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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 Challenges Every Company Faces and How to Fix Them

12. 06. 2019

Whether you’re a recruitment consultant at an agency or an internal HR manager, it’s likely you’ve faced some of the same recruitment challenges. The job market has changed drastically, giving candidates the upper hand in the process, and it’s important for companies to do more than just post a job vacancy to an online job board and wait for the perfect candidate to apply! If you’re having trouble recruiting, this list of 10 common recruitment challenges will help you get a better understanding of why they occur, and how you can fix them. 1. Attracting and Engaging Qualified Candidates With the UK’s unemployment at its lowest level since 1974, it’s becoming increasingly difficult for companies to attract and engage qualified candidates for their open positions. It’s very much a candidate-driven market, meaning it’s often the companies who are competing, rather than the candidates. Employees who have decided to make the move will have applied to a number of different positions, and good candidates will be snatched up quickly. How to Fix it For your business to attract quality candidates, you have to advertise your jobs where they’re looking. Putting a job opening on your website and waiting for applications to roll in might have worked a few years ago, but it just doesn’t cut it any more. In fact, with the emphasis candidates are putting on making multiple applications, as many as 42.9% search using a job board and 32.1% search using career sites; so make sure you’re advertising on the right platforms for your industry. 2. Reaching Passive Candidates With unemployment levels so low, it’s been estimated that only 30% of the global workforce are actively looking for a new role. However, a whopping 74% of the workforce were open to making a move for a job in 2016, meaning that reaching passive candidates should be a priority for every business. But finding passive candidates can be tough because, by definition, they aren’t looking for a new position. This means they won’t be browsing job boards or looking at job adverts on LinkedIn. How to Fix it Reaching passive candidates means you’ll have to take advantage of your network. Encouraging employee referrals and networking at industry events can help to uncover potential candidates who aren’t actively looking to change jobs, but might consider it after hearing about how great things are at your company. It has the added bonus of giving you the chance to get to know them before having them apply for a role. 3. Finding Local Candidates A major challenge that smaller companies often face is trying to find qualified candidates who live within commuting distance of their business. People only want to commute so far, and the skillsets available in your area will have a big impact on how easily you can find new employees. How to Fix It Unfortunately, this is one of the more difficult problems to solve. If people with the right qualifications don’t live within a commutable distance there are a couple of options. Improve your package to encourage people to relocate. Advertise the job as a role in the nearest city and allow flexible working Bring in someone with less experience and invest in training them These can all be costly, but they can also be a great way to make the role more accessible to a wider range of people. 4. Slow Hiring Time Try thinking back to the last time you applied for a new job. It probably involved sending applications to a long list of companies, answering the same questions repeatedly in telephone discussions with HR Managers and Recruiters, and organizing interviews with a few companies before finally accepting an offer. It’s hard work, and candidates want to move on with the process as quickly as possible in the same way that you want them to start as quickly as possible. The average time to hire in the UK is 27.5 days. And it should come as no surprise that as much as 57% of job seekers lose interest in a job if the hiring process is too long. How to Fix It Having a concise and documented recruitment process will help reduce the time between identifying a need and the new starter’s first day. Make sure any staff who are responsible for hiring are aware of the process and follow your guidelines to ensure there are no delays, and the process runs as smoothly as possible. 5. Retaining Top Employees Finding and hiring great employees is just the tip of the iceberg – once you’ve found them the next challenge is creating an environment in which they want to stay! It’s estimated that 75% of the global workforce will be made up of millennials by 2025, and they’re often looking for more than just a competitive salary, so what are you offering that’s making your company stand out? How to Fix It Revisit your incentives scheme and try to incorporate perks that go above and beyond, or at the very least match, what your competitors are offering. The days of a fully stocked beer fridge and a few ping pong tables keeping people interested are long gone. Many companies are now offering flexible hours and remote working options, so if you’re not offering these perks employees may be tempted to look elsewhere. 6. Building a Strong Brand With a wealth of information available at our fingertips, candidates now have the power to look into a company’s history before they even send their application! According to Glassdoor, a job applicant will read six reviews about a company before forming an opinion about them, and 69% of job-seekers will not accept a job with a company if it has a bad reputation, so making sure you have a strong brand will help ensure you’re not missing out on the best candidates. How to Fix It Spend time talking to your candidates to get a better understanding of how you can improve your processes and turn them into advocates. Work with your marketing team to help show what life is really like at your company. You could encourage employees to build their personal brands, which will all showcase the culture you’ve created within your business, and help you to attract more like-minded people. 7. Ensuring a Good Candidate Experience With such a low level of unemployment, it’s no wonder candidate experience can have a big impact on the effectiveness of your recruitment. Candidates have the power to pick and choose the jobs they apply for, and will often avoid overly-complicated application processes. In fact, 60% of job-seekers admitted they’d stopped filling out a job application because the process was too long. But interestingly, creating a good candidate experience doesn’t just help you attract more candidates; 15% of job-seekers put forth more effort into their position if they had a positive hiring experience! How to Fix It Simple things like including basic information, like salary scale and perks, into your job adverts will help to ensure people only apply to roles that suit them; reducing any negative feelings towards your company when someone finds out their long-winded application process was for a position paying half of their current salary! Treat your candidates the way you’d want to be treated. Let them know if there are delays in the process, keep them up to date on how things are progressing, and definitely let them know if they’ve been unsuccessful in their application! 8. Recruiting Fairly Having a team made up from a diverse group of employees has many benefits. Different cultures and backgrounds can help your businesses build a better understanding of customers’ problems, and research has shown that diverse teams can solve problems more quickly. How to Fix It Using a job description and person specification helps to ensure you’re comparing candidates based on their abilities; reducing the chance of unconscious bias affecting the decision, and a diverse interview panel will help to reduce hires being made on “gut-feeling.” 9. Reactive Hiring Almost every company is guilty of reactive recruitment. Someone hands in their notice, or receives a promotion, and only then does the job search begin. It seems like a logical process. But it could be as long as 2 – 3 months between finding and interviewing a candidate, giving them time to work their notice period, and them actually start the job. Taking a proactive approach means you’re constantly working to create a network of passive candidates, which allows you to react more quickly and reduces your time to hire. How to Fix It Having a strong employer brand can help attract candidates to submit speculative applications, or to respond to job roles quickly when they appear, and creating a database of candidates can also help to improve the speed at which roles are filled. If a role needs to be filled quickly, hiring a contractor could be a great way to give yourself more time to find the perfect candidate, but this can be costly depending on the skill level of the employee you’ll be replacing. 10. Not Making the Most of Data There are a whole host of metrics companies can track to help improve their hiring process, but often it can be difficult to know how to make the most of the data given how much we have available these days. It can be tempting to ignore the numbers, and opt instead for a more traditional approach, but using the data you have available can have a huge impact on your business over the long term. How to Fix It At the very least you should keep track of your time to hire and cost per hire, and your marketing team should be able to help you track the source where your best candidates are coming from. These can usually be handled by an ATS and will allow you to focus your efforts and reduce expenses for future hires. Conclusion We get it – this can seem like a daunting list! It’s all too common for companies to be making several of these mistakes in their recruiting process, so don’t be discouraged if your company has made a few! But if you’re committed to improving your recruitment processes, you’ll be rewarded with a much more efficient hiring process, and more time to focus on the smaller jobs that normally get pushed to the bottom of the to-do list. Start by looking at the list of challenges to see which sound familiar, and begin keeping track of the mistakes your company might be making. Once you have a good idea of the stumbling blocks you keep bumping into, you can start to work towards improving those areas of your recruitment process first. Good luck! Hiring Engineers? If you’re looking for an engineering recruitment specialist, Entech have over 20 years of experience in finding and placing top engineering talent at industry leading firms. If you’re hiring engineers, get in touch with a member of the Entech team today and let us find you the perfect candidate.


