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Engineering Recruitment Experts

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We are a specialist engineering recruitment agency helping employers secure top class talent, and helping outstanding engineers land challenging and rewarding roles.

Whether you’re an engineer looking for your next opportunity, or an employer eager to hire the very best engineers, Entech has the experience, resources and approach to help.

After 20 years of working with the world’s leading engineering firms, and with seven teams of specialist recruiters who are each experts in their own industry sector,  there’s nobody better placed to help you find your perfect job, or resource your projects and develop your business effectively.

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10 Recruitment Agency Myths – BUSTED!

03. 04. 2020

When you’ve been in the recruitment industry for as long as we have, you get to hear some of the recruitment agency myths that many companies and candidates think are true. Most of the time, it’s a simple misunderstanding, but clients and candidates both have myths about recruitment agencies, so we thought we’d put them to bed once and for all. Here’s 10 Recruitment Agency Myths - BUSTED! Candidate Myths “Recruitment Agencies Take A Percentage Of Your Salary” This myth seems to have come about from a case of simple misunderstanding. While it is true that recruitment agencies take their payment in the form of a percentage of the candidate’s salary, this is always charged to the client (the company making the hire) and not the candidate. If you’re a candidate being placed by an agency, you’ll be paid the salary you’ve agreed to, without any fees added. “It Costs Money To Join An Agency” It should NEVER cost you, as a candidate, any money to join a recruitment agency. If you’re speaking to an agency and they ask for money - run! “Recruitment Agencies Only Have Jobs That Are Advertised Elsewhere Online” This is a common myth, as candidates think that putting their CVs on a few online job boards is the same as speaking to an agency. However, there are some jobs that recruitment agencies have on their books that aren’t being advertised at all. This could be for a number of reasons, but means that the agency will have to rely on their network and database; so if you haven’t registered with them directly, you won’t be considered for the role! “Recruitment Agencies Want To Put Me In Any Job So They Get Their Fee Quicker” This myth likely stems from people’s experiences with bad recruitment agencies. While it might seem that recruiters want to get a candidate into the first job they can think of, the nature of the contracts with the clients means that they will only get paid their fee if that candidate stays there for a minimum amount of time - normally a couple of months. For that reason, it’s in the recruiter’s (and the candidate’s) best interest to find the candidate a role they’ll want to stay in long term This means that recruitment agencies need to place the right people in the right jobs to get paid. “Recruitment Agencies Don’t Care About Moving Quickly” Because recruitment agencies won’t get paid until an employee has been in their new position for at least a few weeks, everything they do up until that point is essentially free work. This means they have a huge incentive to move quickly, but sometimes a job will be put on hold by the company they’re working for, or there are external pressures, like we’re currently experiencing with the Coronavirus outbreak, that affect the hiring process. Client Myths “We Can Get The Same Applicants by Posting Our Ad on Some Job Boards” Many companies believe that they can get the same applicants for a role simply by posting a job ad to the same job boards an agency would. While there is some truth to this, there are two things recruiters have that companies don’t. The first is access to the job board’s CV databases. This is an expensive feature that allows recruiters to search for passive candidates who have relevant experience, but who might not be looking at the job ads on that site. The second is their network. Over the years, as a recruiter builds their network, they will naturally build relationships with contractors and permanent employees who have key skills within their sector. This means a recruiter might know the perfect candidate for the role, and know that they’re able to start at the right time, all without ever posting a job ad; which is hugely valuable for everyone involved. “Recruitment Agencies Just Send CVs” Hiring managers are often under the impression that a Recruitment Consultant will just send them a load of CVs that they’ve found online, and then expect a commision if one of them ends up getting the job. While this may be the case with some bad recruitment agencies, good agencies will consult with the client company during the entire process. That means feeding back on whether the salary being offered is too low to attract fully qualified candidates, understanding the role and the skills necessary, and qualifying applicants so that hiring managers only see the very best people for the role. “There’s Plenty Of People Out There Looking For Work!” Up until the COVID-19 pandemic, UK Employment had been at a record high of 76.3%, it’s highest level since the 1970’s. When you combine that with the fact that 70% of the global workforce are passive candidates who aren’t actively looking for a new position, it becomes clear how tough it really is to find high quality candidates for a role. “Recruitment Agencies Cost Too Much Money” A common objection businesses have to using recruitment agencies is that they claim they cost too much money. Research from the REC found that a poor hire at mid-manager level, with a salary of £42,000, could cost a company as much as £132,000; and that 39% of employers admitted that their interviewing and assessment skills of their staff should be improved. Now consider that a 20% recruitment fee for a fully-vetted, expertly-recruited candidate for the same salary would be £8,400, and it’s easy to see how recruitment agencies can actually help a business to save money in the long term! “Recruitment Agencies Don’t Understand Our Industry” While it’s true that some of the larger recruitment agencies may have junior employees who don’t fully understand the industry handling the work to help with their margins, there are plenty of smaller specialist agencies that have a great understanding of their sector. For example, Entech is a specialist Engineering Recruitment agency, and most of our senior team were engineers before they became recruiters. This means we understand the skills and qualities companies are looking for when they’re searching for staff, and we know the right questions to ask to make sure people are properly qualified. A good agency will have people who are incredibly knowledgeable about the industry they work in and who can help your business thrive. Myths like these tend to appear because of a bad experience with a recruitment agency, but we’d like to let you know that there are still good agencies out there. If you’re thinking of working with a recruitment agency, and you still have some questions that you’re unsure of, please get in touch and we’d be happy to help where we can - just give us a call on 01442 898900.


