Bridging the skills gap with the next generation

As the demand for talented professionals in the active market continues to grow and the supply of such professionals declines, the engineering industry finds itself looking for new ways to bridge the skills gap. Inevitably, this turns to attracting the next generation of engineers - what can be done and how do we do it?

The engineering sector in the UK has been struggling for some time now to attract the next generation of engineers. From a social perspective, it could be argued that the UK has to do more to change the perception that roles in engineering are hands-on with limited career opportunities and most suited to men. In other mature economies around the world, such as the US and China, it appears at face value that engineering doesn’t carry the same stigma that it does here in the UK. A career in engineering should be highlighted as an opportunity to be involved in the development of some of the most cutting-edge technologies and innovation, with the reach to influence every corner of the world and every walk of life, from mobile phones to electric cars! 

Developing the next generations

Students from an early age and of both genders need to be better informed about the opportunities within engineering - the different disciplines, roles and most importantly, how they can help forge their career in the sector. Understanding how to become an engineer earlier will ensure the right decisions are made regarding higher education options and therefore potentially result in a greater range of students undertaking engineering degrees. 
The communication around engineering needs to ensure that a proper STEM-focused (scientific, technical, engineering, mathematics) curriculum is being offered. It is important that students have access to coursework that will prepare them for manufacturing careers. Conversations need to be had with both teachers and students alike to help them understand how technical skills are applied in manufacturing settings, and more apprenticeship programmes should be offered for students to get hands-on experience. This communication is the dual responsibility of both governments, via appropriate bodies linked to the industry, and the industry itself, through sponsorship and encouraging work experience programmes. 
All this being said, we more than likely need to consider whether a shortage of specialist teachers in key subjects such as maths, physics and computing is impacting on the take up of these subjects. We must find ways to provide teachers of STEM subjects with a better understanding of the real-life applications of maths and science in the world of engineering. 

Appealing to the next generation of engineers

When considering the next generation of engineers, be sure to include the Gen Xers who may be seeking new opportunities or a career shift. This generation is tech-literate, and the youngest members of the generation will be working for another 25-30 years. Given the huge remit and diversity that exists across engineering as an industry, it would be difficult to find working Gen Xers who couldn’t find a niche within engineering.
Moreover, with many having started families, Gen Xers tend to value job stability. By contrast, research from Deloitte’s 2017 Millennial Survey indicates that around 38% of millennials worldwide expect to leave their current job in the next two years while only 31% expect to stay beyond five years. Although, this is an improvement from their 2016 findings in which just 27% envisioned themselves working for the same company in five years’ time. 
It must be considered that engineering is competing for the same talent pool as every other industry. Employers need to establish a company culture and offer benefits that millennials desire if they want to compete for these professionals. The benefits and perks that employees truly care about are those that offer them greater flexibility, autonomy, and the ability to lead a better life. Millennials want benefits much like other generations do but differ from their predecessors in just how much they value these things. It should also be considered that the longest working Gen Xers may not have been granted such benefits in the past, although they could significantly improve their work-life balance. So, what does all this mean for employers? Building a culture that addresses what millennials seek from their ideal workplace: 
  • Purposeful work
  • Learning and development 
  • Stability
  • Ongoing feedback
  • Flexibility in when and where they work 
This is not a suggestion that a total overhaul of working environments and workplaces is needed (although in some cases it may) but more so highlights the importance of effectively communicating such benefits within your organisation to both existing and potential employees.
Engineering remains the pivotal cornerstone of all economic progression. As the UK economy continues to grow and prosper, we need as many people entering the industry as possible. The industry as a whole must remove any negative preconceived ideas about roles in engineering, particularly those that suggest it doesn’t offer long-term viable career opportunities or that it is a male-only industry. We need to make engineering an attractive career path for everyone, by taking steps to promote and encourage people to consider working in the industry. Attracting new talent and promoting diversity is crucial to unlocking the wide range of skills and ideas that are going to drive the UK’s engineering sector in the future.  
If you would like to discuss this topic further or to find out how we can help you with your recruitment processes, please contact Martin Crowley, Business Director at Michael Page Engineering and Manufacturing. 
Martin Crowley
T: +44 121 230 9383