The future of engineering recruitment
Some questioned why Michael Page, as a major player in the UK recruitment market decided to enter the engineering arena in January 2001, during a time when the engineering industry was experiencing such severe skills shortages. But that was the exact reason behind the decision to launch says Dean Ball, Operating Director of Michael Page Engineering. He explains, "Michael Page provides professional staff across a number of disciplines to a wide cross section of industry and commerce. As we were providing our clients with staff in many of their departments, from finance to sales and marketing or legal, we were constantly being asked about the provision of engineering personnel. In light of the skills shortages it is extremely difficult for companies today to recruit good people in the engineering sector."
A diverse industry
"We decided to carry out our own market research and were surprised to discover that there were a limited number of major national recruitment providers covering all aspects of engineering. We also knew that the engineering industry was much more diverse and widespread than popular public belief would suggest and not simply confined to manufacturing or construction, for example. In fact, engineers working in these areas account for less than half of all the engineers working in the UK. We also established that there are about 2 million people in the UK who describe themselves as engineers. All of this research, combined with client demand, confirmed the time was indeed right to enter the marketplace."
Skills shortages
The industry has been experiencing skills shortages for a number of years. This shortage was brought about by a number of factors. In recent years, words such as 'design' and 'technology' have become more fashionable, and in turn have commanded higher salaries, when in fact the role is of an engineering nature. A stronger link between these disciplines could not only encourage more people to join the trade but generally raise the profile of the trade in the public's eye.
The number of students in the UK taking engineering courses at university has dropped. According to the Engineering Council, although rather more people are being accepted onto engineering degrees than a decade ago, the number has steadily fallen over the past six years. Add to this the fact that only 44% of engineering graduates take up jobs in manufacturing and construction, with the remainder going into finance, commerce and other fields.
A well paid and secure profession
Engineering continues to offer a well paid and secure profession. However, it is still failing to attract its fair share of the brightest and best paid of today's young people. Dean Ball comments, "This combination of issues has led to the skills shortage currently being experienced. The question for employers is how to attract the best quality personnel and then to keep them. The problem cannot simply be tied down to one industry or sector as may be the case for example in retail, where people are leaving in large numbers, as the role of the engineering crosses over so many types of industry and commerce.
I feel that companies need to start to look at how the people involved in engineering in their business are developed. Many professionals working in finance or marketing are for example seeing increased involvement in the strategic development of an organisation, including promotion to board level. Where does an engineer progress to in his or her career? We want to promote the fact that an engineering role is business focused and dynamic and can provide an effective route to a general manager or managing director position. In addition, companies need to consider how they can reward and retain existing staff and encourage new and young engineers to join them in the first place."
Recognising and rewarding staff
But once you have found your staff, how do you go about keeping them? Dean Ball comments, "Many sectors are facing this issue and increasingly companies are becoming more imaginative in the way in which they reward and recognise their staff. This can include offering a flexible benefits package so the employee can pick the benefits that best suit their lifestyle. For example, a married man with children might want additional holidays for school holiday cover but not medical cover if it does not include his children. However, medical cover may be important for an older, single person or married person with adult children. The company car has become less popular because of the increasing tax burden, so other benefits are being included, from gym membership to luncheon vouchers, or even butler services! Benefits packages are set to become the main battle ground in the 'war for talent'". Finally, skills shortages are having an impact on salary levels, making engineers among the best paid workers in the UK.
Another key trend in light of the skills shortage is the increasing practice of international working. Employers in the UK are at times being forced to source candidates from abroad. Dean Ball comments, "More and more of our clients are choosing this option. In today's employment market languages are increasingly important, and as a result, our European counterparts, who are particularly strong in this area, have the ability to move around at ease. However, conversely it means that British engineers have more opportunity than ever before to experience working internationally, with many candidates now choosing to work in Australasia and the US."
If we are to address the skills shortage in the long term, we must have a better understanding of how the engineering industry is perceived by the general public, especially school leavers. A pro-active approach to this work is being taken by key organisations such as the Engineering Council. However the results of this will take several years to filter through.
