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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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18 Recruitment Strategies To Try In 2020

24. 04. 2020

As technology continues to develop, there seems to be an ever-growing list of recruitment strategies for companies to choose from. But with many guides simply recommending making changes to your interviewing process or job descriptions, we thought we’d explore some of the strategies we’ve seen our clients use, or that we’ve had success with ourselves. Your company may already be trying some of these tactics, but if you’re finding it difficult to find great candidates for your roles it could be time to switch things up a bit by trying something new from this list of recruitment strategies. 1.Employer Brand If you’re looking to increase the number of people who actively seek out positions at your company then you’ll need to invest time and money into building a strong employer brand. Unfortunately, this isn’t something that happens overnight as it takes time to develop your reputation as your business grows and becomes more well-known within the industry. However, research has shown that companies that take the time to invest in their employer branding are three times more likely to make a good quality hire than those that don’t, making it a worthwhile investment for any company looking to improve the effectiveness of their recruitment. 2.Social Media Using social media for recruitment is nothing new, but if you’re not using it as part of your recruitment strategy you could be missing out. Hundreds of millions of people use social media every day, and somewhere out there your potential employees are probably using it too. Much like building an employer brand, building a following on social media doesn’t happen overnight, but companies that make the effort to invest can see an increase in the number and quality of their applications. 3.Niche Job Boards The standard approach for many companies and recruitment agencies is to place their job advert on as many of the larger job boards as possible, to gain as much exposure as possible. While these platforms might have a larger number of potential candidates, they also lack focus, making it difficult to stand out to potential employees. Many industries now have their own job boards that allow companies to advertise their roles to a very targeted audience, so if you’re struggling to find employees using your existing strategy, it’s worth investigating the sites that cater to your sector. 4.Employee Referrals One strategy often overlooked by companies is employee referrals. Employee referral schemes are relatively quick to set up, can deliver a steady stream of potential employees for many years to come, and can actually work out much cheaper than many other strategies. It’s also a great way to reward your existing employees while having them sell the company to friends and acquaintances, and it’s likely that friends of existing employees will be a good cultural fit for your company. 5.Rehiring Former Employees Another recruitment strategy many companies overlook is rehiring former employees. While you don’t want to hire former employees who were let go for misconduct, or who left on bad terms, if someone left on good terms and there’s an opening that would suit them, it could be a great fit. It can be beneficial for both parties as they will have more skills than when they left, and they won’t take much time to adjust or settle into the company. This could also work for people who have previously contracted at the company, and who are now looking to make the transition to a permanent position. 6.Data Driven Approach If you have an existing ATS system or database, it could be worth digging a bit deeper into the data to find out which recruitment strategies found your best employees in the past. For instance, if a high proportion of employees applied for the position through a specific website, then it might be worth focussing your efforts there instead of on other platforms. Similarly, if you have lots of employees who all leave after 6 months, use the data you have to try and identify why that might be the case, and then test your assumptions moving forward. 7.Previous Applicants Alongside digging deeper into the data, an ATS system means you can try contacting people who have previously applied for open positions at your company. These might be candidates who were a great fit, that passed the interview, but didn’t take the position due to extenuating circumstances. These candidates have the benefit of having already been screened and qualified, and may have just missed out because of small details when it came down to it, so if you’re struggling to fill a position, see whether you’ve got any candidates on your database. 8.Hosting An Event A great way to build up industry connections, and leverage the power of your existing employee’s networks, is to host an event. This could involve bringing in some guest speakers, and inviting professionals from the area to attend, but the conversations and connections made could reveal a goldmine of potential employees who are looking for their next opportunity. 