E3 Recruitment

Free Webinar: Increasing Productivity through Apprenticeships

E3 Recruitment — 06/06/2023

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Join Yorkshire Learning Providers for an insightful webinar on how apprenticeships can significantly increase productivity for manufacturers. This webinar will be a valuable opportunity for anyone involved in manufacturing, from employers to employees, to learn about the benefits of apprenticeships and how they can help businesses thrive.

During the webinar, our expert panel will discuss the benefits of apprenticeships for manufacturers, including how they can help to improve productivity, increase employee retention, and reduce skills gaps. They will also discuss the latest developments in apprenticeships, such as the introduction of the apprenticeship levy, and how they are changing the landscape for employers.

Whether you are a manufacturer looking to enhance your productivity or an individual interested in pursuing an apprenticeship in this field, this webinar is for you. Our panel of industry experts will share their knowledge and experience to provide you with insights into the benefits of apprenticeships for manufacturers and how they can help you achieve your goals.

Don't miss this opportunity to learn from the experts and discover how apprenticeships can help you to increase productivity and achieve success in manufacturing. Register now to secure your place and join us for this informative webinar.

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Top 5 Manufacturing Trends to Watch in 2024

E3 Recruitment — 04/01/2024

The manufacturing industry finds itself on the brink of a pivotal year in 2024. Despite facing challenges such as labour shortages, supply chain issues and economic pressures the industry is poised for growth over the next few years with an estimated annual growth rate of 3.57% until 2028. This resilience can be attributed to factors including infrastructure initiatives, research advancements and innovative practices.

To successfully navigate these obstacles and seize opportunities within this transformative landscape manufacturers are actively exploring strategies to improve efficiency adapt to evolving market demands and embrace practices. In this changing environment, E3 Recruitment remains dedicated to providing our clients with insights and guidance necessary for navigating the intricacies of the manufacturing industry while achieving success not only in 2024 but also, in future endeavours.

Supply Chain Challenges

Supply chains have been in disarray since the COVID-19 pandemic and the beginning of the War in Ukraine, with manufacturers now leading production back home due to disruptions happening on a near-global scale.

This has made re-shoring very lucrative for a lot of manufacturers due to the many advantages that are associated with it. Some of these may include:

In local manufacturing, long-distance shipping will not be a necessity, and hence transportation costs associated with long-distance shipping are eliminated. The environmental impact of such shipping is also reduced to almost zero. With this, production costs will come down, and competitive prices will be placed for the consumers.
Moving the production back home ensures that the company gets closer control of the production process, and there is control as well to ensure its products are of superior quality consistently.
Shorter lead times from production to market are a crucial aspect of today’s competitive business landscape. Re-shoring can significantly reduce these lead times, enabling companies to adapt quickly to market changes and meet customer demands more efficiently.
Local Economic Impact: Re-shoring creates jobs and boosts local economies, particularly in regions with a strong manufacturing heritage. This can revitalise communities and foster economic growth.

The persistent component shortage has fuelled the re-shoring trend. With overseas supply chains experiencing disruptions, companies are seeking to secure domestic sources of critical components to ensure consistent production.

As global supply chains remain vulnerable to disruptions, re-shoring is likely to continue to gain momentum. Companies are understanding the advantages of bringing production closer to home, which increases resilience and reduces reliance on foreign suppliers.

Labour Shortages

The manufacturing sector is facing a severe shortage of skilled labour, which is expected to persist throughout 2024 and beyond. The Manufacturing Institute predict that the industry could be met with 2.1 million unfilled jobs by 2030. This shortage is due to a number of factors, including an ageing workforce, a lack of interest in manufacturing careers among young people, and a low number of qualified applicants.

The shortage of skilled labour is having a significant impact on the manufacturing industry, causing production delays, increased costs, and a decline in productivity. According to Make UK’s latest research, 36% of vacancies in manufacturing are proving hard to fill as applicants lack the appropriate skills, qualifications or experience. This compares to an average rate of 24% across all industries. The shortage is estimated to cost the UK economy £39bn each year.

The Impact of Labour Shortages on Manufacturing in 2024

The labour shortage is expected to have several negative consequences for manufacturing in 2024, including:

Manufacturers are having to pay higher wages to attract and retain skilled workers, which is putting pressure on profit margins.
The shortage of skilled workers is leading to longer lead times and lower output, which is reducing the productivity of manufacturing businesses.
The shortage of skilled workers is causing project delays and disruptions, which is frustrating customers and damaging the reputation of manufacturing businesses.
Increased reliance on temporary workers: Manufacturers are increasingly relying on temporary workers to fill the skills gap, which is adding to their costs and making it difficult to maintain consistent quality standards.

Strategies to Address Labour Shortages in Manufacturing

There are several strategies that manufacturers can use to address the labour shortage and secure the skilled workers they need to succeed. These include:

Manufacturers can invest in training and apprenticeship programs to develop the skills of their existing workforce and attract new talent.
Manufacturers can partner with educational institutions to develop new courses and programs that focus on manufacturing skills.
Work with key industry partners to improve talent attraction strategies, and work with reputable recruitment agencies such as E3 Recruitment who can not only help fill roles but give guidance and insight on the current market.

Inflation and Stability

Supply Chain Challenges & Labour shortages have led to increased costs of goods and services, causing inflation issues across all sectors of the economy. The manufacturing industry is no stranger to the broader economic environment, and inflation and stability are among the key challenges that manufacturers will face in 2024. Rising prices for raw materials, energy, and other inputs are putting pressure on profit margins and making it more difficult for manufacturers to invest in innovation and growth.

Despite these predictions, many also predicted an impending recession in 2023. Thankfully, this was avoided due to inflation rates slowing down. Goldman Sachs expects a more stable global economy in 2024, predicting odds of just 15% for a recession in in the next 12 months.

Technological Advancements

The manufacturing industry is constantly evolving, with new technologies emerging all the time that are transforming the way products are designed, manufactured, and delivered. To stay ahead of the curve, manufacturers are adopting new innovations such as:

Industry 4.0, the fourth industrial revolution, which is characterised by the use of cyber-physical systems, the Internet of Things, and cloud computing to create a more interconnected and intelligent manufacturing environment.
AI is being used to automate tasks, improve decision-making, and optimise processes.
Robots are being used to perform repetitive tasks, handle hazardous materials, and operate in confined spaces.
Additive manufacturing is being used to create prototypes, produce complex parts, and reduce waste.

The manufacturing industry is undergoing a period of rapid technological change. Manufacturers that are able to adopt new technologies effectively will be well-positioned for success in the years to come. However, it is important to be aware of the challenges associated with technological advancement and to develop strategies to address them. By doing so, manufacturers can maximise the benefits of new technologies and create a more competitive and sustainable future for their businesses. In an era where the manufacturing world is buzzing with phrases like “Industry 4.0” and “digitalisation,” it’s crucial to acknowledge the essential role of hands-on practical skills. While the industry transforms, one thing remains constant: manufacturing relies on the skill and expertise of those working on the factory floor.

Click here to read more on The Power of Human Skills in a Digital World.

Environmental & Ethical Challenges

The manufacturing industry is facing increasing pressure to reduce its environmental impact and operate in an ethical manner. This is due to growing public awareness of environmental issues, the importance of corporate social responsibility (CSR), and the rise of conscious consumerism. Consumers are calling for products that are produced in an environmentally and ethically responsible manner, and manufacturers are responding to this demand by adopting sustainable practices and upholding ethical standards.

To address these challenges, manufacturers are adopting strategies such as:

Transitioning to renewable energy sources, can reduce the environmental impact of manufacturing operations by eliminating the use of fossil fuels, which contribute to greenhouse gas emissions. Renewable energy sources such as solar, wind, and geothermal power are becoming increasingly affordable and efficient, making them a more attractive option for manufacturers.
The manufacturing industry is reliant on a global supply chain, and it is important for manufacturers to ensure that they are sourcing their raw materials from ethical and sustainable sources.
Manufacturers can play a role in promoting responsible consumption by educating consumers about the environmental and ethical impacts of their purchasing decisions. They can also partner with retailers and other stakeholders to develop programs that encourage consumers to reduce their consumption of harmful products and to recycle and dispose of their waste responsibly.

The manufacturing industry stands at a pivotal moment in 2024, navigating both challenges and opportunities. While supply chain disruptions, labour shortages, and inflation pose significant hurdles, the industry is also witnessing a resurgence of re-shoring, the rise of Industry 4.0, and a growing emphasis on sustainable practices.

To overcome these challenges and capitalise on the opportunities, manufacturers must adopt a strategic approach that embraces innovation, collaboration, and adaptability. By leveraging advanced technologies, fostering a skilled workforce, and prioritising sustainability, manufacturers can position themselves for long-term success in the ever-evolving manufacturing landscape.

General Manufacturing team welcomes new Recruitment Consultant, Sam Proctor

E3 Recruitment — 04/07/2023

Last month, we had the pleasure of welcoming Sam Procter, an exceptional Recruitment Consultant, to our esteemed General Manufacturing team at E3 Recruitment.

Under the guidance of our Associate Director, Matt Booth, in our General Manufacturing team, Sam has dedicated his first month to in-house training, preparing himself to effectively address the staffing needs within the General Manufacturing sector.

Continue reading to learn more about Sam and the crucial role he plays at E3 Recruitment!

Could you please share some insights into your background and how you got started in recruitment?

Prior to joining the recruitment industry, I worked in car sales. Recognising my talent for building strong relationships with customers, several people suggested that I explore a career in recruitment. A friend of mine recommended I reach out to Matt Booth, who happens to be acquainted with him. After a call with Matt, we immediately clicked, and here I am a few months later, thriving in this exciting field.

What are the key qualities and skills you believe are essential for success as a recruiter?

As mentioned earlier, my ability to connect with people is a significant strength. Building more than just a transactional relationship with my customers has always been my priority, resulting in many returning with their family members or friends. It's the sincerity in my approach that makes a real difference and establishes trust, which is invaluable.

How do you establish and nurture relationships with clients and candidates? What strategies do you employ to maintain strong long-term connections?

I firmly believe that sincerity is the foundation of any successful relationship. By genuinely understanding and empathising with their perspectives, I gain insight into their needs and motivations. This sincerity shines through in my interactions, building trust and fostering lasting connections.

Can you walk us through your process for identifying and evaluating potential candidates? What criteria do you use to determine whether someone is a good fit for a particular role?

When evaluating potential candidates, I prioritise qualifications and carefully review their job history, extracting as much information as possible from their CVs. During phone conversations, I delve deeper to understand their reasons for leaving previous positions and what they seek in their future roles. It's crucial for me to gain a comprehensive understanding of their personality to ensure the best possible fit.

How do you stay updated with changes in the job market and industry trends? What strategies do you employ to incorporate this knowledge into your work?

Although I'm relatively new to the industry, I actively seek knowledge by engaging in office conversations and eagerly asking questions. Additionally, I've started utilising LinkedIn to broaden my understanding, even though I'm still learning the ropes.

How do you handle challenging situations in recruitment, such as dealing with candidates who aren't a good fit or managing conflicts between clients and candidates?

In challenging situations, I believe in the power of honesty, albeit delivered tactfully. Transparency can often pave the way for unexpected opportunities that might not have been evident initially. Thus, maintaining an open mind is crucial during such instances.

Could you share an example of a highly successful recruitment campaign you've led? What strategies did you employ to achieve this success?

While I may not have an extensive track record yet, I did have the privilege of filling a role and even creating a new one simultaneously. I presented several exceptional candidates for a production operative role, and the client was so impressed by two of them that they offered one the position and created a new role specifically for the other. Thus, a single vacancy resulted in the placement of two outstanding candidates.

How do you strike a balance between filling open positions quickly and ensuring the right candidate is selected for the job?

Conversations are key. I engage in numerous conversations every day and diligently take notes. This approach enables me to refer back to previous conversations when new roles become available, expediting the process of filling positions without compromising on finding the right candidate.

What advice would you give to someone starting a career in recruitment?

The advice I offer would largely depend on the company you join. In my experience at E3R, I've found that everyone is more than willing to help one another. It's a true team effort, supported by experts in various departments such as finance, payroll, marketing, compliance, and an exceptional training manager like Ross, who provides guidance during the initial weeks.

How do you measure your success as a recruiter, and what metrics do you use to evaluate your performance?

Success, to me, is measured by the number of positive and successful interactions I have with candidates and clients. Each meaningful connection I make drives me further toward achieving my goals.

If you are seeking a company that fosters both professional and personal growth, equipping you with the necessary tools to achieve success, E3R might be the perfect place for you.

At E3R, our current standing is owed to the dedicated individuals who contribute to our success. As we continue to expand, we actively seek talented individuals to join our teams. Whether your expertise lies in recruitment, finance, marketing, compliance, or training, we warmly welcome your interest in exploring the possibilities of joining our organisation.

To get a glimpse of life at E3R, feel free to visit our Instagram page here or check out our LinkedIn profile here.

E3R partners British Precast and Mineral Products Association team-up to accelerate drive to net zero

E3 Recruitment — 14/01/2022

E3R partners British Precast and Mineral Products Association (MPA) have joined forces in one association to represent Britain’s concrete producers and accelerate its journey to beyond net-zero carbon emissions.

British Precast, whose members include manufacturers of concrete masonry, paving slabs, structural sections, and drainage systems, has merged with the Mineral Products Association (MPA), which represents all the UK’s cement makers, over 90% of aggregates producers, and more than 70% of ready-mixed concrete suppliers.

E3R’s Construction Materials & Modular Team is a specialist provider with a dedicated focus on the supply of materials to manufacture end products, which is why they have been an Associate Member of British Precast for the last four years. In this time E3R have attended industry events including exhibitions and conferences, seminars, dinners and awards, where they build relationships with fellow members and help them with their talent management solutions and recruitment requirements for permanent, temporary and contract roles.

The merger gives the British concrete industry a single voice, with the sector’s advocacy vehicle – UK Concrete – driving forward a common agenda to set the record straight about concrete’s role in sustainable construction and address the challenges of climate change.

The UK concrete and cement industry has already reduced absolute carbon emissions by 53% since 1990 – faster than any other sector of the economy – and the merger will unite the sector behind its ambitious ‘Roadmap to Beyond Net Zero’ by 2050.

Concrete is the only structural material whose raw ingredients are sourced from within the UK, and, over the whole life of a building, concrete outperforms the alternatives economically and environmentally.

E3R Director James Soden commented: “Having worked closely with British Precast and MPA for the last four years we know how much value these two associations bring to the industry we serve. It makes perfect strategic sense that the two should join forces to become a powerhouse the industry lead the way in driving the industry towards its net-zero goal.”

Nigel Jackson, chief executive officer of the MPA, said: “This is a landmark moment in the evolution of the UK concrete industry which is already a global leader in terms of decarbonization, recycling, and biodiversity enhancement. Now, more than ever, the concrete industry must work hand in glove to promote the essential role this amazing and under-appreciated material plays in our economy and our quality of life.

“Mitigating the industry’s environmental impacts whilst delivering solutions that help people to adapt to climate change is an important balance to be struck. With the entire sector united and pulling in the same direction, we are better able to achieve our shared goals.”

Alan Smith, who retires as President of British Precast, said: “British Precast has been affiliated with the Mineral Products Association for the past decade and the successful relationship we have built has given our members the confidence to fully support this merger. Coming together enables the industry to operate more strategically, rejuvenating our determination to rise to the challenges of climate change and emphasize the importance of our industry in climate adaptation.”

Two new MPA product groups have been formed as a result of the merger – MPA Precast and MPA Masonry. Along with existing MPA product groups, especially The Concrete Centre and British Ready-Mixed Concrete Association (BRMCA), the combined trade association has unparalleled breadth and wealth of concrete expertise.

If you are interested in finding out how E3R’s Construction Materials & Modular Team can assist you with their range of talent management solutions or can help you find your next role please call on 01484 645 269 or email info@e3recruitment.com.

Meet Thomas Chant, Recruitment Consultant in the Automotive and Fleet Team

E3 Recruitment — 18/11/2021

E3 Recruitment is excited to have welcomed Thomas Chant who has joined the Automotive and Fleet Team, which has a proven track record of sourcing and placing talented individuals into a wide range of senior engineering roles and fleet management jobs within the industry. Tom has had a fascination with the automotive industry since being a child, which led him to study for and complete an automotive degree, so recruiting for the industry he is passionate about was the perfect career fit.

Below we find out more about his new role, why he wants to work within recruitment and more about him:

As a Recruitment Consultant, what’s your role and responsibilities?

My responsibilities include a variety of things such as building relationships with both clients and candidates, preparing CVs for clients and effectively liaising between the candidate and client in regards to the process of an application. Another main responsibility I think is developing a good understanding of client companies, their industry, work culture and environment, then using this information to headhunt and approach suitable candidates to fill the client’s vacancy, while building relationships between both clients and candidates.

What did you do beforehand and where?

Before E3R I was in sales for a few years, working as a Sales Executive for the industrial sales side of oil at Millers Oils. Before that, I was a Sales Executive for Virgin Media.

What attracted you to a career in recruitment?

The fact that this type of role can be very rewarding, being able to help find people a role in which they can excel and progress, and also vice versa, being able to speak and listen to a company’s needs and finding them the perfect candidate helps the company move forward as well.

What do you like most about E3R?

E3R has such a supportive team of staff, whether you work in different sectors or not, everyone is available on hand to help with even the slightest issue you may have. Having the ability to learn from different people in different roles really gives a good perspective on how well the team support each other. E3R has a strong presence in the industry, and along with support and mentoring from my manager, I’ve been able to bring on four clients of my own.

How have your first three months been?

My first three months have been really busy but in a manageable way, I’ve not been given anything more than what I have felt comfortable with, I have learnt lots from various bits of training and just talking to the staff and really starting to get stuck in. I am really enjoying how things are going!

What are you most looking forward to?

Continuing to bring on my own clients and build working relationships with them, as well as with candidates to ensure I am the first point of contact when a client needs a candidate and also when a candidate needs a job.
I’m excited about how things are going to progress for me here!

What is your main goal at E3R?

To eventually build up a decent client base and have a good rapport with both clients and candidates to ensure smooth communication between the two.

What do you like to do outside of work?

Mostly I enjoy spending time with friends and family when I can. I’m currently renovating parts of my house so a lot of DIY at the moment. I also enjoy a lot of sports including Motorsports like F1, as well as Boxing and of course Football – I’m a Bristol City Fan.

Can you tell me a fun fact about yourself?

Sounds really boring but I can’t think of one. Not a fun fact per se, but I have serious Arachnophobia, I can’t stand spiders in the slightest.

What would you say to anyone looking to start their career in recruitment?

