Group of people walking

Engineering Recruitment Experts

Two women and one man talking

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.

More about us

Upload your CV if you're interested in a career at Entech

Upload your CV

5 Surprising Recruitment Statistics

15. 11. 2019

With the recruitment industry constantly shifting, it’s important for hiring managers to understand the ways they can positively impact their businesses recruitment process. But when there’s so much information available, where do you start? We’ve gathered together five of the most surprising recruitment statistics your business should learn from, to help point you in the right direction. 49% of millennials would quit their current jobs in the next two years. Despite experiencing the highest employment levels since the 1970s, almost half of millennials would leave their jobs within the next two years; up from 38% in the 2017 report. The most cited reasons given those asked, according to the report by Deloitte, were “dissatisfaction with pay and lack of advancement and professional development opportunities.” In order to improve the loyalty of millennial employees, it’s important for companies to address these concerns by introducing initiatives that will help to improve employee retention, such as giving employees a clear progression plan for their time at the company, and offering a flexible working schedule where possible. Organizations that invest in employer branding are three times more likely to make a quality hire. According to research conducted by the Brandon Hall Group, 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. Employer brand is a potential employees’ perception of a company’s image and reputation, and while this might be difficult for businesses to quantify, the research also found that organizations that invest in a strong candidate experience improve their quality of hires by 70%, making this a worthwhile investment for any company looking to improve their recruitment process. 89% of talent professionals say bad hires typically lack soft skills. While it’s clearly important that an employee has the relevant hard skills for a role, a survey by LinkedIn found that 89% of talent professionals say that bad hires typically lack soft skills. Screening candidates for soft skills is much more difficult for hiring managers, and despite changes in other areas of the recruitment process, asking behavioural questions and reading body language are still the most common ways of assessing a candidate. Findings from the Brandon Hall Group’s research also showed that organizations that lack a standard interview process are five times as likely to make a bad hire, suggesting a structured interview process may be the key for companies that are struggling to find candidates with the soft skills they’re looking for. 81% of job seekers say employers continuously communicating status updates to them would greatly improve the overall experience. When asked what employers can do to improve the overall candidate experience, a survey from Career Builder found that 81% of job seekers said that they would like employers to continuously communicate status updates throughout the hiring process. While this may not be feasible for every company, or every position, it does highlight the fact that many job seekers are becoming frustrated with the lack of feedback they receive during the job application process. Companies who tackle this feedback dilemma are likely to see a positive reaction from candidates, even if they’re not successful in their applications; something that will help to greatly improve their employer brand. 50% of human resource managers say they currently have open positions for which they cannot find qualified candidates. For hiring managers, the high levels of employment are making it increasingly difficult to find workers, with a study by Inavero finding that 50% of human resource managers have open positions they cannot find qualified candidates for. Finding qualified candidates is one of many recruitment challenges companies are facing, and it may be time for businesses to make changes to their recruitment process in order to reach those hard-to-find candidates needed to fill these open roles. If you’re struggling to find talented candidates for a large number of roles, it might be worth considering bringing in a specialist recruitment agency to see where you may be going wrong, and to help speed up your time to hire. Statistics like these can make recruitment sound like a daunting task, but it needn’t be. Most businesses can make a big difference to their time to hire by making a few simple changes to their recruitment process, and taking the time to consider the impact their recruitment process has on their candidates. If you’re struggling to find qualified engineers for your roles, then one of our consultants would be happy to help - give us a call today.