9.University Recruitment If you have a local university, with a particularly strong program relevant to your business, it could be beneficial to build a relationship that helps students to get experience, while supplying you with a steady stream of new employees. Just think of how much easier recruitment would be if you could ring the class professor and get their recommendation of students to offer internships to each year. It could help with seasonal work in the summer holidays, and could highlight some great graduate candidates for full time positions when their studies are over. 10.Ignore Their CV If you’re struggling to find skilled workers, why not try skills-based testing instead of asking for candidate’s CVs? While it might sound strange, companies are making the switch to help speed up the application process. Tests can automatically filter out those who aren’t technically qualified for a role, leaving you to filter those remaining by cultural fit. While it might be easy to inflate skills or experience on a CV, a test ensures you’re only speaking to people who can actually walk the walk! 11.Military Transfer Scheme Many larger companies now have a form of Armed Forces employment scheme that helps veterans to transition to civilian jobs that make use of their highly valuable skillset. Smaller companies, however, are further behind in offering these types of schemes, so it could be worth developing your own program, provided your roles will make use of the qualifications service members have. 12.Create Something Viral Creating something viral is much easier said than done. And while it may be more of a job for the marketing department, there have been several companies over the years who have found overnight success with viral posts and videos, which has led to their brands being sought after by potential employees. It may be a long shot, but if you’re investing in social media recruitment, a viral post could change everything overnight! 13.Paid Ads Whether it’s creating awareness for an opening by promoting content or application pages on Facebook, or targeting people actively searching for jobs with a PPC campaign, paid advertising can have a big impact on the number of applications you’re getting for a role. The beauty of paid advertising is that it can be switched on and off as required, meaning you only have to use it when you want to. However, it can be costly if you get it wrong so seek some advice from a marketing professional before you bid on all of the keywords you can! 14.Help Companies Making Lay Offs If a company in your industry is laying people off, but your company is looking to hire more staff, it could be an opportunity to form a partnership with that company and offer their staff positions at your firm. You know that they already have jobs in the right industry, so their already qualified to work in your field, and it could be a good way to build some positive PR for your company too. 15.Advertise On Podcasts In the US alone, 16 million people described themselves as “avid podcast fans” and with the number of podcast episodes growing daily, it can be a fantastic way to reach potential candidates within your sector. With podcasts available for almost any industry, sponsoring a few episodes could be a unique way to increase awareness for your business, and encourage people to apply for open positions. 16.Hire A Recruitment Agency Sometimes there are positions that feel like they’re impossible to fill! If you’ve got a highly technical role that you’re having difficulty finding qualified candidates for, it could be time to speak to a specialist recruitment agency. Recruitment agencies have a database full of potential candidates ready to work, and an extensive network of contacts within their industry, making them highly valuable for roles that you’re struggling to fill. (If you’re looking for a specialist engineering recruitment agency then why not get in touch with us to discuss your role?) 17.Bring In Contractors If you’re struggling to find permanent employees to fill a position, it could be time to consider bringing in a contractor to fill the role until you can find someone on a more permanent basis. While this can be costly, if it’s a key role it can help to keep your business moving forward, while also offering the chance for other workers to get a fresh perspective on the processes and workflows being used. There is also the chance, with the changes IR35 will have on the contracting market, that a temporary worker will be looking to take on a position full time, negating your need to hire anyone else! 18.Try Remote One of the effects COVID-19 has had on the global workforce is highlighting how many jobs can actually be performed remotely. If you can’t find someone locally to fill your positions, maybe it’s time to look further afield, and offer the role as a fully remote position? This opens your company up to potential employees from all over the world, massively increasing your potential talent pool, and giving you a much wider choice of employees. So, there you have it, 18 recruitment strategies you can try in 2020. Finding skilled workers often feels like a never-ending job, but if you’re feeling stuck, then it could be time to give one of these strategies a shot – you never know what might happen! If we missed your favourite strategy from the list, get in touch and we’ll be sure to add it to the list!