Do it! Having never worked in recruitment before it was a step into the unknown for me but I can honestly say I’m very much enjoying it, the idea of every day you can be discussing something new with someone new makes every day exciting!

E3 Recruitment is an award-winning engineering and manufacturing recruitment agency with big growth ambitions. We have continued to grow each year, and we have a number of opportunities available to join our teams. To find out more about what life is like working for E3R, click here and to discuss any opportunities we have then call our office on 01484 645 269 or email cv@e3recruitment.com

E3 Recruitment continue to support Manufacturing in Yorkshire

E3 Recruitment — 08/06/2020

E3 Recruitment (E3R) is at the forefront of manufacturing and engineering recruitment in Yorkshire and the UK, offering both our clients and candidates a wealth of knowledge and dedicated industry experience.

Over 90% of the manufacturing businesses E3R works with are British owned, and we are proud to support British industry by sourcing and delivering world-class talent for our clients, via our range of talent management solutions.

The pandemic is up there as one of the biggest challenges that industry has faced, with workforces being shielded from a virus which brought the country to a stand-still and has changed the working world forever.

We for one have seen more clients than ever utilising E3R’s on-line candidate screening and onboarding software, to maintain candidate engagement whilst providing a positive, yet rigorous experience for all.

We have also played a pivotal role in supporting vital industries at this time. By supplying Permanent, Temporary and Contract personnel, across the following key sectors; Food, Energy, Transport/Automotive, Chemical, Pharmaceutical, Defence and associated supply chains.

Examples of our support, include but are not limited to overseeing the recruitment of INEOS’s new hand sanitiser plants, supporting Morrisons manufacturing sites to feed the nation and sourcing power supply companies across the UK for the Nightingale hospital projects.

We have also brought manufacturers together by hosting several Furlough/Employee Retention Scheme virtual meetings, with other topics including mental health, what the future looks like, and how to plan and leading teams effectively whilst working remotely.

Our passion extends to addressing the UK skills gap, where for the past 8 years we have played an instrumental role in promoting the industry and STEM subjects to young people, advising them on the opportunities and careers that are open to them by delivering engaging school assemblies, and working collaboratively with manufacturers.

Earlier this year E3R hosted a Made Equal event to encourage inclusivity and diversity in the sector with the aim of increasing productivity, profitability and future-proofing workforces within manufacturing by sharing best practice.

The changing employment landscape will present challenges and opportunities for everyone, but E3R will work in partnership with manufacturing and engineering businesses to help them stay agile and provide the talent solutions needed to help build further confidence in British Manufacturing

Free Webinar: Attracting & Retaining Top Talent - Employer Brand Marketing

E3 Recruitment — 06/06/2023

Register here:https://events.teams.microsoft.com/event/89ae7a9a-e22a-4662-9157-16db8da1b431@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Join E3 Recruitment for an insightful webinar on "Attracting and Retaining Top Talent in Manufacturing". In this session, we will explore the best practices for identifying, attracting, and retaining top talent in the manufacturing industry.

Manufacturing is a critical industry that powers economic growth and technological advancement, but finding and retaining top talent can be a challenge. In this webinar, our experts will share their insights and experience on how to build a strong talent acquisition and retention strategy that will help you attract and retain the best candidates.

We will cover a range of topics including the importance of employer branding, creating an engaging candidate experience, leveraging technology for recruitment, and developing a comprehensive employee retention plan. Our panelists will also share their thoughts on the current trends and challenges facing the manufacturing industry, and how to stay ahead of the curve when it comes to talent management.

Whether you are an HR professional, hiring manager, or business owner in the manufacturing industry, this webinar is a must-attend event for anyone looking to build a high-performing team. Don't miss this opportunity to learn from our experts and gain valuable insights that will help you take your talent management strategies to the next level. Register today!

Register here:https://events.teams.microsoft.com/event/89ae7a9a-e22a-4662-9157-16db8da1b431@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

The Corporate Sustainability Due Diligence Directive

E3 Recruitment — 06/03/2024

Sustainability goes beyond just climate, and the role that businesses play in protecting both the environment and supporting broader issues such as human rights has caught the attention of politicians, investors, consumers, and other stakeholders. In December 2023, the European Council and Parliament reached a provisional agreement on the Corporate Sustainability Due Diligence Directive (CS3D), after an 18-hour session.

Almost two-thirds of manufacturers have Environmental, Social and Governance (ESG) targets for their business, a 48% increase since 2021. However, four in ten are not aware of how their suppliers are performing against these conditions.

The CS3D is mandatory human rights due diligence legislation which aims to enhance the protection of the environment and human rights in the EU and globally. This new legislation will apply to EU companies with 500+ employees and a worldwide turnover of more than €150m, as well as smaller companies in a select few 'high-risk' sectors, including food manufacturers and traders of raw agricultural material if they have 250+ employees and a worldwide turnover of over €20m in that sector. It will also apply to non-EU companies with equivalent turnover in the EU.

What this means for our clients:

Companies must identify potential and actual negative human rights and environmental implications connected to their operations, subsidiaries, and business partners operating within their supply chain. If real and/or potential impacts are identified, companies must take measures to prevent or mitigate potential impacts, as well as end or minimise impacts.

The agreement reinforces the access to justice for persons affected. It establishes five years to bring claims by those concerned by adverse impacts (including trade unions or civil society organisations). It also limits the disclosure of evidence, injunctive measures, and cost of the proceedings for claimants.

As a last resort, companies that identify adverse impacts on the environment or human rights by some of their business partners will have to end those business relationships when these impacts cannot be prevented or ended.

For companies that fail to pay fines imposed on them in the event of a violation of the directive, the provisional agreement includes several injunction measures and takes into consideration the turnover of the company to impose pecuniary penalties (i.e. a minimum maximum of 5% of the company’s net turnover). The deal includes the obligation for companies to carry out meaningful engagement including a dialogue and consultation with affected stakeholders, as one of the measures of the due diligence process.

"E3 Recruitment, in alignment with its commitment to ethical and professional recruitment practices, collaborates closely with key organisations such as the Association of Labour Providers, Responsible Recruitment Toolkit, Stronger Together, and the Gangmasters Labour Abuse Authority.

This strategic engagement ensures that the company remains at the forefront of ethical recruitment and labour supply. By adhering to the guidelines set forth by these entities, E3 Recruitment provides assurance to its clients that their recruitment supply chain is compliant with both UK and EU legislation, safeguarding against any violations of Human Rights or Labour Exploitation laws."

- Joe Brownbill, Head of Legal & Compliance

Next steps

The final text of the directive must be agreed upon and then endorsed and by both the Council and Parliament. The Directive is expected to be signed before EU elections, which take place in June 2024.

Once signed, the Directive needs to be transposed into national law by the EU member states. The member states are expected to have two years for transposition. Therefore, it is expected that company obligations will begin in 2027.

Even though these rules aren't expected to apply until 2027 - there is a lot that can be done now to ensure compliance when that time comes.

Faye Skelton, Head of Policy at Make UK said: “Manufacturers are raising their ambitions and commitments to ESG as the issue moves beyond solely issues relating to human capital. Customers, suppliers, investors, and employees are now increasingly expecting that companies make the issue as core to their strategy as any other business objective.

“It’s now clear that ESG is becoming more than a ‘nice to have’ and rapidly rising the boardroom agenda. As a result, those companies getting ahead of the game will have a competitive advantage and those who have yet to take action risk being shut out of supply chains.”

Clients can begin by heat mapping key environmental and human rights risk areas, then assess their current due diligence processes, how they onboard suppliers etc. This will help identify red flags early on, and ensure suppliers comply with a code of conduct prohibiting certain activity, and allow the business to terminate the relationship if environmental and human rights risks can't be mitigated.

Key Takeaways

CS3D is a mandatory legislation focusing on human rights due diligence for EU companies with 500+ employees and specific high-risk sectors, including food manufacturers.
The CS3D not only applies to EU companies but also extends its reach to non-EU companies with equivalent turnover in the EU, emphasising a global approach to environmental and human rights protection.
Companies must proactively identify and address potential negative human rights and environmental implications within their operations, subsidiaries, and supply chains. If adverse impacts are identified, measures must be taken to prevent, mitigate, or, as a last resort, terminate business relationships.
The agreement establishes a five-year period for affected parties to bring claims, enhancing access to justice. It also imposes penalties, including pecuniary penalties based on company turnover, for those failing to comply with the directive, reinforcing accountability.
Despite the directive taking effect in 2027, clients can take proactive steps now. Initiatives such as heat mapping key risk areas, evaluating current due diligence processes, and ensuring supplier compliance with a code of conduct will help identify and address potential issues early on, ensuring smooth compliance in the future.

The Corporate Sustainability Due Diligence Directive represents a significant step forward in ensuring that businesses are prioritising the protection of both the environment and human rights.

The directive emphasises the importance of proactive identification and mitigation of potential negative impacts on human rights and the environment throughout the entire supply chain. By holding companies accountable for their actions and imposing penalties for non-compliance, the CS3D reinforces the notion of corporate responsibility and accountability.

Although the directive is set to take effect in 2027, the importance of early action cannot be overstated. Clients are encouraged to begin assessing their operations and supply chains, identifying key risk areas, and implementing necessary measures to ensure compliance with the CS3D. By taking proactive steps now, businesses can demonstrate their commitment to ethical and sustainable practices, ultimately contributing to a more just and environmentally conscious global economy.

E3R supports International Women in Engineering Day

E3 Recruitment — 23/06/2022

As today is International Women in Engineering Day we have been speaking with our clients and women within their organisations to discuss their journeys as women in engineering and what the industry can do better to attract more women into STEM careers.

Recruiting a diverse workforce is now at the top of many HR professionals’ to-do lists, and implementing practices is not only socially responsible but also makes organisations more appealing to potential employees. We have witnessed a direct link between DEI, business performance, innovation, and staff retention in recent years.

This is why we have been working hard with several our clients to better improve their employer proposition and helping them source and retain a more diverse workforce.

Nerys Finch, Head of HR for Nufarm UK, has said that one of the most important things we can actively do to attract more women into engineering as employers are to create partnerships with educators so that at every level, they are aware of the variety of roles in STEM and how the modern workplace or site looks; exciting and innovative. Developing partnerships with local schools is invaluable to develop programmes to increase awareness and provide real-life experience and role models that young females can look to.

Chen Liu, Document Controller for Sulzer Services, has been working for Sulzer for over 10 years and has been part of many successes within the company. Starting as a Document Controller, Chen secured her role based on the transferable skills she had gained through the previous experience without having ever worked as a Document Controller previously.

Speaking to Chen about attracting more women into STEM subjects, she says ‘There are more and more women in these sectors now, I love that this is changing. We need more women in these industries. There aren’t enough women though. Employers and Educators need to be visiting schools and speaking with girls to make them more aware of engineering opportunities and get them more involved’.

Speaking with Sulzer’s Service Centre Manager Sally Hall, she also mirrored Chen’s thoughts about getting more young women into engineering, ‘Start at the beginning…. get into schools, promote your business, attend careers fairs, and take the time to invest in young people’. Asking Sally what advice she would give to women considering a career in engineering, she said ‘You can do it! We need a more equal mix of gender to make businesses work. Men and Women look at things differently and as a team can make great things happen.’

Sally is a great example of how investing in young people can really drive our industries forward, having started on a youth training scheme in a Design Engineering department, Sally has had a brilliant and inspiring journey leading her to where she is now, ‘I started work in an Engineering Design department at 17 as a Trainee Design Engineer working for a gearbox manufacturer. I went to college/university part-time to study whilst working.’

‘My career progressed, and I went down the more commercial route, taking various positions in technical sales and then onto supervising the teams. I moved into a managerial role in a heavy engineering service business and then into a service centre management role. I then moved to Sulzer, first taking Head of Customer Service, and then progressing to Service Centre Manager and managing the Sulzer Leeds Service Centre.’

Having always loved maths and physics, Tyra Jones (Planning Supervisor) has always been a practical person and joined the dots, knowing that women were highly sought after in the engineering industry, and pursued a career through an apprenticeship with Sulzer.

Talking to Tyra about her greatest achievements, she says ‘My biggest learning curve and challenge has been progressing to a supervisory role when I am so young and managing people that have worked in the industry/department a lot longer than me was very nerve-racking and probably one of my biggest challenges so far. Naturally worrying about the impression I will make and making sure I am respected by my team whilst also learning on the job.

I have always liked a challenge and I like new things to learn. Planning is forever evolving and innovating, it’s always a challenge and no two days are the same. That’s what I love about it and because our department is always looking to improve it’s a very nice feeling to help the business grow and be part of positive change.’

Tyra’s advice for young women looking to start in engineering ‘Go for it, you have nothing to lose, be confident and the sky’s the limit. You can make it whatever you want, you need to have faith in your own ability and not to be scared to challenge. Engineering isn’t just maths and physics – there are so many different types of engineering and there are so many different roles within the engineering industry. Jobs like Planning, Scheduling, Finance, Tendering, Procurement, Projects, the opportunities are endless.’

Natalie Hodgson, HR Business Partner for Sulzer Services adds, “As a business, we are recognising more and more that local partnerships and a high level of exposure to people at a young age are very important to future proof our industry. Encouraging young women to consider the many opportunities within Manufacturing for individuals with a variety of interests and skillsets is crucial to both buildings our brand as a potential upcoming employer, but also ensuring that we engage with exciting talent at an early stage. This year has been a turning point for us; Our work with events such as Leeds Manufacturing Festival and GirlTech have shown us the bright, engaging and determined young women and men that will make up our workforce of the future.”

As part of who we are as a business, supporting the industries we work in and support through different initiatives is hugely important to us, along with shining a light on brilliant people and the journeys they have gone through to get to where they are today. Attracting more women into engineering roles will be a long process, but we’re positive that through strong partnerships and bringing more awareness to the types of roles available to not only young women but young people, in general, will ensure a strong future for our industries.

Celebrating Women in Engineering Day: Embracing Diversity and Inclusion in Manufacturing

E3 Recruitment — 19/06/2024

On Women in Engineering Day, we celebrate the remarkable contributions of women in engineering and highlight the vital role of diversity and inclusion in the manufacturing industry. Diversity and inclusion aren't just buzzwords; they are crucial for driving innovation, productivity, and overall success. Embracing diversity means valuing differences in gender, ethnicity, age, and background. Inclusion is about creating a workplace where everyone feels respected, valued, and empowered to contribute their unique perspectives.

Current State of Diversity in Manufacturing

The manufacturing sector in the UK is a diverse landscape, ranging from global giants to small family-owned businesses. Yet, the industry still struggles with significant challenges related to diversity and inclusion.

Women are underrepresented in professional and leadership roles in manufacturing. Ethnic minorities face barriers to advancement, with limited representation in senior management and board-level positions. Traditional stereotypes about manufacturing and manual labour have hindered efforts to build a more inclusive workforce.

Persistent gender, age, and ethnicity imbalances create obstacles to a truly representative workforce. Unconscious biases and systemic barriers impede the advancement of underrepresented groups. Limited access to training and development opportunities restricts the growth of diverse talent.

More manufacturers are recognising the strategic importance of diversity and inclusion. Targeted recruitment strategies, mentorship programs, and diversity training can help address representation disparities. Diverse perspectives and experiences can drive innovation, enhance problem-solving, and improve business performance.

Our approach to Supporting Diversity, Inclusion, and Equality in Manufacturing

E3 Recruitment recognises the importance of fostering diversity, inclusion, and equality within the manufacturing sector and is committed to supporting manufacturers in creating a more diverse and inclusive workforce. Here are some ways in which E3 Recruitment can support manufacturers in their journey towards greater diversity, inclusion, and equality:

Tailored Recruitment Strategies

E3 Recruitment collaborates closely with manufacturers to develop recruitment strategies that prioritise diversity and inclusion. By understanding the unique needs and goals of each organisation, E3 Recruitment helps attract a diverse pool of candidates and promotes inclusive hiring practices. This ensures that manufacturers can tap into a wide range of talents and perspectives.

Diversity Training and Education

To build more inclusive workplaces, E3 Recruitment provides training and education sessions on topics such as unconscious bias, inclusive leadership, and creating a culture of diversity. By raising awareness and providing tools to address bias, E3 Recruitment supports manufacturers in cultivating an environment where all employees feel valued and respected.

Candidate Sourcing and Outreach

E3 Recruitment has access to an extensive network of candidates from diverse backgrounds. They assist manufacturers in reaching out to underrepresented groups, proactively sourcing candidates from diverse talent pools. This approach enhances diversity and inclusion efforts, ensuring that all voices are heard within the organisation.

Diversity Metrics and Reporting

Establishing diversity metrics and reporting mechanisms is crucial for tracking progress toward diversity and inclusion goals. E3 Recruitment works with manufacturers to analyse data and measure outcomes, helping organisations identify areas for improvement and celebrate successes in promoting diversity and equality.

Partnership with Diversity Organisations

E3 Recruitment collaborates with diversity organisations, community groups, and industry associations to promote diversity and inclusion within the manufacturing sector. By fostering partnerships and engaging with external stakeholders, E3 Recruitment supports manufacturers in creating a more inclusive industry ecosystem.

Continuous Support and Guidance

E3 Recruitment provides ongoing support and guidance to manufacturers in their diversity and inclusion journey. Offering resources, best practices, and expert advice, E3 Recruitment assists organisations in implementing sustainable diversity initiatives and fostering a culture of equality.

Through these initiatives and collaborative efforts, E3 Recruitment aims to empower manufacturers to embrace diversity, promote inclusion, and champion equality in the workplace. By working together towards a more diverse and inclusive manufacturing sector, E3 Recruitment and manufacturers can drive positive change, enhance organisational performance, and create a more equitable future for all employees.

E3R Chemical and Pharmaceutical division announced as platinum sponsors for CATCH UK Annual Awards Dinner 2023

E3 Recruitment — 03/05/2023

We are excited to announce that E3R's Chemical and Pharmaceutical recruitment division will be the platinum sponsor for the upcoming CATCH UK Annual Awards Dinner. The event will take place on May 25th at the DoubleTree by Hilton Forest Pines Spa & Golf Resort in Lincolnshire and has become a highly anticipated highlight of the industry's event calendar.

For many years, the CATCH UK Annual Awards Dinner has been a prominent feature in the industry, celebrating the remarkable accomplishments of businesses, individuals, and organisations in the process, energy, engineering and renewable industries. The event offers a platform for these companies to celebrate their achievements, network with peers, and exchange innovative ideas.

As a long-time partner of CATCH UK, we understand the value that they bring to the industry and are proud to support their exceptional work. This sponsorship is a great way to contribute to their mission of fostering the growth and development of future talent.