How to Kickstart a Career in Engineering

27. 03. 2020

With an ever-growing shortage of Engineers in the UK, demand for the next generation of workers is forecast to continue to grow, making it the perfect time for any budding engineers to kickstart a career in engineering. So if you’re considering a path in the sector, how can you kickstart your career in engineering? Decide On A Career Path The first step is to decide which career path you’d like to focus on. While all engineering roles require strong skills in mathematics, science, and technology; different roles require knowledge of different topics. For example, a mechanical engineer will need to understand technical drawings and machining processes, while a chemical engineer will need to understand how different chemicals react. Deciding on a path early will help with choosing which topics to study in further education. Let’s take a look at the different types of engineers Mechanical Engineers Mechanical engineers design and build physical components for things like aeroplane engines, cars, machinery, and even household items. To become a mechanical engineer, you’ll generally be expected to have some good grades in design and technology subjects, alongside mathematics and science. Electrical Engineers Electrical engineers plan and develop electrical systems for a number of projects, from small household electronics to large scale infrastructure projects or buildings. Their education will need to include physics, along with mathematics and the broader sciences. Chemical Engineers Chemical engineers work on industrial processes that transform raw materials into usable products and materials. Chemical engineers obviously need a particularly strong focus on chemistry throughout their education. Civil Engineers Civil engineers work on infrastructure and construction projects. As a broader subject, this may simply require general engineering experience, but certain career paths will need some good grades in geology. Software Engineers Software engineers create the applications and programs that are the brains behind every computer-based system the world uses. There’ll be less of an importance for hard sciences if you’re planning on a career as a software engineer, with more of the focus going on mathematics, statistics, IT and computer science. Environmental Engineers Environmental engineers use a wide variety of sciences and engineering to solve problems and create solutions that help to improve the life of living animals and organisms, and to help improve the environment. Environmental engineering is normally a subset of other engineering studies, but will require good grades in subjects like biology and chemistry. Once you’ve chosen which type of engineering career you’d like to pursue, you’ll also need to start to think about the sector in which you’d like to work. The choice of sectors is less formal than choosing your field of study, but it’s still an important consideration when you’re thinking about your future as an engineer. There’s a large number of sectors including (but not limited to): Aerospace and Defence, Automotive, FMCG, Energy, Oil and Gas; and Manufacturing. Engineering Salary When choosing a career, it’s important not to get too hung up on choosing a career based on the salary. In the first few years of an engineering career, it’s much more important to find a firm that will invest in your development, rather than one that will pay you a bit more money. It’d be naive to think that salary won’t ever be a factor in choosing a career - no one wants to end up in an industry with no long-term prospects - but you should try and choose a path that you find interesting and rewarding, rather than simply choosing a particular field of study because it’s one of the highest-paid engineering jobs! Complete Your Education After choosing which area of engineering you’d like to have a career in, now it’s time for the hard work to begin! There are three main routes engineers typically take to start their career in engineering: a university degree, an apprenticeship, or through the armed forces. University Depending on the industry or position you plan on entering you may require a degree. A typical BEng degree will take 3 or 4 years, depending on whether or not you complete a placement year during your degree; with the masters program then taking an additional year. Degrees are typically most important for graduate positions and, as mentioned, in certain fields that require a formal education to progress. However, many companies will now accept candidates with apprenticeships or armed forces experience, as these give engineers hands-on experience alongside the theoretical side of learning. Apprenticeship Apprenticeships have grown in popularity over recent years, as they have great benefits for both students and businesses. Apprentices get paid a small amount, currently £3.90 per hour, as they learn on the job at an engineering firm, alongside regular lessons at a college. This means that students can learn on the job, without building up a large amount of student debt, and companies get an eager engineer as an extra pair of hands on their projects. Armed Forces A career in engineering through the armed forces is very similar to an apprenticeship program that runs alongside the forces basic training. The experience you gain in the forces will be very hands-on, leaving you in a great position when your service comes to an end; at which point you can develop your skills further with a university degree or, more likely, transfer to a civilian role that values all of the skills you’ll have picked up during your time in the forces. With the skills shortage the engineering industry is currently facing, there are plenty of armed forces transfer schemes that are designed to help veterans transfer to civilian roles that can make the best use of their skillset. Get Experience No matter your choice of education, one of the most important aspects of developing your career as an engineer is to gain experience. If you’ve chosen to enter engineering via university degree, then this will mean making the most of the summer holidays and placement years by finding internships or graduate positions that can give you relevant experience. After finishing university, there are graduate schemes and junior positions that can help to develop your experience further. They may be relatively low paying, but they can be a fantastic way of getting a broad range of experience early on in your career. If you’ve opted for an apprenticeship or armed forces training program, then working experience is still essential for developing your career, but it will be more of a part of your education. It’s also important to remember that just because you have an apprenticeship at a company, doesn’t mean they have to hire you for a full-time position at the end of your education! Perfect Your CV As an engineering recruitment agency, we see hundreds, if not thousands, of CVs every single month. A well-written CV can often be the difference between two candidates who have almost identical experience, so it’s important to make sure your CV is up to scratch and is showcasing your skills and experience properly. Aside from avoiding all of the common CV mistakes people regularly make (like not checking for spelling mistakes and listing the wrong contact details), the perfect engineering cv should highlight the relevant experience you have for the role, whilst also demonstrating you have the right soft-skills for the job. As time-consuming as it might seem, it’s also important to make sure you tailor your CV to each job application to highlight your relevant skills, whilst also keeping your CV up to date as your skills develop. Keep Learning If you’ve gotten this far, then it’s likely you’ve started your career on the right foot - but don’t stop there! Getting a job is just the first step of your career in engineering, and as technology and processes change, you need to adapt and learn to keep your skillset remaining relevant. Whether it’s attending training courses and industry trade events or getting further experience by transferring to different departments within your company, it’s important to develop your skills further and to keep up to date with your sector as it grows. If you’re thinking about kickstarting a career in engineering, but aren’t sure where to start or which path to take, we put together a list of what we think are some of the best engineering jobs for the future.


