Apprenticeships have long been prevalent in the engineering industry but have grown in popularity in all areas in recent years – maybe owing to the introduction of the Apprenticeship Levy in 2017. According to UCAS, there are now approximately 1500 different job role apprenticeships available in England, making them an excellent first step onto lots of different career ladders.

At DATS, we’re proud to have seen great success with our own apprenticeship programme, having even won an industry award for it in 2018. With a wide variety of benefits for both apprentices and those employing them, we expect that apprenticeships will be a popular route into the world of work for many years to come. Here, we share what we believe are just some of those benefits for those offering apprenticeships, as well as those completing them.

Advantages for apprentices:

Earn as you learn

Say goodbye to student loans, tuition fees and worries surrounding debt. With an apprenticeship your employer actually pays you. Starting salaries may not be the highest, but there is nothing for you to pay. In stead, you’re being paid for gaining the training, support and skills you need to succeed in your chosen career.

Gain real ‘on the job’ experience

Completing an apprenticeship is like doing work experience every day. You’re not only sitting in a classroom learning the theory behind your job; you’re in the working environment, gaining ‘hands on’ experience and witnessing masters of your trade in action every day.

Hit the ground running

Gaining all that ‘hands on’ experience means that finding a job at the end of your apprenticeship may be slightly easier. Many apprentices are offered opportunities and roles with their employer on completion of their training, but if they don’t have a role for you, the fact you can hit the ground running and have already gained skills in your area of expertise, means employers are more likely to snap you up over candidates who may need more development. Apprentices are also often able to enter employment earlier than candidates who have taken more traditional routes of learning.

The end of one decade marks a period of reflection, but it also provides a reason to look ahead. British engineering has undergone considerable change in the last 10 years. From the decline in oil and gas production to the arrival of BIM, CAD and 3D printing, technological and political developments have continued to gather pace.

As recruiters, we’ve seen the effects first-hand. Some roles and opportunities have narrowed, whilst others have expanded, or even been created from scratch.

This experience tells us what may happen next. Below, you’ll find our top 10 predictions for the engineering jobs market in 2020.

1. Senior candidates are in a privileged position

The number of senior engineer vacancies still exceeds the number of people who could fill them – those with at least five years’ experience. This means that relevant candidates can set the terms when it comes to aspects like holidays, securities and flexible hours. The next 12 months will probably see an increase in generous employment packages for both permanent and temporary roles.

Our Civil and Structural Design and Engineering expert, Tony Hynes, says that chartered professionals have the clearest advantage. “Anyone who’s chartered,” he says, “has a big leg up on the recruitment ladder… They also prefer larger projects with more impact than a smaller site.”

2. Project Management will be increasingly eco-friendly

More and more gas and coal power stations are being decommissioned in favour of the greener nuclear sites. And, even then, sites are being economised. Rolls-Royce scaled their £30bn nuclear plant down to smaller, less consumptive reactors worth £32m each. Other companies in the Northwest are taking their lead.

“Clients want to see Project Management candidates with an affinity for eco-friendly tech,” explains DATS’ Barry Gilchrist. If you want to succeed as a leader with holistic aims, learn more about carbon reduction and how to save costs doing it.

3. Modular builds are going to reduce plant shutdowns

Few trends might prove themselves as impactful – and wide-ranging – as modular construction. This is the practice of building new, rapidly assembled structures off-site, and then installing them when everything is ready. The template can be rolled out again and again at a fairly low environmental and financial cost.

For engineering, it means there may be less risk that structures won’t be ready for new projects. The build or upgrade of plants, factories and mixed-use facilities won’t be as hampered. Therefore, work can begin or continue a lot faster.

4. The 7^th Asset Management Period will be huge for Chemical and Process Engineering

As 2020 continues, we’ll see which firms win their five-year consultancy contracts for the UK’s water sector. Drainage, pipes, reservoir ciphering, sewage and more are up for grabs as we enter the new Asset Management Period. Chemical and Process Engineers, as ever, will be instrumental in effective water treatment.

As you’ll read from our Process Engineering blog, this will “have a clear impact on where candidates will go, and who they prefer to work for… We’re able to advise on where the best placements are, along with the reasons to stay independent or take a permanent role.”

5. On-the-job training will increase

It’s well-known that our country has a deficit of engineering talent. Many employers cherry-pick future graduates and nurture them in their final years of university. Yet this might not be enough. As the National Centre for Universities and Business points out in their July 2019 publication, more needs to be done to entice people who don’t just have core STEM subjects on their CV.