James Travis, Associate Director, said, "We are proud to support the CATCH UK Annual Awards Dinner 2023 as the platinum sponsor. This event provides a fantastic opportunity for businesses in the chemical and process industries to connect, celebrate their achievements, and exchange new ideas. We believe in investing in the future of the industry and are honoured to support CATCH UK's mission."

What does CATCH UK do?

CATCH UK is a training provider and membership association led by the industry for the process, energy, and engineering sectors. They offer comprehensive training and support to businesses and individuals. Enabling them to stay competitive in a constantly evolving global market. The organisation operates the National Centre for Process & Manufacturing, a state-of-the-art facility in partnership with Reynolds Training Services. Reynolds Training Services offers a highly regarded apprentice scheme in the Yorkshire and Humber region. The centre features impressive facilities, including a live three-story process plant with a control room, tank farm, and process simulator. Furthermore, the centre also holds a Skills Enhancement Centre, access zone, CompEx zone, and confined space entry zone. As advocate's for the industry, CATCH UK engages with policymakers, stakeholders, and regulators to promote the interests of the sector.

How to get involved with CATCH?

If you would like to connect with CATCH or discuss potential partnerships, please email our partnerships team at marketing@e3recruitment.com.

E3R's Chemical and Pharmaceutical Recruitment division is the proud platinum sponsor of the CATCH UK Annual Awards Dinner 2023. We look forward to celebrating the brilliant industries we work in and catching up with clients, and our brilliant partners at CATCH UK.

Insights from the Manufacturing Growth Report 2024 From Made in Group

E3 Recruitment — 16/04/2024

The recent Manufacturing Growth Report 2024 by our partner Made in Group sheds light on the remarkable growth and optimistic outlook of industrial businesses in the Midlands and Yorkshire. At E3 Recruitment, we resonate with the insights presented in the report, as they align closely with our daily interactions with the sector.

Key Insights:

In the next 12 months, 36% of businesses expect high growth (>20%), while 39% anticipate moderate growth (20%).
Strategies for managing business costs in 2024 include reshoring production (12%), subcontracting/outsourcing (52%), establishing production in lower-cost locations (18%), and reducing headcount (3%).
Over the past year, 27% of businesses experienced high growth (>20%), with another 27% reporting moderate growth (20%).
Most respondents in the survey held director-level positions (83%), with smaller percentages in marketing (5%), purchasing (1%), and sales management (11%) roles.

According to the report, industrial businesses in the Midlands and Yorkshire have showcased remarkable growth, with three in four companies expecting double-digit growth over the next 12 months. Additionally, 63% of manufacturers conduct regular formal risk assessments to proactively manage challenges, while one in three have established succession plans with clear processes in place.

The report underscores the sector's ability to innovate and overcome challenges, such as supply chain disruptions and political uncertainties, to achieve significant growth. This resilience and optimism displayed by manufacturers highlight their capacity to navigate uncertainties and drive future growth, qualities that we actively seek in the candidates we recruit for our clients.

Succession planning is a critical aspect for manufacturing companies looking to sustain their growth trajectory.

James Soden, Director of E3 Recruitment, emphasises our dedication to supporting manufacturing companies in navigating challenges and driving growth: “We understand the importance of helping manufacturing companies identify and develop talent that can navigate uncertainties and drive future growth. By partnering with businesses to address succession planning and talent acquisition strategies, we contribute to their long-term success, and urge manufacturers to start developing succession plans.”

Geopolitical events and elections have a significant impact on the manufacturing sector, emphasising the need for strategic workforce planning. The report's spotlight on these factors underscores the importance of aligning talent strategies with the ever-changing industry landscape. At E3 Recruitment, we provide tailored recruitment solutions that meet the evolving needs of our clients, enabling them to build resilient teams capable of thriving in changing environments.

Our Key Recommendations:

Establish talent pipelines to proactively identify and nurture potential candidates for critical positions within the organisation.
Utilise mentoring and coaching programs to prepare successors and transfer knowledge internally, fostering a culture of continuous development.
Adopt a dual approach that combines internal talent growth with external recruitment for critical leadership positions, ensuring a balance of industry knowledge and specialised expertise.
Implement formalised leadership development programs to groom future leaders and ensure a smooth transition in leadership roles.
Organise succession planning workshops and training sessions to educate employees on the importance of leadership continuity and succession planning.
Evaluate and review legal structures within the organisation to facilitate effective succession planning and ensure a seamless transition of leadership.
Recognise the need for structured approaches to leadership continuity and succession planning, even in the face of talent development challenges.

The Manufacturing Growth Report 2024 from Made in Group highlights the resilience, adaptability, and growth potential of industrial businesses in the Midlands and Yorkshire. By embracing innovation, strategic planning, and talent development, manufacturers can position themselves for sustained success in an increasingly competitive market.

Chemical & Pharmaceutical Recruitment team welcomes new Senior Recruitment Consultant, Sean Turner

E3 Recruitment — 18/08/2022

Over the last year, our Chemical & Pharmaceutical Recruitment Division has grown significantly. Welcoming several new consultants and opening a new office in London dedicated to supporting our pharmaceutical clients in the south of the UK.

Recently we welcomed new Senior Recruitment Consultant, Sean Turner to the team. Sean will be working alongside Business Sector Manager, James Travis, to provide support in recruiting the best chemical and pharmaceutical engineering, manufacturing, and project talent across the industries.

As always, we enjoy getting to know our new starters and catching up with them to see how their first few months have been. Read below to find out more about Sean and his role within E3 Recruitment.

Can you give us some background on your career and what led to you joining E3 Recruitment?

Before joining E3R, I followed in my Grandads footsteps of becoming a chef working in accoladed kitchens across Yorkshire.

My start in recruitment began when a previous Head Chef of mine had reached out to me as he and his business partner had begun their own recruitment business, from that moment on I have been working in recruitment and haven’t looked back since.

After working for 6 years for the company, I knew I wanted to find a new challenge to progress my career in the future. When I saw that E3 was recruiting I didn’t hesitate to send my CV across and was lucky enough to join the team!

Tell us something interesting about yourself!

Within my time of being a chef, I was lucky enough to have worked with and met a range of celebrities such as James Martin and The Hairy Bikers, I even cooked breakfast for Sir Patrick Stewart!

How has your first month been?

My first month at E3R has flown by! From walking into the office on my first day I was already made to feel like I was a part of the team as everyone was so friendly and gave me loads of guidance and support.

The welcome packs, in-house training and opportunities for future growth was already demonstrated within my first couple of weeks. I am excited to push myself to see what I can achieve with the support & professionalism I have already been shown from all members of the E3R team.

Tell us about your role and responsibilities in the Chemical & Pharmaceutical Recruitment team.

I have a very hands-on role working at E3 recruitment and look after all aspects of a recruitment process from assisting candidates in finding them their dream job to also building new relationships with Hiring Managers and assisting wherever they may be struggling within their recruitment.

To be able to accomplish this, it is all about understanding and listening to what both the Client and candidates are searching for. The next stage is to utilise our extensive in-house database, specialist marketing department and advertising platforms to find the perfect match but that’s not the end. From there I also make sure to keep all parties updated on a regular basis including checking in on any successful placements to see how the Hiring Manager and candidate are settling in with their new position but also ask how they are, innkeeping with building a strong relationship with all parties.

What aspects of your role are you most excited about and what are you looking forward to?

In my role, I am looking forward to gaining a better understanding of recruitment within the Chemical & Pharmaceutical industry, however saying that within my first month I have already noticed my knowledge increasing with the brilliant support of our Business Sector Manager, James Travis. I also can’t wait to get more involved with speaking and building future relationships with both candidates and clients.

What would you say to anyone looking to start their career in recruitment and why?

Recruitment is a very rewarding industry to be involved in, for anyone looking to get started I would highly recommend it, you will be a part of a close-knit team who you’ll build great friendships with.

There is so much potential for career growth, every day you will learn something new, as not one day is the same as before.

Are you interested in joining a company that will guide you to develop both professionally and personally by providing you with all the tools needed to become successful? Then E3R might just be the place for you.

E3R wouldn’t be where it is today without the people that make it happen. As we grow year by year, we are always looking for talented individuals to join our teams. If you are looking for a new opportunity in recruitment, finance, marketing, compliance, or training, we are always open to hearing from you to see where you could fit best!

To find out what life Is like at E3R, take a look at our Instagram here, or visit our LinkedIn page here.

Employee Spotlight: Jennie Butler, Financial Controller, and her impact on E3 Recruitment

E3 Recruitment — 18/03/2022

A dedicated and valued member of our team, Jennie Butler joined E3R in late 2020 and has since made a huge impact on our teams, clients, and candidates.

Jennie is an Associate of the Chartered Institute of Management Accountants with previous experience as a Financial Controller within recruitment plus a wealth of finance and account experience spanning over 15 years. As Group Financial Controller for E3 Recruitment and HSQ Recruitment Jennie ensures clients’ requirements are met, data and figures are readily available for our directors and consultants, and that the overarching finance function is robust in all areas.

In her role as Group Financial Controller, Jennie is responsible for bringing our credit function in-house, whilst driving efficiencies and profitability across all areas of the business and subsequent balance sheet.

Outside of her role and responsibilities, Jennie is a well-respected and vital part of our team. Emily Humble, our Payroll Coordinator, says ‘The guidance and support Jennie has given me has been so important to my role, continuously supporting, helping, and mentoring me has helped me achieve my yearly goals, learn and develop in my role. Jennie also has an amazing way with our teams and clients and is so welcoming to anyone who joins or visits us.’

We caught up with Jennie to find out more about her time with E3R.

Tell us about your role within E3 Recruitment?

My role as Financial Controller is exceptionally varied, but I mainly help and guide the company from a financial perspective whilst also strategizing, providing data and facts so when decisions are made, we have all the information to hand.

What attracted you to E3R and the role of Financial Controller within the business?

As soon as I walked into the office, everyone smiled, and everyone was welcoming. The interview I had was thorough, but I instantly felt at ease with our directors and team, it made me leave thinking that this is the company for me and somewhere I thought I could grow with.

What have you enjoyed the most about your role and working at E3R?

I enjoy the fast-paced environment, working with the people I do, I appreciate being around hard-working people and being part of a great and passionate team who all want to see the company, and every one succeeds. I take great pride in seeing the people I’ve helped succeed.

Tell us about your goals within your role and what you would like to see for E3R?

There’s so much that can be done. I’ve started building strategies for the next couple of years, and I’m now building a team to ensure that we support the hard work and dedication of our consultants and business managers. In the next five years, I would like to see the same happy faces plus more, more growth, and see the lines on the graphs increase!

What would be your advice for anyone looking to join the world of recruitment in a role like yours?

Be prepared for the face paced nature, work hard and you’ll reap the rewards. E3R has a great culture, where we’re all hard-working, get on great, and take enjoyment in the work that we do. I’ve also made some great friends here at E3!

Our business is growing and so are our teams, we’re on the lookout for hard-working and passionate individuals to join our recruitment, marketing, finance, and compliance teams at all levels. If you’re looking to join a company where you feel welcomed at the first stage, please contact us on 01484 645 269 to discuss our current opportunities.

E3R welcomes seven new starters to new head quarters

E3 Recruitment — 07/07/2022

Since we moved into our new office at the beginning of February, E3R has welcomed seven new starters to its new Elland Head Quarters. Our newest team members include five Recruitment Consultants, a Training Manager, and a Digital Marketing Executive. Meet our newest team members here (left to right):

Conor Wood

Conor is a Recruitment Consultant in the General Manufacturing team. Prior to working in recruitment, he worked in Business Development within the automotive industry. Having worked in sales, Conor has great interpersonal skills. He also has experience of working in manufacturing, so this has given him knowledge of the trade jobs he recruits for.

Ryan Simms

Ryan joins the Construction Materials team within E3R as a Recruitment Consultant, supporting a number of key clients with the recruitment of maintenance engineers and managerial appointments. Prior to joining E3R Ryan enjoyed a successful career within the IT and Tech sector as a Lead Generation Manager, attaining and retaining high profile client relationships across the UK and Internationally.

Vytas Vaznys

Having previously worked within a hands-on engineering environment and over three years’ experience within an engineering recruitment capacity, Vytas brings a wealth of knowledge to E3R’s General Manufacturing division and has hit the ground running slotting into the team seamlessly.

Ross Eldon

Our new Training Manager Ross Elsdon began his career in recruitment before moving into training and development and has worked for multi-national recruiters Randstad and Search Consultancy. He is experienced in creating, implementing, developing, delivering and managing L&D programmes.

Joe Muxworthy

Following numerous years working in the automotive sector, Joe decided to move into recruitment where he now works in the white-collar General Manufacturing team. His main focus is permanent roles, recruiting for Design, Product Development and Quality Engineers, as well as Inspectors, Estimators and Sales positions.

Ellis Barraclough

Ellis joins HSQ Recruitment as a Recruitment Consultant, where he recruits for predominantly Construction roles. Ellis has previous recruitment experience recruiting for the manufacturing industry. He is passionate about working in construction, a constantly growing industry with huge capital investments.

Rosie Goodwin

Rosie is our qualified Digital Marketing Executive having received a distinction for her Level Four Digital Marketing Apprenticeship. She was previously responsible for an IT consultancy’s marketing before joining E3R’s marketing team where she leads on our social media platforms and websites.

E3R is an award-winning engineering and manufacturing recruitment agency with big growth ambitions. We have continued to grow each year, and we have a number of opportunities available to join our teams. To find out more about what life is like working for E3R, click here and to discuss any opportunities we have then call our office on 01484 645 269 or email cv@e3recruitment.com.

Kalum Downey from Kirkstall Precision Engineering Wins Future Manufacturing Leader Award at Leeds Manufacturing Festival

E3 Recruitment — 25/04/2023

Last week, the Leeds Manufacturing Festival hosted the Next Gen Awards at MPM in Leeds, bringing together manufacturers from across West Yorkshire to celebrate the next generation of talent in the industry. As part of this event, E3 Recruitment was proud to sponsor the Future Manufacturing Leader Award, which recognizes individuals who have demonstrated exceptional leadership skills and the potential to become future leaders in the field.

Tracie Norton, E3 Recruitment’s Director, awarded the winners and runners-up and expressed how inspiring it was to see the hard work and dedication of all the nominees, as well as their organisations’ drive to help their employees reach their full potential. As a business, E3 Recruitment is pleased to support events like this that offer talented individuals an opportunity to showcase their skills and abilities.

The Future Manufacturing Leader Award received excellent nominations from three fantastic companies that demonstrated a passion for supporting and developing talent within their business. We are delighted to announce that Kalum Downey from Kirkstall Precision Engineering won the award.

Kalum has become an outstanding member of the CNC turning team at Kirkstall Precision. Over the last 12 months, he has shown significant improvements in his skills as an operator and engineer. Additionally, his dependability and quality of work consistently meet the highest expectations. One of Kalum's most remarkable qualities is his leadership skills. During the first few weeks of a new team member's arrival, Kalum stepped up to guide and support them. Despite being in his final year of apprenticeship, he demonstrated clear leadership qualities that helped the new team member and earned respect from his colleagues.

Kalum's ability to take on responsibilities was also evident when he headed the department during the holiday period while the team leader was away. He confidently led the team and communicated with his peers clearly and concisely. He is approachable, knowledgeable, and good under pressure – qualities that make him an excellent team player and future leader.

Kirkstall Precision’s Managing Director, Iqbal Bahia, expressed pride in Kalum and fellow apprentice Cameron Pinder, who won second place in the Apprentice of the Year category. Bahia credited their achievements to the Kirkstall Precision apprentice academy and the passion and drive of Adam Thornton, who has led the initiative for the past five years.

Kalum's exceptional skills and achievements were recognized when he won the E3R Future Manufacturing Leader award. He expressed his joy at winning the award and thanked those who submitted his nomination, supervisor James Seed, and previous supervisor Ashley Inman for their support.

"I’m overjoyed to have won the E3R Future Manufacturing Leader award at the Leeds Manufacturing Festival Next Gen Awards. I’m thankful for the recognition I’ve received and to have been submitted for this award by Adam Thornton, Craig Dowling, and Iqbal Bahia. I hope that having received this, it will encourage existing and future apprentices that join Kirkstall Precision to know they are more than capable of achieving the same.

I couldn’t have been in the position I am today without my supervisor James Seed and previous supervisor Ashley Inman. I’ve been with Kirkstall Precision for almost 4 years, and across those years, I’ve been supported brilliantly. I’m a proud member of the Kirkstall Precision team and I’m excited to see what else I can learn from everyone in the years to come."

The second and third place were awarded to Matthew Orme from Bensons Panels and Ethan Ockerby from LBBC Technologies, respectively. Matthew distinguished himself as a respected team leader, implemented numerous initiatives, and introduced mental health first aiders to their business. His recent promotion to Operations Manager is well-deserved. Ethan showed incredible growth over the past four years and was chosen to mentor future apprentices, demonstrating LBBC’s commitment to growth.

Congratulations to all the nominees, Kirkstall Precision, and Kalum Downey for their exceptional dedication to the manufacturing industry, and thanks to all those behind the Leeds Manufacturing Festival and fellow sponsors Leeds City College, Leeds City Council, and Next Gen Makers for their continued dedication to securing a bright future for manufacturing.

International Women's Day: Increasing Gender Diversity in your Manufacturing Teams

E3 Recruitment — 04/03/2024

The importance of gender diversity in manufacturing cannot be overstated, as it fosters a dynamic and inclusive environment where diverse perspectives, talents, and experiences converge to drive progress.

Beyond representation, gender diversity in manufacturing holds the key to unlocking untapped potential, fueling creativity, and reshaping industry norms for a more progressive future.

Read our blog for information on how you can increase gender diversity in your manufacturing organisation.

What is the gender gap in UK manufacturing?

Gender stereotypes separate women and men into different occupations and economic activities. Women represent half of the labour force in the UK and account for 26% of all workers in the manufacturing sector. Women who work in the manufacturing sector earn 17% less than their male counterparts.

Women who come from non-white backgrounds and women with disabilities are one of the least represented population groups in the manufacturing industry in the UK. Women from non-white backgrounds account for 15% of the workforce, which represents just 3% of manufacturing employees. Women with disabilities (Defined in the Equality Act 2010) represented 9% of individuals in employment, they however made up for less than 1% of the manufacturing workforce.

