.Get in touchIf you would like to discuss the findings of the report in more detail or if you’re looking for an engineering recruitment specialist to support your business, get in touch with ATA Recruitment. If you're looking for a job or want to hear about future opportunities, sign up to tailored job alerts and our blog to receive more content like this straight in your inbox.

Combatting COVID-19 - We Can Keep You Moving

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

Annual Engineering Salary Report 2019

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

Why I stayed at ATA Recruitment

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

Reasons to fall in love with recruitment

Reasons to fall in love with recruitmentWhether we like to admit it or not, one of the longest relationships most of us will have in our lives is with our career. While some people may see work as a means to an end, it is commonly assumed that if you love what you do you will never work a day in your life.Recruitment is never boringA career in recruitment is varied and busy; you will spend your time building relationships with a huge array of people. You will constantly be learning and developing; it is rare that two days or situations are ever the same, meaning that even the most experienced consultants will continue to develop their skillsets. The main traits required to be successful in recruitment are communication and resilience, as well as a true passion for the sector. Career progression Working in recruitment gives you the opportunity to progress at a fast pace, with many companies offering structured routes of progression. There are different routes of progression available, depending on what career goals you have.Big rewardsWorking in recruitment allows you to receive remuneration rewards on top of your basic salary. You are in control of your earnings with commission and bonuses paid based on your performance. There are also various other rewards to be enjoyed in a career in recruitment too. Many companies hold competitions and incentives with winners enjoying days out and holidays.Make a differenceWhile we have already discussed the perks of working in recruitment and the rewards you can expect as a successful recruiter, one of the most rewarding aspects of the job is the fact that you are a pivotal element in making a difference. Whether it is advancing someone’s career by introducing them to their perfect role within a company or supporting a client to achieve their wider goals, you are a part of something bigger.Build a career at ATA RecruitmentATA Recruitment is a growing business and as part of the RTC Group (a PLC), we offer great career progression prospects. Most of our management team is homegrown, with many of them joining as trainee’s and progressing into management and even director-level roles.In recent years, ATA Recruitment staff have enjoyed all expenses paid experiences as a reward for their hard work, including days out at the races, fine dining experiences, trips to New York and Las Vegas! All our locations have modern, open-plan offices with a flat structure, our directors and managers sit with their teams, providing on the job feedback and support.If you’re looking for a career that will provide you with all the tools for success, the opportunity to develop, and be part of a team that’s supporting the industry to improve the infrastructure and world around us, look no further. We have a range of opportunities at ATA Recruitment and if you’d like to know more, contact me using the details below. Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn:Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Sales to Recruitment: Why You Should Make the Move

