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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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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 It often feels like the exciting wheel-to-wheel racing of yesteryear has been replaced by grid penalties, undercutting pit strategies, and overbearing politics from the organisers.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.


6 Job Description Mistakes Every Business Needs To Avoid

11. 09. 2019

When it comes time to find a replacement for an employee who is leaving or retiring, many businesses dig out the old job description, update a few of the duties and requirements, post it online and wait for the job applications to roll in. Sound familiar? While this approach may have worked a few years ago, we hear from more and more companies who are struggling to find suitable candidates for their roles when using this method. Job descriptions are a candidate’s first interaction with a potential employer, but they are often overlooked by businesses who are unaware of the positive impact a well written job description can have on their search for the right employee. So, if you find yourself receiving unsuitable CVs for your roles, or you’re getting no applications at all, it’s time to start looking at whether your job descriptions are up to scratch. These are 8 job description mistakes every business needs to avoid: A Confusing Job Title While an exciting title might help make your job post stand out, most of the time it will leave candidates scratching their heads. Calling an Office Administrator a “Workplace Management Ninja” might sound cool, but chances are your candidates aren’t going to be searching for that. Optimise your job description by identifying the job title people will most likely use to search for a job to give yourself the best chance of active candidates finding your role. Expecting Too Much from One Candidate In recent years, it’s become more and more common to see a blurring of lines between job roles, with many workers bringing multiple skillsets to their roles. However, a trend that is appearing too often is businesses expecting candidates to be a jack of all trades. Sure, there may be an engineer out there who has CNC machining experience, knowledge of HTML to help maintain the company website, and who can handle customer service in Spanish; but you’re really narrowing down your candidate pool by expecting one person to handle that many tasks as part of their day-to-day role. Consider whether the role you’re advertising might be broken down into multiple positions, and prioritise individuals with the most important skills rather than expecting applicants to tick all the boxes. Too Many Buzzwords or Clichés Using too many buzzwords or clichés could make your job description come across as desperate. Everyone knows that terms like “Rockstar” or “self-starter,” and phrases like “able to hit the ground running” are just platitudes used in an attempt to sell the role. These days people are more interested in how their role fits into the wider business strategy, and how their work will impact the future of the company. By all means, get creative with your job description, but make sure you’re not stuffing it full of words and phrases that do nothing to describe the position or the company! Not Including Salary Information Put yourselves in a potential candidate’s shoes for a second. Imagine tailoring your cv, writing a compelling cover letter and applying for a job, only to get a call from the recruiter where you find out that the pay is for significantly less than you’re currently on. Everyone’s time is wasted because the salary wasn’t listed on the job description. For some people, salary may not be as much of an issue, but for many people it is an important factor in their decision to take a job offer. After all, everyone has bills to pay, and if they can’t afford the pay cut, they’re not going to accept the job offer. Not Listing Benefits or Listing Legal Requirements as Perks We’ve seen plenty of companies make the mistake of leaving some of their best perks off of their job description. Whether it’s a great matched pension scheme, or the opportunity for the position to work flexibly, it’s important to determine what your best perks are so you can really sell them to potential employees. After all, you’re competing with other companies for the top candidates, so make sure you’re putting your best foot forward. With that being said, in the UK the legal requirement for most full-time workers is 28 days paid annual leave per year, so listing the fact that you mention offering 28 days paid leave per year in the benefits section of your job description does nothing more than show potential employees that you provide the legally required amount of leave. Is that really a perk? If you’re recruiting in a competitive sector, make sure you’re offering perks that do compete with the other leaders in your industry, and make sure you’re really selling the perks you do have on offer. Not Selling the Position or the Company Unless you’re recruiting for a highly-specialised, technical role, you’ll probably be competing with other companies when searching for new employees. If you’re not actively selling the position, or the company, in your ad, then it’s likely candidates will look at, and apply for, other positions. If a candidate is already employed, your job is to persuade them that applying for this position will be the best choice for their career; otherwise they can simply stay in their current position. It can seem trivial to spend time editing the job description for a role, particularly when that position needs to be filled urgently, but anything that helps your position stand out in a crowded space such as the online job boards is sure to have a positive impact. If you’re struggling to recruit for a technical position, speak to a member of our team today to find out if we can help you fill your open roles.


