FEATURE ROBOTICS & AUTOMATION IT’S TIME TO CALL IN THE EXPERTS
skilled workers. Tier three is for low- skilled workers, tier four is used by students and tier five is for workers in low-skilled or middle-skilled jobs that do not require a graduate degree but who usually come on a temporary visa. As an indication of things to come, last year only 56,000 entry visas for work were issued to non-EU citizens, therefore after Brexit the scope for filling vacancies via the EU will be very limited. To address these concerns the need for
more specialist recruitment consultants has never been greater. A specialist agency like Automation Experts is dealing with specific types of recruitment every day, so is well placed to fill jobs involving automation and robotics. The competition for great candidates with the right skillsets will still be fierce post-pandemic. Sharon Hill, the managing director and
founder of Automation Experts, said: “Companies have to be seriously strong with the overall employment package they are offering. The shortage of engineers has created a highly competitive marketplace. “To keep pace with their competitors, an
While predictions suggested robotics and automation would take many of the jobs performed by humans, Sharon Hill, managing director and founder, Automation Experts, says recruiting the right candidate for the automation sector is actually getting harder
N
ew technology is constantly changing the face of manufacturing but where
are the human skills required to drive through innovation, especially post Brexit? Rather than robotics and automation taking jobs from people as widely predicted, many technology- driven businesses who are implementing cutting-edge solutions are finding that the challenge is recruiting more people with the right engineering skills, and then retaining them. Before the coronavirus pandemic, UK
‘To keep pace with competitors,
an employer not only needs to offer a great salary, flexible working is also important’
unemployment was at a low level. With record numbers of people working it had become increasingly harder to fill vacancies and nowhere was that more challenging than in the automation sector, where demand for highly skilled labour was outstripping supply. Whilst the economy may be heading for
a severe downturn as a result of Covid-19, firms such as Dyson, BAE Systems, Rolls Royce aerospace, Siemens, GE and numerous others had been investing in new technology, creating even greater demand for skilled labour, though going
20 JUNE 2020 | PROCESS & CONTROL
forward such actions could depend on how quickly the labour market recovers from the public health emergency. Some of this shortfall will be met from other European countries once restrictions are lifted; however, as the UK moves to a new relationship with the EU, rules are planned for restricting access to the domestic
labour market. Post Brexit, the
Government has indicated that the
immigration system for foreign employees will change.
The Government’s proposals are covered in an immigration White Paper published late 2018, which outlines the ending of free movement for EU citizens, the introduction of a single system for EU and non-EU citizens coming for skilled work, and introducing a new short-term work route. These new rules would be likely to
impact heavily on the skilled labour sector where there are already shortages. Current access for non-EU migrant labour is managed through a Tier one–five solution, one being the best and comprising investors etc, and tier two for
employer not only needs to offer a great salary, flexible working is important to many people wanting a better work/ life balance. “Additional benefits such as health
cover, gym membership or a car allowance are standard and not always wanted as they are of course taxable. However, many companies are now looking at other unique ways to keep employees happy, geared more towards their mental, physical and emotional wellbeing. “These types of benefits are more likely
Sharon Hill says employers are looking at unique ways of keeping employees happy: “Options we have seen include free on-site gym and yoga classes, laughing therapy, and a free hotline with trained staff on hand to discuss any mental health or financial troubles. How about a mandatory lunchbreak? A subsidised or free canteen, an extra day holiday for your birthday are all variants we have seen offered”
to leave you with a happier, more settled workforce who feel cared about thus more likely to stay long-term and call in sick far less.” At the heart of a good specialist
automation recruitment company is its knowledge, experience and contacts and this is where companies like Automation Experts come into their own. Hill explained: “Our contact database is huge, being developed since 2001. You just can’t replace that level of market knowledge and expertise with simply posting a job online and hoping that a suitable candidate may read it.” Specialist recruitment companies not
only know what buttons to press to find the right applicants but can also offer other supporting services if requested such as DBS screening and of course taking up references and, where requested, conduct other research such as personality tests.
Automation Experts
www.automationexperts.co.uk
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