There’s been a lot of news around the skill shortage in the engineering industry, do you think the ‘crisis’[1] is something our industry should be worrying about?
I feel there is a shortage of skilled Engineers because of a generation gap when traditional styles of apprenticeships became less popular and today’s modern Apprenticeships emerged. This change meant that there hadn’t been a recognisable and workable scheme in place for training apprentices to until several years ago.
Our more experienced Engineers are also required to learn new methods which is consequently taking time. However, in our industry we’re quite fortunate because of our diverse range of machinery.
I have managed to recruit some excellent apprentices over the last six years who have been working hard to develop as engineers, allowing them to grow with the evolving industry.
There’s also the skill shortage for engineers because companies are staying comfortable, and haven’t taken a gamble with unproven or inexperienced engineers. The government Levy has been put in place to do two things; It will help smaller companies by funding their Apprentices and it will force the hand of larger companies to take on Apprentices as they are paying into the Levy in any case.
I don’t feel we are in a Crisis as such, but it will take a few years to see the benefits.
According to reports, there are ‘124,000 engineers and technicians with core engineering skills required each year’[2]how do you as Engineering Manager, enhance the training at Polypipe so it’s useful and crucial to our industry?
The way I approach the training is vital. I make sure I take into account the needs of the business, alongside the performance within the site. I report on issues and make sure the right training is completed by the apprentices and Engineers to ensure the machines on site are running as efficiently as possible.
I’ve created a great framework for the Engineers to work through over the period of their apprenticeship that identifies the key areas needed to aid their development. We can use this framework to monitor progress and identify gaps in their work. It also highlights their high areas of interest shown. All key elements are addressed as a priority.
How are you able to attract talent from young aspiring engineers?
I attend a lot of open days, visit local schools, and speak to students with the ambition to get aspiring engineers into the industry. I have good, long-term relationships with schools and colleges in and around the Horncastle and Lincoln areas, which helps. Polypipe is a well-known brand, who are growing, and want young, enthusiastic people to grow with them too.
Our apprentices have won awards and competitions, so I’m not just selling a job, but showing what a great career it can be with these awards and achievements too. We have great equipment to work on as well as further and higher education on offer after their apprenticeships.
What do you think young people should be aware of when thinking about applying for an engineering apprenticeship?
If young people have hobbies which include using hand tools for example, such as working on bicycles or cars then it can be a great choice. There are obvious links with engineering to school subjects like physics and maths. Logical thinkers and problems solvers should also consider engineering too. Nowadays you can study engineering at school, which gives an idea of what this industry entails.
How many engineering apprentices do you look to recruit every year?
We’ve employed eight in the last five years. Providing we can support apprentices, we most definitely wish to hire them. It’s in our interest to do so and mould them into our way of working. This is something we will really benefit from. We have a yearly campaign where we start the recruitment process in March.
There was only ‘8% female engineering apprenticeship starts in England in 2017’[3] why do you think the figure is so low?
I think it’s mainly down to tradition, although engineering has changed now. It’s not always hands on and is more technical with different processes in place. Obviously we can only select from the candidates who apply, which is the first problem with hiring females. However, we have had more female candidates apply in recent years and have noticed a steady increase in interest. We’re more aligned with modern engineering styles, so people do not necessarily need to be physically able as we cater for most aspects.
We took our first female apprentice Engineer, Christine, on board last year. She spoke passionately about engineering during her interview and her practical ability during her assessment was excellent. Her methods were clear and concise and for the past year, she’s been a great asset to the team.
[1] Construction News, July 2018, p.7
[2] Engineering UK 2018 synopsis and recommendations, p.4
[3] Engineering UK 2018 synopsis and recommendations, p.9