4 reasons you should move from a traditional sales role to a role in recruitment If you are a successful salesperson with a strong track record, it is highly likely you have been contacted about embarking on a recruitment career. There is a very simple reason for this; salespeople generally make the best recruitment consultants. There are a lot of similarities between sales and recruitment and with the growth in the recruitment market in recent years, the sector is becoming the go-to option for salespeople keen to utilise their skills but create a viable, long term and lucrative career.However, there are still people unsure if a career in recruitment is the right sideways step for them. Here are 4 points which may make you consider that career change today: 1. Recruitment is sales tooIf you thrive in a fast paced, targeted sales environment, then a career in recruitment will offer you this. Recruitment Consultants are given sales targets and although you are technically selling a service opposed to a product, the skills you have learnt in a typical sales role will enable you to get to grips with recruitment sales a lot faster. ATA Recruitment have an extremely successful training programme, where you will receive one on one training to help you adapt your sales technique to our sector. We also offer a threshold free period while you settle in your role, meaning you will start to yield financial results quickly. 2. You have a lot of autonomyWhile we offer a huge amount of support initially, you are also given the autonomy to essentially build your own business within our business. We want people who have the confidence to go out and win their own clients, have the gravitas to engage with and maintain their own candidate base and have the know-how to manage the sales process from end to end. We train our rookies to do this, but for those that have previous experience in a sales setting, you can quickly get to the point in which you are managing your own work load and being rewarded for doing this. 3. Progression is based purely on resultsProgression in sales and recruitment is meritocratic – if you perform well, you will progress. However, in a typical sales setting, this progression can stagnate quickly – a sales team will have a Sales Manager or Director looking after a team and while opportunities for small steps up may present themselves, you will potentially find your self stuck in a mid-level position for a while, until someone else departs and you can fill their post. I mentioned in the previous point that you can essentially create your own business within our business, meaning if you are consistently performing, the opportunity for your growth is endless. Recruitment Consultancies often create new positions for top performers – this is something that we do regularly here at ATA Recruitment – and, there is also the opportunity to bring in junior Consultants to help manage your work load and grow ‘your’ business. 4. Recruitment is an extremely lucrative sectorThere is no doubt that sales can be lucrative too, but most people I speak to who are looking to move into recruitment from sales have capped or team commission schemes, essentially limiting what they can earn individually. Within most recruitment organisations, your commission is completely uncapped and generally those with a sales background start earning additional commission quickly. At ATA Recruitment, our Consultants earn at least a third of what they bill.ATA Recruitment is in an exciting period of growth and we are currently looking for experienced sales people to come and join our teams. Alongside the above, we offer our Consultants a flexible, agile working policy. We have numerous incentives and prizes outside of our generous basic salary and commission scheme and encourage healthy competition between our staff. Due to expansion, we are looking for the next Leaders of our business, with fast-tracked routes to management available for high performers that also demonstrate they can behave in the correct way and uphold our high company standards. Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Working in Recruitment in the Engineering Sector

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

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

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

Why you should be looking for your new job in December

December isn’t usually the highlight of the recruitment calendar and isn’t often seen as the best time to find a new job. Candidates are often found winding down for Christmas and pledging to find a new job come January.There’s a bigger decrease in applications than there is in new roles in December – this provides a significant opportunity for those seeking employment during the festive period. ATA Recruitment’s Talent Manager, Rachael Bailey-Frost, has compiled 5 reasons why you should be looking for your new job in December: Reasons to look for your new job in December Less competition: Companies are keen to hire in December so that new employees can begin in January. However, a lot of jobseekers will put their search on hold until the new year. If you’re looking for your new job in December, you’re up against less competition.Interviewing: Annual leave during the festive period is common, and is unlikely to raise any suspicion with your employer when taking a day off for an interview. Attending interviews in December may be easier than other points during the year.Salary Flexibility: Landing a new job in December could mean more flexibility on salary. Businesses are often planning their budget for the new year. If you’re the right person for the job, you may be more likely to receive your desired salary than at other points in the year.Evidence of achievements: December is an ideal time to be job seeking as you have an entire calendar of year of achievements to refer to. You can highlight projects from throughout the year and have plenty of examples for competency based questions.New year, new start: Securing your new job in December sets you up for the perfect start to the new year. Getting the hard work done in December means that you’re ahead of the competition and don’t have the stress of job seeking in January.Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email:rachael.bailey-frost@ata-recruitment.co.ukLinkedIn:Connect on LinkedIn

Investing in our People - A Message from our Director

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

ATA Recruitment - Half Year Celebration

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

Mental Health First Aiders Network Meeting

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

The Recruitment Awards 2021

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

Why start a career in Recruitment?