Why Use A Recruitment Agency?

25. 02. 2019

When a business is looking to employ a new member of staff it tends to have two options: Use existing staff members to hire the new employee, or Bring in an external recruitment agency to find candidates for you. With the cost of hiring a new member of staff estimated at around £30k, it seems logical for companies to want to get the most out of their budget. But why would a company choose to use a recruitment agency? Size Doesn’t Matter It’s often thought that the use of recruitment agencies is reserved for large companies. With so many balls in the air, it makes sense for larger organizations to hand the task over to an external agency who has the time to focus on finding them the best candidate. And when you also combine that with the fact that they generally have bigger budgets to work with, a recruitment agency makes sense. But small companies can also benefit from hiring a specialist recruitment company. In a smaller company, people tend to have a lot more responsibility in overlapping areas, and it may be difficult for staff to find the extra time to post a job, screen candidates, organize and hold interviews, and evaluate who’s going to be the best fit for the job. In fact, despite the amount of time the hiring process can take, 85% of HR decision-makers admit their organization has made a bad hire, making in-house hiring much less cost effective than it can first seem. An Agency Saves You Time No matter the size of your business, time is always valuable. A specialist recruiter will take the time to advertise your jobs in the right places, screen the applicants and vet their qualifications, before handing you a single CV. This means you’ll only get qualified candidates who are the right fit for the role. They will also work with you to schedule all of the interviews, and will perform all of the contact on your behalf, giving feedback and notifying unsuccessful applicants. This makes the hiring process much simpler - all you have to do is show up to the interview and decide who’s the right fit for the job. The recruiter will handle everything else. Specialists Know Your Industry An important benefit of working with specialist recruitment agencies is that they understand the skills you’re looking for, and can filter candidates based on their suitability for the role. Their expertise allows them to ask the right questions during the screening process, finding only the best qualified leads for your budget, and collating them for you to review in one go. They also have expert knowledge of industry pay scales, and can advise you on the type of candidate you need for the job you’re trying to fill, whilst also making sure you’re offering a competitive salary and benefits to attract the right employees. If you’re looking to fill contract or temp roles, a specialist recruiter has access to a database of candidates they can filter through to find you employees quickly. This is particularly handy if your industry is seasonal, or if you’ve experienced recent business growth, and allows you to focus on running the business while they find the staff you need. They’ll have a database of qualified candidates, ready to work at short notice, so all you’ll have to do is interview them and decide whether it’s a yes or a no. They Provide Long Term Savings The savings start almost immediately when you hire a recruitment agency. They advertise your job across their network on your behalf, saving you the cost of having to pay to advertise the role, and the labour cost of having an employee post the vacancy and monitor applications. But when you build a relationship with an agency, the hiring process will become more cost effective as your agency contact gets a better understanding of your business’s needs. It may take some trial and error in the short term, but as the relationship grows, they will be sending you candidates you’ll find it difficult to choose between! So, with all of these benefits, you may be wondering: How Do You Choose The Right Recruitment Agency? To make sure you find the best agency, and in turn the best candidates, here’s some pointers to help you in your search. Pick A Specialist It can be tempting to find the biggest recruitment agency you can in the hopes they’ll find a number of potential candidates for your role. But it’s better to find a smaller agency who specializes in your industry. Their industry knowledge will make it much easier to find candidates with the key skills you’re looking for, and they may already have your perfect candidate in their database looking for an immediate start! Build A Relationship Take the time to get to know your chosen agency. The more a recruiter knows about your company, and the work you do, the better they can sell you to potential candidates; which helps them to find better candidates on your behalf. It’s a win-win! Be Transparent Be clear with what you want, and the time frame you’re looking to work to. Recruiters will have a broad range of experience within their sector, whether it’s finding seasonal workers at short notice or a C-suite executive who needs a specific skill set, so make sure you’re clear about the type of employee you’re trying to hire. A good agency will work to your business’s needs, so make sure you let them know of any specific requirements you have. Hiring Engineers? If you’re looking for an engineering recruitment specialist, Entech have over 20 years of experience in finding and placing top engineering talent at industry leading firms. If you’re hiring engineers, get in touch with a member of the Entech team today and let us find you the perfect candidate.


The 14 Best Engineering Jobs For The Future [For 2019 And Beyond]