8 Ways to Shake Up Your Recruitment Process in 2020

08. 11. 2019

“They’re just not a good fit for us.” How many times have you heard a colleague or a manager say that as they turn down yet another candidate you think is perfect for the job? If you feel like you’re hearing this more and more frequently, the problem could lie somewhere in your recruitment process. First of all, let’s get a better idea of what we mean when we refer to the recruitment process. What are the steps in the recruitment process? Recruitment processes differ between industries, with some requiring a more hands-on test to determine whether or not a candidate is capable of doing the job they’ve applied for, while entry level positions only need to confirm a handful of basic criteria are met. Generally, there’s 7 basic steps: Identify a need Prepare a job spec Advertise the job Screen applications Hold interviews Offer the job Onboard the employee Let’s take a look at each step of the recruitment process and explore the ways you can shake things up in your business. Identify A Need The first step of the process is to determine who it is you’re looking for. Typically, this will have happened because a manager or department head has decided they need to bring in a new member of staff to do a specific job. (Duh!) But this goes beyond just deciding you need a new employee and putting an advert out. First of all, you need to decide what level the employee needs to be. Are they going to be an intern or junior, or do you need someone with a few years of experience? What skills do they absolutely have to have? Some skills would be nice-to-haves, but which ones can’t you live without? How is this role going to impact the business? Is this a critical hire that could stop the business if it’s not filled, or is it something with less of a direct impact? How to shake things up? Try not to hire someone It can be tempting to fill a role without questioning whether or not the business still needs someone there to do the work full time. With the technology we have available, and the “gig economy” we’re experiencing, it may be possible to hire a freelancer to do the work remotely. Or perhaps this job can be done by splitting the workload amongst existing employees without compromising the quality of their existing work? Make sure you’ve explored all of the options before going ahead with hiring someone new. Prepare A Job Spec Once you know why you’re hiring, you can begin to pin down the details of the role you’re recruiting for, and the type of person you’re looking to do it. At this stage, many companies make the mistake of handing the hiring over to HR to work on getting the role filled quickly, without first speaking to the person who will be working most closely with the new employee to find out what will be expected of them, and what skills are an absolute must. How to shake things up? Take a step back from education or experience University isn’t for everyone, and with a number of high-quality online training courses now available for many professions, asking for a degree from a prestigious redbrick is becoming more and more dated; especially if you’re trying to recruit younger employees. Someone with 3 years of junior experience will likely have more practical experience than a recent graduate, so try not to corner yourself with your education requirements; or perhaps consider hiring someone who’s coming from a different industry and is looking for a change in careers. Advertise Now that you know the type of person you’re looking for, it’s time to start advertising your job. There’s 3 main places businesses typically advertise their jobs - their own website, social media and a job site. Advertising on your own website works well if your business has a strong brand, and social media has given companies the ability to get in front of more and more candidates, but both typically underperform when compared to job sites. These platforms have an audience of interested job hunters that are looking for a new role, and because users can filter by salary, location and job title, the people seeing the ad will be some of the most relevant. How to shake things up? Revamp your job descriptions Try making your job descriptions stand out by avoiding the clichés like offering a “competitive salary” or “fantastic benefits.” Applying for jobs is a laborious process, and expecting candidates to spend precious time applying for your position without knowing whether the job will even cover their bills isn’t a good candidate experience. Let the experts have a go If you’re advertising your job but not getting any good quality applications, it could be worth hiring a recruitment agency. Specialist recruiters will not only have access to a large database of qualified candidates, but they’ll also be able to advise you if your salary offer is too low, or you’re not aiming your advert at the right people. It may seem like an expensive option in the short term, but it’s much cheaper than making a bad hire. Screen Applications Once you’ve received applications, it’s time to start screening the candidates’ CVs. Make sure to review what the job description and person specification are looking for, and check each application against these criteria to shortlist the applicants. It’s the candidates’ responsibility to prove to you that they have the relevant skills and qualifications, so if they don’t do a good enough job or getting this across to you quickly, move on to the next. You’re trying to get the list down to the most qualified candidates, who you can then call to discuss their experience and qualifications, to make your decision about who to interview. How to shake things up? Take a look at their old projects or call their references If candidates give an example of a project they’ve worked on, or mention a particularly interesting point about an old position, it’s worth doing a little digging. For positions like designers and web developers, there’s always the opportunity to look at old projects they’ve completed. Try to mimic this for your role if that’s possible. If you can’t look at old projects then you can do the next best thing - speak to their references. Waiting until you’ve offered the job to check references is, quite frankly, absurd. Why waste time on scheduling interviews if you don’t know that the person is even suited to the role? Calling their references is a great way to get an idea of what they’re like as an employee, and can be a good opportunity to confirm they’re at the level they say they are. Just be sure you don’t call their current employer! Hold Interviews Now that you’ve screened the candidates, it’s time to schedule the interviews. By this point, you should have a solid group of candidates who you think would be a great fit for the position, and who have shown that they have the skills and qualifications you’re looking for. The most important thing with interviews is to evaluate how well each candidate is likely to work with your existing employees. How to shake things up? Act like the candidate is interviewing you I don’t mean setting up some elaborate role-playing scenario; instead, just be conscious of the fact that the candidate is interviewing you as much as you are interviewing them. If they’ve made it this far you must already think they’re qualified to do the job, so turn the tables by acting as though you’re trying to pass THEIR interview. They want to know they’re making the right decision in joining your company, so it’s important to look for both parties that you’re hiring someone who’s the right cultural fit for your team. Rather than asking them all the questions, open up a dialogue and try to address any concerns or questions they may have about the position and your company. Tell them honestly what it’s like to work for your employer, and the things you enjoy about your job, and it’ll be much more likely that you hire someone who will thrive at your company. Offer The Job So, they passed the interview? Great! All you’ve got to do is let them know they got the job, draft their employment contract, and sit tight until their due date! Unless you want to send their job offer by carrier pigeon, or skywriting, there’s not really any ways to shake this process up, except for one simple thing many businesses seem to forget… How to shake things up? Don’t ghost candidates! If you’ve interviewed a candidate, but decided to go with someone else, the least you can do is tell them. Offering some explanation as to why you went with the other candidate, and how they might improve, isn’t always something an applicant will want – but if they do ask for comments from the interview, the least you could do is give them some constructive feedback about why they missed out. Onboarding The first day of a new job is a rollercoaster of emotions. Employees can be excited and nervous in equal measure, so it’s great to keep things simple. Most people expect a few standard things on their first day - some paperwork to sign, company policies to skim read, directions to the loo, and the logins to their computer. But there are a few small touches that can make all the difference when it comes to helping someone settle into their new position. How to shake things up? Revamp your onboarding process Onboarding can start before a new employee even arrives at the office. A week or so before they’re due to start, send them an itinerary for their first few days and let them know what they’ll need to bring. There are some offices where everyone goes out for lunch, and they won’t want to feel left out if everyone else is leaving the office and they’re stuck with leftovers from last night’s dinner. Consider scheduling a lunch with a few colleagues to help new employees get to know them, or give them a buddy that they can spend the afternoon with. There’s really no limit here – just try not to overwhelm someone on their first day in a new job! This article isn’t intended to be an exhaustive list of the ONLY ways you can spice things up in your recruitment process. It’s a starting point – some suggestions to consider. The key takeaway should be that sometimes processes become ineffective without us noticing, and oftentimes recruitment is one of those processes that is pushed to the bottom of the pile. A few changes to your recruitment process could have a huge impact on the type of candidates you hire, your time to hire, and your employee retention levels; so make sure yours aren’t costing your business now!