The ability to learn on the job may be more of a factor in 2020. Employers who try to fill the talent gap should be preparing now to upskill or reskill candidates that are interested in a long-term career.

The changes to IR35 legislation come into effect in just a number of weeks now. Do you feel like you’re not yet prepared? Don’t worry – there’s still time to get ready. And even better, we’re here to help!

You’ll know by now that the responsibility for deciding whether contractors you use sit inside or outside of IR35 will now fall to you (the end hirer). That means that by April you’ll need to have carried out a full audit of your current workers, reviewed and revised contracts and made tweaks, where necessary, to the way you differentiate between your contractors and PAYE employees. You’ll then need to advise them, and other parties that may be affected, of your decision. 

Failure to comply with the new legislation can have legal implications and carry hefty fines. 

As we near the end of what’s been a particularly memorable year for DATS, it’s the perfect time to look back on some of our highlights. It’s been a jam-packed 2019, making the months fly by. Here are some of our best bits…

New CAD Services Website

January was the official launch date of a brand new website for the Design arm of DATS. The team who deliver 2D and 3D drawings, plans and animations for manufacturers, building and construction companies, and a whole host of other sectors, became the proud new owners of their new site featuring examples of their niche line of work. https://datscadservices.com/

IChemE Salary Survey

Also in January we partnered with IChemE to sponsor and create their annual salary survey. The in-depth, 70-page survey was seen by thousands of chemical engineering professionals across the globe and we were proud to work with this coveted organisation with which we have strong links. https://dats.co.uk/icheme-salary-survey/

Assessment Day

Following a high volume of applications for an internal role for trainee recruitment consultants, DATS decided to hold one of our assessment days in February. We welcomed a number of candidates who wanted to work at DATS and treated them to a day of presentations, tasks and activities, before interviewing them all and offering a role to the best candidates. The day was a great success and resulted in the hire of Josh who’s now been with us for a number of months and is a Chemical/Process engineering specialist. We found the day took out the stress and formality of a traditional recruitment process and we can’t wait to hold another one for our next large-scale recruitment drive. https://dats.co.uk/dats-hosts-assessment-day-trainee-recruiters/

Psychometric Testing Service Launch

March saw DATS Recruitment launching a brand new service. In conjunction with Thomas International we are now able to provide psychometric testing to our clients, helping them to make better, more informed hiring decisions, whether for a one-off role or as a more permanent, continual part of their recruitment process. https://dats.co.uk/new-service-thomas-international-psychometric-testing/

 MD elected to the BID Board

Also in March we were proud to learn that our MD, Stephen Nickson, had been elected to the Warrington BID Board. The Warrington BID is a group of local retailers and companies who are planning a £1.8m investment in the town. As a local business, DATS is thrilled to be involved and have our MD in leading role with this fantastic new initiative that is certain to bring so many improvement and benefits to our area. https://warringtonbid.co.uk/

Award Nominations and Ceremonies

In May we attended the Recruiter Awards in London. We also attended the Chemicals Northwest awards earlier in the year and the TALiNT TIARA awards just a couple of months ago.

DATS Recruitment is over the moon to have been shortlisted for a total of five industry awards throughout 2019. We were announced as finalists for Supplier of the Year at the Chemicals Northwest Awards, Best Apprenticeship Strategy at the renowned Recruiter Awards and were excited to receive an impressive three shortlistings at the prestigious TALiNT Awards (formerly Recruitment International). A great year for DATS Recruitment to be recognised within our industry!

One of our most recent features explored 3D printing and the benefits it’s bringing to the ever-changing world of manufacturing. It reduces both time and cost in the production and assembly of parts, refining processes and increasing efficiency.

But even before we get to the production (or printing) stage, design plays an equally vital role in the effectiveness of your processes. As our Chairman and Founder, Trevor Nickson, told us in a recent interview to mark DATS’ 60^th year, “Design is the beginning of everything…and without design we’d have nothing.”

Here, we highlight the importance of design for manufacturing and why it should form an integral part of your process.

How can design for manufacturing benefit your business?