18. 02. 2019

With big personalities like Elon Musk and Richard Branson pushing the boundaries of technology on a seemingly daily basis, now seems like an exciting time to start a career in engineering. But despite the engineering industry being expected to continue to grow, it’s predicted that 40% of jobs could be automated by 2030. So which fields of engineering are the safest for the future? We decided to take a look. Using our experience of the engineering jobs market, and figures from the US Bureau of Labour Statistics, we’ve created this list of the 14 best engineering jobs for the future to help you decide which aspect of the industry you might like to start a career in. 1. Solar Photovoltaic Installers Photovoltaic installers assemble, install and maintain private and commercial solar panel setups to provide individuals and businesses with access to renewable energy. As the price of solar panels continues to fall, they continue to become a financially viable option for more and more people. This increased demand, coupled with a change in public opinion about solar panels, means that the number of jobs for PV installers is expected to more than double by 2026. Why We Think It’s Future Proof Governments across the world are under pressure to reduce their carbon emissions drastically over the next few years, so it’s important that they invest in renewable energy sectors. As they invest in solar energy, the number of installs is likely to increase, creating more work for the installers. Even if the market became saturated, there would still be a need for PV technicians to carry out maintenance and repairs on the existing systems. Median Annual Wage: $39,490 (£31,010) Projected Employment Change: +105% Number of New Jobs: 11,800 2. Wind Turbine Service Technicians Wind turbine service technicians, or “windtechs”, work for utility companies or private individuals to install, maintain and repair wind turbines. As the shift to renewable energy continues to gain pace, and more and more people see the benefits of wind power, it’s expected that in the United States alone, total wind capacity could reach more than 400 gigawatts by 2050. Why We Think It’s Future Proof As with the whole renewable energy sector, it’s expected there’ll be a large amount of expansion and investment over the coming years. From a business perspective, if generating power from renewable energy is cheaper than existing methods then utility companies will want to invest in these areas to increase their profitability - driving demand as the sector continues to mature. That means more wind turbines to install, repair and maintain, making this job a good bet for the future. Median Annual Wage: $53,880 (£42,310) Projected Employment Change: +96% Number of New Jobs: 5,600 3. Software Developers & Engineers Software developers create the framework and applications that run the computers, phones and other devices we all use on a daily basis. As technology continues to develop, the need for software developers is growing, encompassing new and exciting sectors like healthcare, space exploration, and autonomous vehicles. Why We Think It’s Future Proof As the number of connected devices continues to grow, and the applications for new technological developments pushes forwards, there’s plenty of opportunities for software engineers to build a long and prosperous career. With Industry 4.0 in full swing, devices are going to begin to communicate with each other on a larger scale, with the ultimate goal for them to be able to make decisions without human interaction - a great challenge for talented engineers wanting to have an impact on the future! Median Annual Wage: $103,560 (£81,322) Projected Employment Change: +24% Number of New Jobs: 302,500 4. Biomedical Engineers Biomedical engineers combine their medical and engineering knowledge to develop new equipment, systems and software that helps advance the medical industry. With medicine and engineering both being industries that are constantly developing, there’s a seemingly infinite number of advances or developments that could be made in the biomedical field. Why We Think It’s Future Proof Broadly speaking, biomedical engineering relies on two factors - people being ill, and technology advancing. Both of these factors are going to continue, meaning constant industry development is almost guaranteed. As older generations continue to live longer, more active lives, new advances will be needed for devices and operations like knee and hip replacements, as well as for a range of other medical procedures. Median Annual Wage: $88,040 (£69,135) Projected Employment Change: +7% Number of New Jobs: 1,500 5. Chemical Engineers Chemical engineers use their skills to solve the problems faced in the production of fuels, medicines, chemicals, foods and many other products. Their research and findings can help companies improve manufacturing processes, improve safety, and reduce costs; and they work across a multitude of business sectors. Why We Think It’s Future Proof In industries like manufacturing and food production, the need for chemical engineers to maintain or improve production rates, or reduce waste, is highly unlikely to disappear. With developments in nanotechnology, alternative energy, and biotechnology set to continue expanding, there is likely to be a demand for chemical engineers to sit within the sectors that serve these types of businesses. Median Annual Wage: $102,160 (£80,223) Projected Employment Change: +8% Number of New Jobs: 2,500 6. Civil Engineers Civil engineers work in the conception, design, building and maintenance of infrastructure projects like roads, tunnels, bridges, airports, and a host of other private and public sector schemes. As the population continues to grow, the world’s existing infrastructure will come under immense pressure, eventually needing to be repaired or replaced. Couple this with the proposed shift to renewable energy sources, and the number of potential projects for civil engineers seems to be constantly growing. Why We Think It’s Future Proof With the rate of technological advancement, and the global economy created by the rise of e-commerce and online trade, the world will need engineers to build and maintain the necessary infrastructure to support continued growth. Whether it’s new housing schemes, transport projects, or the underlying infrastructure present in any modern city; there’s a range of challenges to explore with a career in civil engineering. Median Annual Wage: $84,770 (£66,567) Projected Employment Change: +11% Number of New Jobs: 32,200 7. Electrical and Electronics Engineers Electrical and electronics engineers work to design and develop electrical components and systems for a wide variety of uses such as electric motors and power generation equipment. They also work in sectors like aerospace and defence, making sure the electronic components on things like satellites, radars systems and communications systems are working properly; so, there’s plenty of opportunities for someone with the right education and training. Why We Think It’s Future Proof As we mentioned with the solar installers and wind turbine technicians, the shift to renewable energy sources is looming. This likely means a surge in demand for electronic components to update current infrastructure systems, as well as for things like electric vehicles and a whole host of other electrical products. As the world continues to become more connected, the need for people who understand electrical engineering can only increase, so it seems like a good bet to us. Median Annual Wage: $97,970 (£76,932) Projected Employment Change: +7% Number of New Jobs: 21,300 8. Environmental Engineers With 70% of Americans saying they believe the environment is more important than economic growth, now seems like the perfect time to start a career in environmental engineering. Using a combination of engineering, biology and chemistry, environmental engineers work to improve waste disposal and recycling processes, water and air pollution control, and public health issues to address global concerns like climate change and environmental sustainability. Why We Think It’s Future Proof People are growing more aware of the impact our society is having on the planet, and more and more corporations are working to create sustainable solutions to their business problems. When you combine this with the potentially-huge infrastructure changes caused by population growth, there’s bound to be plenty of opportunities for environmental engineers to thrive. Median Annual Wage: $86,800 (£68,161) Projected Employment Change: +8% Number of New Jobs: 4,500 9. Industrial Engineers The job of an industrial engineer is to identify ways to reduce waste during the production process by developing systems that merge workers, machinery, materials, information and energy to create a product or service. Their work can help companies improve manufacturing processes and reduce costs; and they can work across almost any business sector. Why We Think It’s Future Proof Because one of the primary objectives of industrial engineers is to reduce costs, their work is valued by a wide range of industries. With huge technological advances on the horizon for potentially hundreds of industries, companies will be relying on industrial engineers to help them identify the most cost efficient ways to operate during these turbulent times. Median Annual Wage: $85,880 (£67,438) Projected Employment Change: +10% Number of New Jobs: 25,100 10. Marine Engineers and Naval Architects Marine engineers and naval architects are responsible for designing, building and maintaining ships; from sailboats and tankers, to submarines and aircraft carriers. Marine engineers can also use their skills to work for companies with offshore oil rigs and wind farms, so there are plenty of opportunities to explore in this sector. Why We Think It’s Future Proof Roughly 90% of the world’s goods are transported by sea, and with that number expected to match the rise in the world economy’s GDP and population, it looks like seaborne trade won’t be slowing down any time soon. The need to design environmentally sustainable ships is also becoming more apparent, creating a challenging environment for anyone getting involved in this sector. Median Annual Wage: $90,970 (£71,435) Projected Employment Change: +12% Number of New Jobs: 1,000 11. Petroleum Engineers Despite plans transition to renewable energy sources, the world is still heavily reliant on fossil fuels. Petroleum engineers work to find the best ways of extracting oil reserves from below the Earth’s surface, or improve production levels at existing sites. Why We Think It’s Future Proof Because of the focus on renewable energy, many people underestimate petroleum engineering; but the reality is that it’s going to take many years to make the transition. During this time, many more senior engineers will likely be retiring from the industry, creating space for a new generation of engineers to kickstart their careers. Median Annual Wage: $132,280 (£103,875) Projected Employment Change: +15% Number of New Jobs: 5,100 12. Surveyors Surveyors take measurements and make calculations about an area of land that’s earmarked for development to provide the necessary data for engineering and construction projects. They work closely with civil engineers and architects to develop a comprehensive plan for infrastructure or architectural projects. Why We Think It’s Future Proof With the expected increase in infrastructure and engineering projects we mentioned in the civil engineering section, there’s a natural link to a growth in opportunities for surveyors. Median Annual Wage: $61,140 (£48,011) Projected Employment Change: +11% Number of New Jobs: 5,000 13. Information Security Analysts With privacy issues constantly appearing in our news feeds, it’s no wonder the demand for information security analysts is predicted to grow over the next few years. Information security analysts are tasked with protecting an organization’s computer networks and system, and trying to stay one step ahead of would-be hackers. Why We Think It’s Future Proof As the number of cyberattacks have increased, it’s become more and more apparent to companies that their data could be at risk, and they need to take the adequate steps to protect it. As the internet of things continues to expand, the number of companies and devices that will need protecting is set to grow, so there’ll be plenty of opportunities in this sector. Median Annual Wage: $95,510 (£75,001) Projected Employment Change: +28% Number of New Jobs: 28,500 14. Computer and Information Research Scientists Computer and information scientists use their computer engineering experience to solve complex problems for the business, science and medical fields, among others. Working to improve the algorithms used in complex calculations can improve the efficiency with which the business operates, and this forms the basis for much of the work carried out in this field. Why We Think It’s Future Proof There are two business trends that many are hoping to capitalize on over the next few years: “Big Data” and A.I. As these areas continue to grow, computer and information research scientists will be in-demand to make sense of large amounts of information, and improve the way their business operates. Median Annual Wage: $114,520 (£89,929) Projected Employment Change: +19% Number of New Jobs: 5,400 Conclusion As you can see, there’s plenty of diverse opportunities across a number of engineering sectors that are likely to grow over the coming years. While some of these jobs may not be the “typical” engineering jobs many other sites list, they do reflect the trends emerging across the globe. While this list shows there are plenty of opportunities that will arise, it’s also worth mentioning how competitive it will likely be to find top-level work within those sectors. Companies will want to hire the best talent, so it pays to pick an area of engineering that really interests you, and to develop your career around something you’re passionate about. We’re really excited to see what the future holds for the entire engineering industry, and we’ll be watching closely to see how the landscape changes over the coming years! If you’re looking for an engineering job, why not take a look at our vacancies to see if you can find your perfect role? Median wage, projected employment change and number of new jobs figures from US Bureau of Labour Statistics. Approximate UK Currencies calculated from US equivalents using conversion rate of 1 USD = 0.785269 GBP