Representation of women in UK Manufacturing occupations is markedly lower in trade occupations, with the representation being larger in administrative occupations. Let's take a look at the percentages of women working in these roles:

Lower skilled trade occupations - 9%
Process, plant and machine operatives - 23%
Managers and senior officials - 23%
Administrative and secretarial - 70%
Personal services - 55%
Sales and customer service - 49%

The digital transformation and gender diversity in manufacturing

Due to the digital transformation and recent trends, there have been mixed effects on gender diversity in the manufacturing landscape. Over the last two decades, the manufacturing industry in the UK has changed the distribution of job roles within its workforce. Despite there being labour shortages in roles such as process, plant, machine operatives and skilled trades that men typically occupy, these positions have started to see a remarkable decrease in their share of employment in manufacturing

As there is a change in skills required by manufacturers, more opportunities are being created for women to enter the industry. We are starting to see skills such as data analysis, forward-thinking and innovation become more relevant. A growing number of women who come from various backgrounds possess these skills. This trend is increased by the interaction of the digital and environmental sustainability transition, which is making the manufacturing sector more diverse.

What can I do to Improve Gender Diversity in the Workplace?

Build an inclusive workplace.

Before you even attempt to begin to hire for gender diversity, it is important to look within your business and evaluate the culture within. Think about answering these questions:

Is my company a good place to work regardless of gender?
Does the company treat people across the gender spectrum equally?

Ask your employees what they think about the inclusivity of your workplace, and then put the effort into improving your company culture continuously. By having a more inclusive culture within your business you can help build up your employer brand, resulting in being able to attract and retain a more diverse workforce.

Write better job descriptions.

You can improve gender diversity in your organisation by removing gender biases in your job descriptions. Men will apply for roles if they are 60% qualified, whereas women will only apply for a role if they are 100% qualified.

Instead of writing job descriptions that only have a list of qualifications, think about creating performance-based job descriptions. Focus on what the successful candidate would be responsible for and what they could accomplish with your company.

It is also important to avoid using gendered language, words like champion are masculine-coded, with words like polite being feminine-coded. It is vital to rethink your job descriptions with these insights in mind so you can get that one step closer to gender diversity.

Provide your team with unconscious bias training.

Unconscious bias' exists in all of us, whether we are aware of it or not. We must begin to recognise them to overcome them in the recruiting and hiring process. Think about the bias that first impressions can carry throughout the recruitment process.

Biases can go both ways as men are usually questioned about their interests in jobs that are dominated by women, such as teaching or human resources. To overcome hiring biases, teams should make the utmost effort to recognise them, as well as how to evaluate candidates fairly on a predetermined set of criteria.

Set a diverse group of interviewers.

Whilst you are evaluating candidates, it is important to remember that they will be evaluating you and your organisation too. Two-thirds of candidates stated that a diverse workforce is an important factor when they are evaluating companies and considering job offers.

Have both men and women in the interview, whilst also considering a tour of your business to introduce the candidate to people on your team to get that feel for the culture. By having a diverse interview panel, candidates who come from underrepresented groups will feel more comfortable, instead of feeling left out.

Learn from your exit interviews.

Exit interviews can be the most useful way to reveal specific reasons why people are leaving your organisation. By holding exit interviews you can find out ways to better attract and retain talent. If working towards gender diversity is your main aim in the workplace, you can take a look into your data to better understand the differences in why men and women are leaving your business.

By looking into data you can have insights that are specified to your company, allowing you to monitor progress over time. If you learn that women are less satisfied with compensation than men, you can look at improving your compensation strategy, ensuring that you take a look at how these perceptions change over the years.

E3R Service of Equality and Diversity

E3 Recruitment's service of equality and diversity stands as a beacon of progress and inclusivity in today's business landscape. Through surveying and comprehensive support, at E3R we empower our clients to not only meet but exceed their business objectives while championing equality and diversity at every step. By fostering environments where every individual is valued and respected, we not only enhance organisational effectiveness but also cultivate a culture of belonging and innovation in your organisation.

E3 Recruitment's commitment to diversity and equality in the hiring process is integral to its core values. We prioritise creating a level playing field where individuals from all backgrounds have equal opportunities to showcase their skills and talents. We ensure that the hiring process is free from bias and discrimination, employing fair and transparent practices to evaluate candidates solely based on their qualifications, experience, and potential. Through continuous education, training, and proactive outreach, we foster an inclusive environment where everyone feels valued, respected, and empowered to thrive.

Free Webinar: Women in Manufacturing

E3 Recruitment — 06/06/2023

Register here: https://events.teams.microsoft.com/event/b8521291-db08-4ae4-8395-e82a8e7504c2@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Join us for an inspiring webinar on "Women in Manufacturing: Creating a More Inclusive Future" hosted by Ahead Partnership. This webinar features two remarkable women in the manufacturing industry, Tyra Jones from Sulzerand Debbie Grayson from Leeds Welding Company, who will share their experiences and insights on how manufacturers can be more inclusive and attractive to women.

Despite the progress made towards gender equality in recent years, women remain significantly underrepresented in the manufacturing industry. There is a need to address the gender gap and create a more inclusive and diverse workforce that reflects the society we live in.

During this webinar, Tyra Jones and Debbie Grayson will share their personal stories and experiences of working in the manufacturing industry. They will discuss the challenges they faced and how they overcame them, as well as the opportunities available to women in the industry.

The panel will also explore how manufacturers can create a more inclusive workplace culture that attracts and retains women. From implementing flexible working arrangements to promoting diversity and inclusion, the panel will share best practices and strategies to create a more welcoming and supportive environment for women.

This is an excellent opportunity for manufacturers to gain valuable insights and learn from the experiences of two successful women in the industry. Join us for this engaging and thought-provoking webinar and be inspired to create a more inclusive future for women in manufacturing.

Don't miss out on this free opportunity to learn from industry experts and connect with like-minded professionals. Register now for this webinar and join us in creating a more inclusive and diverse manufacturing industry.

Register here: https://events.teams.microsoft.com/event/b8521291-db08-4ae4-8395-e82a8e7504c2@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

E3R Warriors take on Total Warrior

E3 Recruitment — 12/06/2018

On Sunday 24th June E3R Warriors will be taking on Total Warrior at Bramham Park, Leeds. The gruelling course includes 25 punishing obstacles including the Human BBQ, Cement Mixer, Death Valley and The Shocker to name a few and also includes 10 tons of ice and 100 tons of mud over 12k. This equals one huge challenge for the 10 strong team with limited fitness levels.

E3R is proud to be a charity partner of the Childrens Heart Surgery Fund which supports children and adults born with congenital heart defects across Yorkshire and North Lincolnshire.

The charitys vision is to support hearts for life and their mission is to make the Leeds Congenital Heart Unit, based at Leeds General Infirmary, a world class centre of excellence providing the funding and resources needed to care for a childs heart, mind, family and future.

This charity is close to E3Rs heart, and we have already raised £3,800 with the team completing the Leeds 10k in June 2016, taking part in Its a Knock Out in July 2017 and Wear Red Day 2018. For Christmas 2017 E3R made a donation instead of sending Christmas cards and will do the same for Christmas 2018. The E3R Warriors are hoping to raise even more and are aiming for a donation target of £2000.

To sponsor the E3R Warriors please visit our JustGiving Page: www.justgiving.com/fundraising/e3rwarriors

Over 2,000 Bradford students brought together to discover the world of manufacturing

E3 Recruitment — 08/12/2022

For over 5 years Bradford Manufacturing Weeks has brought Yorkshire manufacturers and schools together through a series of events to introduce careers in manufacturing to young people throughout the district. Launched by the Bradford Chamber of Commerce in 2017, E3 Recruitment has been a proud sponsor of the initiative which has created more than 15,000 manufacturing experiences for the district’s 14–18-year-old students by delivering two weeks of employer-led manufacturing activities into Bradford’s schools and colleges.

Running from the 3rd – 14th of October, this year’s Bradford Manufacturing weeks provided huge value for students of the Bradford district. Almost 2,000 students aged between 14 – 18 were able to meet Bradford’s top manufacturers, such as Thorite, Powell UK, BorgWarner, and Mansfield Pollard.

Sarim Akhtar, a student from Bradford Forster Academy, visited Mansfield Pollard who hosted a practical workshop, showcasing how to make soundproof containers before taking a site tour. Sarim commented, “I thought manufacturing was just about building metal things but we were shown how they make the systems that heat up and cool down places like Ikea! And we got the chance to have a go at making our own soundproofing box.

“It was so much fun and now I’ve visited, I’d really love to do my work experience there and find out more about being an apprentice. It’s so different to what I thought.”

Every year, the weeks reaches more than 17,000 students. Since it was first started in 2017 by the Bradford Chamber of Commerce, the initiative has been creating pathways for young people in employment. This is done through Students attending insightful site tours, ‘meet the manufacturer’ and ‘meet the apprentice’ sessions, skills and attitude workshops, live demonstrations, and practical events.

Let’s take a look at the 2023 report for BMW compiled by The Opportunity Centre:

-965 students attended in-school talks.

-332 students took part in various panels.

-305 students got involved in a UN sustainability-focused competition.

Overall, the report found that 100% of schools who participated in the weeks felt pupils benefited from being involved. This will help towards closing the skills gap in manufacturing, as we look toward introducing and showcasing the various roles in the sector to young people.

Chair and founder of Bradford Manufacturing Weeks Nick Garthwaite commented: “Once again the West & North Yorkshire Chamber, its manufacturing partners and sponsors have come together to deliver a two-week careers initiative which is proving invaluable to local schools and to support the pipeline of talent for our district’s employers.

“As our thoughts now turn towards planning the 2023 initiative, we would love to hear from even more local manufacturers about what they can offer to help us create the events, the pathways and the excitement which will inspire the next generation of Bradford manufacturers.”

Being specialist recruiters for manufacturing and engineering, we know the importance of introducing young people to careers in these sectors. This is why we support initiatives like Bradford Manufacturing Weeks. If you would like to find out how your organisation can get involved with next year’s weeks, please get in touch with our marketing team at marketing@e3recruitment.com or call on 01484 645 269.

Recruitment drive at modular build specialist as demand surges

E3 Recruitment — 26/08/2021

Modular building recruitment specialist, E3 Recruitment (E3R), and leading modular and portable building solutions provider, Thurston Group, are on a recruitment drive to hire 50 permanent employees across their three manufacturing facilities in Wakefield, Hull and Catfoss. Some of the roles include Welders, Joiners, Machine Operators and Fabricators.

Despite Covid and the trading challenges of Brexit, the Group has seen strong growth and is on course to deliver a £50m turnover for the year, having more than doubled over the last three years. Thurston’s continued operating safely throughout the pandemic, further enhancing its market-leading solutions and providing support to the NHS and through the manufacturing of Covid testing units, hospital extensions and vaccination centres.

Thurston Group has been operating for over 50 years, and over the last few years has seen huge developments across all three sites, including significant investment and service changes, with scope for future expansion. Thurston’s expertise in the Healthcare, Education, Nuclear, Energy and Construction sectors has resulted in a significant increase in orders and numerous job opportunities, which is why the Group is looking to add 50 employees to its already strong 350 workforce across all three Yorkshire-based sites.

All three sites make fabricated steel portable buildings; the Hull site also builds modular buildings while the Catfoss site manufactures heavy-duty specialist blast and fire-resistant buildings for the petrochemical sector.

Commenting on the recruitment drive, E3R Director Andrew Joseph commented: “We’ve had the pleasure of working with Thurston Group for the last eight years. Working in partnership you become an extension of a company’s HR team and are aware of the strengths and opportunities. Over this time Thurston has made numerous large-scale investments, not only enhancing the working environment for its employees, but also strengthening its position in the market as a leader, making it a strong stable company to work for with prospects and job security.”

Gary Ware, Production Director at Thurston Group, commented: “We have stayed operational throughout the pandemic, and we have been quick to react in providing modular and portable buildings for a range of public spaces ranging from prisons, hospitals, schools, housing, COVID-19 testing centres and isolation hubs. Their usage across a range of sectors continues to increase due to their speed, flexibility and cost-effectiveness.

“As a result of this, we are in a really strong position as a business as our order book continues to grow, and as a result, we are increasing our production and need additional semi-skilled and skilled workers to strengthen our team. In return, we offer a great working environment for a strong stable company with big growth plans and prospects – it’s a really exciting time to join our business.”

To find out more about the current vacancies available, future opportunities and apply for a role, please visit www.e3recruitment.com/jobs, send your CV to Thurston@e3rcruitment.com or call the office on 01484 645 269.

E3R celebrates the region’s manufacturers at EEF Dinner

E3 Recruitment — 15/05/2019

On Wednesday 10th October E3R attended the prestigious EEF Annual Dinner at Leeds Town Hall and was headline sponsor for the third year running.

The E3R Directors all attended and hosted two tables with clients’ Sheffield Forgemasters, Ilke Homes, Ibstock Group, Fives Group and Newburgh Precision attending as E3R’s guests.

Below are a selection of photos from the Dinner:

Speakers at the Dinner included EEF’s Membership Engagement Director North, Richard Halstead and CEO Stephen Phipson who reflected on the challenges manufacturers face with Brexit and the skills gaps, how these can be overcome and the opportunities the industry can grasp with 4IR.
Sheffield City Council’s Edward Highfield shared with guests how they had worked in partnership to bring McLaren Composites Technology Centre to Sheffield, then Jonathan Clement, Head of Commercial Affairs for McLaren shared his and his company’s journey on how they brought their prestigious sports car to the UK’s roads.
Andrew Joseph, E3R Director commented: “It was a great evening which was both educational and celebratory providing an opportunity to build on our existing relationships further and network with other EEF members, celebrating this strong diverse industry.”

Manufacturing Careers Showcase brings workforce of the future together with Manufacturers across Leeds

E3 Recruitment — 15/03/2022

As a lead sponsor of Leeds Manufacturing Festival, E3 Recruitment will be supporting Leeds City College Engineering students with their transition from student to employee at the Manufacturing Careers Showcase.

Through our commitment to bridging the UK’s current skills gap within engineering and manufacturing, it is incredibly important that we provide support to young people by helping them link the skills learnt through their studies with skills needed to secure a role with a manufacturing or engineering company.

On Wednesday, we will be running Employability Skills workshops at the Manufacturing Careers Showcase for forty BTec Level students, which will include training on CV writing, interview techniques and how to prepare for the workplace. The workshops hosted by Matt Booth (Business Sector Manager), Callum Good (Recruitment Consultant), and Laura Rogers (Communications & PR Manager) who, when combined, have over 15 years of experience within Recruitment specifically for the manufacturing and engineering industries.

Sixteen of the region’s manufacturers will also be in attendance, including Oilgear, Brandon Medical, Harrison Spinks, CCL Stressing Systems Ltd, HWL Windows, Kirkstall Precision Engineering, Greyhound Box, Marton Mills, Daletech, MPM, Medasil, Leeds Welding Company, Pland Stainless and Sound Leisure. Representatives will be talking with students about how their companies work, the modernization of the manufacturing industry in recent years, the many opportunities available upon completion of BTec’s or further study and showcasing the benefits of working within their companies.

Our client, Sulzer, a Global pump manufacturer with a site in Leeds will be in attendance. HR Business Partner, Alice McEvoy commented: “We’re really enthusiastic about being part of Leeds Manufacturing Festival this year to help young people in Leeds understand the opportunities for working in Manufacturing and Engineering. It’s not always easy for young people to find out what opportunities are available or what working in this industry is really like, so we’re excited about providing an insight into working life at Sulzer!”

Oilgear, an E3R client and a lead manufacturer of hydraulic systems will be exhibiting at the event. HR Business Partner, Cheryl Evans, comments: “Leeds Manufacturing Festival and the Manufacturing Showcase event is going to be a great opportunity to be actively involved in encouraging young people to start a career in our industry and be able to showcase our business and talk about what we can offer. We recognise the importance to invest, encourage and nurture talent and this has been recognised from the top with Chris Howie, our VP stating that education in youth ensures our future investment in innovation and contributes to our continuous development.”

The Manufacturing Careers Showcase will be a brilliant opportunity for manufacturers to meet the workforce of the future and build a strong pipeline of future talent, actively help close the skills gap and ensure that the UK has strong labour prospects in the years to come.

Having worked within manufacturing recruitment for over five years, Matt Booth is actively involved in supporting manufacturers to gain insights into the skills and talent needed to future proof their businesses and assisting candidates to secure temporary or permanent work with our clients. Speaking ahead of the event, Matt said: “After years in education, it’s now time for these young people to join the workforce, and we want to support them in any way we can, and we hope the students will take away some key pointers when it comes to applying for a role and starting a new position. It’s great that so many Leeds manufacturers have signed up to the Manufacturing Career Showcase to help give young people an insight into our industry.”

To wrap up the day and make sure that no questions go unanswered, the day will conclude with a careers panel, including Matt, and several key individuals from the manufacturing industry and will allow students to ask and engage after a full day of developing their knowledge and skills.

The Manufacturing Careers Festival has been organised by Ahead Partnership and is part of a programme of events for Leeds Manufacturing Festival 2022. Events that have taken place so far include the 2022 Launch Event, Leeds Apprenticeship Recruitment Fair and T-Level Industry Placements. For further information on Leeds Manufacturing Festival please visit: https://leedsmanufacturingfestival.co.uk/

E3 Recruitment are proud sponsors of Make UK’s Regional Awards

E3 Recruitment — 16/08/2021

E3 Recruitment are proud sponsors of Make UK’s Regional Awards celebrating region’s manufacturers at prestigious awards ceremony

E3 Recruitment is delighted to be sponsoring the Make UK Regional Dinner, which celebrates manufacturers achievements, and is taking place on Thursday 7th October 2021 at The Crown Hotel in Harrogate.

This is the sixth year E3 Recruitment, as an engineering and recruitment specialist, has sponsored the North East, Yorkshire and Humberside Regional Dinner, and is looking forward to meeting and reengaging with familiar and new faces at the black-tie event in person, which provides the opportunity to award manufacturers and their apprentices who have undertaken exceptional work across the sector.

The regional results of the Make UK Manufacturing Awards 2021 will be announced on the evening and are an opportunity to honour and recognise the region’s incredible makers, innovators, and leaders within the sector.

Tracie Norton, E3R Director Commented: “We are excited to announce that we are an associate sponsor of this year’s Make UK Regional Dinner. We’ve got everything crossed that this year’s event will go ahead in person, so we can celebrate together the region’s manufacturing heroes which continue to lead the way, as well as build new connections, and hear from renowned industry leaders.

“Manufacturing has proved it is the lifeblood of the UK, continuing to be operational throughout the pandemic and spearheading the recovery with continued growth, innovation and investment in the sector. None of this would happen without the talented people who drive these businesses, which is why being a sponsor of the Regional Dinner is a great strategic fit for us.”

The awards this year are divided between Business and Apprentice categories, including, Business Growth and Strategy, Developing Future Talent, Energy & Sustainability, Health and Safety, Innovation, Manufacturing Matters and SME of the year. The awards entries for the 2021 programme have now closed and all applications are currently being judged with shortlisted award entries being announced next month.