Watch the Bugatti Chiron Break the 300mph Barrier

04. 09. 2019

Bugatti have broken the mythical 300-mile-per-hour barrier with a modified pre-production version of the Bugatti Chiron, proving once and for all that they build the fastest cars in the world. Andy Wallace, Le Mans winner and Bugatti test driver, reached a top speed of 304.773 mph (490.484 km/h) at the Volkswagen Group’s test track at Ehra-Lessien in Lower Saxony on August 2nd, setting a new TÜV-certified speed record in the process. Building up to the top speed in 50km/h increments from 300km/h, Wallace didn’t seem to be phased by the high speeds involved. “An incredible speed. It’s inconceivable that a car would be capable of this. But the Chiron was well prepared and I felt very safe – even in these high-speed ranges,” said Wallace after setting the record. “Even at the first attempt I felt this would work. The Chiron ran perfectly and the track and weather conditions were ideal. The whole team did a fantastic job.” But The Car Isn’t Stock Though the Chiron uses the same 8.0-litre, quad-turbo W16 engine from the standard model, the car was anything but stock. Italian racing specialists, Dallara, played their part in improving the aerodynamics of the car; extending it by around 10 inches, lowering the ride height and removing the rear wing and airbrake to reduce drag. Meanwhile, tyre manufacturers Michelin reinforced the standard Chiron tyres so they could cope with the 4,100 rotations per minute the record attempt required, testing the tyres to a staggering 511 km/h, and even making sure that each tyre was X-rayed to detect any potential issues. “After all the calculations and tests, we felt sure the record was within our grasp” says Head of Development Stefan Ellrott. “We had the technology under control at an early stage. But a world record attempt on an open track can have a few surprises in store. We were lucky today and everything went well.” What’s Next for Bugatti? Bugatti’s first production car, the Veyron, had a top speed of 253mph, and the Super Sport version earned the Guinness World Record for the fastest street-legal production car in the world in 2010 with a top speed of 267.856 mph (431.072 km/h). With the Chiron now breaking into the 300mph range, it would seem that Bugatti are content with dominating the top speed records, but it seems that the company is planning something different for the future. “Our goal was to be the first manufacturer ever to reach the magic 300-mile-per-hour mark,” says Stephan Winkelmann, President of Bugatti. “We have now achieved this – making ourselves, the entire team and myself, incredibly proud.” “We have shown several times that we build the fastest cars in the world. In future we will focus on other areas,” says Winkelmann. What those “other areas” might be is anyone’s guess, but with Bugatti’s history of pushing the boundaries of what’s possible, we’re sure it’s going to be something spectacular!