Contracting vs Permanent Work - Which Is Best For You?

11. 02. 2019

Contract work is often the goal for many skilled industry professionals - and with good reason. If a contractor and permanent employee are both paid around £40k per year, then a contract employee working through a limited company would take home around £5k more each year. But the choice between contract and permanent work isn’t as clear cut. Let’s take a look at the differences between contract and permanent work, the pros and cons of each type of work, and a few often-forgotten considerations to see which is the best choice for you. Contract Work What Is Contract Work? Contract work, or contracting, often refers to project-based or time-sensitive jobs that are carried out by professionals for a fixed period of time - usually 3, 6 or 12 months. In many cases, contract workers are brought in because they have the specialist skills needed for a project, to cover seasonal periods and maternity leave, or to fill skills gaps or transfer knowledge to a team. Pros Of Contract Work Better Pay Because contractors are constantly moving to new companies, they have more opportunities to improve their skillset. This can help them to improve their pay scale much more quickly than someone following a traditional permanent career path. Be Your Own Boss When you’re a contract worker, you are your own boss. You get to make the decision whether or not you take on a contract position, so if a role isn’t exciting enough for you then you can wait for something else to come along. You’re also only employed for as long as the contract is running, so if you want to go away for 6 weeks in the summer when your contract is finished, then the world’s your oyster! Job Variety You’ll always be moving to new companies, meeting and working with new people, experiencing new office cultures, and working on a number of different challenges; so, if you’re the type of person that becomes uninspired after 6 months in a job then contracting could be perfect for you. Build A Network Working as a contractor will inevitably lead to you building a solid network of connections across a variety of different disciplines. This network can be invaluable if you’re looking for recommendations or work at short notice, and can enable you to bring even more value to any contract positions you’re working. International Work If you’d like to see the world while you work, contract work can give you the flexibility of taking on international positions (provided you’re eligible to work abroad, of course). Permanent employment rarely offers the opportunity to travel abroad, but you could pick up contract work around the world and travel from contract to contract across the globe. Cons Of Contract Work Job Security Job security is one of the biggest drawbacks to contract work, and is enough to put a lot of people off of contract work altogether. Whether it’s a project being cancelled, a shift in demand for your skills, or an economic downturn, your job is never guaranteed. It’s important to keep your skills up to date and be at the top of your game to try and avoid this. Administration As a contractor, you’re ultimately responsible for all of the administrative duties that come with being self-employed or running a business. You’ll also need to stay up to date with new laws and regulations to make sure your company is staying compliant. Applying For Jobs When your contract comes to an end, you’ll have to begin the application process all over again. This can be incredibly time consuming, and ultimately any time that you’re not working means you’re not earning money. This is where keeping your skills and CV up to date can really make a difference. Holiday And Sick Pay If you’re a contractor working under a limited company, you won’t receive the same holiday and sick pay entitlements as a regular employee, so you’ll have to take this into account when making the decision between contract and permanent work. Bonuses And Benefits Limited company contractors aren’t eligible for bonus schemes or employee perks like gym memberships, and paying into a pension will be your own responsibility, so make sure you factor this into your calculations too. Skills And Training You may receive some training as part of a contract position, but if you need to gain any industry qualifications or develop professional skills then you’ll have to pay for this yourself. Not paying for training courses and personal development could cost you more in the long run if it’s something employers are looking for. Permanent Work What Is Permanent Work? A permanent job is a full-time, salaried position where you’re employed to work a set number of hours per week, normally 36 or above, on a permanent contract. Permanent positions offer a fixed salary with all tax and deductions handled through your employers’ payroll. Pros Of Permanent Work Job Security A permanent work contract means that you’ll be paid your salary for the duration of your employment, which essentially runs indefinitely, until you either decide to leave the position, receive a promotion, or your employer makes your position redundant or terminates your employment. This is typically seen as the most stable form of employment as you receive a guaranteed monthly income, even if you’re on holiday or off sick. Part Of A Team As a permanent employee, you’ll become part of a team that you’ll spend time with every day, and will experience the company culture and office politics of the environment you work within. Progression Permanent employment gives you the ability to map out your future with a progression plan. You’ll have opportunities to impress your employer and go for promotions, which will help you move up the corporate ladder. Bonuses And Benefits Some permanent roles offer bonus schemes that allow you to earn a significant reward for hitting targets, or reaching milestones, as an incentive to increase company performance. Permanent employees are also eligible for pension schemes, car allowances and various other perks and benefits that contract workers may not get access to. Training And Development Employers will want staff to stay up to date with industry developments and schemes, so many permanent employees are given training and access to personal development schemes that a contract worker wouldn’t get access to. Cons Of Permanent Work Lower Pay Take home pay for permanent work is often lower than an equivalent contractor, but other perks and benefits can sometimes make up for this difference. Limitations If you have a particularly specialist skill set, you can often be limited by the systems and technology your current employers are using. This can result in you falling behind on industry standards, meaning you end up being trapped in a position because you don’t have the relevant experience to move elsewhere. Less Experience Permanent employees tend to experience the same problems and difficulties as the nature of work means they’re doing the same thing, the same way, repeatedly. Contractors can gain experience across a variety of areas within their specialism, giving them more experience to take on to the next role. Lack Of Flexibility Unless you’re lucky enough to work somewhere that offers flexible working, you’ll often be expected to work the same hours, from the same location, day in, day out. This can be inconvenient if you have a long commute, or young children that you need to take to school. Because contractors are bringing a specific skill set to the business, they often have more flexibility than permanent employees. Job Variation Unless your company is experiencing rapid growth, or is going through a significant change, it’s unlikely there’ll be much variation in your job. This can lead to frustration at a lack of challenges or change, and can lead to employees looking for employment elsewhere. Other Considerations It seems that both contract work and permanent employment have advantages and disadvantages that will make it difficult to decide which option is best for you. If you’re leaning towards a contract position instead of a permanent role, there are some more things to consider before you make the leap. Limited Or Umbrella? The first decision to make when you’re considering a contract position is whether you’re going to join an umbrella company or set up your own limited company. Both have their own advantages and disadvantages, so it’s best to consult a professional accountant to discuss which will be the best option for you. Marketing Yourself As a contractor you’ll be relying on finding yourself new contracts every few months, so it’s important to market yourself appropriately to make sure you keep finding work. For contractors in high-demand sectors this can be as simple as building a relationship with a specialist recruitment agency who will put you forward for new contracts, but in more competitive areas you may need to create yourself a website to showcase your work and show testimonials from previous clients. It can also help to build a personal brand within your sector to help potential clients see you as an expert in your field, and build familiarity with your business; and platforms like Twitter and LinkedIn have made it easier than ever to build a professional network. Don’t Forget Soft Skills While it’s typically your hard skills that will land you a contract role, your soft skills are an important part of outshining other applicants. Soft skills will not only help in showing you’re capable of bringing that little bit extra to the role, but they will also help you with things like selling yourself to potential clients, and negotiating pay rates. Making The Transition When you’re making the transition from permanent employee to contract worker, it’s important not to rush the process. You’ll need to make sure you give your employer the right amount of notice, and ensure that you’re not going to be breaching any clauses within your contract that prevent you from working in a particular sector. Unless you’ve got some money saved up, don’t be impulsive and quit before finding your first contract as this could end in disaster. Review Each Contracts IR35 Status IR35 was introduced to prevent company having ‘disguised employees.’ If your contract work is subject to IR35 then the benefits of running as a limited company are reduced, and you may need to be registered under an umbrella company instead. IR35 is a complex issue, so it’s best to seek professional advice to make sure your contracting career is compliant with all of the HMRC directives. Conclusion As you can see, there are a lot of things to consider before you can decide whether contracting or permanent work is best for you. While contractors can earn more money for the same work, there’s also a lot more admin and paperwork that goes into working for yourself. Despite the financial benefits, many people aren’t willing to give up employee benefits like bonuses, pensions and overall stability that a permanent position provide. What side of the fence do you sit on? If you’re an engineer looking for either contract or permanent positions then get in touch with one of our recruiters today - they’ll be able to help find the perfect job for you!