Critical Support For The Engineering Sector

24. 03. 2020

Finding skilled engineers can be a challenge, even at the best of times. But with firms being asked to switch their manufacturing efforts to help produce ventilators for the NHS, or increase their output to match unprecedented demand for essential items, many are finding it difficult to ramp up production at such short notice. Last week we made the decision to help any engineering, pharmaceutical or manufacturing firms working to fight the Coronavirus outbreak find and hire any contract workers they need during this tough time with no commission or fees. If your business needs to find technical workers quickly, please give us a call on 01442 898900 and let us know how we can help you. Together we can beat this.


Our Plan To Help During This Crisis

20. 03. 2020

To Our Colleagues In The Engineering Sector, With news today that retired Doctors and Nurses are being asked to return to the NHS to help fight the Coronavirus outbreak, and Prime Minister Boris Johnson urging the nation to work together, we want to do our part to help the companies on the front line against COVID-19. For that reason, we have decided to help any company being asked to help combat this disease to source and recruit any engineering contractors at cost price, with no commission or fees. So, whether you’re a manufacturer being asked to switch production efforts to help make more ventilators for the NHS, or a pharmaceutical company struggling to keep up with an increase in demand, we are committed to doing what we can to help during this difficult period. If you’re one of those companies on the front line, please let us know how we can help you in your fight against this disease. Together we can beat this. Sincerely, Everyone at Entech Technical Solutions