My 3 Key Takeaways From Advanced Engineering 2019

01. 11. 2019

Yesterday I visited Advanced Engineering 2019 to get a close-up view of what the engineering industry is talking about, what problems companies are facing, and how the industry’s leaders think it’s going to change over the next five years. Aside from the host of next-generation robotics, racing cars, and composites, it was great to see so many industry professionals getting together to talk shop, and to help each other navigate the ever-changing world of engineering. Throughout the day, at the various stalls I visited and talks I attended, there were several points that seemed to be the focal point of many conversations; so, I thought I’d create a quick run-down of my 3 key takeaways from the 2019 Advanced Engineering show. Brexit Being that the second day of the show fell on the 31st of October, the proposed deadline for leaving the EU with, or without a deal; it’s no surprise that many of the conversations focussed on Brexit and its impact on the various sectors within engineering. The industry has suffered since the referendum back in 2016, with investment being stalled by uncertainty and a lack of information from the government about how the sector will be affected. The result of this uncertainty has been a slowing of overall economic growth, which has led to a lack of innovation from the UK’s engineering sector, adding to the difficulty engineering is facing. The only certainty Brexit currently offers, it seems, is causing more damage and uncertainty in the engineering industry in the short term. Digital Transformation & Big Data Another key talking point was the digital transformation many sectors are seeing, with a particular focus on the resulting data those changes are producing. Despite a full shift to “Industry 4.0” still being a long way off, the companies that have already invested in digital transformation are struggling to process the enormous amounts of data they are now producing. During his talk, Adrian Spragg, Aerospace and Defence Industry Leader at Accenture UK, mentioned organisations that are only processing and evaluating a fraction of a percent of the data their aircraft are generating. This gap between the data being produced, and it being effectively processed, means there is still a huge way to go before the “big data” will start to have a meaningful impact on manufacturing and development. The other dilemma such vast amounts of data causes is one of collaboration – how can businesses share findings that will help drive the industry forward as a whole, while still protecting their intellectual property? And will they even be willing to do so? As more data can be processed, the speed at which advances will be made is likely to increase exponentially, so addressing the problem of sharing data and collaborating with competitors will mark an important shift in the way engineering businesses operate. Skills Shortage The final trend is one that has been impacting all engineering sectors for many years – a lack of diversity and a shortage of skilled workers. With the speed at which developments are being made, and that speed expected to increase as companies begin to harness more data throughout this fourth industrial revolution, it’s important for more to be done to address the skills shortage we’re already seeing. Simply getting more people interested in pursuing a career in engineering, and training them with basic engineering skills, isn’t going to be enough to address the shortage of skilled workers already needed within engineering. Katy Riddington, Director of NCC Connect, suggested that companies investing in these shortages alone is no longer enough, and that there needs to be a collective effort from every sector to work together on initiatives that provide the entire sector with a diverse and well-trained talent pool. Again, it seems that collaboration is the key to this dilemma, and organisations who work together to address the shortage are likely to be the best positioned as the problem continues. No matter your sector, the next few years are likely to be an interesting period as businesses are forced to adapt to the technological advances and politcal changes. I'll be watching with interest, and look forward to seeing how things have changed at the 2020 conference!