12 Ways To Improve Employee Retention Rates

04. 02. 2019

In today’s fast-paced and highly-competitive business landscape, retaining top employees can often feel like a real challenge. Here at Entech, we’re proud of the fact that the average length of time members of our team has stayed with us is more than 8 years. If your employees aren’t happy, and don’t feel valued, they’re more likely to be tempted by competitors offers, so how can you keep hold of your top workers? Here’s 12 tips to help increase your employee retention rates: 1. Get Your Hiring Right Employee retention starts at the very beginning, during the hiring process. Having already screened potential candidates, you’ll want to take this opportunity to get an understanding of why your candidates are looking to leave their current positions. If it’s because they’re bored and fancied a change, obviously that should be a red flag. The interviewing process also gives you a chance to get an idea of their personality so you can gauge whether or not they’ll be a good fit for your company. We’ve found that having several members of our team interview candidates individually works well, and gives us the opportunity to get to know potential employees without overwhelming them with an interviewing panel. 2. Build The Right Culture Because of the dot-com era tech firms, “culture” is a word that has become associated with offices with ping-pong tables, slides instead of stairs and free beer on Fridays. But nowadays, and especially for younger employees, culture is about so much more, and should reflect the type of business you run and the industry you’re in. In banking, it’s perfectly reasonable that people would be expected to wear a suit and tie. In the fashion industry, however, it seems more appropriate for your employees to be dressed in the latest designer gear. Open plan offices can create a collaborative and creative working environment, while closed-door offices can create a culture of “every man for himself.” It’s important to create the right culture for the business you run and the type of employees you want to attract. 3. Provide Training & Progression When you’re applying for jobs it’s expected that you have the right qualifications to be able to do the job you’re applying for, but many employers don’t continue to invest in their employees once they’ve been hired. The reason many companies give is that they don’t want to invest in expensive training courses for employees to then leave, but this leads to a classic dilemma: CFO: What happens if we train them and they leave? CEO: What happens if we don’t and they stay? By investing in corporate training for your employees, or offering access to e-learning sites, you’re showing your employees that you care about them as individuals, not just as cogs in your machine, and they’re much more likely to stick around because of that. 4. Act As A Mentor Some employees just want to come in, do their work, and collect their paycheck at the end of the month. But some want to do much more than that. They may not show it, but some may have dreams of one day owning their own business, or of moving their way up through the ranks to a managerial or director position. Finding out what your employees want, and helping them to work through their problems and challenges will not only help them on their path to success, but will help show that you have their best interests at heart. 5. Pay Your Employees Well There will always be people willing to take a lower salary to do the same job, but if you’re trying to attract and retain the best employees to your business, you’ll need to offer a competitive salary and benefits package. This doesn’t mean you have to pay more than all of your competitors, but if you’re offering less then it makes potential employees much less likely to choose your business over theirs. 6. Offer Flexibility With technology letting employees access emails and files outside of normal office hours, it’s becoming increasingly common for employers to offer their employees more flexible working hours. Whether it’s letting staff work from home once a week, giving them the option to come in and leave later to avoid traffic or drop their kids off at school, or giving them complete autonomy to work wherever they want, whenever they want, flexible working is a great way to keep top talent in your business. 7. Reward Employees With Perks & Incentives Offering employees perks and incentives is also a great way to improve your employee retention rates. With jobs like sales or recruitment, where hitting targets are part of the role, offering incentives is fairly straightforward, but it’s important to remember that other staff members also contribute to the sales team’s success, and rewarding these support roles is just as important. Here at Entech, our recruiters receive a competitive salary plus uncapped commission, but we make sure all of our staff enjoy days out and perks throughout the year. In fact, in May the whole company went to New York to celebrate the company’s 20th birthday! 8. Make Work Enjoyable Most of us have worked somewhere where the atmosphere changes when a particular employee or manager walks through the door. Given that people spend a huge amount of their time at work, it’s important for them to be happy while they’re in the office. Taking time out every month to recognize employee achievements, giving staff the opportunity to get to know each other, and having a sense of humor go a long way not only helping to increase employee retention rates, but also boosting productivity. 9. Don’t Forget Efficient Employees It’s easy to spend time focusing on helping people who may be struggling, and it’s all too common for employees who’ve missed their targets to get more attention than those that consistently hit them. But it’s important to make sure you don’t forget these employees, as a lack of praise or recognition can eventually lead to them feeling as though they’re not a valued employee, and that can have a negative effect on your retention rates. 10. The Office While it’s true that culture and office ping pong tables don’t necessarily go hand in hand, your company’s working environment does play an important role in your employees’ job satisfaction. Small things like a fridge full of free drinks, or a bowl of fruit, can make a big difference to employee morale, and can help make your company a more enjoyable place to work. 11. Flat Structure With modern business being fast paced, it’s important that employees feel they have the autonomy to do their work quickly and efficiently, and having a flat corporate structure can make that much easier to achieve. There’s nothing worse than having to try and chase down a manager or director for their sign-off before you can move onto the next part of a project, and it can be demoralizing when a lack of an answer means your to do list begins to get longer! It’s much simpler if employees can knock on your door, get a quick answer and get back to work, and staff will be less stressed because of it. 12. Plan For Turnover At the end of the day, no matter what you do, there will be times where people want to leave. Whether it’s because they’ve been offered their dream job somewhere else, they’re moving across the country, or because they just feel it’s time for a change, staff turnover is an inevitable fact of life. But creating a succession plan and holding an exit-interview are great ways to make sure you’re doing everything you can to encourage people to stay in the business. Improving retention rates can seem like a daunting task, but it doesn’t have to be difficult. Ultimately, taking the time to understand your employees will help you create a work environment that’s perfect for them, and will make them stick around longer. We like to think our 8 year retention rate is pretty good, so if you’re interested in joining our team then why not check out our current vacancies to see if there’s a role for you?


