The UK has an engineering skills shortage. What can recruiters do?
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Engineers are in short supply in the UK. And the engineers that we do have don’t always have the right skills. This problem has been brewing for years and is a major issue for businesses that rely on engineering expertise. So what can recruiters do in the face of an engineering skills shortage? Let’s look at the reasons behind the shortage, and the strategies recruiters can use to find and nurture the best engineering talent.
The state of the engineering skills shortage in the UK
The engineering sector has been battling a major skills shortage for several years now. And a global pandemic did nothing to ease pressures. The Institution of Engineering and Technology recently estimated a shortfall of over 173,000 workers in the UK’s STEM sector, with an average of 10 unfilled roles per business and 49% of engineering businesses finding it hard to recruit people with the right skills. So why is the engineering sector facing a skills shortage of this scale? We can pinpoint a couple of different reasons:
Lack of training and education
According to research by the Institution of Engineering and Technology in 2021, half of new engineering recruits lack the necessary technical or soft skills to do their job.
An ageing workforce
The average age of engineers in the UK is 55. This means that many people (and their engineering skills) will leave the workforce within the next ten years.
A misunderstanding of what the engineering industry is
Young people don’t consider a career in engineering because they don’t know what it entails or presume it’s a harsh, male-dominated industry.
Outdated recruitment practices
Lots of engineering roles list previous engineering experience as a requirement. This isn’t always realistic, particularly in the current climate.
A changing industry
The skills shortage is particularly dire because so many engineers are needed in emerging areas like green energy and advanced technology like AI, robotics, and cyber security.
How can recruiters help?
There are calls for the government to do more to curb the engineering skills shortage by incorporating engineering into primary school education. But recruiters can do their bit too. Here’s how.
Ditch outdated recruitment practices
It’s easy to get stuck in a recruitment rut, relying on the same old practices without really considering whether they’re working for a business in the here and now. Many recruiters insist on previous experience for engineering roles. But, when it comes down to it, not all roles require a candidate to have previous experience Recruiters can:
- Be more flexible with requirements
- Be open to engineers at different stages in their careers
- Look for engineers outside of a specific niche
Adapting to the current recruitment situation in engineering, and being more flexible in your approach, means you’ll have better luck filling positions.
Encourage more young people to join the industry
Young people don’t always see engineering as a viable job option. They don’t fully understand what a career in the sector involves, what opportunities are available and what they’d need to do or study to get an engineering job. Recruiters can help to rectify this issue by promoting the engineering industry to younger generations. You could develop links with local communities and schools, spending time with children and young adults to teach them about the sector and how to get into it. his approach won’t reap rewards straight away. But a commitment to this type of outreach will pay off further down the line.
Focus on training
Young people entering the engineering industry don’t have the right skills. And emerging niches within the sector require new skill sets. This means training has never been more critical. Whether you’re trying to keep experienced members of staff on board or want to recruit new talent, professional development is key. Only 54% of engineering businesses currently train apprentices. But mentorships and apprenticeships help younger engineers acquire the skills they need. And upskilling programs help older workers to develop skills relevant to a changing industry. Recruiters should put training programmes in place and then incorporate your L&D opportunities into your employer branding and job descriptions to attract more candidates.
Drive diversity
Certain groups, including women and some ethnic minorities, are underrepresented in engineering (and STEM roles in general).Just over one in ten of the UK engineering and technical workforce is female. And only 15% of businesses make any additional effort to attract and retain female workers. These statistics alone show how the engineering sector is missing out on a huge opportunity. By making the recruitment process more inclusive and committing to increasing the diversity of your workforce, you can appeal to a wider pool of candidates.You can also reconsider how you advertise your vacancies. Advertising open roles in different places can bring your company and your roles to the attention of a broader and more diverse audience.
Look further afield
While some of the ideas listed above are long-term solutions to the engineering skills shortage, it’s also important to find short-term answers too. Recruiting from overseas is another way to bridge the skills gap. There are large populations of well-trained engineers in countries like India, Turkey, and Brazil. It’s always a good idea to research overseas hiring requirements before going all-in on this strategy, but it can be a great way to fill open roles.
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The engineering skills shortage in the UK is a serious problem and recruiters can’t resolve it alone. An approach that combines governmental and private business efforts is needed. Nevertheless, recruiters can help alleviate staffing issues by reassessing their recruitment practices, engaging in outreach with young people, offering training opportunities, and seeking candidates in previously untapped talent pools. By doing so, they’ll help to bolster the workforce both now and into the future.