Could This Be The Future Of Travel?

25. 10. 2019

In May, Lilium unveiled its on-demand air taxi prototype to the world after it completed its maiden flight in Germany. Now, just six months later, the company has released new footage of the all-electric Lilium Jet after it successfully completed its first phase of flight testing. According to a press release from Lilium, the jet, which will have zero operational emissions and is slated to cover journeys of up to 300km in one hour on a single charge, “has now been flown at speeds exceeding 100 km/h, in increasingly complex maneuvers. [sic]” The company have released a video of the five-seater jet, showing it making the transition from vertical take-off to forward flight and completing turns above an airfield in Germany. The footage comes as the company celebrated completing their first manufacturing facility, which they hope will enable full-scale production of the jet when the test phase has been successfully completed. Daniel Wiegand, co-founder and CEO said: "It's been thrilling to watch the Lilium Jet progress so rapidly and to see our first flying taxi manufacturing facility. We are taking tangible and concrete steps towards making our vision of regional air mobility a reality and we're doing it on time.” "We believe that regional air mobility has the potential to be a remarkable force for good in society and we can't wait for what comes next." A Travel Breakthrough? If it can live up to expectations, the Lilium Jet has the potential to revolutionise the way we travel. Unlike other flying taxis, which have relatively short flight time due to the need to generate lift constantly, the Lilium Jet only uses 10% of the engines’ available 2000hp when in flight, meaning it will be able to make journeys of 300km in around an hour, and on a single charge. To put that into perspective, the jet would allow passengers to travel from London to Manchester in just 54 minutes. But Lilium isn’t planning to target the ultra-wealthy, saying on their website that their aim is to deliver “journeys that are four times faster than going by taxi, yet competitive in price.” But the company still has a long way to go before we start seeing taxis flying up and down the country. After their first test flight back in May, Leandro Bigarella, Head of Flight Test, said: "The Lilium Jet continues to meet our expectations, delivering excellent in-flight performance and remarkably smooth transition from vertical to horizontal flight. "That said, we take a relentless approach to improvement and, like any good testing program, we have had the chance to implement a number of refinements to the aircraft along the way. "We are now moving into a critical stage of testing as we prepare for high speed operations and eventual certification by the relevant authorities." With the company aiming to begin commercial operations in 2025, there’s still a long way to go for Lilium. But, as the company puts it, the jet “will not only change the way people choose to live and travel but will also connect communities at a fraction of the cost of conventional high-speed infrastructure such as road and rail.”