9 Tips To Find Your First Engineering Job

21. 01. 2019

With your education coming to an end, it’s time to start thinking about finding your first engineering job! But even with the UK’s engineering skills shortage, it can still be difficult to find yourself an entry level position to kickstart your career. So how can you make your CV stand out when you’re applying for graduate engineering jobs? And what steps can you take now to give yourself the best chance when you’re applying? Luckily for you, our recruiters have brainstormed these top tips to help you land your first engineering job after you graduate: 1. Get Experience Early On In such a competitive job market, the more relevant experience you can get on your CV the better. If you’re lucky enough to live with your parents, make the most of the summer holidays by working with a local company for minimum wage or, if you can afford the commute, you could take an unpaid internship with a larger firm. While these will still be difficult to get, and you will be giving up your time off, it’s worth it in the long run as future employers will see that you have real-world experience. The bonus of building relationships this way is that when you graduate, they may have a full time position you can apply for. And, as you’re already up to speed with their systems, you’ll be in a better position than other candidates applying for the role. 2. Start Looking Before Your Graduation If you’re planning on going straight into a graduate position as soon as you finish university then you’ll need to have done a lot of work beforehand. Alongside the obvious step of passing your course with a minimum of a 2:1, it makes a huge difference if you’ve spent your entire university career turning yourself into the perfect graduate scheme candidate! Alongside those summer jobs and internships, it’ll also help to find yourself a placement position as a part of your course. Employers don’t just look for work experience though - they want to know that you work well as part of a team, and can interact with other human beings! So make sure you make the most of extra-curricular clubs and societies to show that you’re a responsible, and employable, young adult. 3. Don’t Limit Yourself To Big Companies By all means apply to the big graduate schemes the top firms run - you may be one of the lucky ones who’s offered a position! But don’t limit your search to the larger companies. There are thousands of small firms up-and-down the country that can give you real world experience and a great start to your engineering career, but that don’t have a queue of graduates asking for a job. At larger companies, hands on experience tends to be left to the employees with more time in the business, but when you work for a smaller firm there’s normally plenty of opportunities to roll up your sleeves and get stuck into a bigger challenge, which will help with your experience in the long run. 4. Ask Your Lecturers, Friends & Family It’s not what you know, it’s who you know. It may sound cliché, but networking really can open doors to new opportunities. When you’re looking for your first engineering job, it’s worth speaking to everyone you can to let them know you’re looking for a position. You’ll be surprised how many times a friend-of-a-friend, a long-lost uncle or the person sat next to you at the pub is looking for someone with your skills, so make sure you’re talking to everyone about what you’re doing and the type of job you’re looking for! 5. Tailor Each Application When you’re applying for jobs it’s tempting to send a generic CV and cover letter to the positions in order to save time, but this can have a negative effect on your applications. While it does take a lot more time, tailoring each application to the job description will give you the best chance of getting an interview. Take the opportunity to show the recruiters how you’re the perfect candidate for the role by applying examples from your experience to the requirements laid out in the job description, and explaining any relevant experience you have in your cover letter. 6. Make The Most Of Clubs And Hobbies When you’re first starting out in your career, it can be difficult to find a position looking for your limited level of experience. But if you don’t have working experience, you can still show you have the skills they need by including details about hobbies and clubs you participate in. Expanding on the work you did in the Formula Student team, or the CAD drawings you did as a personal project can show employers that you have the skills they’re looking for, even if that experience isn’t from a previous job. 7. Go To Career Fairs While career fairs are often thought of as free-for-alls where candidates spam potential employers with their CVs, they can be a great opportunity to build a relationship with someone involved in the hiring process. By having genuine conversations with the people on the stands, you can stand out as someone who’s not just interested in selling yourself to them as a great candidate. Ask them questions about the role, but also ask what they like about working at the company, and find out more about their role within the business. If you end up speaking to the person who will eventually be your line manager, imagine how much you’ll stand out compared to other candidates if you’ve built up a good rapport with them! 8. Submit Your CV To Recruiters Getting your CV into the hands of a specialist recruiter can really help you in finding your first position. They’ll be able to give you advice about where your CV needs some work, if you need to go into more depth with the experience you have, or if it’s too broad for a specialist position. They’ll also be able to sell you to potential employers, so it’s good to get to know the person you’re dealing with so they can get an idea of what you’re looking for and the type of roles you want to apply for. You’ll still need to keep applying by yourself, but having a recruiter working on your behalf is a great way to find new opportunities that may not have been marketed yet. 9. Keep Trying! Sometimes applying for jobs can be disheartening - it feels like you’re spending all your time working on sending out applications, but you never seem to hear anything back. It can be difficult but keep going! Try and reverse engineer reasons why your application isn’t getting picked up, and make subtle changes to address those problems. We know it can be tough, but try not to lose hope. Your first job is out there somewhere! If you need help finding your first engineering job then why not upload your CV so we can try to find the perfect role for you?