The Challenges Facing Engineering in 2020

27. 12. 2019

With 2020 just around the corner, it seems the engineering sector has reached a pivotal moment. 2019 has been a year of political uncertainty, technological disruption, and changes in the way employees want to work, leaving many firms uncertain of how the industry will change over the next 5 years. After asking engineers about their careers in our Engineering Survey, we think these are the challenges engineering businesses will face in 2020. The Gender Problem Despite increased awareness and support for change from companies and organisations throughout the sector, only 8% of our participants were women, proving there is still a lack of gender diversity within engineering. Research by Engineering UK found that only 25.4% of girls aged 16-18 would consider a career in engineering, compared to 51.9% of boys. But, by the time students reach higher education, women represent just 16% of first-degree students in engineering and technology. With the shortfall of graduates costing the UK economy an estimated £1.5bn a year, and with the demand for skilled workers predicted to continue to rise, it’s becoming more and more important for companies to increase investment in initiatives that will encourage the next generation of women to pursue a career in engineering. Almost Two-Thirds of Engineers Are Planning to Change Roles Of the engineers who took part in our survey, 65% of them said they were considering a change of roles, with 48% of those planning on doing so within the next 12 months. This trend is one that seems set to continue as millennials, who stay within a role for an average maximum of 3 years, are expected to make up 50% of the global workforce by 2020. This increase in younger employees who are more likely to job-hop means that companies will need to work harder to keep hold of talented engineers; offering more competitive packages and employee incentives that will help them stand out from the crowd. Opportunity, Management and Company Direction Matter Of the engineers we surveyed, 25% said that the direction of the company was one of the reasons for them considering leaving their current position, 37% said it was because they were unhappy with management, and 50% said that they had found a better opportunity. In contrast, only a third of the engineers surveyed said that compensation was one of their reasons for considering a change of positions, suggesting that salary is not as much of a priority as may be expected. While it’s still going to be necessary for companies to pay their engineers a competitive salary, initiatives that help to increase transparency between management and employees, and identify progression opportunities, are also likely to deliver a positive return on investment. IR35 Changes Could Have a Significant Impact Despite the potential benefits contracting may offer, almost 90% of the engineers we surveyed were permanent employees. While this makes sense for both parties; with companies benefitting from a stable workforce and engineers getting the financial stability permanent employment offers, it could also have an impact on contractors over the next few years. With changes to IR35 set for early 2020, engineers may find it more difficult to make the transition from permanent employee to contractor. This could make finding highly skilled workers for important projects much more challenging, leading to an increase in contractor rates and a potentially significant impact on project costs and timelines. Engineers Don’t Feel Valued Nearly three-quarters of the engineers we surveyed said that they only felt somewhat, not so, or not at all valued by their employer; and almost two-thirds said that they felt somewhat, not so, or not at all satisfied with their job. Increasing the level of satisfaction and value employees get from their jobs is going to be paramount for companies wishing to retain top talent as the industry continues to struggle with a shortage of qualified engineers. Initiatives to increase recognition, feedback and communication will all have a positive impact on employee retention, with studies showing that companies who implement regular employee feedback have turnover rates that are 14.9% lower than for employees who receive no feedback. What Can Businesses Do To Succeed? Focus On Increasing The Number Of Female Engineers Recruiting through women’s societies at Universities will give firms access to an untapped source of engineering talent, creating the opportunity to increase the number of women in graduate or entry-level positions. Ensuring inclusivity during the recruitment and selection process will help to attract female candidates while offering development programs for women already working within the company helps to ensure there is a constant supply of qualified candidates for senior positions. Offering certain perks to all employees can help to attract more women to the business. Perks Don’t Have To Be Material Families no longer rely on a single source of income, and both parents are often now active in family life, so it’s important for businesses to recognise this within their benefits packages. While it’s going to be difficult to implement for staff in the more manual roles, offering employees the chance to work flexible hours, or even remotely, could not only encourage more female engineers to the business but could also have a positive impact on employee retention across the board. With childcare costs soaring, offering employees greater flexibility about how and where they work can often have the same impact as receiving an increase in salary - at no added cost to employers. Remove Geographical Limitations Where Possible Finding engineers with a specific skill-set can be tough, so firms should seek to remove geographical limitations where possible, to maximise their chances of finding qualified engineers. Many roles can now be performed remotely, offering businesses the chance to hire engineers from a wider area, and improving their chances of finding highly skilled workers quickly and effectively. Open Up Communication Even if employees are still office-bound, modern technology like Slack can help to create a virtual watercooler that allows for staff to engage more meaningfully than they might currently. Tools like this can increase the speed and efficiency with which different departments communicate, regardless of their physical location, having the potential to reduce production issues or miscommunications whilst also creating a space to foster the company’s culture. Emphasise Feedback Improving staff retention and engagement can give HR and Management staff more time to focus on developing existing employees, rather than searching for new ones. This emphasis on feedback and transparency can help to create a culture which attracts more qualified engineers to open positions, creating a stable pipeline of candidates for the business and reducing the pressure often placed on staff to find candidates quickly.