June Smith, Regional Director of Make UK commented: “Over the last eighteen months manufacturing has shown just how vital it is to the economy. This is exemplified by companies right across the Region who have demonstrated quite how innovative and adaptable they are in the most challenging of circumstances. It’s only right that we celebrate the people and companies who have made this happen.”

The evening will include an inspiring after-dinner speaker which is yet to be announced and an address from Stephen Phipson, Make UK CEO who will provide insight on key topics impacting the industry to the attendees, which include business leaders, Make UK Award entrants, and their family, friends, and colleagues.

For further information on the awards and to book your tickets please visit: www.makeuk.org/awards

E3R makes key strategic appointment

E3 Recruitment — 15/05/2019

Engineering and Manufacturing specialist E3 Recruitment (E3R) has welcomed Chrissie Gale to further strengthen the company internally in her new role as Head of People and Organisation Development.

This a key strategic appointment for E3R which celebrated its fifth birthday in March with the launch of Evolution, its strategy for growth for the next five years. The strategy highlights its continued focus on its specialist sectors which include; Aerospace, Automotive & Fleet, Building & Construction Products, Chemical & Pharmaceutical, Energy & Utilities, General Manufacturing, Food & FMCG and Oil & Gas and working in partnership with industry bodies. Whilst internally developing the design and delivery of leadership, people and talent development and engagement initiatives to support E3R’s strategic priorities.

E3R has worked with Chrissie since 2013 following the creation of Mooncas, an events business operating across Yorkshire and Humber working closely within the manufacturing and education sectors, organising and managing events Educated Yorkshire, Techtrade and Manufactured Yorkshire – an event sponsored by E3R since 2015. Mooncas events was later bought by the Made in Group and became Made in Yorkshire with Chrissie leading the manufacturing support group to become the regional success it is today with over 130 members and E3R being the only recruitment patron for the last three years.

Prior to Mooncas, in 2011 Chrissie setup her own business as a sales training coach and mentor to both the private and voluntary sectors working with SME’s. Her newly created position will echo this work as she will work in partnership with E3R employees to proactively deliver creative solutions, manage and lead change, provide coaching and guidance, working towards a high performing inclusive culture.

Tracie Norton, E3R Director commented: “Chrissie is a very driven, focussed, professional business woman with energy, passion, and a desire to make things happen. Chrissie has been instrumental throughout her career in driving business strategies, revenue and people development through coaching, mentoring and implementing key processes and procedures, managing and leading sales teams, budgets, and increasing revenue outputs and streams.

“We are absolutely delighted to welcome Chrissie to E3R. She will play a key role in delivering key elements of Evolution, our five-year strategy for growth by assisting in the delivery of robust systems to achieve our vision and goals within our organisation. This role will lead on the design and delivery of leadership, people and talent development and engagement initiatives to support E3R’s strategic priorities and ensure we remain at the forefront of our industry.”

Commenting on her appointment, Chrissie added: “I have always been impressed by the ambition and professionalism that run to the very core of E3R. The company is highly regarded in the manufacturing and engineering sector and everybody in the organisation has a true focus to deliver for their clients. I am ready for this challenge and I am looking forward to joining such an awesome team.”

Exploring the perceptions of Manufacturing: E3 Recruitment's Webinar with West Yorkshire Combined Authority

E3 Recruitment — 21/06/2023

E3 Recruitment recently hosted a captivating webinar in collaboration with the West Yorkshire Combined Authority, shedding light on the perceptions surrounding the manufacturing industry for students. This insightful event, held as part of E3R's Manufacturing Futures Virtual Summit during the renowned Leeds Manufacturing Festival, aimed to challenge common misconceptions and showcase the dynamic and innovative nature of the sector. With distinguished panellists from various fields, the webinar provided a platform to discuss career opportunities, cutting-edge technologies, and the essential skills required for the future of manufacturing.

Jane Green, Skills for Business Manager at West Yorkshire Combined Authority, emphasised the significance of manufacturing in the region, with 30% of businesses in West Yorkshire operating in this sector. However, she acknowledged the prevailing perception of manufacturing as an outdated, declining industry plagued by low pay and long hours. The webinar sought to debunk these stereotypes and reveal the truth about modern manufacturing.

The webinar featured three remarkable panellists who shared their inspiring journeys and shed light on the evolving landscape of manufacturing. Julie Penman, Manufacturing and Training Business Development Manager with the National Physical Laboratory's Advanced Machinery Productivity Initiative (MPI), highlighted the initiative's focus on identifying both current and future skills requirements. By exploring advancements in areas such as AI, virtual reality, and new materials, the MPI is paving the way for exciting career opportunities beyond traditional roles.

Claire Paxman, Brand Ambassador & Director of Global Training, of Paxman Scalp Cooling, shared a deeply personal story that drove her passion for manufacturing. Paxman Scalp Cooling produces a medical device that helps cancer patients minimise hair loss during chemotherapy. Claire's journey from a career in the travel industry to becoming an integral part of her family's business showcases the diverse paths available within manufacturing. She emphasised the importance of pursuing work that ignites a sense of purpose and the rewards that come with hard work and dedication.

Tom White, CEO and self-proclaimed daydreamer and inventor, exemplified the power of imagination in the manufacturing sector. As a chemical process engineer at C Capture, Tom's work revolves around tackling environmental challenges, particularly carbon capture. His journey highlighted the critical role engineers play in applying scientific knowledge to real-world problems, fostering sustainable solutions for a better future.

Unveiling the Future of Manufacturing:

The panellists’ journeys highlighted the breadth of opportunities available within the manufacturing industry. From research and development to marketing, quality control, operations, and international collaboration, manufacturing encompasses a wide array of roles and functions. The webinar showcased the importance of combining academic expertise, research, and engineering prowess to drive innovation and maintain a competitive edge on the global stage.

Jane Green invited Claire and Tom to reflect on their personal experiences, including challenges faced and lessons learned along the way. Claire's story underscored the significance of building confidence and seising unexpected opportunities. Tom emphasised the importance of finding passion and purpose, acknowledging that the journey to success is rarely a straight path. Their insights resonated with aspiring professionals, encouraging them to persevere, take risks, and constantly seek personal growth.

E3 Recruitment's webinar with the West Yorkshire Combined Authority offered an enlightening exploration of the manufacturing industry, dispelling misconceptions and showcasing its dynamic nature.

The panellists’ stories exemplified the diverse pathways and exciting prospects available within the sector. As manufacturing continues to evolve with advancements in technology and sustainability, it presents an array of career opportunities for young talents.

By embracing innovation, pursuing passions, and developing the necessary skills, the next generation can contribute to the growth and success of this crucial industry

E3 Recruitment sponsors Make UK's Regional Dinner

E3 Recruitment — 27/09/2023

E3R is thrilled to be the sponsor of the Make UK Awards Dinners 2023, where we'll be celebrating the manufacturing industry's finest talents, innovators, and dedicated professionals who are driving it forward. As a specialised recruiter in the manufacturing sector, we recognise the importance of honouring these remarkable individuals and their contributions.

The prestigious Make UK Manufacturing Awards North East / Yorkshire & Humberside Dinner 2023 is set to take place on 19th October at the Radisson Blue Hotel Durham. This event serves as a platform for acknowledging excellence in manufacturing, as regional winners are unveiled to industry leaders.

The 2023 Make UK Manufacturing Awards highlight manufacturers and apprentices who have displayed exceptional dedication and achievements in various categories, including Business Growth and Strategy, Developing Future Talent, Energy and sustainability, Health and safety, Innovation, Manufacturing Matters, SME of the Year, and Apprentice Awards, encompassing Business Apprentice of the Year, Engineering Apprentice of the Year, and the Apprentice Endeavour Award.

With the awards entry phase now closed, our panel of judges are carefully evaluating all submissions. We eagerly anticipate revealing the shortlisted award entries next month.

Dawn Huntrod, Regional Director of Make UK, remarked, "The past year has presented significant challenges, from material and skill shortages to escalating energy costs and the implementation of new strategies for reducing carbon emissions. We eagerly await the opportunity to honour those manufacturers who have risen to these challenges and achieved success. We extend our gratitude to E3 Recruitment for their continuous sponsorship of the Make UK Awards North East Yorkshire & Humberside Dinner for the eighth consecutive year, contributing to its continued success and making it a memorable evening for all attendees."

The Make UK Awards and Dinner offer a unique opportunity to network with industry peers, featuring an arrival drinks reception, a delectable three-course meal, and inspiring after-dinner speakers. inspiring keynote speaker, Maria Laine, President of Boeing in the United Kingdom, Ireland & Nordic Regions, will provide attendees with insights into key industry developments, making it an engaging evening for business leaders, Make UK Award participants, and their families, friends, and colleagues.

For more information about the awards please visit: https://www.eventbrite.co.uk/e/make-uk-north-east-yorkshire-and-humberside-regional-dinner-2023-registration-658370753647?aff=oddtdtcreator

Manufacturers invited to attend Bradford Manufacturing Weeks 2019 Launch Event

E3 Recruitment — 15/05/2019

Local manufacturers can find out more about how the career initiative ‘Bradford Manufacturing Weeks’ can benefit their business at an event next month.

The information morning at Bradford College on 1 May is the first official event to kick start six months of preparation before Bradford Manufacturing Weeks begins on 7-18 October 2019.

With quick and easy registration via the website www.bradfordmanufacturingweek.co.uk/events organisers Bradford Chamber are hoping the event will attract a large proportion of the district’s manufacturers who can find out more about how the initiative can benefit them and support their pipeline of future employees.

Bradford Manufacturing Weeks is led by Bradford Chamber with primary sponsorship from Barclays and backed by Bradford Economic Partnership. It aims to introduce the district’s manufacturers to young people by creating 6,000 work experiences and boost apprenticeship numbers by creating more inspired, informed and ‘work ready’ applicants into the sector. Starting at 8am the two-hour information event will involve a series of short presentations from Bradford Chamber, career specialists Aspire igen, local schools and manufacturers who were involved in last year’s initiative.

Nick Garthwaite, Bradford Chamber president, chairman of Bradford and Airedale Manufacturing Alliance and MD of international chemicals and detergents manufacturer, Christeyns, says the morning will reinforce to manufacturers the benefits of taking part in the district-wide initiative which aims to partner Bradford businesses with local schools and bring inspiring work experiences to pupils.

Nick said: “Bradford Manufacturing Weeks is a fortnight-long initiative to educate young people about career opportunities in manufacturing but it will only be a success if local manufacturers get involved. Our May event at Bradford College will give details on what will be happening during and in the run up to October and the support available to ensure manufacturers can easily open their doors and showcase what they make, how they make it and why a career in this sector is rewarding and diverse.”

He added: “Our steering group includes Bradford Council, career specialists, recruiters, global trainers, legal and financial experts, local schools and Bradford Chamber who are all committed to facilitating the process of getting young people into local manufacturing businesses to see and experience the opportunities for themselves. We have the experts available to help make finding and partnering with schools as straightforward as possible – we just need the manufacturers to offer their workplaces up for visits and experiences to help us inspire today’s school children.”

Delivered in partnership with Bradford-based school and career specialists Aspire igen, Bradford Manufacturing Weeks 2019 aims to double involvement from the 44 manufacturers who took part last year and reach three quarters of the district’s 49 secondary schools. Support has already been pledged from major manufacturers including Princes, Hovis and Cimlogic and the initiative is backed with further sponsorship from E3 Recruitment, Mitton, Gordons LLP, Naylor Wintersgill, Leeds and Bradford Airport, global training provider Dale Carnegie and the University of Bradford. It will complement the Leeds Manufacturing Festival, an initiative co-ordinated by Leeds Chamber of Commerce and Leeds Manufacturing Alliance which also aims to showcase career opportunities to young people.

Andrew Joseph, Director of E3 Recruitment, which specialises in manufacturing and engineering recruitment said the manufacturer information event is one of the most important in the calendar for raising awareness in the lead up to the October initiative.

“The launch on 1st May is about speaking directly to the manufacturers and really demonstrating the value of Bradford Manufacturing Week and the ease with which they can be involved. Our role is to use our years of expertise in recruitment to really support the partnering of manufacturers and schools. We are fortunate to be able to influence our network of clients and encourage them to engage in Bradford Manufacturing Week, further supporting the Bradford Manufacturing Community.

“Having engaged with schools for the past six years, effective altruism is something E3R are really passionate about, as we are aware of the positive effect industry engagement has on young people. Working within manufacturing and engineering we see first-hand the existing skills shortages and also the wonderful career opportunities available to future generations. Therefore Bradford Manufacturing Week gives us the opportunity to promote the benefits of a career in manufacturing and engineering to young people, with both apprenticeships and careers in engineering and manufacturing technologies being one of the highest paid and graduates’ salaries in this area, 10% higher than the average graduate starting salary.” he added.

The Bradford Manufacturing Weeks information event starts at 8am – 10am on 1 May at the Dye House Gallery, Lister Building at Bradford College and will include details about how manufacturers can find and work with schools, the ‘toolbox’ for working with young people, details of ‘what the weeks look like’ and guidelines on how to create positive work experience placements.

Nick added: “This is a crucial first event to help make Bradford Manufacturing Weeks a success – local manufacturers need to be there to understand the magnitude of the opportunity and to sign up and get involved. Our message to all Bradford district’s manufacturers is get in touch, book online, be there and together we’ll make this two-week initiative inspire young people for the rest of their lives!”

To register interest in the Bradford Manufacturing Weeks information event or in Bradford Manufacturing Weeks 2019 please contact the events team at Bradford Chamber on 01274 206660 or email bmw@wnychamber.co.uk. For further information see the website www.bradfordmanufacturingweek.co.uk and for regular updates follow @Bradfordmfg on Twitter.

IR35 for the Process Industries

E3 Recruitment — 14/06/2019

E3 Recruitment (E3R) is hosting an event in association with Brookson Legal on the IR35 Reform, a new legislation which will come into force on 6th April 2020.

The event which takes place on Thursday 27th June 2019 has been put on specifically for the process industries for E3R’s partner CATCH, an industry led partnership which supports the engineering, process, and renewable industries in the Humber region.

The event will give businesses an opportunity to find out how to avoid pitfalls from IR35 with their contractors, and an opportunity for contractors to find out what IR35 means to them.

E3R Director Andrew Pilling commented on the event: “The process industries are reliant on contractors as they offer the skills and experience required to work on complex projects both compliantly and quickly, removing stages of the recruitment process. IR35 will impact how these businesses work with contractors long-term, which is why it is important to put on this event, ensuring businesses are equipped with all the information needed so they can act on IR35 accordingly.”

So what is IR35? From April next year the obligation to assess employment status for tax will move from the contractor to the hirer/end user. The employer will need to exercise reasonable care when determining the IR35 position of any limited company contractor.

An IR35 assessment process either managed internally or with external specialist support is required to ensure the status decision is correct. Blanket bans on the use of limited company contractors or blanket IR35 assessments should be avoided, although grouping roles together for the purposes of assessing status is acceptable.

According to research conducted by co-host Brookson Legal, more than half of UK businesses are considering taking a ‘blanket approach’ to forthcoming IR35 changes because they do not have time to assess cases on an individual basis.

The poll of 502 UK businesses found 59 per cent were considering a blanket approach to managing the legislation because they did not have time to assess contractors individually. By comparison, just 41 per cent said they would not take this approach as they feared losing contractors if they were wrongly assessed.

The research, conducted by Brookson Legal for its report IR35: A Ticking Timebomb, also found a majority of businesses were confused about the potential implications of changes to off-payroll rules.

Only 47 per cent of organisations said they had taken steps to understand the upcoming legislation and already knew the percentage of contractors that would fall inside IR35. Conversely, more than a third (38 per cent) said they were “relying on gut feel alone” when it came to IR35 and its impact on their business, and another 15 per cent said they had “no idea at all” how off-payroll rules would affect them.

Brookson Legal’s research found almost three out of four (73 per cent) private sector employers believed IR35 would have an impact on the number of contractors they hire, of which 48 per cent said it would encourage them to reduce the number of contractors.
Similarly, 39 per cent said they expected there to be fewer contractors available to hire and a third (33 per cent) of employers feared they would lose skilled contractors because of IR35 – echoing the findings of a previous survey conducted by CIPD and IPSE last year.

Joe Tully, Brookson Legal MD, “The main message coming from our research is that most businesses are unprepared and therefore fearful of the new rules. With ten months to go until the legislation takes effect businesses should be taking every opportunity to learn about what the new rules mean for them and to put in place processes to manage their new obligations. Those businesses that act now will have a clear advantage over competitors who wait until later in the year.”

The IR35 for the Process Industries event is on Thursday 27th June 2019 at the CATCH Head Office in Stallingborough, Grimsby and runs 10am to 12:30pm. To register to attend this event please contact Laura Rogers by emailing: laura.rogers@e3recruitment.com or call 01484 645269.

E3R becomes an official partner of Huddersfield Town’s Huddersfield Hundred

E3 Recruitment — 02/08/2019

E3 Recruitment (E3R) has signed a new partnership agreement with Huddersfield Town, following a longstanding relationship with the football club, which has been cemented with the engineering and manufacturing recruitment specialist becoming a member of Huddersfield Hundred.

Huddersfield Hundred consists of 100 businesses who sign up to be an official partner of Huddersfield Town each season. The Club’s commercial team works with each of the 100 businesses very closely to come up with a bespoke partnership that suits their individual circumstances, meaning that the #HuddersfieldHundred is made up by companies from a myriad of industries and ranging from multi-national firms to local Huddersfield businesses.

Huddersfield based E3R is at the forefront of manufacturing and engineering recruitment in Yorkshire and the UK. They specialise in permanent, temporary and contract recruitment across the eight sectors they operate which include General Manufacturing, Automotive & Fleet, Food & FMCG, Building & Construction Products, Chemical & Pharmaceutical, Oil & Gas and Aerospace; and its’ Commercial Team supports all sectors with commercial vacancy recruitment.

Town has long been known as a hub for business in the local area thanks to the success of this partnership scheme over the last decade, but the Club’s promotion to the Premier League last year – and the profile that brings the Club and town across the globe – has brought astounding new benefits to Town’s partner companies.

Andrew Pilling, Director at E3 Recruitment commented: “We are delighted to be an official partner of Huddersfield Town Football Club. E3 Recruitment started in Huddersfield six and a half years ago so this is our home with both our head office located here and many of the areas engineering and manufacturing companies are clients of ours. We have been involved with the club for some years and it made perfect sense for us to become a member of the Huddersfield Hundred, the club’s business network which includes Huddersfield businesses and multinational firms, which mirrors our business activity. It’s been a great few years for the club as its strengthened its offering both on and off the pitch and we’re looking forward to embarking on the next stage of their exciting journey with them.”