21 Common Mistakes To Avoid When Writing Your CV [With Infographic]

14. 01. 2019

When it comes to writing a CV there’s plenty of mistakes you need to avoid. Whether it’s the dreaded typo, or a section full of unimportant information, it seems there’s plenty of ways to put a recruiter off of your CV faster than you can say “spellcheck.” So, whether you’re a fresh-faced graduate writing your first CV, or an industry veteran looking for a new role, make sure you’re not making these mistakes when writing your CV. 1. Spelling Mistakes Let’s face it, we all know that spelling mistakes are a big turn-off when it comes to job applications, but the sad fact is that they’re all too common! While spell check can undo most of the common mistakes, it’s not great at checking for grammar or context, so it’s important to triple check your CV, and have it checked by friends and family, before you even start sending it out! 2. The Wrong Contact Details I’m ashamed to say this, but I’ve made this mistake before. I sent out CVs for close to 50 roles before I realized my email address had ‘’ at the end of it when it should have been ‘.com.’ Ouch. It’s all too easy to mistype an email address, or mix up the digits in your phone number, so make sure your contact details are correct or you won’t be hearing back from anyone! 3. Including A Photo Or Pictures Whether it’s a profile photo or pictures related to work you’ve done, there’s no need for them on your CV. A profile picture isn’t necessary, takes up valuable space on your CV, and employers and recruiters will just ignore it anyway. If you want to include photos of your work, then a portfolio is better than a CV as you’re then able to elaborate on the images you’ve included, and you can direct recruiters and employers to your portfolio from your CV. 4. Using Bright Colours Spending all day skimming through CVs is hard enough, but if decided to design yours with a particularly bright colour, that could be the final straw for your application! Keep it simple with dark text on a white background. If you do want to add some colour to headings or titles, make sure it’s legible at all sizes to make sure it’s not something recruiters will miss. 5. Using Strange Fonts Strange fonts can make your CV difficult to read, which makes it all the more likely it’ll end up in the ‘No’ pile. While a cursive script might seem like a nice way to write your name on your CV, unless you’re a graphic designer, it’s better to keep it simple. 6. Including Religious or Political Views These may be more likely to appear in cover letters than CVs, but be sure you don’t include any religious or political views. With discrimination laws on everyone’s mind, these can be a real minefield, so it’s better to leave them out to make everybody’s life easier. 7. Including Your Hobbies While it’s nice to be able to give potential employers an idea of what you enjoy doing in your spare time, if you’re struggling for space on your CV then feel free to take them off. It’s more important to get across your skills and experience, and interviewers will normally ask you a question about your spare time anyway. Your primary focus is getting the interview in the first place. 8. Using Slang No matter how informal the role may be, steer clear of using slang or colloquialisms in your CV. Your CV is a professional document, so it’s important to stay professional throughout. You should also try to avoid using abbreviations, unless they’re a common industry term, as not all hiring managers will be aware of all of the nuances of every role they hire for. 9. Lying We can’t write an article about CV mistakes without mentioning this one! Lying on your CV is never a good idea. Just don’t do it! 10. An Inappropriate Email Address Imagine you’re a hiring manager, sifting through job applications for a role you’ve advertised when *BAM* there they are...the perfect candidate. The right amount of experience, all the transferrable skills you’re looking for, and available for an immediate start! You open a new email to send them an invite to a job interview and cringe as you’re forced to type in: While it shouldn’t stand in your way of getting the job, an inappropriate email address can certainly make recruiters cautious. Do everyone a favour and set yourself up a more professional account. 11. Including Your Salary Even if a job opening specifically asks you to include your salary expectations, there’s no need to include them in your CV. No one needs to know the salary you received as you moved to the various positions throughout your career, and it’s just another unnecessary piece of information that’ll make your CV look cluttered. 12. Irrelevant Work Experience While it’s good to include details about your previous roles, employers don’t need to know about the type of soap you used during your summer job washing pots when you finished school. Make sure you keep any experience relevant, otherwise just give a high-level overview of what the job entailed. 13. Not Tailoring Your CV Recruiters and employers can spot a generic CV a mile off. To stand the best chance of getting through to the interview stages, you need to craft each application to make sure you’ve shown that you’re capable of doing everything in the job description. 14. Unproven Claims Claiming to be your current employer’s ‘Number One Engineer’ is all well and good, but it’s a baseless claim that anyone can make. If you’re going to make a claim in your CV, make sure it’s backed up with numbers as this holds far more weight. 15. Clichés and Buzzwords Motivated go-getter. Synergistic team player. Buzz words and clichés are enough to make recruiters with even the strongest stomach look away! Instead, try to use action words like achieved, increased/decreased and launched. 16. References There’s no need to include references on your CV. References aren’t expected until you’re at the offer stage of the process, and if you’re looking for a new position whilst still employed by one of your references you could risk letting the cat out of the bag if someone decides to jump forward a few steps. 17. File Name Tailoring CV after CV can be tough, and it’s more than likely you’ll end up with multiple variations of the same CV. But make sure when you apply for a position the filename is not something that’s messy or unprofessional, as this could give employers the wrong impression. 18. Your Date Of Birth Your age shouldn’t be a factor in whether or not a company wants to hire you - your experience should. Leave your date of birth off your CV as it ensures you can’t be discriminated against for being too young or too old for a position. 19. Leaving In Template Text With a wealth of tools and aids to help you, writing the perfect CV has never been easier. But if you’ve downloaded a template to help guide you through the process, make sure you’ve removed all of the template text! 20. Not Showing Your Impact Your impact is the result of your knowledge and actions. Far too many people only cover what knowledge they have in the role and the actions they’ve taken without showing what impact it’s had! For example, rather than saying: Developed route planning software that improved fuel efficiency Instead say: Developed route planning software that improved fuel efficiency by 16%, saving £11.5k annually 21. Unexplained Gaps From time to time, there will be gaps that appear on your CV. Whether it’s because you took time off to complete a personal project, were off with an illness, or you went travelling in between contract jobs, it’s better to explain these gaps on your CV than leave them blank. Infographic Many of these mistakes are easily avoided by simply taking a little time to double check your CV before you begin sending it out, and it’s worth taking an extra hour or two to make sure you don’t end up being put in the ‘No’ pile! If you’re an engineer, before you start sending out your CV make sure you also read our guide on How To Write The Perfect Engineering CV. If you’re looking for roles in the engineering industry, make sure you send your cv to our recruiters today so they can help find you your perfect engineering job.


