General Engineering
There's nothing general about our approachWith over 60 years experience in engineering and manufacturing recruitment, there aren't many roles or industries we haven't already recruited for. So whet...
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There's nothing general about our approachWith over 60 years experience in engineering and manufacturing recruitment, there aren't many roles or industries we haven't already recruited for. So whet...
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We make our process as bespoke as your machineryThe Special Purpose Machinery sector sees companies manufacturing bespoke and custom made machines which are used across the FMCG, Automotive, Aeros...
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A robust process for a fluid marketThe Process Engineering sector has been a cornerstone of ATA's engineering recruitment activities for nearly two decades. We have worked extensively with both s...
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The automotive sector is highly driven by quality of process, which this fits perfectly with the ATA WayEmploying 182,000 people and generating £67 billion for the UK economy, Automotive is one o...
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Quality driven recruitment and manufacturing go hand in handEmploying over 110,000 people and generating £22.4 billion in turnover for the UK economy, the aerospace sector continues to be one of ...
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Through our in-depth knowledge of the Food and FMCG sectors, we have built a strong track record of delivering quality candidates to our customersFood manufacturing is well established as one of ...
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As the Warehouse Automation sector has grown, we have grown with it, developing strong relationships with a number of OEM's as well as many of the UK's biggest end users. Our specialist team have...
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Building the highly-skilled teams you need to keep your business thrivingWe've been working with some of the biggest names in the construction materials manufacturing sector for several years, bu...
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Maintenance Manager, Leicester, £60-63k, bonus scheme, 33 days of holiday, pension scheme, plus other benefits DAYS – MON/FRI (8-5) Company: ATA are partnering with a leading recycling company, a multisite group with a long-standing history within the Leicestershire region, a stable and secure business, with plenty of potential growth on the way. This company partners with various brands in regard to recycling and have a strong team of engineers with varied skillsets and lots of experience. This site is ever growing with a variety of heavy industry kit on site including bailor machines, conveyors, compactors, optical sorters ETC. our client are searching for a Maintenance Manager to lead the business into the future lead the engineers in the right direction. The Role: As an Engineering Maintenance manager your role will include: - Day to day management of a team of 7/8 maintenance engineers - Ensuring PPM’s and breakdowns are completed - Keeping downtime minimised as much as possible - KPI management, budgeting, budget management - Dealing with sickness, disciplinaries, recruitment - Being in charge of Health and safety, dealing with PPE, machinery safety - Being in charge of training, appraisals and 1 to 1’s What they need from you> Our client is looking for an engineering manager who: - Has experience in a management position (EM, MM) - Has experience leading teams of maintenance engineers - ESSENTIAL – experience in a heavy engineering environment - Happy working in a industrial environment – not afraid of a tough environment Benefits/Package: ATA are very impressed with the package on offer with a healthy salary of up to 63k, plenty of benefits including a pension scheme, 33 days of holiday, a great work life balance (NO NIGHTS, NO WEEKENDS,), being able to stamp your mark on a business with lots of history in the region. This opportunity is perfect for a manager who is apart of the heavy industry sector of engineering who is looking to get off of shifts or perhaps a manager who is looking for a brand-new challenge If you think this role is of interest to you please press apply, or Call AJ on 07701326339 or email AJ at aj.kermaleki@ata-recruitment.co.uk. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Multi-skilled Maintenance Engineer Job Role – Multi-skilled Maintenance Engineer £49,000 + Overtime (1.5x, 2x) + 10% Matched Pension + Massive Training Budget + Progression and Many More Benefits! Shifts – Panama’s (Get every other weekend off!) Location – Barnsley The Company Our client is giving you the chance, as a multi-skilled maintenance engineer, for a leading FMCG firm that supply to the retail industry! As a multi-skilled maintenance engineer, you will be working for a company that invests high level of profit back into the company, meaning you will have the latest state-of-the-art equipment available at your disposable! The Role As a multi-skilled maintenance engineer, you will be responsible for: Responding to breakdowns, conducting PPMs and carry out routine maintenance work around the plant Electrical responsibilities including fault finding on three phase systems, drives, relays and control panels Mechanical responsibilities including working on components including conveyors, gearboxes, and bearings etc Requirements As a multi-skilled maintenance engineer, our client requires: You to have an NVQ level 3 in engineering You to have previous experience in working in a reactive manufacturing environment You to be confident fault finding on both mechanical and electrical drawings Benefits As a multi-skilled maintenance engineer, you will receive the following benefits: Overtime available – perfect for an engineer looking to boost their earning potential! Lots of training courses! Progression into Senior Roles! A great package including a 10% Matched Pension! If you are a multi-skilled maintenance engineer and are interested in the vacancy, then please contact me via email max.carling@ata-recruitment to discuss the role in further detail ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and general Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website. By applying you accept the terms of our Privacy Notice which can be found on our website. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Maintenance Team Leader, Leicester, £50,000-60,000, O.T paid at x1.5 and x2.0, 28 days of holiday, training opportunities Perm Nights (MON-FRI) Company ATA are partnering with a leading recycling company, a multisite group with a long-standing history within the Leicestershire region, a stable and secure business, with plenty of potential growth on the way. This company partners with various brands in regard to recycling and have a strong team of engineers with varied skillsets and lots of experience. This site is ever growing with a variety of heavy industry kit on site including bailor machines, conveyors, compactors, optical sorters ETC. our client are searching for a maintenance team leader to lead the business into the future lead the engineers in the right direction. The Role: As a maintenance team leader, your role will include 50/50 hands on to office-based responsibilities, including allocating jobs, supervising health and safety and driving h/s, appraisals, 1 to 1’s and people management, furthermore the role will include reactive maintenance, planned maintenance, fault finding and working on a mix of plant based machinery You: As a maintenance team leader, our client is looking for: - An experienced team leader with supervisory experience - Experience working in a heavy industry/environment - Happy to work with a team with various personalities - Strong personality and willingness to learn If you are happy to work the night shift, have experience as a supervisor or TL and are local to Leicester, please press respond to this email or call AJ on 07701326339 to discuss. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Recruitment Consultant (360 Recruitment Role) Location: Leeds (LS1) Salary: Up to £30,000 basic DOE, Uncapped Commission, 25 Days Annual Leave, Quarterly & Annual Awards, Incentives, Structured Career Progression, Ongoing Professional Development ATA Recruitment are looking for the next team member to join our expanding team in 2025! ATA Recruitment is excited to offer an excellent opportunity for an experienced Recruitment Consultant to join our team in Leicester. This is a 360 recruitment role within the North West Maintenance Engineering sector, where you'll inherit a substantial amount of sales data, including active accounts, allowing you to hit the ground running. Additionally, you will collaborate closely with our well-established team, focusing on supporting existing accounts. We are seeking a candidate with a minimum of 12 months' experience in a 360 recruitment role, from any sector. While experience in Maintenance Engineering is a plus, it's not essential, as full sector training will be provided. This is a true 360 recruitment role involving lead generation, lead conversion, account development, and candidate sourcing and management, so a strong interest in sales and business development is essential. Our ideal candidate will have leadership aspirations, as we see this position growing into a management role within our structure. At ATA, we offer comprehensive training, support, and guidance in a collaborative and growth-focused environment. Our management team is homegrown, and we provide structured career progression with clear objectives to help you grow your responsibilities and earning potential. Our uncapped commission scheme offers significant earning opportunities for driven individuals. For more information about this role and a career at ATA Recruitment, contact our Talent Manager, Rachael, today. Ganymede is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Recruitment Consultant (Candidate-Focused Role with Lead Generation and Account Management) Location: Leicester (LE3) Salary: Up to £30,000 basic DOE, Uncapped Commission, 25 Days Annual Leave, Quarterly & Annual Awards, Incentives, Structured Career Progression, Ongoing Professional Development ATA Recruitment are looking for the next team member to join our expanding team in 2025! ATA Recruitment is offering an exciting opportunity for an experienced Recruitment Consultant to join our Leicester team. Specialising in the UK Maintenance Engineering sector, this role focuses on supporting a high-performing Business Development Manager by managing their Preferred Supplier List (PSL) accounts. In this candidate-focused position, you'll manage two roles independently each week while generating sales leads and expanding our candidate database. You'll also accompany the Business Development Manager on client visits and account reviews, serving as a key second point of contact. We are looking for a Recruitment Consultant with at least 12 months of experience in a 360 recruitment role, who enjoys the candidate management aspect. While no new business development is required, familiarity with the full recruitment lifecycle is essential, along with comfort in lead generation and account management. You should be highly motivated, a strong communicator, confident in working with candidates at all levels, and keen on building a long-term career. While experience in Maintenance Engineering is not required, it will be viewed favourably, and sector-specific training will be provided. At ATA, we offer comprehensive training, support, and guidance in a collaborative, growth-driven environment. Our management team is homegrown, and we provide structured career progression with clear goals to help you increase your earnings and responsibilities. Plus, our uncapped commission scheme allows for unlimited earning potential. For more information about this role and a career with ATA Recruitment, contact our Talent Manager, Rachael, today. Ganymede is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Recruitment Consultant (360 Recruitment Role) Location: Leicester (LE3) Salary: Up to £30,000 basic DOE, Uncapped Commission, 25 Days Annual Leave, Quarterly & Annual Awards, Incentives, Structured Career Progression, Ongoing Professional Development ATA Recruitment are looking for the next team member to join our expanding team in 2025! ATA Recruitment is excited to offer an excellent opportunity for an experienced Recruitment Consultant to join our team in Leicester. This is a 360 recruitment role within the East Midlands Maintenance Engineering sector, where you'll inherit a substantial amount of sales data, including active accounts, allowing you to hit the ground running. Additionally, you will collaborate closely with our well-established team, focusing on supporting existing accounts by recruiting for Quality, Manufacturing, and Production (QMP) roles. We are seeking a candidate with a minimum of 12 months' experience in a 360 recruitment role, from any sector. While experience in Maintenance Engineering is a plus, it's not essential, as full sector training will be provided. This is a true 360 recruitment role involving lead generation, lead conversion, account development, and candidate sourcing and management, so a strong interest in sales and business development is essential. Our ideal candidate will have leadership aspirations, as we see this position growing into a management role within our structure. At ATA, we offer comprehensive training, support, and