The industrial, manufacturing, and engineering sectors in Scotland are facing a significant shortage of qualified engineering candidates. This shortage, combined with the changing job search habits of candidates and evolving post-COVID preferences, presents challenges for employers in attracting and retaining suitably qualified engineering talent. In this article, we explore the reasons behind the shortage, the shifting candidate expectations, and the difficulties employers encounter in recruiting and retaining qualified engineers in Scotland’s competitive job market.
The Shortage of Engineering Candidates: Scotland is experiencing a shortage of engineering candidates across various industries. Factors contributing to this shortage include:
a) Skills Gap: The demand for skilled engineers exceeds the available supply, leading to a skills gap in the market. This gap arises from a combination of factors such as an ageing workforce, lack of STEM (Science, Technology, Engineering, and Mathematics) graduates, and the need for specialised expertise in emerging technologies.
b) Retention Challenges: Retaining engineering talent is challenging due to increased competition among employers and a lack of attractive career development opportunities. Many engineers seek better prospects and higher salaries, often leading to high turnover rates within companies.
Changing Job Search Habits: Candidates in the engineering field have adapted their job search habits, increasingly relying on digital platforms and technology. Key trends include:
a) Online Job Boards and Platforms: Job seekers utilise popular job site platforms and specialist engineering job boards to search for suitable engineering roles. Vacancies most be listed on the most relevant sites to increase visibility.
b) Professional Networking: Candidates are actively using professional networking platforms like LinkedIn to connect with industry professionals, explore job opportunities, and build professional relationships. Employers can leverage these platforms to engage with potential engineering candidates and showcase their company culture and career opportunities.
c) Remote Work Options: The COVID-19 pandemic has prompted a shift towards remote work. Candidates now prioritise companies that offer flexible work arrangements, including a mix of remote and on-site work. Employers should highlight their remote work policies to attract engineering talent seeking greater flexibility.
Post-COVID Candidate Preferences: The COVID-19 pandemic has significantly impacted candidate preferences when considering new roles. Key considerations include:
a) Health and Safety: Candidates are increasingly concerned about workplace health and safety measures. Employers should highlight their commitment to employee well-being, including robust health and safety protocols and adherence to government guidelines.
b) Work-Life Balance: The pandemic has highlighted the importance of work-life balance. Candidates now prioritise employers that promote a healthy work-life balance, flexible working hours, and employee well-being initiatives.
c) Remote Work Opportunities: The experience of remote work during the pandemic has increased the desire for remote or hybrid work options. Employers offering flexible work arrangements are more likely to attract engineering candidates seeking a better work-life integration.
Challenges in Attracting and Retaining Qualified Engineers: Employers face several challenges in recruiting and retaining qualified engineers:
a) Competitive Market: Scotland’s engineering job market is highly competitive. Employers must differentiate themselves by offering attractive remuneration packages, clear career progression opportunities, and a positive work culture.
b) Skills and Experience Mismatch: The specific skills required by employers may not align with the skills possessed by available candidates. Employers should consider upskilling existing employees, offering training programmes, or partnering with educational institutions to bridge the skills gap.
c) Employer Branding: Employers need to effectively communicate their employer brand, showcasing their unique selling points, company values, and commitment to employee growth. A strong employer brand helps attract and retain engineering talent.
Conclusion:
The shortage of engineering candidates in Scotland’s industrial, manufacturing, and engineering industries requires proactive measures from employers. Adapting to changing candidate habits