6 Simple Signs You Should Quit Your Job

20. 12. 2019

We all have bad days at work. You know, the ones where it feels like the entire world is out to get you? The ones where you spend all day putting out fires caused by other people and then your boss tells you he thinks you’re underperforming? But sometimes it’s more than just one bad day. There might be a time where you start to realise that your job isn’t everything that was promised to you during the interview. Here are 6 simple signs it might be time for you to quit your job. 1. You Dread Going To Work If you go to bed at night dreading waking up to go to work the next morning, that’s a pretty obvious sign that you’re not enjoying your work. It’s normal for everyone to experience the Sunday Night blues once in a while, particularly when winter draws in and the weather gets colder, but if you’re regularly feeling bad about having to go to work the next day, something needs to change. 2. You’re Procrastinating Everyone has days where things get a bit slow and they spend half an hour browsing through the latest sales or catching up on the latest celebrity gossip. But if there’s nothing keeping you engaged at your job, or there are no tasks you can think of to keep you occupied throughout your workday, then that could be a sign that you’re unhappy where you are. 3. There’s No Room To Advance These days, when you join a company, there should be some sort of progression plan in place that lets you see how you’re going to progress through the company over the course of your career. If there’s a lack of opportunities for you to advance at your current company because the business’s growth has stalled, because there’s no higher position for you to move into, or because the company’s future looks uncertain, then that could be time for you to start looking at other positions. 4. Business Culture Is Lacking A negative or toxic environment created by an overbearing boss or bitchy co-workers isn’t healthy - it can have a negative impact on your mental and physical health and can add to the feelings of dread caused by being faced with another day in the office. But sometimes the workplace culture can also be a factor in deciding to move on. If other positions offer flexible working or a private healthcare package, while your position doesn’t, then that could be another reason for you to consider making the move elsewhere. 5. You’re Being Headhunted or Recruited There may be times when you’re not necessarily considering changing positions but you’re being contacted about other opportunities by recruiters or headhunters looking for people with your experience. These opportunities could be another way to get that pay rise you’ve been hoping for, or they might offer you the chance to work at a company whose mission aligns much more closely with your personal views. 6. It’s Affecting Your Life At Home Working at a job you hate can have a significant impact on your mental health and your family dynamic, so if you feel like your home life is suffering because of your work it could be time for a change. If you have enough savings you could risk handing in your notice to get out as quickly as possible, but often the most sensible approach is to find another position first. At the end of the day, It’s not worth putting your health and relationships at risk for your career. Everyone’s situation is different and, unfortunately, we can’t tell you the right thing to do. That’s for you to decide. That being said, if you’ve found this post because you’re searching for reasons to quit your job, there’s a chance you’ve already made up your mind! Good luck!