How To Write The Perfect Engineering CV

07. 01. 2019

Writing a great engineering CV can be a tough job. Because of the technical nature of the industry it’s important to showcase your practical skills, but it’s also important to make sure you don’t neglect any relevant transferable skills you may have. With engineering generating 23% of the UK’s total turnover, it’s predicted that 203,000 people with Level 3+ engineering skills will be needed every year until 2024 to keep up with demand, so it’s important that your CV helps you stand out from the crowd. Here’s our top tips for writing a great engineering CV. Layout Is Important While you’re not expected to be a graphic designer, creating a well-structured CV will make it easier for recruiters to skim through your skills and experience. The average time recruiters spend looking at a CV is 5-7 seconds, so it’s important to get the key information at the top. Including a short professional statement explaining your job title and experience, and a small section that showcases your technical skills, gives you the best chance to get a recruiter to read on in more detail. It’s important to put the relevant information in the place recruiters will expect it to be. Standing out is great, but with the most common format for a CV being reverse-chronological, where you list your most recent experience at the top and work backwards, it could be confusing to read if you decide to do something different. It can be tempting to use boxes to organize the information, but this can quickly become messy and difficult to read. Instead, use headers and subheadings to break up information, but make sure you use an easy-to-read font in a sensible size. If you’ve only recently graduated, you’ll need to put any relevant experience like internships or placements at the top, and expand more on your education to show you’ve gained the relevant skills while in education. Demonstrate Your Expertise When you list your skills and experience, it’s important to use examples and numbers to substantiate your claims. For instance, rather than just writing: Increased production output. Instead, put something along the lines of: Reduced manufacturing errors to increase production output by 12%. This helps show the recruiter that you’ve got the experience they’re looking for, and shows a deeper level of experience than someone who has just listed a skill straight from the job description. If you’re a graduate, you can highlight your skills by elaborating on the projects or work experience you’ve completed and tying them to requirements laid out in the job description. Don’t Forget Soft Skills Soft skills are just as important as technical skills. What’s the point in hiring a talented engineer if they can’t communicate well with the rest of the team, or if they have to be constantly motivated to do even the simplest of tasks? It’s important to show these transferable skills within your technical expertise, but don’t make the recruiter have to read between the lines to get the information. Be sure to read through the job description to identify any key soft skills the position is asking for, and be sure to include examples in your work experience. If the role will involve presenting to a large group, for example, it’s important to highlight an occasion when you did that within a previous position. Tailor Your Experience As tempting as it is to create one CV to send to every job that’s a close match to your skills, make sure you take the time to tailor each CV. Take the time to read the job description carefully, and show you have the relevant skills by using examples within your work experience. No two roles are exactly the same, so make sure you understand what experience they’re looking for within the role, and then use your personal experiences to demonstrate that you have those skills. Again, don’t make the recruiter read between the lines for this. If the role asks for you to perform work to a specific BSI standard, give an example where you worked to that specific BSI standard. Be Succinct While it’s tempting to show you know how to do every job you could ever be expected to do in a role, make sure your primary focus is on including the skills they’ve asked for. The maximum length of a CV should be no more than two pages. If yours is coming out any longer, then there’s a good chance you’re not being as clear and concise as you could be. Breaking the text down into bullet points helps to keep your CV from looking like an essay, and will help you to keep it shorter and sweeter. If you’ve got a number of roles where you performed the same tasks, there’s no need to go into detail for each position - just ensure you explain it in your most recent role. The key to any CV is relevant experience. You don’t need to go into detail about how you were trusted to lock the office every evening if the role doesn’t ask for it. Don’t Lie This shouldn’t even need to be said, but somehow, we felt we couldn’t quite leave it out. The worst thing you can do on a CV is lie. Even if you ended up making your way through the interview and getting the job, eventually your inexperience will be revealed - and in an engineering environment inexperience could be a very dangerous thing. If you have closely related skills to the ones required, then put that. It’s perfectly acceptable to list a similar skill to demonstrate that you have abilities that may be transferable with the right training. Check Your Spelling Again, it should go without saying, but a spelling mistake can kill your chances of getting a role. If you’ve put on your CV that you have great attention to detail, but it’s littered with spelling mistakes, take a guess at what the recruiters will think… Make sure you double, triple, and quadruple check your spelling. You’ll also need to make sure your CV is consistent, that you’ve used the same tense, fonts and writing style throughout. Give your CV to a friend or partner to read through, as a second pair of eyes can often pick up on subtle mistakes or inconsistencies that you’ve missed. Should You Include A Cover Letter? Nowadays, with most job applications done online, it can be tempting to forego a cover letter, but they’re still an important part of any job application. While it may not always be necessary to send cover letters to recruitment agencies when you’re submitting a speculative CV, a well-crafted letter can help to expand on your CV and gives you the chance to go into more detail about why you’re the perfect candidate for the role. This is especially true if you have slightly less experience than the job is asking for, or if you are a graduate applying to your first role. If you’re not sure whether to write a cover letter or not, we recommend erring on the side of caution and sending one through. Make sure you look up cover letter examples and be clear and concise in highlighting your skills and experience, but don’t just repeat everything you’ve already written. Include examples that you didn’t include in your CV, and expand on things you only got to mention briefly. Avoid Common Mistakes As engineering recruitment specialists, we’ve pretty much seen it all when it comes to CV mistakes! One simple mistake on any CV can act as a big red flag to a recruiter, so it’s important to make sure you haven’t made any rookie errors! Before you start applying, make sure you’ve also checked for these 21 Common Mistakes To Avoid When Writing Your Engineering CV. If you’ve already spent hours fine-tuning your CV and you’re looking for your next engineering role, why not send your CV across to one of our recruiters to see if they can find you the perfect new position?


Are The UK’s Renewable Energy Efforts Enough To Combat Climate Change?

03. 12. 2018

Renewable energy seems to have been making headlines for all the right reasons this year. In March it was announced that more electricity was produced by wind and solar sources than by nuclear power stations in the UK; and in October the Government said that Britain had gone the equivalent of more than two months this year without using coal to generate electricity. But against headlines of 2018 being on course to be the fourth warmest on record, and with the climate change one of the hottest topics within politics (no pun intended), is the UK really doing enough to promote the switch to renewable energy? Green Investment Has Fallen In May, the Environmental Audit Committee found that a series of Government policy changes have caused a fall in clean energy investment. Mary Creagh MP, Chair of the Environmental Audit Committee, said: “Billions of pounds of investment is needed in clean energy, transport, heating and industry to meet our carbon targets. But a dramatic fall in investment is threatening the Government’s ability to meet legally binding climate change targets. The Government’s Clean Growth Strategy was long on aspiration, but short on detail.” “The Government must urgently plug this policy gap and publish its plan to secure the investment required to meet the UK’s climate change targets.” But while government funding has fallen, it seems public support for renewable energy has grown. Brits Back Renewables Recent YouGov polls have shown that two-thirds of British people oppose onshore restrictions that have reduced planning applications for new wind farms by 94 per cent; and that 62% of the British public would like to fit solar panels. But these results came as the government cut subsidies for green energy across the board, capping the total at £100m by 2019. Jeremy Leggett, founder of Solar Century, the UK's largest solar company, said: “They are backing the wrong horses: nuclear and shale gas, and seem willing actively to suppress solar to make space. They should at least take out a hedged bet on solar, and keep an export tariff for solar generation. As things stand, from next March they intend to allow energy companies to take excess solar electricity generated by solar ‘prosumers’ for free. That is really a retrograde action, especially when you contrast it with the incentives for solar generation elsewhere in the world.” According to Client Earth's chief executive James Thornton: “The government can take the lead on climate quickly by cutting off the hundreds of millions of pounds in annual subsidies to fossil fuel power stations and other schemes that are giving carbon-intensive power generation an unfair advantage over renewables.” But is it even feasible for somewhere like the UK, which averages only 1493 hours of sun per year, to produce 100% of its energy from renewable sources? Is Renewable Energy Even Feasible In The UK? The argument against renewable energy is often that Britain doesn’t experience enough sunshine to take advantage of solar, and that other methods of energy generation, such as wind turbines and hydro-power, are not reliable enough to provide the consistent flow of energy we require as a country. But technology moves fast, and there are countries with similar weather to the UK that are now generating the bulk of their power from renewable energy sources. In Europe, Norway and Sweden are leading the way in renewable energy production, surpassing their targets and achieving a 69.4% and 53.9% renewable energy share respectively. In contrast, the UK has fallen short of it’s target, and is generating only 8.2% of its energy from renewable sources. It seems that the government’s prioritisation of fossil fuels and nuclear energy has left us falling behind other countries, and significant changes are now needed for the UK to even meet its renewable energy target. But could there be a light at the end of the tunnel? Could Electric Cars Be The Tipping Point? In August, electric cars accounted for 1 in every 12 cars sold in the UK, marking the beginning of a huge shift within the industry. As the cars continue being developed and improved by the manufacturers, and more and more people make the switch to hybrid or electric vehicles, the need for a reliable network of charging points will increase, making the shift to cheap and renewable energy more of an appealing option for businesses. After all, why pay an electrical company to charge people’s cars when you can harness the power yourself for (almost) free? Technology has disrupted many markets in recent years, cutting out the middleman in sectors like retail and hospitality, and having a huge impact on the businesses operating within them. It seems only a matter of time before someone decides to cut out the middleman in the energy sector, forcing big companies to change and shaping the industry’s future for the better; but it seems unlikely there will be large scale changes instigated by the government. Currently it seems that the UK really isn’t doing enough to promote renewable energy, or have a positive impact on climate change, but who knows what the future holds?! What do you think?


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