6 Misconceptions Managers Have About Recruitment

28. 08. 2019

Recruitment agencies are often looked down on by managers. Sadly, like any industry, there are bad agencies who have given everyone else a bad name, so there are some misconceptions that managers have about what it’s like when they work with a recruitment agency. Whether you’ve worked with a recruitment agency before, or you’re thinking about working with one for the first time, here are some common misconceptions we’ve encountered that managers have about recruitment: 1. The Perfect Candidate Is Always Out There Sometimes the stars align and, not long after you post a job opening, the ideal candidate is sitting down in your office acing their interview. Sadly, though, this is the exception and not the rule. It’s important for managers to strike a balance between waiting long enough to find a suitable candidate, but not so long that good candidates accept offers from other companies. Having a clear idea of the skills and experience you’re looking for, along with the type of culture you’re trying to maintain within the business, will give you a good benchmark to compare candidates against. But it’s highly unlikely that someone will tick every single box on your checklist, so be clear about which areas you’re willing to sacrifice if a candidate who can grow into the position comes along. 2. You Don’t Need Help Recruiting It’s all too common for managers to post a job opening to the company website, on one or two job boards, and perhaps the company’s LinkedIn page; before sitting back and waiting for the CVs to roll in. And while this method can generate some applicants for your roles, it ends up limiting the talent pool you’re recruiting from. Recruiters bring with them a database full of potential candidates, relationships they’ve built with candidates whose contract may be ending shortly, and a host of industry tools that help them find and engage passive candidates who may not have even be considering a change in roles. Not only this, but recruiters also do all of the filtering and qualifying for you, meaning you won’t even speak to a candidate who doesn’t already meet the requirements set out in your job description. 3. Recruiters Only Care About Filling A Role Admittedly, there is an element of truth to this one. The recruitment business model is slightly different to other industries as all of the work – sourcing and screening candidates, scheduling interviews, providing feedback and extending an offer, waiting for the candidate to work their notice, and finally making the placement – happens before any fees are paid. This means that the work is essentially carried out for free until a candidate is in the job, so it’s important that recruiters don’t spend too long on any one role, which inevitably leads to there being more incentive for recruiters to move more quickly than the clients. Despite all of this, we want you to hire the right person, and satisfying clients helps to generate future business, so thinking we just want to shove anyone into your role and then move on is just plain wrong. 4. Recruiters Just Want to Send CVs If you’re working with a recruitment agency that sends you tens of CVs, do yourself a favour – stop working with them. Unfortunately, a few agencies favour the “spray-and-pray” method, hoping that if they send enough CVs to clients, they’ll choose someone quickly, leaving them to claim their fee before moving onto the next client, and giving a bad name to other recruitment agencies. At Entech, our goal is to send no more than three CVs to hiring managers, from candidates who we have screened with technical questions about the role, and who we think, having got to know you during the process, are the perfect fit for your company. 5. We Don’t Understand Technical Details Because of the aforementioned “spray-and-pray” agencies, many managers have also come to believe that recruitment agencies are full of consultants who are just shady sales people. But the truth is that most specialist agencies hire consultants from the industries they recruit for, making them much more knowledgeable about the skills a candidate needs to have. As a manager, this means you can really get into detail about what the role will entail, and what sort of experience you’re looking for a candidate to have, safe in the knowledge that the recruiter will then be able to source candidates who actually match your needs! 6. We’re Not Looking to Build A Relationship Like any service-based business, recruitment is built on making sure our clients, and candidates, are happy. Businesses are always going to need to hire new staff, so building lasting relationships is beneficial for everyone, and is one of the top priorities for any recruitment consultant. If your agency places a candidate with you and then moves on, never to be heard from again, they may have done you a favour! Hopefully this list has debunked some of the common myth’s managers have about recruiters, and gone some way to showing you that there is method to our madness! If you’re struggling with your recruitment, make sure you’re not making one of these common recruitment mistakes.


How Engineers Are Making the World a Better Place

21. 08. 2019

If you’ve read pretty much any of the headlines recently, the world might seem like a very gloomy place. Political scandals seem to make the news daily, and the world is still struggling to cope with the effects of global warming; but engineers are, slowly but surely, changing the world for the better. Being somewhat of a futurist, I believe that our quality of living is going to improve significantly over the next decade or two as we see a complete shift in the way most of us live our day-to-day lives, so I’m optimistic about some of the project’s engineers are working on. You might think I’m crazy, but here’s just a few ways I think engineers are making the world a better place. Helping the Environment The developments the renewable energy sector has made over the past decade, in spite of all the regulatory setbacks, has been incredible. As demand from consumers continues to grow, so does the speed with which developments are made, with many now looking to nuclear fusion as the long-term solution to our energy needs. With this increased focus on renewable and sustainable energy, and the resulting improvements to the national grid, it won’t be long before more and more people feel confident in making the switch to electric cars, further reducing our reliance on fossil fuels. Self-Driving Cars Speaking of cars - self-driving cars will not only make the world a much safer place, but it will probably be much more fun too! When the law makers finally catch up to technology, and the cars are safe enough, of course, long distance journeys will no longer be tedious as you sit back and relax while the car does all the work. It’ll be like having your own robot chauffeur. Kind of like the Johnny Cab in Total Recall, only less creepy. Medical Advances The days of a bionic chamber that fixes all of your ailments is probably (definitely) still a few years off, but there have been plenty of medical advances made in recent years. Developments in artificial hearts and prosthetics, 5G technology that will allow doctors to operate from anywhere in the world, and companies even experimenting with nano-bots and high-tech implants means that the future of healthcare looks promising! Robotics & AI While there’s often a lot of negativity surrounding robotics and AI, with their potential to make many jobs obsolete, there’s also going to be plenty of ways in which our lives are improved. Robots could speed up operations in the warehousing and logistics sector, making shipping times even shorter; they could help with search and rescue operations by covering a larger area more quickly, or by reaching inaccessible places; or they might just be there to bring us a cold beer from the fridge or prepare dinner for the family. Whatever the case, life is certainly going to be much more interesting! Space Exploration The future of space exploration is looking hopeful, with Space X’s rockets that land themselves for re-use, and Elon Musk targeting Mars for a manned mission within the next 5 years or so, it seems we’re entering a new era of space travel. So, whether it’s designing and building the next space shuttle, or working to build a new colony on Mars, there’s going plenty of exciting opportunities for budding engineers. Ok, maybe I’m too much of an optimist. But the point is that there are plenty of industries and projects for engineers to work on that are going to have a real impact on the way future generations live their lives. And if that isn’t something to get excited about, I don’t know what is!