7 Social Media Recruitment Tips For HR Professionals

09. 04. 2020

An estimated 2.95 billion people used social media worldwide in 2019, and with this number predicted to grow to 3.43 billion in 2023, it’s no wonder that companies have already started investing in advertising on these platforms – with ad spend reaching an estimated $84 billion in 2019. But with so many users, many recruiters and HR professionals are now turning to social media to help them recruit for their open positions. So, what is social media recruitment, what are the benefits, and how can you use it to find more candidates for your open positions?   What Is Social Media Recruitment? Social media recruitment, or social hiring as it’s sometimes called, is the process of sourcing and recruiting staff using primarily, or sometimes solely, social media platforms. This type of recruitment has grown in popularity in recent years as it has become increasingly difficult to find employees due to high employment rates, and increased competition on many of the online job boards. Social media recruitment somewhat turns the recruitment process on its head, as it aims to build a relationship between employers and potential employees regardless of whether there is an open position, or if the candidate is even considering moving jobs. But what are the benefits of using social media for recruitment?   Benefits Of Using Social Media For Recruiting Just a few years ago many workers thought of social media as an unprofessional form of media that people only used in their spare time. But, over recent years, companies have begun to see the power of social media platforms, and the positive impact they can have on a business. Here are some benefits to using social media for recruiting: Attract Passive Candidates As we’ve mentioned in other blog posts, up until the recent Coronavirus outbreak, the job market had been experiencing its highest levels of employment since the 1970s. This meant that a large proportion of the market was classed as ‘passive candidates.’ These are candidates that are not actively looking for a new role on job boards or career sites, but who would consider applying to a new position if the right opportunity came along. Because of this, this portion of the market was notoriously difficult to market to using traditional recruitment techniques. Recruiting on social media relies on building brand awareness and recognition within a specific sector or skillset, making it much more likely passive candidates will become part of your network. Build Your Employer Brand Think about it – do you think big companies like Apple, Tesla or Amazon have trouble getting people to apply for their open positions? Of course they don’t! Their employer brand is strong enough that people actively seek out roles at their company – and that’s where social media recruitment can help your company too. Social media recruitment helps to develop your company’s employer brand, to showcase your culture and working environment to potential employees, and encourage them to apply to your roles. This is often one of the most difficult aspects for smaller companies to market to potential employees, as it’s all too easy for companies to claim that their office is the best place to work without having any evidence to back it up! It also helps potential employees to decide whether it’s the right environment for them – making it much more likely to receive applications from people who will be a good cultural fit for the company. Reduce Recruitment Costs Another benefit to social media recruitment is the reduction in recruitment costs. Traditional methods for finding new employees rely on paying job boards to host adverts for the position, or paying a fee for access to CV databases in order to manually search for potential candidates. Social media recruitment, by comparison, involves no monetary investment (unless you decide to run paid ads); instead simply requiring an investment of time to build up your network.   So, how can you leverage social media recruitment to help increase the number of relevant applications you have for your roles?   Social Media Recruiting Strategies There are a number of strategies HR professionals can use to help increase their chances of success with social media recruitment. 1. Pick The Right Platform The first step to any social media recruitment strategy is to pick the right platform. Many guides recommend having a presence on as many platforms as possible, but I’d actually recommend the opposite when you’re first starting out. Sure, companies like Starbucks can have a presence on LinkedIn, Facebook, Twitter, and YouTube; but that’s not feasible for smaller companies. A better approach is to focus on one until your following is big enough, at which point you can begin focussing on other channels. For most people recruiting professional, white-collar workers, LinkedIn will be the best platform to start with, as it’s one of the most popular and fast-growing platforms around. However, if you focus on lower-level workers or a very specific skillset, then you’ll need to think about where these people can be found online, and make that platform your primary focus. 2. Build Your Personal Brand Once you’ve selected the right platform, you need to begin building your personal brand. While this is easier said than done, the main strategy is the same for every platform - network and engage! As the old adage goes “people buy from people” so building a personal brand involves being human, building connections, and having conversations with people. Get involved in discussions in your community or pose questions to people within your sector, share content from leading publications, and produce content that your target audience will find interesting. The goal is to become the go-to person for your industry, but that won’t happen overnight, so it’s important to be prepared for a long-term commitment! 3. Promote Your Company Culture A far-reaching network gives you the perfect place to promote the culture of your company. This can be with professionally produced recruitment videos, or with simple posts about the events and initiatives going on in the office. For example, some offices might have team lunches or celebratory dinners when people hit their targets, or to mark anniversaries within the company. These are a great opportunity to snap some photos, or film a quick video, that will help potential employees get a better idea of what it’s like to work at your company. Don’t overdo it with posts about your company though – people will get bored of that very quickly! 4. Create or Share Relevant Content In order to build a following, you’ll need to post content that your target audience is going to engage with. As an HR professional, this will likely involve posting about open positions within your company, but it’s important to post other content too. People don’t want to read about your company’s open positions all the time, so balance these posts with content that is focussed around your industry. You might post photos or videos from a recent trade show you’ve attended, or give potential employees tips on how they can boost their chances of finding a job within your industry. You can also post relevant industry news, to show that both you and your company, are experts within your sector. 5. Make It A Company Effort Another way to broaden your social media recruitment strategy is to make sure multiple people from your business are involved. This helps to build a much wider network than if it was the sole responsibility of one person, and also helps to paint a much more detailed picture of the company and the people that work within it. A company-wide effort will take some planning, as you will likely need to get a social media policy signed off by senior managers and the marketing department (if you have one); but it could have a huge impact on your employer brand awareness. 6. Search For Relevant Candidates As you’re growing your network, the number of contacts that are potential candidates within your industry should naturally grow, but one way to help speed up the process is to actively seek out relevant candidates. With a platform like LinkedIn, you can search for people within a geographical area, and filter by education level, job title, and much more. To find potential future employees, search for profiles within a 10–15 mile radius of your company’s location, that have the skills that you are looking for, and that you think will be interested in the type of content you’re posting. You can then reach out to these people to make a connection, or even follow them and begin engaging with their content to build up a connection more naturally. Either approach should help to fill your pipeline with relevant potential candidates who have the ideal skill set, and who are in the ideal location, for your company. 7. Take Advantage Of Paid Ads Social media recruitment doesn’t always have to be a long-term strategy. All of the main social media platforms offer some form of targeted advertisement, making it much easier to reach a large number of potential candidates if you have a budget to spend. Again, it’s important to focus your efforts on the right platforms. In the past, Entech has used LinkedIn ads to advertise highly-skilled roles to people with the relevant skills within a geographical area; while ads on Facebook are much more useful for advertising lower-skilled roles to a much broader audience. Both of these approaches can be cost-effective, but again it’s important to focus on the right platforms for the right roles.   As you can see, social media recruitment is a long-term strategy that requires HR professionals, and their company, to invest a lot of time and effort into building a brand that people want to find out more about, and that people will ultimately want to work for. Unfortunately, it’s not a quick fix that will help increase job applications overnight. But, for those willing to invest in building their audience, the rewards will be tremendous, and those that don’t invest will be left to fight over the candidates those companies have turned away. So, if you want to hire the best employees for your company, make sure you’re investing in social media recruitment!    


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.


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