Huddersfield Town’s Commercial Director, Sean Jarvis said “I am delighted that E3 Recruitment have become part of the fabric of the Club, there is great synergy between E3R and Huddersfield Town as they are a growing national company with a local Huddersfield base and I’m impressed how the business has grown in such a short space of time. We are all looking forward to working with Andrew and all the team for the 2019/20 season

Men’s Mental Health Charity Andy’s Man Club to be E3R’s new Charity Partner

E3 Recruitment — 03/05/2022

Across many industries within the UK, there has been a huge push to prioritise mental health in the workplace, accelerated by the impact the Covid pandemic placed on countless individuals and organisations up and down the country.

Within the manufacturing and engineering industries, we have seen multiple organisations taking the opportunity to re-evaluate how they can better support their employees by introducing mental health assistance lines, offering financial support for counselling, introducing mental health workshops, and starting conversations around mental health. These efforts are now making it easier for employees to come forward when suffering from poor mental health or just generally needing support in their day to day lives.

Over the last year, we’ve been focused on building on our strengths, empowering our employees, and continuously improving how we can support our clients and candidates. For our employees, we’ve created different working environments within our head office and promote a ‘Team-first’ culture, to make it easier for our employees to communicate when they need support whether work-related or not. Part of this is effort and knowing the impact mental health has on both employees, candidates, and organisations, we have chosen Andy’s Man Club, a men’s mental health charity, as our charity partner.

Founded in 2016, after the tragic loss of Andy Roberts, by Andy’s family, Luke Ambler (Brother-in-law) and Elaine Roberts (Andy’s Mother) to prevent other families from the suffering they had been through. As a Men’s Mental Health Charity, the goal of the organisation was to provide free-to-attend talking groups for men, destigmatise Male Mental health, provide men with a safe space to talk, address their feelings and support other men struggling with mental health issues.

Lucas Whitehead from Andy’s Man Club says: “We are a donation lead charity, so we are delighted that E3 Recruitment has selected Andy’s Man Club as a charity partner. These last 12 months have seen us opening over 50 new clubs to support more men across the UK in England, Scotland, and Wales. This brings us now up to 97 clubs with an extra three opening in May taking us to 100 clubs nationwide.

“Through kind donations, we can provide training for our 500 volunteers, facilitator kits, refreshments, rent, and raise awareness of the groups through campaigns and merchandise. We have set up online clubs to support men in places where we don’t have venues or men can’t attend for mobility or illness reasons. Our slogan is #ItsOkayToTalk, and donations make this happen so we can run our clubs, helping hundreds of men through difficult times in their lives and coming out stronger.”

Andy’s Man Club has already saved over 800 men throughout the UK and to further support Andy’s Man Club, we’ll be bringing together some of the regions manufacturing leaders to take part in a 24-Hour Bike Ride and treadmill fundraiser. Our teams and partners will also be involved in keeping the pedals and treadmill going in our onsite gym on the 13th of May starting at 7 am.

The 24-hour bike and treadmill fundraiser will be the first in a series of fundraising events for the charity, with the E3R Warriors competing in the Bradford Dragon Boat Festival Multi Charity Championship on Sunday 3rd July, racing against 45 teams at Roberts Park, Saltaire with a sponsorship target of £2,000 for both events.

We would like to support Andy’s Man Club as much as possible and any donations are truly appreciated. To sponsor the E3R Big 24-Hour Bike and Treadmill Fundraiser click here!

E3R earns WorldHost status

E3 Recruitment — 21/05/2019

Made in Yorkshire Patron E3 Recruitment (E3R) has become the latest organisation in the UK to gain national recognition for its commitment to customer service, after being awarded WorldHost Recognised Business status.

The engineering and manufacturing recruitment specialist has customer service at its core with the agency’s mission to provide an outstanding quality of customer service and high levels of business excellence by always putting their customers first in everything they do.
This has been cemented with the WorldHost Recognised Business status which is awarded to businesses that have trained their front-line staff and signed a commitment to delivering excellent customer service – E3R has trained all staff members.

On receiving the WorldHost recognition, James Soden, E3R Director: “Delivering outstanding customer service is a key priority for E3R, which is why all employees have been trained by the WorldHost Customer Service Programme – the most prestigious customer service training offered. Customer Service is a differentiator to set us apart from other recruitment agencies to attract candidates and clients alike, but more importantly this will keep them engaged and satisfied with the service we are delivering every step of the way.”

WorldHost is an internationally renowned programme which has set a new benchmark for excellence in customer service, having been used for the London 2012 Olympic and Paralympic Games. Originally developed in Canada for the Vancouver Winter Olympics 2010, it has now been adapted for businesses in the UK by the People 1st Training Company aiming to transform customer service standards across the UK.

E3 Recruitment has partnered with David Brown Santasalo to secure talent for a number of Engineering Positions in Huddersfield

E3 Recruitment — 07/09/2023

E3 Recruitment is pleased to announce our partnership with David Brown Santasalo (DBSantasalo), a global leader with nearly three centuries of gearbox manufacturing expertise. DBSantasalo is actively seeking skilled professionals to join their Huddersfield operations, adding to their existing team of over 350 employees across various functions in the UK.

With a presence spanning six continents and a team of over 1,200 experts, DBSantasalo is renowned for its reliable performance and rich brand heritage in industrial gear design and engineering. Their commitment to delivering proven gear systems for critical industrial processes worldwide is demonstrated by their extensive teams of design, application, and service engineers positioned strategically around the globe. Industries including Pulp & Paper, Marine, Defence, Power, Mining, Industrial, and Consumer End Markets benefit from DBSantasalo's technological expertise.

Tracie Norton, Director at E3 Recruitment, expressed her excitement about the collaboration, stating, "Following a strong 10-year relationship with DBSantasalo, we're pleased to partner with them in their search for exceptional talent for an exciting project. Our network of qualified candidates combined with DBSantasalo's legacy of innovation presents a unique opportunity for professionals in precision engineering."

DBSantasalo invests in an environment where skills flourish, offering competitive salaries, comprehensive benefits, and a dynamic work atmosphere. They provide various pathways to professional development, from apprenticeships and graduate programs to internships and regular career vacancies, welcoming candidates to be part of their thriving community.

With state-of-the-art facilities and a rich gear engineering heritage, DBSantasalo boasts ISO 9001 and ISO 14001-accredited manufacturing facilities, supported by a team of highly qualified service experts dedicated to global support.

Leanne Crowther, HR Manager for UK Operations at David Brown Santasalo, added, "Joining David Brown Santasalo means becoming part of a dynamic community where innovation thrives. Fresh opportunities await within our marine, engineering, and heavy manufacturing departments at our Huddersfield site.”

The engineering roles available in this initiative cover a broad spectrum of expertise, from Quality Engineers and Manufacturing Engineers to skilled craftsmen in assembly, machining, and design. These positions are integral to DB Santasalo's marine, engineering, and heavy manufacturing departments.

This recruitment drive reflects DBSantasalo's dedication to nurturing talent, driving innovation, and fostering a community of forward-thinkers. A career with DBSantasalo is an opportunity to be part of a legacy where ingenuity meets expertise.

E3 Recruitment is collaborating with DB Santasalo to recruit for the following roles at their Huddersfield Site: Quality Engineer, Lead Quality Engineer, Manufacturing engineer, Assembly Team Member, General Labourer, CNC Machinists & Manual Millers, Programme Manager and Schedulers, Project Controller, Senior Design Engineers, and Buyers. These roles will play a crucial role in supporting significant programs across DBSantasalo’s Engineering, Marine, and Large Gear Cell departments.

To apply for these roles, register your CV with E3 Recruitment at dbsanataslo@e3recruitment.com or call 01484 465 269 to speak with our dedicated recruitment team.

Free Webinar: Breaking the Silence - Supporting Men's Mental Health in the Workplace

E3 Recruitment — 06/06/2023

Register here:https://events.teams.microsoft.com/event/ec688bcd-7e7f-4650-abe5-10cb55090348@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Join E3 Recruitment’s Charity Partner, Andy’s Man Club in this webinar as we discuss the importance of mental health awareness and support for men, and how employers can play a crucial role in creating a safe and supportive workplace environment.

During this session, we will introduce Andy’s Man Club, a charity dedicated to reducing the number of male suicides by providing a safe and non-judgmental space for men to talk about their mental health. Neil Waine will share his personal journey and the reason why discussions around mental health need to become more commonplace.

We will then dive into the topic of men's mental health and why it is often overlooked in the workplace. We will explore the societal pressures and stigmas that men face, which can contribute to feelings of isolation and hopelessness.

Finally, we will provide practical advice for employers on how they can support their staff's mental health and wellbeing. We will share best practices for creating a positive workplace culture that encourages open communication and prioritises mental health support. We will also discuss resources available to employers, such as mental health first aid training and employee assistance programs.

Join us for this important conversation and learn how you can help break the silence surrounding men's mental health in your workplace.

Register here:https://events.teams.microsoft.com/event/ec688bcd-7e7f-4650-abe5-10cb55090348@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

E3 Recruitment sponsoring virtual comedy event for Forget Me Not Children’s Hospice

E3 Recruitment — 14/05/2020

Made in Yorkshire Patrons, E3 Recruitment, has announced their sponsorship of a series of live comedy streams in order support local charity, Forget Me Not Children’s Hospice in West Yorkshire.

The events are being run by the runner-up of the 2013 series of Britain’s Got Talent, Jack Carroll, who will be welcoming, for this week's session, fellow comedian, author, and star of shows like Little Britain, Come Fly with Me, and Britain’s Got Talent, David Walliams.

This is part of a series of new virtual events which aims to raise vital funds for the Forget Me Not Children’s Hospice. Yorkshire-based comedian Jack Carroll shot to fame in 2013 when he appeared on ITV’s Britain’s Got Talent, but now, Jack’s planning something a little different with his new ‘Zoom’ based charity shows.

Speaking about the event, Jack said, “I’m really excited to welcome David Walliams to the show on Friday. With a relationship going back 7 years, I think we’ve got a lot to catch up on! It’s going to be a great show for people watching from home, and it’s a privilege that we can raise money for such a fantastic cause at the same time!”

This is the second week the sessions have taken place, with the show starting last week with guest Jason Manford. It’s hoped that this series of Friday night videocasts from the comedians will raise thousands of pounds for the charity, which are currently losing around £7,000 a day due to the impact of coronavirus.

Georgia Lane, Forget Me Not’s a regional fundraiser for Yorkshire said, “Coronavirus has had such a huge impact on our ability to raise funds. Our shops are all closed, our normal events have been cancelled and our usual fundraising activity has all but stopped. But families still need us, so we need to keep raising money – and that means finding new ways to do it. That’s why it’s fantastic to have Jack and all of his guests onboard – plus, everyone needs a good laugh right now, and these events will provide just that!”

The Made in Yorkshire team spoke to James Soden, Director at E3 Recruitment who are sponsoring the events who added, “At times like this, it’s more important than ever to work collaboratively. When we heard of the challenges that our charity partner Forget Me Not were experiencing, there was no doubt that we had to make available our resource and expertise to work in partnership with them to deliver some positivity during this challenging time for all.”

James went onto to personally invite members of the Made in Yorkshire, and Made in the Midlands members to join the event in order to support the charity, speaking about how the networking abilities of the group, makes this a great way to support a charity, but also in a time of worry for many, a place to relax whilst supporting a great cause.

Tickets for this Friday with David Walliams cost £10 each and can be purchased at www.forgetmenotchild.co.uk/comedy

Starting Conversations around Mental Health in the Manufacturing Industry

E3 Recruitment — 02/02/2023

Starting conversations around mental health in the workplace can be difficult and can seem daunting to all parties involved. In recent years we’ve seen an increase in people suffering from depression, anxiety, insomnia, PTSD and other Mental health conditions, especially in places of work. Manufacturing in particular is ranked in the bottom 10% of industries for well-being even with 60% of manufacturers carrying out physical risk interventions, only 15% assess risks to mental health.

Over 17 million days were lost due to work-related stress, depression or anxiety in 2021/22. So whilst physical safety is at the top of manufacturing organisations, the question is, how do manufacturers ensure that mental health is also at the top of the priority list.

In recent years, we’ve seen the shift employees have made regarding their well-being and personal needs. We’ve seen an increase in remote working where possible; flexible working requests, and requests for pension sacrifices to name a few. What we’ve also seen is the rise of quiet quitting, staff taking a step back from actively engaging in their work tasks to have a more balanced work life, but also because they are no longer engaged within the business. Quite quitting can be a result of many issues employees face during their working life, however, mental health is usually at the top of the list of reasons for doing so.

How the manufacturing industry looks at mental health and provides support in this area has started to shift, however, to retain top talent and attract new talent into the industry, manufacturers need to take drastic action to ensure their workplaces and employees are understanding how mental health can drastically affect productivity, output, retention and safer working environments. By starting the conversations internally, and providing resources and support, manufacturers can create a positive and productive environment that is attractive to new talent and retains well-needed talent within their organisation.

As an employer, you can play a vital role in promoting mental health in the manufacturing industry by incorporating various practices into your workplace. You can also encourage your suppliers and partners to do the same. If we work together, we can create a culture that prioritises the well-being of all employees in the manufacturing industry.

To get started on creating a culture that promotes positive communication and better mental health, we have pulled together the best ways to foster new practices to improve mental health in manufacturing:

Speak to your teams

Part of the difficulty that organisations face is not understanding the needs of their workforce. How are your employees feeling? Is there already a positive culture? What works well and what doesn’t? These are all questions that shouldn’t be answered in a boardroom but should be answered by your employees. Conduct an internal anonymous survey to find out what they think about the current support around mental health, and use this opportunity to find out what they would like implemented. However, it is essential to communicate to your teams how this information will be used and how their answers will help improve the workplace. Once the surveys have been collected, create a response report and decide on an action plan based on the responses provided.

Once an agreed plan of action has been completed, share this with your teams to show your commitment to their needs and prioritise their well-being. Plan to survey your teams once per year to track improvement and see what is working for your business.

Improving workplace flexibility

Following a recent study by Westfield Health, it was found that 41% of employees across manufacturing felt close to burnout, with 22% wanting a career break due to the pressures felt throughout 2021 and 2022. Managing employee leave and breaks should always be considered with stress and mental health factors at the forefront – make sure that employees are taking annual leave at least every 3 months, even if for just 2 days. Regularly ensuring employees are taking well-needed breaks from work can help avoid staff burnout by up to 32%. With employees needing more support throughout stressful periods, it can often be difficult for them to ask for help and support.

During working weeks, employees need more active support in managing workloads along with regular breaks. Management teams should work towards ensuring breaks are easily had and those workloads are spread evenly across teams to allow for breaks and a more steady flow of activity.

Introduce Well-being & Mental health initiatives

Offer an employee assistance program (EAP). An EAP is a free helpline where employers pay a specialist company to provide their employees with access. This is where employees can get free confidential advice on any issue causing them difficulties. Providing employees with mental health resources will allow them to understand how they can look after their mental health and recover from issues they may experience. It will allow them to feel more supported in the workplace, which will see an increase in productivity and conversations happening around the workplace.

Rotation within the workplace

Creating more rotation within the workplace can see employees experience more variety within their work. Introducing this can allow employees to switch roles within the duties of their job. Doing this can see employees become more focused and engaged within their role, they can also learn more about the wider elements of the manufacturing organisation. Working this way will also allow for skills gaps to be bridged by sharing best practices and creating a multi-skilled workforce.

Provide Mental Health training

Having employers in the business who are trained in mental health first aid is vital. Mental health first aiders will be able to provide early intervention for someone who may display mental health issues. Training employers as first aiders in mental health allows for a more supportive and open culture within the workplace. They are not therapists or psychiatrists, but rather someone who can offer support through giving guidance to the individual. These individuals can also help the process of creating mental health-focused initiatives within the business and be a point of contact for those not comfortable enough to speak to their line managers.

Encourage open communication

It is important that employees feel they can have open communication with their employers, managers and team leaders. Having open communication between employers and employees creates a more supportive workplace. Employees will feel as though they can talk about how they feel, which will create a safe space for them to share their concerns. Open communication also boosts productivity, improves employee engagement and strengthens the team.

Working together can often provide simpler and more productive solutions. Through the introduction of new practices, we can break down the stigma attached to mental health in manufacturing organisations by amplifying the needs of the people who keep the UK’s manufacturing industry going. This is why E3 Recruitment works with several organisations on their mental health initiatives through employee research, action plan creation and tracking of impacts mental health initiatives have on employees.

In 2022 we chose Andy’s Man Club as our charity partner. Andy’s Man Club provides free-to-attend mental health support groups to over 2600 men per week with over 115 clubs up and down the UK. Working with Andy’s Man Club, we hope to provide support to those who need it, resources to our clients and end the stigma attached to mental health.

Leeds Manufacturing Festival: Leeds City College brings T-Level event to the Cities Manufacturers sponsored by E3 Recruitment

E3 Recruitment — 25/02/2022

With the introduction of T-Levels starting this September, Leeds City College are hosting a T-Level focused event as part of Leeds Manufacturing Festival. This event will bring the cities manufacturers and careers advisors together to provide information on T-Level qualifications which provides students with a mixture of classroom learning and on the job training and experience gained through industry placements.

Manufacturers and Career Advisors will have the chance to meet the staff delivering classroom learning, along with meeting Mitch Scott (Head of School of Engineering) and Gina Yates (Head of Careers, Work Experience and Progression). Both of which are involved with the setup and delivery of qualifications in engineering and manufacturing in the new academic year.

E3 Recruitment’s partner MAKE UK will also have a presence at the event with Jamie Cater, Senior Policy Manager and Bhavina Bharkada, Senior Campaigns and Skills Policy Manager will also be in attendance to provide their perspective on the role of T-Levels in addressing the skills challenge for the sector.

T-Levels are a two-year technical programme of study, offered after GCSEs and bridge the gap between choosing a purely academic route through A Levels or choosing a Level 3 apprenticeship. Technical Levels are a great option for those wanting to gain base theory knowledge of the industry whilst also having the support of securing industry placements.

For manufacturing and engineering T-Levels, the delivery will include two exams and a first-year employer set project (approximately 45 days of industry placement) plus an occupational specialism. There is a choice of three pathways that are assessed through practical assignments in the second year, with the results from both years being combined to give an overall grade. The occupational specialisms on offer are:

Design & Development
Maintenance, Installation and Repair
OR Manufacturing, Process, and control

On completion, students will have gained a qualification, equivalent to three A-Levels, that will have given them a strong insight into the world of work, have demonstrable experience, and could take up higher education, an apprenticeship or jump straight into full-time employment.