7 Essential Skills Hiring Managers Want an Engineer to Have

14. 08. 2019

When you’re in the process of applying for a new engineering job, it’s very common for candidates to overlook soft skills in favour of proving their technical abilities. But, being a great mathematician and having a solid grasp of a particular field of engineering aren’t the only qualities hiring managers are looking for. Aside from the usual industry skills and qualifications, here’s our list of 7 essential engineering skills hiring managers want an engineer to have. Communication A lack of communication can have serious consequences for an engineering project, so it’s important that engineers have mastered this skill. The challenge engineers face is that they will have to talk to a large number of people during a project; each of whom will have a different level of understanding or involvement in the project. Communicating clearly with all of these people is crucial to ensuring a project is finished on time, within budget, and to the requirements; making it an essential skill for every engineer to master. Problem Solving Solving problems is part and parcel of every engineers’ day to day life – it’s what they’re there to do - so it’s important for engineers to refine their problem-solving skills in order to give themselves the best chance at being hired for their dream position. If something isn’t working the way it’s supposed to or a project is heading off schedule, it’s down to engineers to take a step back and assess the ways in which they can fix the problems causing the issue quickly and effectively. During your education, you’re taught general skills that will help you identify and analyse complex problems, but the truth is that experience comes from making mistakes in the real world. Be sure to learn from your mistakes, and keep practising your problem-solving skills. Leadership and Management Skills Being an engineer means you’re responsible for improving processes, reducing costs, and keeping projects on schedule; and you’ll have to lead and manage other people in order to do that. As a leader, you’ll be responsible for making sure your team are working optimally, assigning a team member to a task that makes the most of their strengths whilst simultaneously ensuring they have enough resources to complete the job properly. Effectively managing people is a skill in itself, and it’s important for engineers to improve this skill as much as possible. Handling Pressure With deadlines constantly looming, and stakeholders keeping on top of costs, an engineer must be able to handle a lot of pressure in order to succeed in their role. Controversial decisions will need to be defended, mistakes will have to be explained, and increased costs will have to be justified. Doing all of this requires someone who can keep their cool, and brush off negativity, whilst not losing sight of the project’s deadline. Natural Curiosity Being naturally inquisitive is a great skill for engineers to have. There will always be new software or production techniques to learn, and new challenges to overcome, so the desire to constantly learn is imperative for a successful career in engineering. Make sure you can demonstrate that you’re always learning by listing courses or qualifications you’ve achieved when applying for a new role. Attention to Detail Mistakes can be costly – especially when you’re an engineer! A small mistake on a calculation, a miscommunication with suppliers, or overlooking a small detail on a set of drawings can have a potentially-profound impact on a project, which can in turn have an impact on the company doing the work; so, it’s incredibly important for hiring managers to know that you’re one of the engineers who checks their work carefully. Being Organised Staying organised is an important skill that many engineers don’t emphasise during their application process. Engineers don’t have to be perfect, but with the number of parts, drawings or miscellaneous pieces of paper engineers have to deal with on a daily basis, hiring managers want to see that there is some sort of process being used to make sure the work is well thought out and clearly organised. As you can see, hiring managers are looking for much more than just good grades and work experiences when they’re hiring a new engineer. Many engineers will already have these skills, but simply aren’t doing a good enough job of showing this to potential employers. No one is expected to be perfect, so if you’re not organised, for example, that’s ok! Just be sure to tell the hiring manager what steps you’re taking to try and improve this aspect of your work so they can see that you’re aware of a weakness and you’re working to improve it. If you’ve got an engineering job interview coming up, take a look at our article 12 Interview Questions Every Engineer Should Prepare Answers For and try to tie your soft skills to your answers to those common questions. Good luck! If you’re looking for your next engineering role, take a look at our current vacancies here.


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