5 Steps You Can Take to Reduce Recruitment Bias

18. 10. 2019

As the shortage of women within Engineering and STEM industries continues, is it time for businesses to start taking a closer look at their recruitment process for recruitment biases? What is recruitment bias? Recruitment biases are formed by a person’s own life experiences. We all have subconscious preferences that have been formed over our lifetimes for the way things are done, the people we spend time with, and the way we perceive the world. Importantly, recruitment bias doesn’t just refer to race, ethnicity or gender. Biases can focus on a personal preference for introversion or extroversion, age, political preference, or any number of factors. While it may seem silly that someone wouldn’t hire someone because of their own beliefs, the simple fact is that people make decisions with inherent biases every single day. When it comes to recruitment, these biases can have an impact on the interviewers’ perception of a candidate, which can have an impact on their ability to get a job. In fact, one study found that by simply changing the name from John to Jennifer on two identical CVs, Senior Scientists were more likely to perceive John as being more competent, and would select him for a hypothetical position. Obviously, to give everyone an equal opportunity, it’s important to take these biases into account during the recruitment process. How can you reduce recruitment bias? While there are steps that can be taken to reduce recruitment bias, businesses are often not doing enough to reduce or eliminate these predispositions during the recruitment process, so what steps can be taken to reduce recruitment bias? 1. Create A Person Specification Creating a specification for the person your hiring not only gives a clearer picture of the skills and experience that will be important for the role, but also ensures you’re hiring someone based solely on how well they fit the role. Too often a hiring manager will have a “feeling” about a particular candidate that will affect their decision of whether or not they hire them. Eliminating this option helps to significantly reduce the chance for biases throughout the entire recruitment process. 2. Screen CVs Blind Another way to remove some biases and predispositions is to screen candidate’s CVs without any personal information. As mentioned above, simply having a different name on identical CVs can have an impact on a person’s perception of that candidate, so removing personal information ensures hiring managers make decisions about candidates based on their work experience and achievements alone; rather than being influenced by their name, date of birth, or even the area they live in. 3. Use A Diverse Panel During the interview itself, using a diverse panel will help to reduce bias as it reduces the likelihood of one person’s bias affecting the outcome of the interview. A diverse panel will also have different biases to begin with which should, in theory, help to cancel each other out to some degree. While it may be tempting to create a large panel for all future interviews, it’s important to make sure the candidate still has a good experience. Statistically speaking, a panel of 30 people may well be more neutral than a panel of 5 people, but that’s hardly going to be a nice experience for the person interviewing for the position! 4. Structure Your Interviews Bias can also occur because of a lack of structure within the interview itself. For example, one candidate may get the chance to talk more at length about their hobbies, while focussing less on their relevant work experience, simply because they have something in common with one of the interviewers. Ultimately, this could result in that person being offered the job because they got lucky with the way the interview was structured; even if the other candidate actually had more relevant experience for the role. Structuring interviews consistently means everyone is given as equal of an opportunity as possible. 5. Use A Recruitment Agency Using a recruitment agency can help to eliminate a lot of the recruitment bias from the sourcing and screening process because their job is to find the best candidate for the role. Agencies will also send candidates across without contact information on their CVs, meaning your managers focus is solely on the skills and experience a candidate has to offer. Unfortunately, it’s virtually impossible to completely eliminate bias from the recruitment process, and ultimately, once a set of equally skilled candidates are selected for interviews, there comes a point where a person’s personality plays a factor in how well they will fit in with the company culture. It is important, however, that every applicant for the role is given the same opportunity to get to that point, to ensure that these final decisions really are the best people for the business, regardless of their race, religion, or gender. You can read more about Entech’s Equality & Diversity Policy here.


E-Sports, Drones & Robot Racers: The Future Of Racing?

11. 10. 2019

If you’re a fan of Formula 1, there’s a good chance you’re starting to find each season somewhat predictable. Barring any driver errors, Ferrari, Mercedes and Red Bull dominate the race weekends, and the championship is normally all but decided by about race number four. It often feels like the exciting wheel-to-wheel racing of yesteryear has been replaced by grid penalties, undercutting pit strategies, and overbearing politics from the organisers. And while there’s plans overhaul the look and performance of cars for the 2021 season, in a bid to make the races more competitive, it’s possible many fans won’t wait that long, with many already growing tired with how monotonous the sport has become. But could new technology mean motorsport is the next industry to face complete disruption? E-Racing Last week, Millennial E-Sports announced plans to build the world’s first dedicated e-sports arena in Miami in 2020. According to a press release, the planned arena will be home to “30 racing simulators which can be raced on individually, linked with the other racing rigs in the building or globally networked to compete against drivers from all over the world.” With the global e-sports audience expected to grow to reach more than 500 million by 2021, it seems Liberty Media, the owners of Formula 1, are already testing the waters of what e-racing can help F1 achieve. If you follow F1 on social media, you’ll probably have already noticed regular content based around the Esports Series, a racing series with teams competing for their share of $500,000 prize fund. ​ The edge the Esports Series has over the regular series is that anyone can take part in the qualification process by simply racing at home on their console or PC, with the chance to become an official driver, competing in the F1 Esports Pro Series. This unique aspect of e-racing gives fans the chance to see how their times compare to the Pros, which arguably gives them a stronger connection to the racing they watch during the season. But it’s not just e-sports that could take a bite out of motorsports’ viewership. Drone Racing With sponsors like BMW, The US Airforce, and Lockheed Martin, the Drone Racing League is another sport that offers viewers the excitement that other motorsports may have lost. Described by the league itself as combining “the thrill of Star Wars pod-racing with the real-world adrenaline of Formula 1” the DRL features drones racing at over 90 mph through 3D courses that look like they’ve been dreamt up by a video game designer. But this isn’t just some rag-tag bunch of enthusiasts hiring out a warehouse. The racing is aired on sports networks across the world, including Sky Sports, ESPN, Twitter, and Fox Sports Asia, reaching 57 million fans in 90 countries! It certainly looks a lot more exciting than some of the Formula 1 races we’ve had in recent years. RoboRace If the lack of a physical car bothers you, then perhaps RoboRace will be more your cup of tea. The concept was developed to bring about the faster development of autonomous vehicles, with the final vision for the league being manually controlled cars being pitted against fully autonomous competitors. A full league is likely still a few years away, but it certainly seems that the lack of a driver would make it possible for teams to perform more outrageous manoeuvres at higher speeds – or at least that’s what I’ll be hoping for! Whichever way you look at it, traditional motorsports are going to have a lot more to compete with over the coming years, and it will be interesting to see how they evolve to cope with the increased competition.