5 Reasons Why Your Job Search Is Failing

13. 12. 2019

Searching for a new job can be one of the most exhausting and frustrating experiences professionals face. It takes time and effort, and often feels like a full-time job in itself. While the job market will always be competitive, sometimes our job searching efforts are thwarted by a few innocent mistakes. So if you feel like your job search is dragging on, make sure it’s not one of these 5 reasons why your job search is failing. 1. You Don’t Know What You’re Looking For Before you even start applying to jobs, it’s crucial to get a solid understanding of the job you actually want. Naturally, different positions have different requirements for skills and experience, and with technological advances changing job responsibilities year-on-year, it’s time to consider which skills you already have and which roles they’d be suitable for. Take a look at multiple job listings for the role you’re planning on applying for, and see how you match up to the requirements they’ve set out. These will vary slightly, as there’s never a one-size-fits-all approach to recruitment, but this step should help you get a better understanding of the exact role you want to start applying for, which will make it much easier to know which skills you need to highlight in your CV. 2. Your CV Needs Rethinking If you’re anything like me, there’s a good chance you’re under-selling yourself on your CV. When you’re writing, or re-writing, your work experience, it can be difficult to demonstrate how your efforts impacted the business without feeling like you sound arrogant. But if there’s ever a moment to stop being humble it’s on your CV, so make sure you’re not expecting recruiters or hiring managers to read between the lines or guess at something you could simply say! Nowadays, it’s also not just people that your CV needs to please. With the volume of digital applications received for every job role, most employers and recruiters use applicant tracking systems (ATSs) to help filter through their applications. These programs work by parsing CVs and letting users search for relevant keywords, which help recruiters and hiring managers to find people with the relevant skills much more quickly. If you’ve applied for a CNC Turner position, for example, but you’ve not used the keyword “CNC” in your description, then you’re at risk of being cut from the list of applications as they’re filtered for relevance; so make sure your CV is optimised for both humans and computers! 3. You Don’t Have An Online Presence An online presence is the 21st-century’s 24 hour-a-day version of a networking event. Platforms like LinkedIn allow you to connect with professionals from within your industry and can help to open doors to a number of different opportunities. Not every job needs you to have a personal brand or a huge social media following, but at the very least make sure that nothing unprofessional comes up when you Google your name! If building a network is something you think might help, the best time to start building your online presence was yesterday. The next best time is today! 4. You’re Looking In The Wrong Places Job boards like CV-Library and Indeed are great places to search for, and apply to, jobs in your area, but if you’re only searching on those platforms then you could be missing out on hundreds of opportunities! Some companies have their own careers pages where they advertise roles which aren’t being actively promoted elsewhere, so check the website and social media feeds of companies you’d like to work for to see what openings they may have. Some may encourage you to send a speculative CV, even if they don’t have an opening for your desired position, but you never know what they may be looking for next month! There are times where jobs won’t even make it to job boards or career portals because the recruiters or hiring managers already have a candidate in mind, so if you’re not contacting companies directly you could also be missing out on these roles. In some cases, even after you’ve applied, something as simple as following up on an application can prove successful. I once applied for a role at a local company but heard nothing back. Knowing I had the right skill set, but sensing my CV hadn’t done a good enough job of highlighting that, I called them to discuss why I thought my skills would be a good fit, went in for an interview a few days later, and was subsequently offered the job. Occasionally, simply standing out from the rest of the online applications is all you need! 5. You’re Not Asking For Feedback Whether it’s advice from recruiters about improvements you can make to your CV, or comments from companies you’ve interviewed with, asking for feedback can help identify any weak areas you may have in your application. Not everyone will be willing to give feedback, but if you can find someone who is, be sure to listen to what they have to say and make changes accordingly. If you haven’t heard anything back at all, make sure you’re giving out the correct details - during one job hunt I sent out more than 20 copies of my CV with the email ending in when it actually ended in .com! Whoops! Still Not Getting Results? While some of these points may seem insignificant, they can all have an impact on the success of your job hunt, and often a few small tweaks are all it takes to see big results. If you’re looking for a position in the engineering industry, and are struggling to find your perfect role, get in touch with one of our consultants today to see if they can help.