guidance in a collaborative and growth-focused environment. Our management team is homegrown, and we provide structured career progression with clear objectives to help you grow your responsibilities and earning potential. Our uncapped commission scheme offers significant earning opportunities for driven individuals. For more information about this role and a career at ATA Recruitment, contact our Talent Manager, Rachael, today. Ganymede is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Electrical (CompEx) Installations Engineer 3-month contract Location: Manchester/Oldham/Rochdale Rate: £32.50p/h - £35 p/h (Limited Co. - Outside IR35) ,inimum 40 hours per week - DAYS. Electrical / Installation / Machinery / Process manufacturing plant / CompEx Atex Regs I am recruiting exclusively for a key client based in North Manchester, who are a leading UK manufacturer of technical chemicals products. They are looking for an experienced and highly skilled Electrical Installations Engineer to work on upgrades and general maintenance & repairs. This is an initial 3–6-month contract with the likelihood of extension thereafter. For the position of Electrical Engineer, you will be required to conduct the following duties: Leading the installation & upgrades of industrial production machinery and wiring for a facility upgrade project Reporting to the Engineering Manager Working to CompEx / Atex regulations Reading from engineering drawings, plans and schematics Working safely is paramount, installing distribution, 3phase power, cabling, transformers, relays etc Measuring and testing electrical supply to correct standards and procedures, and Health & Safety The successful Electrical Engineer will need to have the following attributes: Compex Qualified - Gas and vapours (Ex01 – Ex04) / ATEX etc. Over 5 years’ experience qualified CompEx is required Ideally level 3 electrical installations / time served electrician Strong Health and Safety awareness Able to work autonomously, with a ‘right first time’ mentality Experience within complex installation projects environments Strong communication and interpersonal skills · Reliable and punctual The benefits of this position: Opportunity to work with a highly reputable organisation On-going contract work to meet future business demands/projects Autonomy to get on with the job, whilst working as part of great team I am looking to speak to experienced Electrical Engineers with 5+ years CompEx qualification & experience, who are looking for a rewarding and challenging contract position. For more information, please contact Jon Caruso Principal Consultant at ATA Recruitment. ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and General Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website - . ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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Production Operative – Bristol Location: Bristol Contract: Permanent Salary: £29,311 - £32,393.50 per annum + Shift Allowance (£4,396 - £4,859.03) + 5% Annual Bonus Shifts: Mon-Thurs 6am-2:30pm (Friday early finish at 2pm) for the first 8-12 weeks; then 12-hour shifts (6am-6pm) on a 5 on/5 off or 4 on/4 off rota (days only, no nights) Start Date: January 2025 This well-established company are looking to recruit multiple Production Operatives for their site in Bristol due to continued upturn in business. This company are looking for motivated, reliable individuals that have a desire and ability to learn as they are looking to take on staff permanently. If you think you are right for this role then please get in touch with Fred O’Reilly on 07827918324 or email your CV to fred.oreilly@ata-recruitment.co.uk Key Responsibilities: Operate and maintain machinery used to produce high-quality machine-made bricks Perform manual interventions when machine breakdowns or malfunctions occur (moving, lifting, and clearing bricks and debris) Work with touch-sensitive display screens and control switches to operate machinery Ensure work areas are kept clean and maintained in line with Health & Safety standards Participate in the Continuous Improvement Process (CIP) to improve safety, quality, and efficiency Assist in developing Standard Operating Procedures (SSOPs) and Risk Assessments Forklift truck (FLT) driving when required What We’re Looking For: Previous experience in a manual or production environment (desirable) Machine operating or production operative experience Any heavy hands-on work experience e.g., farm work, manual labour (desirable) Forklift Truck (FLT) qualification (desirable) Positive attitude, good work ethic, and team spirit Benefits: Competitive salary of £29,311 - £32,393.50 per annum Shift allowance of £4,396 - £4859 for day shifts Annual bonus of 5% Opportunity to work with a market leader in the construction industry Forklift Training Permanent contract with a stable, growing company Full training and development opportunities How to Apply: For more information, please contact Fred O’Reilly 07827918324 or email your CV to fred.oreilly@ata-recruitment.co.uk Trainee Recruitment Specialist at ATA Recruitment. ATA Recruitment specialises in Manufacturing, Infrastructure, Civil, Transportation and General Engineering recruitment on both a permanent and contract basis – for more opportunities like this one, visit our website - By applying you accept the terms of our Privacy Notice which can be found on our website. ATA is committed to creating a diverse workforce and is an equal opportunities employer. We welcome applications from all suitably qualified persons regardless of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
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As part of our vision to bridge the skills gap through world-class recruitment and attraction methodologies, we provide a flexible, tailored workforce solution to meet the needs of businesses of any size. From ad-hoc permanent placements to high-volume temporary solutions and sensitive business-critical hires, ATA can help. For more information on our specific engineering recruitment services, click on the icons below.
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.
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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
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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
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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.
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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.
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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
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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
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