The Ocean Cleanup Is Working - But Is It Really Enough?

04. 10. 2019

Yesterday The Ocean Cleanup, a Dutch non-profit organization, announced that it’s prototype ocean cleaning system – System 001/B – is successfully capturing and collecting plastic debris. The company’s self-contained system uses the natural forces of the ocean to passively catch and collect plastic from the infamous Great Pacific Garbage Patch, the largest accumulation of plastic in the world’s oceans. Launched from San Francisco in September 2018, the company’s first attempt at it’s mission to rid the world’s oceans of plastic was deemed a failure by many after an 18 metre section became detached from the system and it was forced to return for repairs and upgrades. But after launching from Vancouver in June this year, it seems the upgraded System 001/B is proving the concept behind the company’s ambitious goal. “After beginning this journey seven years ago, this first year of testing in the unforgivable environment of the high seas strongly indicates that our vision is attainable and that the beginning of our mission to rid the ocean of plastic garbage, which has accumulated for decades, is within our sights,” said Boyan Slat, Founder and CEO of The Ocean Cleanup. “Our team has remained steadfast in its determination to solve immense technical challenges to arrive at this point. Though we still have much more work to do, I am eternally grateful for the team’s commitment and dedication to the mission and look forward to continuing to the next phase of development.” What Did They Change? System 001/B has been trialling two primary modifications to the system. The first was a parachute sea anchor that was added to correct the “inconsistent speed difference between the system and the plastic” allowing for “faster-moving plastic debris to float into the system.” This solution led to much more plastic “overtopping” – where the plastic goes over the top of the system. This was solved by increasing the size of the cork line while the system was still offshore, which means “minimal overtopping is now being observed.” Despite this success, we’re still a long way off of the system being fully operational. The company will now begin working on its next version – System 002 – which will be “a full-scale cleanup system that is able to both endure and retain the collected plastic for long periods of time.” Is It Enough? But despite the promising results behind The Ocean Cleanup’s modified system, there’s still a long way to go before there’s meaningful progress in reducing the amount of plastic in the world’s oceans. The ambition to rid the ocean of plastic is a noble one – but it’s difficult to ignore the fact that it’s fixing a symptom and not addressing the cause of the problem. Every year, the global population produces 275 million tonnes of plastic waste, of which approximately 3%, or 8 million tonnes, enters the oceans. In fact, the chart below shows that of the 5800 million tonnes of primary plastic no longer in use, only 9 percent has been recycled since 1950. These figures show that our focus should not solely be in identifying ways in which we can retrieve plastic that enters the ocean, but must also focus on reducing the amount of plastic we use, and developing ways to safely and efficiently dispose of plastic in the future. There’s still no way to recycle common daily-use items like toothpaste tubes, crisp packets and make-up removal pads; meaning every day millions of items are being disposed of – all of which have the potential to end up in the ocean. Let’s hope that the world’s engineering community can come together to solve this problem, once and for all!