1. By simplifying your process

Implementing a ‘design for manufacturing’ stage into your overall process can allow you to find the quickest or most efficient way of doing things. It’ll help you to simplify your production, cutting out unnecessary or time-consuming steps. As we know, time saving equates to cost saving. You can even test redesigned and enhanced designs fast through using 3D printed prototypes

2. By pinpointing problems before production

Think of a ‘design for manufacturing’ phase as essential planning that will save you time further down the line. By working your way through the different stages of production, you’re more likely to identify problematic scenarios before hitting snags while production is in full flow. Again, 3D printing can help with prototypes and testing.

With changes in IR35 legislation due to come into effect next April, a range of questions are understandably being posed. Both clients and contractors are eager to know how IR35 will directly impact them. Below, we’ve included some of the most frequently asked questions, along with our answers. 

What is IR35?

IR35 is a tax law. It first came into force across the UK in April 2000 to prevent contractors working as disguised employees and avoiding tax.

When does it come into effect and when do I need to act?

The changes officially come into play on 6th April 2020 but the time to start planning is now. Experts claim that it’s a risk for contractors and companies to wait until the new year to put plans in place.

What do the changes involve?

The most prominent change in legislation is that despite responsibility having previously sat with the contractor, it’s now up to clients to determine whether an individual sits inside or outside of IR35.

Will the changes affect me?

If you’re a contractor or someone who engages contractors, then an assessment will need to be made as to whether IR35 applies or not. If you are, or engage, a genuine contractor, freelancer, interim worker or consultant then you shouldn’t need to worry. If there are any grey areas and you could be construed as NOT being or engaging a genuine contractor, then absolutely, the changes will affect you and cannot be ignored.

What are the implications of not complying with IR35?

Penalties will be enforced by the government (HMRC) as the result of non-compliance. “Disguised employees” could lead to hefty fines for both employers and contractors. Ultimately, HMRC will be looking to recover unpaid income tax and National Insurance Contributions, along with penalties (of up to 100% of the unpaid tax and NICs) and interest.

I’m a contractor – what should I do?

Although responsibility for determining whether you are inside or outside of IR35 no longer sits with you where you are engaged with a public sector body, or a large/medium sized company, you may wish to ensure that the company you contract with is taking the necessary steps to prepare. Liability travels down a chain and although you may no longer sit at the top of it, should things go wrong you can still be subject to investigations and fines.

You should also review your contract to ensure that its clear that you are not employed by your client.

I’m an employer – what are the first steps I need to take?

The first stage, which we advise should be done imminently if the process has not already been started, is to review and audit your current workforce. Look at every individual and determine whether they could be affected by IR35.

The next step is to identify which workers fall inside and outside of IR35, before reviewing and amending any contracts to ensure they are in line with the requirements of IR35 and building a strategy for ensuring compliance with the IR35 legislation from April 2020 onwards.

We couldn’t let our 60th year pass without a celebration! Employees past and present met with clients and contractors at The Treasury private dining room to raise a glass to six decades of DATS.

October marks DATS’ official anniversary and Thursday 10th October was the date chosen to officially celebrate. Founder and Chairman, Trevor Nickson, (pictured above centre) was the guest of honour and attended with his wife, Ann. Their son Stephen, current MD, welcomed guests with a speech highlighting key company successes and achievements and spoke of his excitement for the future direction of DATS.

A video was shown which took a look back at the history of the business and featured staff talking about future plans. It also included personal messages from employees congratulating DATS on reaching this significant milestone. But perhaps the most entertaining part was the ‘blooper’s section saved for the end!

Attendees were led by Stephen in raising a glass to both Trevor and DATS. Then a cake specially created for the occasion was cut, the drinks continued to flow and delicious food was served.

The deadline for the new IR35 legislation is looming and the time to prepare is now! Do you know what you’re required to do?

Following the success of our previous IR35 event held earlier this year, we’re pleased to be hosting further seminars in November.

Whether contractor or client, we’re here to provide guidance on what the legislation changes mean for you and how it may affect the way you work from April 2020 and beyond. Book your place at one of our events below.

By attending one of our IR35 seminars, you’ll learn:

• What IR35 is and why it’s being brought into effect
• How it affects you and the way you work
• What your responsibilities are and the steps you need to be taking now
• About the possible consequences of not being IR35 compliant
• What DATS is doing as your recruitment consultancy
• About our partners who can help you with further information, insurance and/or audits

Take the uncertainty out of IR35 and let us help you to understand the complexities of the legislation.

Prepping the pipeline: How to futureproof your workforce, written by Kwesi Ackah, Recruitment Director at DATS.