Why start a career in Recruitment?I speak to a lot of people daily who are not sure if a role in recruitment is right for them. Most people don't know that the sector has progressed enormously in recent times; Consultancies have recognised the need to conduct good business to create solid relationships with both clients and candidates and the importance of providing long-lasting, rewarding careers for their own employees.When I joined the recruitment industry, I had my own concerns. Although I had done internal recruitment in a retail setting, I was nervous about stepping into the unknown. I had a few friends who worked in recruitment and was aware of the highs and lows that a Recruitment Consultant can experience, particularly in their first twelve months in post. That said, through my research I felt as though the positives outweighed the negatives and despite experiencing some lows, I still feel this way now.A Recruitment Consultant learns – quickly – how to work under pressure; you are given targets and with support, you are expected to hit them. Yes, it can sometimes mean that you have a stressful day; it is unlikely that everything will go your way all the time, but it also means you can easily measure your performance. It is clear which areas you are performing well in and which you need to improve on/invest more time in.This transparency is not something that a lot of careers offer, and it gives you the opportunity to pinpoint those areas of development and work on them yourself – and with your Manager/Team – meaning your job performance will visibly improve. As your performance improves you will be able to progress at a speed that just isn’t available in a lot of other sectors, as any reputable recruitment business will have a clear route of progression and development available for you to follow.A career in recruitment can also offer a lot of stability. Within ATA Recruitment I have many colleagues that have been with us for over 5, 10, 15, even 20 years. While the economy has suffered at different points over the years and their remit may have changed to reflect this, ultimately the need to hire has never gone away. Once you have built positive relationships with candidates and clients, they will continue to use your services throughout their careers, ultimately strengthening your position within the marketplace and offering you continued success throughout yours.Working in recruitment has benefitted me in many ways. I have become a lot more confident in both my professional and personal life; having to speak to and work with such a variety of people means that I am now comfortable in pretty much any social situation. This surge in confidence in turn made me better at my job, meaning that I was performing at a higher standard and ultimately being more successful which meant that - unlike in other careers - I was being rewarded for my success. The recruitment industry (and the sales industry as a whole) is extremely meritocratic. If you perform well, you will benefit personally. I had had jobs before in which I felt like I was working harder than some of the people around me but earning the same salary. This is not the case in a recruitment career - those willing to push themselves the extra mile will reap the rewards of this.Please feel free to get in touch today for an open and honest conversation, I would be more than happy to discuss any concerns you may have, listen to your career goals and aspirations and discuss whether a recruitment career would be right for you. ATA Recruitment is actively recruiting now. Alongside a great basic salary, we have a market-leading commission scheme and many benefits including an agile working policy.Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.ukLinkedIn: Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Transferable Skills – Why Recruitment is for everyone

Transferable Skills - Why Recruitment Is For EveryoneA lot of people get in touch to ask what skills are required to be a successful Recruiter. From our experience, being a successful Recruitment Consultant can be pinned down to skills that are transferable from almost any industry or background. At ATA, we’ve come up with the key skills that make a great Recruiter:Communication Skills Being able to effectively communicate is a great skill that lends itself to Recruitment. People from a Telesales or Customer Service role are challenged on their ability to manage people on a day-to-day basis which is no mean feat and can lead to a very successful Recruiter.Attention to detail Having an eye for detail goes hand in hand with Recruitment. Screening candidates means really getting to know them and a feel for their skills. Noticing when details are missing or knowing the questions to ask enables you to find those quality candidates time and time again.Adaptable Being a successful Recruiter means having the ability to react to changes quickly and efficiently. People who come from fast-paced roles tend to work great under pressure, and that ability is imperative in Recruitment.Ambitious At ATA, we have an Uncapped Commission scheme and clear route to progression. Are you somebody that is motivated by reward and strives to progress within a company? Then Recruitment could be for you! We have many routes to progression including people management, working autonomously as a Principal Consultant or Client Relationship Management to name a few. At ATA, we encourage development, and we are passionate about working with our employees to ensure they know exactly what they need to do to succeed. Changing industries can be daunting. However, at ATA Recruitment we have a robust training programme and support network to ensure you succeed to the best of your ability. And, don't just take our word on it, take a look at some of our employees have to say...“All the support and development during my time at ATA, has given me the tools I needed to get to that next level that I have always been eager to get to. I already have my eye on what I want to achieve next so I’m sure a few more years of hard work and I’ll be able to get there."Hayley Glover, Recruitment Consultant “I’d recommend ATA as a business as I am proof that you can have a varied and structured career path, training is always available even 11 years into my career and it’s a fun place to work. We are all competitive with a work hard and play hard mentality and the support for new talent is amazing and second to none. The flexibility to fit work around your personal life and your personal life around work allows you to have a healthy work-life balance.”Ajay Bhella, Business Development Manager If you recognise the above skills and have been thinking about whether a career in Recruitment could be for you, get in touch with ATA Recruitment today to see if we have the role for you.Find out more about a career with Ganymede today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@atarecruitment.co.ukLinkedIn:Connect on LinkedInFind out more about a career with ATA Recruitment and see our current vacancies