18 Christmas Gifts Perfect For Engineers

06. 12. 2019

With Christmas just around the corner, it’s time to start thinking of the perfect gift for that special engineer in your life. Here’s our list of 18 Christmas gifts we think any engineer would love to receive! Multi-Tool Pen Unleash their inner James Bond with this multi-tool pen. It features a black ballpoint pen, a touch screen stylus, both slot and crosshead screwdrivers, a spirit level, a pocket clip, and a 10 cm / 4-inch ruler; making it the perfect stocking filler. Mean Phantom Labyrinth If the engineer in your life enjoys puzzles, then this could be the gift for you. The Mean Phantom Labyrinth is a ball maze that you play in the dark - once you’ve released the ball, you can’t see where it is in the maze. The only clues you have are the maps engraved on the side, so it takes skill and patience to complete this puzzle! Fred PIZZA BOSS 3000 Pizza Cutter After a hard day’s DIY, it’s nice to sit back and relax with a cold beer and a slice of pizza, admiring the work you’ve just completed. The Pizza Boss 3000 Pizza Cutter lets your partner carry on playing with their power tools, even after the work is complete, when they’re cutting themselves a slice of freshly baked pizza! Thumbs Up Retro Games Controller If you’re looking for a dose of nostalgia this Christmas, why not get your hands on the Thumbs Up Retro Games Controller? With 200 retro games included, its compact and ultra-portable design makes it great fun you can share with the whole family. Wallet Ninja 18-In-1 Pocket Multi-Tool The Wallet Ninja is an 18-in-1 pocket multi-tool that fits snugly in a wallet’s card slot. Made from 1.5mm thick heat-treated steel to prevent rusting or bending, it features 3 screwdrivers, 6 hex-head slots, a bottle opener, a can opener, a letter opener, a phone stand, a box cutter, a ruler, and peeler. The perfect mini multi-tool for makers or tinkerers. Floppy Disk Coasters If your favourite engineer is a bit of a computer nerd, these are a great stocking filler for Christmas day - they help keep coffee tables clean, will stir up some memories, and will also confuse the hell out of the kids! Enamel Engineer Mug Oftentimes it can be tough to know what to buy men for Christmas, but this enamelled tin mug could be the answer. We’ve chosen the “I'm A Engineer, What’s Your Superpower?” mug, but it’s available with a whole host of different designs and is perfect to take to work, on a camping or fishing trip, or to just keep at home. Wood Trick Wooden Robotic Hand Kit If you’re looking for a way to keep your favourite engineer busy this Christmas day then look no further! This wooden robotic hand kit has 199 pieces, creating a hand with fully-articulated fingers that allow the wearer to move each finger individually, in a realistic fashion. Thermos Direct Drink Flask British engineers rely on tea to get them through the day - it’s the fuel that drives British engineering forward. But every day, because they leave their mugs in a cold machine shop whilst working, hundreds of poor engineers across the country inadvertently take a sip of cold tea while they’re working! You can help end this suffering, with a Thermos drink flask, which can keep its contents hot for up to 10 hours! Stanley Classic Lunch Box Keep your lunch safe in this Stanley Classic lunch box. Made from stainless steel and finished in Hammer Tone Green, the timeless and durable design features a metal bracket that can hold a drinks flask. Tile Pro If your loved one has a habit of losing or misplacing their keys or bags regularly, then this gift could be your saving grace. The Tile Pro is a finder tag that you can attach to those often-difficult-to-locate items; which lets you ring your things when you can’t find them. Alternatively, if you have your keys but not your phone, the button on the Tile Pro makes your phone ring, helping you locate it easily and quickly. Stanley 38 Piece Tool Set Every engineer appreciates a new set of tools. This 38 piece tool set from Stanley comes with a 5m tape measure, a hammer, combination pliers, long nose pliers, a screwdriver with 11 changeable bits, 4 standard screwdrivers, a spirit level, and a set of 16 Allen keys. Perfect for getting them to FINALLY hang that shelf you’ve been asking for! Morpher Flat-Folding Cycle Helmet We all know that wearing a helmet on a bicycle is important, but when you commute to work by bicycle it’s often the most difficult thing to transport or store once you arrive at your destination. They’re often left swinging from a bag strap as you make your way to the office, leaving them free to get scratched or damaged as they’re carried around. The Morpher Flat-Folding Cycle Helmet is a CE certified helmet that folds flat almost instantly, with magnets to keep it securely closed when not in use, leaving it free to be carried in a backpack, laptop case, handbag or hand luggage. Smarter iKettle As we’ve already established, tea is important for fuelling the minds of British engineers. But who has the time to wait for the kettle to boil?! The Smarter iKettle lets you remote boil your iKettle from anywhere with its app, letting you set alarms and prompts, and control the boiling temperature between 20-100 degrees. It’s also compatible with home devices like Google Home and Amazon Echo, with one reviewer describing how they’d used motion sensors to boil the kettle and turn the kitchen lights on when they come downstairs in the morning. Genius! LEGO Technic Land Rover Defender Set If the engineer in your life loves Lego and Land Rovers, then this is probably the perfect gift! This challenging build features a detailed dashboard, working steering wheel, forward-folding rear seats, a 4-speed sequential gearbox, all-wheel drive with 3 differentials, independent suspension, a working winch and detailed 6-cylinder engine with moving pistons! With 2573 pieces, this build will keep the big kid in your life entertained for hours. ANYCUBIC I3 MEGA 3D Printer A super gadget for engineers who love to make things, this 3D printer will let them bring their ideas to life. Compact and easy to assemble, the Anycubic i3 has build dimensions of 210 x 210 x 205mm, making it the perfect addition to any engineers workshop! ViewSonic Ultra-Portable Projector Weighing just 750 grams, and with built-in dual Harman Kardon speakers, the ViewSonic Ultra-Portable Projector offers entertainment in any room with 300 LED Lumens of brightness. Connect a phone to the projector and enjoy big-screen entertainment up to 100 inches, or use the Bluetooth speakers to play your favourite album, the 6-hour battery life makes sure you’re entertained all evening. iRobot Roomba 895 Robot Vacuum Cleaner ​ If you struggle to get your loved one to help you with the cleaning, then this could be the solution. The iRobot Roomba is a robot vacuum cleaner that allows the user to schedule the cleaning throughout the week or control it with a simple Alexa command. Buy this for your favourite engineer and they’ll never let you do the cleaning again! There’s plenty of gifts and gadgets out there to keep the engineer in your life busy, at least for an hour or two! Whatever you decide to buy, we hope you have a wonderful Christmas and a Happy New Year. ​