9 Recruitment Strategies To Attract The Best Talent

25. 09. 2019

We understand that there are going to be times when your company doesn’t want to use a recruitment agency in its search for new employees. But when that’s the case, what recruitment strategies should your business be using to attract the best talent to your open roles? 1. Focus on Passive Candidates With only 12% of employees actively looking for a new role, finding new employees is tough. However, when you include the number of people who are just looking casually, or who would be open to talking to a recruiter about their prospects, it turns out 85% of people would consider changing roles. These passive candidates won’t be looking on job boards or company websites for their next role, so it’s up to you to find and approach them to find out if they’d consider changing jobs. Try using Linked In’s search function to find local candidates with the skills you’re looking for, or get in touch with candidates whose CVs are on job boards but who haven’t updated their account in the last few months. 2. Build Your Employer Brand I think we can all agree that Coca Cola would have more applicants for a graduate position than a local company. People are drawn to large, popular brands when they’re searching for jobs as most people will want to work for a business they’re aware of, or who are thought of as the best in their industry. Building your employer brand is not something that can be done overnight, but investing in promoting your business can help turn the tables when it comes to recruitment. 3. Ask Employees for Referrals Offering employees an incentive for referring candidates can be a great way to find new employees. The quality of candidates you’ll get from a referral program will typically be much higher than other methods, and friends of employees are likely to be a good cultural fit for your business. It’s also a great incentive for existing employees, which will help to improve the overall turnover rate for the business, and resulting in less money being spent on hiring. 4. Use Social Media We’ve already mentioned using Linked In to find passive candidates, but there’s also ways to use social media to find a wider pool of potential candidates. Depending on the role you’re recruiting for, Facebook or Linked In both have ad platforms that can be a great way of reaching a large number of people in a short amount of time. Reddit also has active forums for specialist industries, and there are often places to advertise open positions to a qualified group of potential candidates; making it well worth exploring for your sector. 5. Consider an Apprenticeship If you’re looking to hire entry level staff, it might be worth considering joining an apprenticeship scheme. While it may take more resources in the short term to train another member of staff, offering a clear progression path through the company can give you a steady stream of qualified candidates for more senior positions as the scheme matures. 6. Visit Universities Throughout the year, Universities across the country have careers fairs or project exhibitions that offer students and prospective employers the chance to meet. If you’re searching for skilled workers, and can afford to hire graduates instead of more experienced candidates, these can be a great opportunity to meet a large number of potential candidates face-to-face. Building a relationship with a University can also help with recruitment in the future. Offering real problems from your business for students to solve has the benefit of giving them real world experience, while simultaneously giving you an overview of talented students who might be a good fit for your business; making finding interns or graduates much easier when the time comes. 7. Host an Event Hosting an event, or meetup, has become common in the tech industry, but there are many other sectors where hosting an event could prove invaluable in finding new employees for your business. By hosting an event that brings in experts from within your sector, you have the opportunity to get a large number of likeminded and highly-skilled people into the same room. From a recruitment perspective, this then gives you the opportunity to discuss their career and, if they’re interested, apply for open roles you may have. 8. Keep in Touch with Previous Candidates Sometimes the timing just doesn’t work and you end up having to turn down a fantastic candidate. In these situations, it’s important to get their permission to keep their contact details on file so that you can get in touch with them if a similar opening comes along in the future. Should things change in your business, you have a candidate that has already expressed an interest in working for your business, and in most cases has already had an interview, making the time to hire significantly quicker. 9. Consider a Remote Employee If you’ve spent weeks trying to find the right candidate for your role and you’re still not having any luck, perhaps it’s time to try something different. Hiring a remote employee won’t work for every business, and there are numerous jobs that can’t be worked remotely, but there could be someone with the perfect set of skills job-hunting on the other side of the world for the exact position you’re offering. If it’s something you can offer, try searching further afield to see if you can the perfect candidate. Unfortunately, there is no one-size-fits-all approach when it comes to finding talented employees for your business, and some companies will find it easy to find fantastic candidates, while others will struggle to find anyone at all. As with anything in business, it’s important to test the different strategies available yourself to give you a clear idea of which works best for you. If you’re still struggling to find top talent for your business, get in touch with a member of the Entech team today and we’ll do our best to help.