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

Reflections on Rainbows partnership for 2021 Right from the start of 2021, ATA has worked in collaboration with our chosen charity partner, Rainbows. Now that we are nearly at the end of the year, we want to cast our memory back to just some of the highlights of that partnership. Our teams have held quiz nights and a grand national sweepstake. Our teams have cycled to Le Mans totalling an amazing 785km and still managed to take part in a Spartan race and Half Marathon which has generated yet more money for Rainbows. Utilising our Supported Volunteer Leave, 6 of the team got stuck in and spent their time outside clearing the Rainbows Hospice Garden grounds to help make the space more enjoyable for those family and friends spending time there. As part of our support for local good causes policy, we have sponsored an under 10’s girls football team in collaboration with Rainbows. We hope that the football team will continue to generate much needed funds for Rainbows by taking part in charity matches and events. We have also used our expertise in recruiting exceptional individuals to support Rainbows in their recruitment drive.Kelly Tallis, Corporate Social Responsibility Manager said: “We are super pleased with all what has been achieved this year. Working collaboratively with Rainbows has really helped us maintain a focus throughout the year and it has been great to see so many of our teams getting involved, raising awareness and money for this great charity. We are delighted to be supporting Rainbows for 2022 and have some exciting plans in place to raise yet more money and awareness of this much needed service”.Who are Rainbows?Rainbows Hospice for Children and Young People provides specialist respite, palliative and end of life care to children and young people with life limiting or life-threatening conditions and support to their families and friends.To visit the Rainbows website, click here.

Post-Pandemic Attraction and Retention

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

ATA Recruitment have joined forces with DEBP to deliver employability workshop

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

ATA Engage

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

Bounce back with ATA Contractors

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

Post Pandemic Recruitment Challenges

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

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Engineers - Maximise your interview

Interviews for many Engineers can be a very daunting experience, often resulting in candidates not securing the role they wanted due to poor interview performance rather than technical suitability. Here at ATA Recruitment, we pride ourselves on the support we give our candidates through the entire recruitment process, and pre interview preparation in particular. Here is a guide on how to maximise your interview performance.1. Research - Before the interview, make sure you take the time to thoroughly research the website of the prospective employer. Make sure you know who they are and what they do. It is also worth going on YouTube to see if the business has posted videos of their manufacturing process so you can familiarise yourself with equipment you could be working with.2. What do you offer? Many Engineers don’t always feel comfortable selling themselves, but bear in mind an interview is in essence a sales meeting, but the product is you. So think about what makes you a suitable candidate based on your qualifications, experience, skills, motivations and values. Having pre planned this, you will find it much easier to articulate why you are a suitable candidate for the role.3. Competency based questions – Many employers like to use these as part of the recruitment process. It’s always worth thinking about how you would deal with being asked a question such as “How do you deal with pressure” or “How do you problem solve.” We recommend the S.T.A.R technique (Situation, Task, Action, Result) which if you pre prepare for you questions that may arise it will give you more confidence in answering them.4. Prepare questions for the interviewer - It’s normal interview etiquette that the interviewer will ask the interviewee what questions they have. If by the end of the interview you have nothing to ask, does this make the interviewer question how interested you are? By having a number of questions prepared it will allow you to showcase your interest in the opportunity. You can ask the obvious ones like what’s the role, hours, training etc. Also try to have some slightly more probing ones such as what are the plans for the department, what’s great about working here, how does the business want to improve?5. Plan your route – There’s nothing worse than arriving late for an interview, it instantly starts the interview on a negative, so plan your route and make sure you allow yourself enough time to get there.6. Body language – Firm handshake, good eye contact and a smile are all good ways to show the interviewer you are in tune with them and the discussion. Try and avoid folding your arms, as closed body language always puts doubt in the interviewers mind.7. Enjoy it – An interview should be a 2-way process so whilst it’s important for both parties to assess each other’s suitability, it’s just as important to build rapport and see if you can work together.Upload your CV below for expert support and adviceOur team of specialist recruiters have been working with Engineers like you for over 60 years. Not only do we provide career opportunities within leading organisations across the UK, but through our consultative approach, we provide advice and support to help you go from strength to strength in your career. Whether you want CV help, support for an upcoming interview, or general career advice, we would be delighted to support you in the process. Upload your details below to arrange a free consultation, or visit our permanentor contractcandidate hubs to find out more about our services.