Manufacturers will be able to build a solid pipeline of future talent, helping to close the gap in entry-level skills shortages while also nurturing talent for their business and ensuring the UK has strong labour prospects in the years ahead.

Jamie Cater, Senior Policy Manager for employment at manufacturers’ organisation Make UK, who is speaking at the Leeds Manufacturing Festival event on 3rd March, said: “T-level industry placements offer manufacturers the valuable opportunity to begin developing a pipeline of future talent with experience of the workplace, and give learners the chance to put into practice the knowledge acquired during their qualification.

“Whether progressing into full-time employment or further work-based training such as an apprenticeship, a T-level in engineering and manufacturing could be the ideal way to kickstart a young person’s career in the sector and equip manufacturers with the technical skills they need.”

If you are interested in attending the event, please register here:www.eventbrite.co.uk/e/leeds-manufacturing-festival-t-level-industry-placements-tickets-261665728237

More information on T-levels at Leeds City College is available here: https://leedscitycollege.ac.uk/t-levels/

Responsible Recruitment: E3R Earns Business Partner Accreditation for Ethical Recruitment Practices

E3 Recruitment — 08/08/2023

Our dedicated consultants and compliance experts have tirelessly upheld consistent and principled practices within our services. Our commitment extends beyond fulfilling the needs of candidates and clients; it encompasses safeguarding the rights of our temporary and permanent workforce through ethical treatment.

We are dedicated to responsible and moral practice, which is evidenced through strategic partnerships with various initiatives. We’ve collaborated with the Association of Labour Providers and joined forces with Stronger Together, seeking avenues to operate ethically.

Today, we proudly unveil our latest accomplishment –the Responsible Recruitment Toolkit (RRT) Business Partner Accreditation.

What is the Responsible Recruitment Toolkit?

The RRT stands as a globally recognised, not-for-profit program with a central mission to promote ethical and professional recruitment and labour supply practices. These practices benefit workers, recruiters, and clients alike. The rigorous benchmarks established by the RRT align comprehensively with relevant international human and labour rights legislation, reaffirming our dedication to the highest recruitment standards.

What is the Business Partner Accreditation?

The Business Partner Accreditation is a distinguished recognition for companies that epitomise a dedication to responsible recruitment practices. This status mirrors our unwavering commitment to ethical recruitment, ensuring fairness, transparency, and adherence to best practices.

“This accreditation distinguishes E3R as a trusted and dependable partner in the recruitment industry. It is paramount to us as a business that we persistently strive to uphold the highest standards within the industries we serve. We take immense pride in receiving this accreditation and having our exceptional teams acknowledged for their outstanding services to both clients and candidates. We extend our heartfelt gratitude to our compliance team for their diligence through the 14-stage assessment process.” – Tracie Norton, Director.

This accolade underscores our commitment to best practices, extending beyond recruitment to encompass a worker’s entire journey – from employment to post-termination.

Why is responsible recruitment important?

Responsible recruitment carries significance for several reasons. It ensures equal opportunities for all candidates, mitigating discrimination and bias. It fosters diversity and inclusion and safeguards worker rights and well-being. Overall, responsible recruitment is pivotal for fostering a positive and sustainable work environment.

What this signifies for our Clients:

Our achievement of the Responsible Recruitment Toolkit Business Partner Accreditation holds substantial implications for our clients. This attests to our unwavering commitment to integrity and ethical standards. As a client, you can entrust our partnership to prioritise workforce rights and well-being, surpassing mere recruitment needs.

By upholding the exacting standards of the RTT, we assure you that the candidates we present uphold their rights and dignity. Our commitment extends throughout their journey with your organisation – from engagement to service. This accreditation reinforces our pledge to provide a workforce aligned with your business requisites and ethical principles.

What this signifies for our Candidates:

Additionally, our acknowledgement as a Responsible Recruitment Toolkit Business Partner also carries profound significance for candidates. This accomplishment highlights our unwavering dedication to treating candidates with respect, equity, and honesty.

For candidates looking for jobs in manufacturing or engineering through E3 Recruitment, this accreditation guarantees their rights, well-being, and dignity as central to our practices. It signifies our commitment to delivering ethically sourced roles that honour their aspirations. Candidates can rely on their journey with us, backed by ethical values and responsible recruitment.

The RRT accreditation assures candidates a journey guided by integrity, placing their rights and contributions at the forefront. We extend this commitment to all candidates partnering with us on their career paths.

At E3R, our quest for excellence in recruitment is not a mere process; it’s a tangible embodiment of our values, ethics, and unyielding dedication to fostering an environment where responsibility and ethics thrive.

E3R makes a Christmas donation to CHSF

E3 Recruitment — 15/05/2019

Instead of sending Christmas cards E3R has made a donation to the Children’s Heart Surgery Fund which has been our charity partner for the last two years and we have raised over £5,250.

This amazing charity helps children and adults born with congenital heart disease and their families. The charity’s vision is to support hearts for life and their mission is to make the Leeds Congenital Heart Unit, based at Leeds General Infirmary, a world class centre of excellence.

Did you know each year:
– Approximately 400 children undergo heart surgery
– 450 children have interventional treatments such as pacemakers, catheters and stents
– 10,000 children pass through the Leeds Congenital Heart Unit
– 180 children and families are seen by the psychology service
– 1669 children and 722 adults underwent heart surgery procedures between 2012 and 2015

For further information on this amazing charity please visit: www.chsf.org.uk

National Manufacturing Day with E3R Partner MAKE UK

E3 Recruitment — 28/06/2022

Manufacturers across the UK are set to open their doors to their production facilities to members of the public for National Manufacturing Day, on Thursday 7th July.

National Manufacturing Day, which is being coordinated by E3R partner Make UK, aims to showcase the diverse world of the manufacturing sector and provide the opportunities available to school leavers, graduates, and those looking to reskill to gain an in-depth understanding of the career opportunities and rewards the industry has to offer.

E3R partners and Make UK members such as Thorite, Powells, 2 Sisters Food Group, ABB, Bott Ltd, Daletech, CamdenBoss, Perkins Engines Company Limited, Powerstar, Schneider Electric, Siemen, and Thales will be participating in several ways from full site tours, group question and answer sessions, through to career pathways advice sessions.

The full list of manufacturers involved in National Manufacturing Day can be found here:

2 Sisters Food Group, ABB, Acres, Advanced Tapes, Airmatic, AIS, Aldermans, Allan Bros, A&M EDM, Atec Engineering Solutions, Avara Foods, Axiom, BGB Engineering Ltd, Blacks Visual Merchandising, Bloqs, Booth Industries, Bott Ltd, Brandauer, Brush Switchgear, Brush Transformers, Cambridge Rapid, CamdenBoss, Camira Fabrics Ltd, Central Group, Crane, Cromwell Tools, Callum, Daletech, David Nieper, Domino, Duo, Elanders UK, Excell Metal Spinning, fashion Enter, Flexeserve, Fractory, Grantham Engineering, Greyhound Box, Groveley Precision Engineering, Hager Group, Harlaxton Engineering, Heat Exchange Group, Heller, Hone All, Househam Sprayers, Husco, Hymid, Iconic Engineering Solutions, Incremental Engineering Ltd, Incremental Engineering Ltd, Intelligent Door Solutions, Jaltek Systems, JCM, JJ Churchill, Lander Tubular Products, Legrand, Lindhurst Engineering, Lintott Control Systems Limited, LISI Aerospace, Lush, Mazak, Megger Instruments Limited, Metalcraft, Michael Smith Switchgear, Middlesex Aerospace, Morgan Furniture, Morgan Innovation & Technology Ltd, Morland, MTC Training, MTE Ltd, MTM Products, Nemco Ltd, Neoperl, Nuclear AMRC, Origin, Ormandy Rycroft, Parvalux, Pegasus Profiles Limited, Perkins Engines Company Limited, Photocentric, Plastek UK, Powell, Powerstar, Protolabs, RNLI Lifeboats, Robinson Manufacturing, Salt Separation Services, Schneider Electric, Shufflebottom Ltd, Siemen, SMS (Smart Made Simple), Solarport, SPE, SPS Technologies Ltd, Stelrad Radiator Group, Sustainable Advanced Manufacturing (SAM), Teagle, Tees Components, Thales, The InterAct Network, The Manufacturing Technologies Association, The PCE Group, The University of Sheffield / AMRC – Research & Training, Thompson Valves Ltd, Thorite, Timberwolf, TopHat, University of Nottingham, Vaillant, Viking Signs, Wade International Ltd, Warren Services, Webtec, WMG, The University of Warwick, Worcester Bosch, Yunex Traffic and Zytronic.

For more information on National Manufacturing Day and to find out which manufacturers are opening their doors near you, and when and what they are doing, please visit: https://www.nationalmanufacturingday.org/find-an-event

Make UK and manufacturers will provide an invaluable insight into the manufacturing industry and the value of alternative career routes via an apprenticeship as a different route post-school/college. National Manufacturing Day will be a celebration of all our sub-sectors including Automotive, Food and Drink, Aerospace, Chemical and Pharmaceuticals and demonstrate what exciting careers they can offer, futureproofing our industry by ensuring there is a pipeline of talent to drive its future growth.

E3 Recruitment Sponsors Next Gen Awards at Leeds Manufacturing Festival to Celebrate and Recognise Future Leaders in Engineering and Manufacturing

E3 Recruitment — 03/04/2023

E3 Recruitment, a leading recruitment agency specialising in the engineering and manufacturing industries, is proud to announce its sponsorship of the Next Gen Awards at theLeeds Manufacturing Festival. This year’s Awards, taking place on the 20th of April at MPM, aim to showcase the latest innovations in manufacturing and engineering and recognise and celebrate the next generation of talent in the industry.

As a company, we understand the importance of nurturing and developing talent in the industry, which is why we are proud to announce that this year we are sponsoring the ‘Manufacturing Leader’ award.

E3 Recruitment’s sponsorship of the ‘Manufacturing Future Leader’ award is a testament to the company’s commitment to nurturing and developing the talent of the future. The award recognises individuals who have demonstrated exceptional leadership skills and have the potential to become future leaders in the industry. E3 Recruitment is an expert in the recruitment of engineering and manufacturing professionals, and our involvement in the festival is a reflection of its commitment to supporting the next generation of talent.

E3 Recruitment’s Director, Andrew Joseph, expressed his excitement for the company’s involvement with the festival, saying, “We are delighted to be sponsoring the Next Gen Awards at the Leeds Manufacturing Festival. We believe that events like this provide an excellent opportunity for young people to showcase their skills and abilities, and we are proud to be a part of it.”

This sponsorship is not the first time that E3R has been involved with the festival. Last year, the company sponsored the ‘Rising Star’ award, which was won by Sulzer’s Corin Townsend. Corin’s subsequent career advancement with Sulzer at their site in Perth, Australia highlights the potential of the award to propel talented individuals forward in their careers.

Next Gen Makers‘ sponsorship of the new ‘Employer of the Year’ award recognises the importance of employers in nurturing and developing talent in the industry. The award recognises employers who have demonstrated a commitment to providing training and development opportunities for their employees and have made a positive impact on the industry.

Leeds City College’s sponsorship of the ‘Apprentice of the Year’ award recognises the vital role that apprenticeships play in developing the next generation of talent in the industry. The award recognises apprentices who have demonstrated exceptional skills and a commitment to learning and development.

Leeds City Council’s sponsorship of the ‘Rising Star’ award recognises individuals who have demonstrated exceptional potential and have made significant contributions to the industry.

The Leeds Manufacturing Festival and Next Gen Awards are an important platform for young people to learn more about the engineering and manufacturing industries and explore different career paths available.

If you are a manufacturer in the engineering and manufacturing industries, we encourage you to nominate young talent from your organisation for these awards. Help us recognize and celebrate the next generation of talent in the industry and support their career advancement. Together, we can inspire and motivate the next generation of manufacturing leaders. Follow this link to fill out the application form: https://leedsmanufacturingfestival.co.uk/media/pdf/lmf—awards-2023.pdf

Free Webinar: Taking Control of Energy Costs

E3 Recruitment — 06/06/2023

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Manufacturers are facing unprecedented energy cost volatility in the current market conditions. The recent energy crisis has highlighted the importance of energy procurement, energy efficiency, self-generation, and renewable technology for businesses to remain competitive.

In this webinar, Inspired PLC will discuss lessons learned from last year’s energy crisis and review the market volatility and current market conditions. The focus will then shift to energy procurement and how manufacturers can spread risk through flexible procurement.

The webinar will also explore energy efficiency and self-generation/renewable technology options. It will cover assessing energy efficiency through site efficiency surveys and mandatory compliance, reviewing progress through the development of an intensity metric, and gaining granular data through circuit-level monitoring. Attendees will also learn how increased energy costs have vastly reduced ROI times on technologies such as solar PV.

Finally, the webinar will discuss the immediate pressure for Net Zero in certain industries, such as automotive and defence, and those working with the public sector. Everything discussed in the webinar will feed into the Net Zero project and evidence pack, including the calculation of the business’s carbon footprint and determination of its ambition.

The webinar will be valuable for manufacturers looking to control their energy costs, improve energy efficiency, and gain a competitive advantage through their approach to Net Zero. Join us to gain insights into strategies that can help you take control of your energy costs and secure a sustainable future for your business.

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Ibstock opens the latest Advanced Engineering Apprenticeship opportunities in partnership with E3 Recruitment and Make UK Engineering School

E3 Recruitment — 10/02/2022

As National Apprenticeships Week is coming to an end, E3 Recruitment is proud to be supporting Ibstock with the latest recruitment of new talent into their four-year Advanced Engineering Apprenticeship. The scheme provides essential training for both mechanical and Electrical Engineering roles, with a mixture of hands-on practical experience and theory classroom time supported by the Make UK Engineering School.

Ibstock has shown year after year their passion for the recruitment and development of talented individuals to meet and exceed customer expectations. With E3 Recruitment having supported Ibstock for over 9 years, our Construction Materials and Modular team is well versed in the requirements and culture of Ibstock and will be supporting the engagement and placement of talent into the latest apprentice opportunities.

Our teams are committed to supporting clients and candidates within the industries E3 Recruitment works within. From providing recruitment process support to being committed to bridging the skills gap to ensure a stronger future for the UK’s engineering and manufacturing firms.

With an acute need for more skilled engineers across the UK, Ibstock has designed an apprenticeship programme that has proved time and time again to be successful, receiving the TJ Awards Apprenticeship Programme of the year 2019, and more importantly accessible while maintaining professional standards. The Advanced Engineering Apprenticeship from Ibstock provides high levels of education and development, covering all major subjects required to go from apprentice to a highly skilled and valuable worker with strong prospects for further development, which Ibstock is passionate about providing even after apprenticeships have been completed.

The Engineering Apprenticeship Scheme lasts around 4 years, combining studying at the Make UK Engineering School in Birmingham (travel and hotel costs covered by Ibstock) with hands-on practical activities alongside an experienced mentor in either electrical or mechanical engineering. Progression into the second year will see apprentices based at an Ibstock factory with block release to the Training School to continue a BTEC Level 3 Diploma.

During the third and fourth year, apprentices will be factory based, putting newly gained skills and knowledge into practice and completing a Level 3 Diploma. The final year will also include the End-Point Assessment, which, once successfully completed, will lead to a new role at Ibstock as a qualified Mechanical or Electrical Engineer.

E3 Recruitment’s Dan Edley, Recruitment Consultant for our Building Products and Modular clients, will be supporting Ibstock with their recruitment drive to introduce new talent for their apprenticeships into the company.

To view the apprenticeship opportunities we currently have on offer, follow this link: https://www.ibstockplc.co.uk/careers/engineering-apprenticeship-scheme

Together we can make a difference to men’s mental health – E3 Recruitment Raises Over £4,000 for Andy’s Man Club

E3 Recruitment — 21/12/2022

At the start of 2022, E3 Recruitment chose men’s mental health charity, Andy’s Man Club as our charity partner. Pledging to raise funds and awareness for well-needed support across the UK.

We’re pleased to share that our E3R team has raised £4,000 to help Andy’s Man Club provide training, deliver further support and open more clubs across the UK.

Andy’s Man Club strives to break down the stigma around men’s mental health, by providing over 117 free support groups nationwide, with over 2000 men attending. Over this year we have been raising funds and awareness for the charity to support them with spreading their pledge of ‘It’s okay to talk’.

As we recruit for roles within both manufacturing and engineering sectors, we have started to see leading companies across the UK review how they can better support their employees by assisting them with their mental health. This is done through offering support, introducing workshops, and creating more conversations about what to do when they are struggling. Introducing these efforts has made it easier for employees to gain support in the workplace, creating a positive environment.

We first began our fundraising efforts with our BIG 24-hour Ride & Run, which saw us keep our treadmill and exercise bike running for the full 24 – hours. The event brought together our teams from our Halifax Head Office, Leeds, and London, with Yorkshire’s leading manufacturers to make a change for men’s mental health. Altogether we had 96 participants from 20 companies who successfully completed over 500 miles, raising over £3,000.

To help us reach our target of £4,000, the E3R Warriors then took to the Bradford Dragon Boat Festival at Roberts Park in Bradford, competing against 40 teams. They also took part in a charity 5 aside football tournament where they ended up coming in third place, playing against 19 companies. The money we raised from both tournaments went straight into running over 100 Andy’s Man Club support groups, helping men get through the most challenging times in their lives.

E3R Director James Soden commented on the partnership: “We know the impact mental health has on everyone at some stage in their lives. Ensuring we are supportive of our employees, candidates and clients is of huge importance to our core values. Looking after the whole person regardless of the responsibility we have for them is and will always be at the forefront of what we do.”

In 2023 we are pleased to continue to fundraise for Andy’s Man Club through another charity event, where we aim to raise over £5,000. We will be working closely with Andy’s Man Club throughout next year to provide support and guidance to members through job-seeking advice, CV preparation and offering opportunities to work with some of the UK’s biggest manufacturers.

Understanding the UK Carbon border Adjustment Mechanism

E3 Recruitment — 29/05/2024

In December 2023, The UK announced that it will implement a UK Carbon Border Adjustment Mechanism (UK-CBAM) BY 2027. This forms part of the UK's strategy to minimise carbon leakage and follows the implementation of such mechanism in the EU by October 2026. This deadline is threatening UK firms with an uneven playing field if there is no similar scheme in the UK.

The government confirmed that the UK CBAM will apply a carbon price to imported goods from the following sectors: aluminium, cement, ceramics, fertiliser, glass, hydrogen, iron and steel. It will also apply to Scope 1, Scope 2, and select precursor product emissions embodied in imported products.