What Are The Highest Paid Engineering Jobs In The UK? [2019]

18. 09. 2019

The goal of our 2019 Engineering Survey was to get a better understanding of the state of engineering in the UK - to help solve recruitment problems hiring managers might be facing, benchmark average engineering salaries by area and sector, and to help identify ways the industry can prepare for the challenges it’s facing. To achieve this, we wanted to get feedback from the people at the heart of our industry: the engineers. According to our findings, the highest paid engineers in the UK are those who work in the Energy, Renewables and Nuclear sector, with an average salary of £38,252. This is followed closely by engineers in the Chemicals, Pharmaceutical and Medical sector, with an average salary of £37,869; and Aerospace engineers, with an average salary of £36,442. Let’s take a look at each of the sectors in a bit more detail. 1.Energy, Renewables & Nuclear Average Salary: £38,252 With public perception shifting, and more emphasis being placed on combatting climate change and increasing reliance on renewable energy, it seems the energy sector is following consumer demand. Engineers in this sector are paid the most out of everyone who participated in our survey, earning an average salary of £38,252. 2.Chemicals, Pharmaceutical & Medical Average Salary: £37,869 Engineers in the Chemicals, Pharmaceutical and Medical fields continue to be in high-demand, with the diverse skills required commanding the second highest average salary of our survey, at £37,869. 3.Aerospace Average Salary: £36,442 The aerospace sector has made up a large proportion of the engineering jobs in the UK for many years, with several global companies such as BAE Systems, Meggitt and Collins Aerospace and more all having a significant presence across the country. Engineers in this sector came third in our list, earning an average salary of £36,442. 4.Food, Drink & Consumer Goods Average Salary: £36,420 Closely following behind Aerospace is the Food, Drink and Consumer Goods sector, with engineers achieving an average salary of £36,420. This sector, along with the energy and medical sectors, is one that it likely to continue to remain steady given the continuous demand within the industry. 5.Automotive Average Salary: £35,358 Despite uncertainty within the Automotive sector, the salary scales seen within our survey have given the industry a solid footing in our results, with an average salary of £35,358. The next 12 months are likely to see a lot of volatility with the uncertainty around Brexit, so we will be keeping a close eye on how the salaries are affected over the coming year. 6.Oil & Gas Average Salary: £35,241 It seems like confidence in the Oil & Gas sector may have finally waned, with the average salary reaching only 6th position in our survey. As market perception continues to change, and more advances are made towards the imminent shift to renewable energy, we are expecting a steady decline in the salary of engineers in this sector over the next decade. 7.Other Average Salary: £35,219 The “Other” section of our survey contained respondents whose work didn’t fit into the other sectors specified, and had engineers in sub-sectors such as consultancy and agriculture. Only 24 people surveyed fell into this category, with the average salary coming in closely behind the Oil and Gas sector at £35,219. 8.Telecoms, Utilities & Electronics Average Salary: £34,761 The average salary in this sector is £34,761, placing the sector 8th on our list. Interestingly, more than 70% of the participants in this sector said that they were considering a change of roles, which is significantly higher than the 30% average across all survey participants. 9.Defence, Security & Marine Average Salary: £33,998 Surprisingly, the Defence, Security and Marine sector appears relatively low down in our list, but this is likely due to more than half of our respondents in this sector being in their current role for less than two years. Even so, the average salary of £33,998 is still above the UK average of around £29,588. 10.Rail, Civil & Structural Average Salary: £33,317 Despite continued investment in rail and civil engineering projects across the UK, the sector had the 3rd lowest average salary in our survey, with participants earning an average of £33,317. With the uncertainty around Brexit, and large-scale projects like HS2 currently being reviewed, we’ll be watching this sector closely to see how the salaries change over the coming years. 11.Materials Average Salary: £31,355 Coming in second to last in our list is the Materials sector, with an average industry salary of £31,355. This sector did, however, have a particularly small sample size, so this could explain the low average salary in our findings. 12.Academia Average Salary: £28,500 Last on our list was Academia, with an average salary of just £28,500. This sector also had a small sample size, which might help to explain its position. Considering the predicted engineering shortage the country is facing, it could be worrying if there is no incentive for engineers to pursue a career in the academic side of engineering. As this is our first survey, much of the commentary above is based on our own experience within the engineering industry. It’s impossible to analyse the ways in which individual sectors have changed over the previous year without data to compare it to, but we hope this research helps to paint a better picture of the current state of engineering within the UK. As we continue to invest in these surveys in the future, we hope that the number of participants will increase, allowing us to get a much more comprehensive view of the engineering sector as a whole. You can download a full version of The Entech Engineering Survey 2019 report here. For any questions or queries, please get in touch with us here.


Stay in the loop