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In a recent blog post, we talked about the IET’s ‘Skills & Demand in Industry 2015’ survey and reviewed some of the key findings. One of them in particular, the fact that businesses are having the greatest difficulty in recruiting senior engineers with 5-10 years’ experience, resonated with Kimberley Haynes, who specialises in placing automation and manufacturing operations professionals here at Austin Fraser. Kimberley explains why businesses need to invest from the top down, as well as at grassroots level in order to sustain industry growth.

It has long been recognised that there is a skills shortage when it comes to engineering in the UK. Much of the media focus talks about the importance of investing in science, technology, engineering and maths (STEM) subjects at school to drive more talent into the industry, along with initiatives to drive more women into the sector (who currently account for less than 10% of the engineering and tech...). Slowly but surely, the issue is being addressed from entry level, but very little discussion revolves around increasing demand for senior professionals right now.

There is a continuous requirement for engineering in the UK in order to meet the increasing demands of the ‘Automation and Manufacturing’ sector. There has been a considerable increase in capital investment projects within consumer manufacturing and distribution. With a surge of new technologies, process improvements and cost reduction work helping to support the rising demand for production efficiency, the next few years will be critical within the sector.

So far, we’ve seen the positive effect of this improved demand across a range of areas. Whether consumer manufacturing, system integration, OEMs or supplier businesses across the UK, the impact is particularly noticeable when it comes to hiring. However, there is a distinct need for more senior professionals within automation and manufacturing for a host of roles, including senior/principal engineers, project managers, team leaders and managers in order to drive new projects and support this growth.

One of the most common phrases I hear from my clients is, ‘I need the right person’. Hiring the ‘right’ senior professionals, whether on a projects or operational basis is critical to achieving strategic business objectives. Whether through cost reductions, improving productivity or investing in new technology or facilities, the impact that the right hire can have on a business is profound.

Hiring the right senior engineer can be challenging. It’s about more than just looking at technical experience and competencies — Instead, it’s about considering, ‘Is this person the right person to take the business forward?’. This is often determined by the following factors: 

• Do they share our vision?
• Do they understand our objectives?
• Are they the right cultural fit?
• Can they lead the team?

There is a small pool of professionals who have the technical and business attributes many organisations look for. It’s becoming increasingly competitive when attracting the right people to businesses. Candidates expect more than a good salary package; training, progression opportunity and work life balance are among just a few of the important factors that candidates in the modern workplace look for. Finding the right senior appointment is hard and the cost of getting it wrong can be substantial. That said, if a business truly understands their identity, purpose, challenges and objectives prior to recruiting, finding the right candidate who can drive them forward is invaluable.

Simon Sinek, a management theorist and author of ‘Start with Why’, proposes that, ‘people don’t buy what you do, they buy why you do it’. When undertaking senior appointments, if businesses are able to convey an accurate sense of their mission, business purpose, values and objectives – in other words,why they do what they do beyond financial drivers – the right candidate will invest in the business because it feels right.  

A good recruitment partner will work hard to truly understand your businesses’ mission before they ever even consider submitting a CV for review. Strategic senior appointments can only be successfully made if the business’ objectives and motivations can be perfectly aligned with the candidate’s personal drivers. A key part of this process is honest communication — understanding and listening to the needs of clients and candidates alike is vital. 

Recruiting for senior roles is never an easy process, but it can be crucial in securing the future of your business. Working with the right recruitment partner can draw together experience of this process and help you to structure the process more clearly, making sure you find the perfect match for the role.

Kimberley Haynes is an experienced specialist recruiter supporting automation and manufacturing operational professionals across manufacturing, OEM, system integration and supplier businesses across the UK.

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