As engineering recruiters, we’re well-versed in what it takes to build a hiring plan you can rely on. But it’s often a challenge. Sometimes, even we face difficulties in sourcing the right talent for our own teams.  

One of the most stressful situations can be learning a valuable employee is moving on, leaving a gap in your workforce that’s going to be hard to fill.  But the key is strategic pipeline planning – looking at what can be done today in order to future-proof tomorrow. At DATS, we look ahead as far as we can, because like it or not, we know that sooner or later, we’re probably going to need to replace one of our experts. It’s part and parcel of running a business.

If you want to dodge unexpected dips in productivity, and avoid the stress that can come with losing members of your team suddenly, read on for our tips on strategic workforce planning…

Look at your culture

Culture is a huge consideration when thinking about workforce planning. Is your culture positive? Are your people engaged and happy? Is your working environment attractive and one that will retain employees?

Not only will looking at the engagement and wellbeing of your staff help you to understand the likelihood of individuals leaving, it’ll give you an insight into how attractive your business is to newcomers.

If there are improvements to make, don’t delay. You risk not only losing people to organisations with more appealing working environments but are in danger of struggling to attract replacements too.

Accept people will move on

No manager likes to think about losing good staff, but face facts – it’s going to happen. Denying it will only make things harder in the long run. Gone are the days when employees stayed with companies for a lifetime. It’s now not unusual for young, ambitious talent to remain in a role for just a couple of years, before moving onto the next challenge, a new experience or a change in direction.

The key is accepting this and having a plan in place for when it happens. Don’t put off thinking about replacing people until they actually come to hand their notice in to you.

Know your roles

Understand which roles, once vacant, are going to need replacements. Next identify whether there are people internally who could move into them, or whether you’re going to need to recruit. If recruiting, how will you do it? Will you do it in-house or engage an agency? Do you have a salary in mind and does it match with market expectations? Do you have a job description written for every role in your workplace and is it ready to be shared with recruiters or candidates quickly if the need arises?

Alternatively, are there roles that you simply wouldn’t hire for in the future? Are there duties from that role that could be split between existing employees?

Having even just a rough plan in place for every single role in your business will significantly help.

As you’d imagine, Managing Director, Stephen Nickson, has seen a lot of changes during three decades with DATS. September 2019 sees him marking an impressive 28 years with the company which was established by his father, Trevor, back in 1959. And October marks DATS’ 60^th year in business.

Stephen puts DATS’ longevity down to adaptability and describes how the business is constantly evolving to meet the ever-changing needs of both clients and the industry. Here, we speak to him about his journey so far and his plans for ongoing evolution in order to attract the next generation of talent…and to support his vision of securing a further 60 years of DATS Recruitment and CAD Services.

When asked what’s kept Stephen in the organisation for so long, he shared that asides the obvious family link, he genuinely enjoys working at DATS. “We’ve managed to retain a family feel, despite having a commercial commitment” he says, “I still really enjoy hearing we’ve made a placement in recruitment, and the CAD division keeps me close to the engineering environment. No two days are the same and we work with a wide variety of companies and industries – often new industries – which keeps things interesting.”

Stephen also describes how he’s incredibly proud of his team. “I’d go so far as to say that one of our greatest achievements is the people we have, some of whom have been with us now for many years. But equally, we’re moving with the times, and recruiting new team members; growing our recruitment and CAD teams and investing in a marketing team. We’re a ‘people’ business and now 25-strong, every single person counts in our delivery and in making a difference.”

It’s these individuals that Stephen cites as the main reason for DATS’ success over the past 60 years. “In an increasingly automated world, I’m proud that our people have maintained a personal service delivery – the human touch! We meet with clients and candidates; we have conversations. And that’s one thing that as we adapt to change, we absolutely don’t want to lose.”

Stephen also owes DATS’ accomplishments in part to both recruitment and CAD being such vast sectors: “There’ a lot to go at in terms of growth – from considering overseas operations, to exploring a whole host of different niches within technical engineering – there are always new opportunities on the horizon and they’re exciting areas to be in.”

Speaking with Stephen, it’s clear to see his passion for engineering, but it’s fair to say he’s faced a number of challenges over the years too.  “We’ve experienced increased competition and like all businesses, we’ve experienced fluctuations in demand. Legislation changes keep us on our toes and we’ve encountered changes in customer expectations as well.”