4 Steps To Building Your Employer Brand

29. 11. 2019

As recruitment grows increasingly competitive, companies with a strong employer brand are likely to come out on top. Having candidates who want to work for your business, rather than simply choosing you because you offer the best salary within commuting distance of their house, can have a real impact on the quality of candidate you hire and, in turn, business performance. So how can your business build its employer brand to attract the best candidates possible? First, let’s start with the basics. What Is Employer Brand? The term “brand” has its origins in the brands used by cattle ranchers to identify their livestock, but as the term became more common within the business world, the meaning shifted somewhat. David Ogilvy, the so-called Father of Advertising, described a brand as “the intangible sum of a product’s attributes.” When it comes to employer brand, the CIPD defines it as “a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture.” In short, employer brand is the perception potential, and existing, employees have of a company based on the interactions they’ve had with, and the feelings they’ve felt towards, that company. Why Is Employer Brand Important? Despite the intangibility of employer branding, having a clear strategy can have a real impact on a businesses metrics by helping your business stand out from the competition in a number of areas; including recruitment, investment, customer acquisition and sales. Being a candidate’s preferred employer increases the likelihood of your business being able to hire and retain a team of highly skilled workers ahead of the competition, increasing the effectiveness of your workforce and business. This improvement in the culture and performance of your employees could ultimately have an impact on your customer acquisition and sales, further increasing the strength of your business and employer brand. How Do You Build An Employer Brand? Building an employer brand isn’t something that can be done overnight, and if you’re serious about making lasting changes it’s going to take consistent effort. While the strategy is relatively straightforward, it does require investment and, often, counterintuitive decisions to be made. There are 4 basic steps every business needs to take in order to develop and grow its employer brand: 1. Define Your Mission Or Vision The first step is to identify your companies mission, in order to communicate to employees where the business is heading, what it aims to achieve, and how it sets out to achieve it. All of your existing employees should be working to support the business’s mission, and it should become the guide for all decisions made within your company. When you’re bringing in new employees, having one over-arching target to work towards allows candidates to quickly decide whether or not they want to be a part of that journey. 2. Understand How Your Brand Is Perceived To understand how to reach your newly-defined objectives, your business needs to get an idea of where it currently is, and how it’s currently perceived. Surveying current employees to find out what they think of the business, its strategy, and how they perceive their role will help to paint a clear picture of your current standing. Asking customers or clients can also identify ways you may not be communicating your objectives clearly, and help to establish ways you can address these issues when pivoting to a new strategy. 3. Build A Cohesive Culture As the company’s new vision becomes the focus, it’s important to develop a culture that supports the objectives needed to realise that vision. Define the types of people that you want to hire based on the culture you want to build, and begin to change your benefits packages and policies to attract those people to your company. This could mean a shift in the way your recruitment process works, hiring for culture fit first and skills second, but it’s worth remembering that skills can be taught whereas personality and attitude can’t. 4. Improve Your Candidate Experience Candidate experience is a huge factor for potential employees when it comes to building a strong employer brand. If a process is too complicated then candidates will give up on their application and move onto another company. There are several ways you can improve your candidate experience, but one quick method is to think of your application process as an online shopping experience. If you’re trying to buy something online and the page takes too long to load, or it asks you for pages and pages of information, you’re likely to give up and abandon your cart. Amazon, probably the most successful online retailer in the world, has done everything it can to minimise friction during the purchasing process - even offering one-click purchasing to make the entire process as simple as possible. This same approach should be applied to your application process - make the process of applying simple, and more people will be encouraged to complete their application. How Do You Measure Employer Branding? So you’ve changed your whole recruitment process and made a big effort in building your employer brand, but how do you know if it’s working? Establishing a set of KPIs that you can measure the results against, that fit in with your newly defined objectives, will allow you to track how your employer brand is performing over time. For instance, did the number of applicants for your roles increase? Or did you get the same number of applicants, but of a higher quality? Was there more engagement on your online channels? Did you have more career site visitors? Was there an increase in the offer acceptance rate? All of these factors can point to an improvement in the strength of your employer brand, but it’s important to focus on those that are most important to your business. Improving your employer brand is not something that can be achieved overnight - nor is it something that can be done once and then forgotten about. It’s an ongoing process that needs constant reflection and changes to make sure it’s delivering results for your business’s recruitment efforts. As the company grows, and recruitment continues to get more competitive, investing in employer brand will be crucial for businesses who want to stay ahead of the competition. Are you going to get left behind?


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