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

Post-Pandemic Attraction and Retention

ATA Recruitment have joined forces with DEBP to deliver employability workshop

ATA Engage

Bounce back with ATA Contractors

Post Pandemic Recruitment Challenges

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

The impact of the skills shortage on the maintenance recruitment market

Are gaps in your workforce holding you back?

Has the Pandemic created a Perfect Storm for hiring Engineers?

Annual Regional Maintenance Salary Report 2020

Annual Executive Engineering Salary Report 2020

Annual Contractor Rates Report 2020

Annual Engineering Salary Report 2020

Combatting COVID-19 - We Can Keep You Moving

Annual Engineering Salary Report 2019

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

Post-Pandemic Attraction and Retention

ATA Recruitment have joined forces with DEBP to deliver employability workshop

ATA Engage

Bounce back with ATA Contractors

Post Pandemic Recruitment Challenges

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why I stayed at ATA Recruitment

Reasons to fall in love with recruitment

Sales to Recruitment: Why You Should Make the Move

Working in Recruitment in the Engineering Sector

Half Year Maintenance Salary Report 2024

ATA Search Insights Report 2023-2024

Annual Maintenance Insights Report 2023

ATA Recruitment Contractor Rates Report 2023

Annual Engineering Insights 2023

Half Year Maintenance Salary Report 2023

Annual Maintenance Salary Report 2022

Annual Contractor Charge Rates Report 2022

Annual Engineering Salary Survey 2022

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Agile Working – The Design Engineers View

ATA Recruitment launch specialist Interim division

Annual Engineering Salary Survey 2022

Engineering Survey 2022

Are gaps in your workforce holding you back?

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

Annual Contractor Rates Report 2021

Annual Executive Engineering Salary Report 2021

Annual Engineering Salary Survey 2021

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why I stayed at ATA Recruitment

Trainee to Specialist - One year in Recruitment

Why you should be looking for your new job in December

Investing in our People - A Message from our Director

ATA Recruitment - Half Year Celebration

Mental Health First Aiders Network Meeting

The Recruitment Awards 2021

Why start a career in Recruitment?

Transferable Skills – Why Recruitment is for everyone

Why I stayed at ATA Recruitment

Reasons to fall in love with recruitment

Sales to Recruitment: Why You Should Make the Move

Working in Recruitment in the Engineering Sector

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

Post-Pandemic Attraction and Retention

ATA Recruitment have joined forces with DEBP to deliver employability workshop

ATA Engage

Bounce back with ATA Contractors

Post Pandemic Recruitment Challenges

Post-Pandemic Attraction and Retention

Are you giving yourself enough choice when recruiting?

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

Post Pandemic Recruitment Challenges

Why you should be looking for your new job in December

Mental Health First Aiders Network Meeting

Annual Executive Engineering Salary Report 2021

Reflections on Rainbows partnership for 2021

Post-Pandemic Attraction and Retention

ATA Recruitment have joined forces with DEBP to deliver employability workshop

ATA Engage

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IR35: Important Information for End Hirers

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

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Keep Hiring with ATA Connect

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

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