The announcement is good news for UK manufacturers of the above goods in scope, and selected semi-finished goods and articles, as it will create a level playing field between domestic industry, which is already facing the carbon price compliance burden, and imported products.

In our latest article we look into CBAM's and their importance to manufacturers.

What is a CBAM?

A CBAM is designed to address carbon emissions that are associated with imported goods. A CBAM operates by levying a charge on imported products based on their carbon intensity, mirroring the carbon pricing mechanisms applies domestically. Internalising the environmental cost of carbon emissions, CBAMs aim to prevent carbon leakage, where industries relocate to regions with less stringent regulations, leading to a net increase in global emissions.

CBAMS are offered as a means of levelling the playing field for domestic industries that are subject to carbon regulations. They can also serve as a policy instrument to incentivise emission reductions, promoting innovation in clean technologies and supporting global climate objectives.

What is the importance of CBAMs to Manufacturers?

For UK business manufacturing the goods in scope and selected semi-finished goods and articles, the CBAM comes as great news, as it is designed to create a level playing field between domestic industries.

It is fair that imported raw materials and semi-finished products face similar carbon costs as UK industry to avoid the deindustrialisation of the UK manufacturing industry. For businesses in the UK importing the in-scope goods for their manufacturing, there could be a cost burden with an additional administrative burden for importers from a UK CBAM, once the UK CBAM is fully implemented.

A CBAM will only add additional costs if the in-scope raw material manufacturer has not already paid a carbon price in the jurisdiction of production.

If imported from the EU, it is highly unlikely there will be any additional costs as the EU carbon price has been higher than the UK price for the past year or so, which may change over time. If imported from Canada or New Zealand, which apply a lower carbon price, the CBAM impact will also be mitigated.

If the UK CBAM is applied to raw materials and semi-finished products only, as opposed to finished products, finished products would not be subject to the carbon tax. A finished product could still be more expensive to import than paying the tax on the semi-finished product itself.

Risks and Challenges of the CBAM

Trade tensions and disputes may arise from the implementation of Carbon Border Adjustment Mechanisms (CBAMs), especially if disagreements emerge over the calculation methodologies for carbon emissions. To prevent disputes and ensure smooth operation, it's crucial to harmonise standards and address concerns regarding fairness and transparency.

Navigating the complexities of CBAM regulations involves complying with various carbon pricing schemes, reporting requirements, and verification processes. Given that manufacturing constitutes over 40% of UK exports and relies heavily on trade, ensuring compliance can be a daunting task, necessitating investments in monitoring, reporting, and verification systems.

There are valid concerns that CBAMs could disproportionately impact manufacturers in developing economies, where carbon-intensive industries often drive economic growth. Without sufficient support and transitional measures, these countries may struggle to adapt to the new regulatory landscape, potentially widening inequalities and impeding sustainable development efforts.

Alignment with the EU

CBAMs extend beyond the confines of the UK, emphasising the necessity of synchronising the UK-CBAM timeline with that of the EU-CBAM. Such alignment is vital to maintain competition with EU counterparts and to avert potential trade diversion scenarios. These scenarios involve high-emission industrial goods originally destined for the EU market being redirected towards open markets like the UK when faced with the EU CBAM.

Although the Government has yet to formally address this matter, it is anticipated to phase in the UK CBAM gradually. Following the example set by the EU, which plans to implement its CBAM over eight years starting from 2026, gradually reducing free allocations for EU installations until 2034. This phased approach allows domestic producers ample time to transition towards decarbonisation, adjust product portfolios as necessary, and enables importers to acclimate to evolving market dynamics.

The one-year disparity between the implementation timelines of the UK-CBAM (in 2027) and the EU CBAM (in 2026) poses heightened risks for domestic industries. High-emission industrial goods such as blast furnace steel or cement would face EU CBAM compliance obligations in 2026, potentially diverting these products towards other non-CBAM markets like the UK. This scenario could detrimentally impact domestic production in the UK, potentially leading to deindustrialisation. It is therefore imperative for the Government to synchronise the timelines of the UK-CBAM with those of the EU to mitigate trade distortions and safeguard its domestic industries.

What does this mean for recruitment in the manufacturing industry?

The announcement of the UK Carbon Border Adjustment Mechanism (UK-CBAM) has significant implications for recruitment in the manufacturing sector, particularly in industries affected by carbon emissions regulations. Let's delve into how this policy may shape recruitment practices:

Specialised Talent Acquisition

With the implementation of the UK-CBAM, there will be a growing need for professionals well-versed in carbon pricing mechanisms, environmental regulations, and sustainability practices. Manufacturers will likely seek individuals with expertise in carbon accounting, compliance management, and emissions reduction strategies to navigate the complexities of CBAM regulations.

Sustainability-focused Roles

As the CBAM aims to incentivise emission reductions and promote innovation in clean technologies, there will be an increased demand for roles focused on sustainability within manufacturing companies. This may include sustainability managers, energy efficiency experts, and renewable energy specialists tasked with implementing initiatives to reduce carbon intensity and ensure compliance with CBAM requirements.

Policy and Regulatory Experts

Given the potential for trade tensions and disputes arising from CBAM implementation, manufacturers may seek professionals with a deep understanding of international trade regulations, as well as experience in navigating policy landscapes. Recruiting individuals with expertise in trade law, policy analysis, and government relations will be essential for companies to effectively advocate for their interests and ensure compliance with CBAM regulations.

Supply Chain Optimisation

With the CBAM impacting imported goods and raw materials, manufacturers will need to optimise their supply chains to minimise carbon costs and ensure competitiveness. This may involve hiring supply chain analysts, logistics specialists, and procurement managers with a focus on carbon footprint reduction and sustainability criteria when selecting suppliers.

Innovation and Technology Adoption

To remain competitive in a carbon-constrained market, manufacturers will need to invest in innovation and technology adoption to reduce emissions and improve energy efficiency. This could lead to increased recruitment of research and development (R&D) professionals, engineers, and technology experts with a focus on developing and implementing low-carbon technologies and processes.

International Expertise

Given the global nature of supply chains and trade dynamics, manufacturers may seek talent with international experience and cultural competency to navigate CBAM-related challenges in the global marketplace. Recruiting individuals with a diverse range of backgrounds and language skills can help companies effectively engage with international stakeholders and adapt to evolving regulatory environments.

The implementation of the UK Carbon Border Adjustment Mechanism will likely drive recruitment in the manufacturing sector towards roles focused on sustainability, compliance, innovation, and international engagement. By strategically investing in talent acquisition and workforce development in these areas, manufacturers can position themselves to thrive in a carbon-constrained economy while contributing to global climate objectives.

Bradford’s manufacturers sign up to engage with pupils from 45 local schools

E3 Recruitment — 15/09/2021

More than 30 Bradford manufacturers have registered for this year’s Bradford Manufacturing Weeks initiative, with planning well underway to deliver online and in-person activities, to engage and inspire pupils to pursue a career in manufacturing.

So far there are 32 registered and active manufacturers, with eight who are joining for the first time, which include Yorkshire Dama Cheese, Tecnair Manufacturing, Bronte Precision Engineering and Ortho Europe.

Bradford Manufacturing Weeks which runs from the 4th to the 15th October, introduces students to a career in manufacturing through work placements, manufacturer tours, work experience and life skills events. Since 2018, the initiative has created more than 12,000 manufacturing experiences for Bradford pupils aged 14-18.

It’s the fourth year that E3 Recruitment (E3R) has sponsored the Bradford Manufacturing Weeks, which is led by West & North Yorkshire Chamber of Commerce with other sponsors including Barclays, Naylor Wintersgill, LCF Law and Bradford Council.

Andrew Joseph, E3R Director commented: “Despite the continued constraints of Covid-19, this year’s Bradford Manufacturing Weeks is shaping up to be the best one yet with its hybrid approach – taking elements from last year’s online events and in-person activities. We are proud to be a sponsor of Bradford Manufacturing Weeks and also hosting the hugely successful Apprentices Live Q&A panels again.

“Being a manufacturing and engineering recruitment specialist, we are aware of the skills gap due to the aging workforce and therefore know how important it is to ensure there is a pipeline of young people entering the industry and filling futures roles.”

This year, a ‘task force’ of apprentices from across Bradford are taking part in events to ensure pupils experience a range of relatable and motivating experiences. Apprentices at Keighley chemical manufacturer and supplier Airedale Chemical, this week met with pupils from South Craven school to discuss the company’s proposed Bradford Manufacturing Weeks activities.

Marketing apprentice Madison Heigold, lean manufacturing apprentice Max Chadwick and HSE technician apprentice Lucy Sage chatted with students Ben Fanshaw, Shadi Hashem and Emma Lloyd and encouraged feedback to help the company’s final preparations.

Lucy, who this year becomes a fully qualified Health & Safety Technician, said: “We talked to the students about how we’re planning to give an insight into multiple manufacturing roles here at Airedale Chemical, from following a product’s journey from sourcing raw materials through to manufacturing, developing a marketing plan and creating a sales strategy.

“It was helpful to hear first-hand what they’d like to see and experience during our tours and great to see how enthusiastic they sounded about our plans.”

Year 13 student, Shadi Hashem (17), said they found the site busy and “buzzing”. He added: “We said we’d really like to see more of the site during Bradford Manufacturing Weeks and particularly the labs. We’re all keeping our career options open so it’ll be great to spend more time on a site which offers such a wide range of roles.”

Craig Thomson, Group CFO of the Airedale Group which employs around 100 people at its Cross Hills site near Keighley, explains: “We’ve been involved with Bradford Manufacturing Weeks since it began three years ago and have found it incredibly rewarding to see pupils’ interest in a manufacturing career once they understand more about what’s involved. We’re also making short videos, offering tours and taking part in ‘meet the apprentice’ and ‘meet the manufacturer’ Q&As to fully utilise our apprentices’ experience and insight.”

Additional preparations for the fortnight in October include a ‘Getting To Know You’ event for schools to meet their partnered manufacturers at The Opportunity Centre on Wednesday 22th September. 2021 events also include a cash-prize competition to create an innovative solution for waste recycling in schools, a police and fire and rescue service-led Driver Awareness Event at Valley Parade and Barclays Life Skills sessions covering CV writing and interview guidance.

Nick Garthwaite, Chair of the Bradford Manufacturing Weeks steering group and Director of Bradford-based international chemicals and detergents manufacturer Christeyns, said: “The disruption caused by Covid-19, means employers and schools are more determined than ever to help, and guide young people around career-making decisions. Opportunities for a career in all areas of manufacturing have never been better and as Bradford Chamber of Commerce, we want to continue leading the charge to showcase our manufacturing sector and the potential for a fulfilling career within it.”

He added: “Bradford’s current apprentices are an industrious group of young people and we are delighted they’re showing such enthusiasm for encouraging the next generation of apprentices. The school pupils of today are our employees of tomorrow and together we can support them in making informed career decisions through manufacturing insights and experience.”

For information on registering to take part in Bradford Manufacturing Weeks’ 2021 events from 4th-15th October please see the website www.bradfordmanufacturingweek.co.uk.

Meet Sam Travis, Recruitment Consultant in our Construction Materials & Modular Team

E3 Recruitment — 21/06/2023

Over the past year, our Construction Materials & Modular Recruitment team has experienced significant growth in terms of team members, new clients, and client projects. To accommodate the expansion of our recruitment endeavours, we are pleased to introduce Sam Travis as our newest team member, joining us as a Recruitment Consultant. Sam will be collaborating with James Soden, Daniel Edley, Ryan Simms, and Laura Rogers in sourcing top talent.

As always, we take great pleasure in welcoming our new team members and catching up with them to learn about their first month at E3 Recruitment. Below, you'll find more information about Sam and his role within E3 Recruitment.

Can you give us some background on your career and what led to you joining E3 Recruitment?

I have spent the last 7 years managing within hospitality, I started to look for something more fulfilling to be able to progress onto.

Joining James Soden and his team over the past few months has been a really welcoming experience.

Tell us about your role and responsibilities in the Construction, Materials & Modular Team

Within the Construction, Materials & Modular Team I am currently working closely with our existing suppliers, whilst also undertaking business development to bring on new clients.

How has your first month been at E3 Recruitment?

I am really enjoying my time at E3 Recruitment. Whilst I haven’t been here long, it's clear to see that there are structured pathways for learning and development within the company.

Tell us a little bit about yourself

I am an outgoing person, when I am not in the office I will be outside!

What aspects of your role are you most excited about and what are you looking forward to?

I am excited to build relationships with new and existing clients, making sure that I can build that two-way relationship with my clients.

What initially attracted you to a career in Recruitment?

After spending the last 7 years in hospitality I was looking for something where I could use my transferable skills. Putting my people skills into a career that would be better suited to me.

What would you say to anyone looking to start their career in recruitment and why?

If you’re someone who is hard-working and likes to be rewarded then this is for you. At times it can be long hard yards but if you put the work in it will 100% pay off.

E3 Recruitment is where we are today because of our people. With rapid growth each and every year, we are always on the lookout for talented individuals to join our teams. Whether that's in our recruitment, finance, marketing, compliance or training departments, we are always open to seeing where the best fit could be for you. If you're a passionate, hard-working individual who is looking to join a company that provides great training, the latest tools and software and genuinely cares about its employees then E3R could be the place for you.

To get more insight into what life is like at E3 Recruitment, take a look at our Instagram page here, or visit our Linkedin page here! To discuss any opportunities we have then call our office on 01484 645 269 or email cv@e3recruitment.com

Analysing UK Manufacturing Trade Performance in June 2023: Insights from ONS Data

E3 Recruitment — 16/08/2023

The manufacturing trade landscape in the UK underwent significant shifts in June 2023, as revealed by the latest data released by the Office for National Statistics (ONS) on August 11th. This data provides a comprehensive overview of the import and export trends within the manufacturing sector, shedding light on the dynamics that shaped its performance during this specific month.

The UK economy grew by 0.5% in June, with the manufacturing industry being the largest contributor to production output, with production output being the largest contributor to GDP growth which grew by 1.8%, the strongest seen in three years.

Key Facts & Insights from this analysis:

Imports decreased by £2.9 billion, mainly non-EU, while exports grew by £0.6 billion, highlighting global competitiveness.
Q2 2023 saw a narrower trade deficit, with increased EU imports and lower non-EU imports.
Supply chain monitoring, seizing export opportunities, financial planning, diversification, and regulatory adaptability are crucial.
Professionals should align skills, embrace resilience, strategic thinking, and innovation, given evolving market dynamics.

Import and Export Trends: A Snapshot of June 2023

In June, the UK manufacturing sector witnessed notable changes in its import and export figures, reflecting the intricacies of global economic dynamics. The ONS data shows that the value of goods imports experienced a decline of £2.9 billion (5.8%) during this month. This reduction in imports highlights the sector’s responsiveness to evolving consumer preferences and economic conditions.

A particularly significant contributor to this trend was the marked fall in imports from non-EU countries. This drop, amounting to £2.1 billion (39.6%), was primarily driven by a substantial decrease in fuel imports. This decline, attributed to lower gas prices in June, underscores the interconnectedness between energy markets and trade flows, and its impact on the manufacturing sector.

On the export front, the manufacturing sector showcased its resilience by recording a modest increase in the value of goods exports, amounting to £0.6 billion (1.8%) in June 2023. This growth in exports highlights the competitive strength of British manufactured goods on the global stage, even during evolving economic circumstances.

Trade Balance and EU vs. Non-EU Dynamics

The manufacturing sector’s role in the overall trade in goods and services deficit is crucial. The ONS data indicates a slight narrowing of the deficit by £0.5 billion to £19.0 billion in the second quarter of 2023, showcasing the sector’s contribution to addressing the overall trade imbalance.

An in-depth analysis of trade patterns with both EU and non-EU countries uncovers complex dynamics. The considerable fall in imports from non-EU countries, the largest since April 2020, underscores the evolving nature of the UK’s trading relationships. Simultaneously, imports from the EU demonstrated resilience with a £0.8 billion increase, indicating ongoing collaboration and trade in manufactured goods.

Navigating Data Collection Changes and Customs Controls

It is important to interpret these trends while considering the impact of data collection changes and customs controls. These factors have introduced complexities into UK trade statistics, particularly affecting EU imports and exports. The transition to Staged Customs Controls has added a layer of complexity in accurately understanding trade metrics, especially for manufactured goods.

Manufactured Goods by Commodity

Delving into specific commodity categories provides a more nuanced understanding of manufacturing trade trends. The data highlights that higher chemical imports were a driving force behind the increase in imports from the EU by £0.8 billion. Conversely, the decline in imports from non-EU countries by £3.8 billion was primarily due to reduced fuel and machinery imports.

Exports to the EU remained stable, albeit with a decrease in fuel exports. Meanwhile, exports to non-EU countries experienced a rise of £0.6 billion, primarily attributed to increased exports of machinery and transport equipment.

Impact on Manufacturing Employers

For manufacturers, the recent data released by ONS carries meaningful implications. These insights offer valuable guidance for shaping strategies and making informed decisions within the industry.

Supply Chain Agility: The £2.9 billion (5.8%) reduction in goods imports highlights evolving supply chain dynamics. Manufacturers should vigilantly monitor material availability and costs, prompting potential adjustments in sourcing strategies to ensure uninterrupted production.

Export Opportunities: A £0.6 billion (1.8%) rise in goods exports signifies growing global demand for UK-made products. Manufacturers can seize this momentum to explore new export markets, aligning products with specific market needs for enhanced growth prospects.

Financial Planning Insights: The narrowed £0.5 billion total trade deficit in Q2 2023 underscores prudent financial planning. Understanding trade balance variations aids in managing financial stability amidst trade fluctuations and maximising growth potential.

Diversification in Trade: Diverging imports from the EU and non-EU countries spotlight the importance of diversified trading partners. Manufacturers should evaluate their trade relationships, mitigating risks linked to overreliance on specific markets and enhancing adaptability.

Regulatory Agility: Changes in data collection and customs control require manufacturers to stay agile. Adapting to evolving regulations ensures accurate reporting and minimises trade disruptions, enhancing overall operational efficiency.

Nurturing Innovation: Insights into shifting demand trends from commodity data offer manufacturers a roadmap for innovation. Identifying growing demand segments allows businesses to invest in research and development, aligning product offerings with market preferences.

Interpreting the Path Forward for UK Manufacturing

In conclusion, the June 2023 data released by the ONS paints a dynamic picture of the UK manufacturing sector’s trade performance. This snapshot of import and export trends provides valuable insights into the sector’s ability to adapt to evolving global dynamics. As the UK continues to navigate changing economic landscapes, the manufacturing sector’s performance will remain a pivotal factor in shaping the nation’s economic trajectory and global competitiveness.

E3Round UP – The Apprenticeship Levy

E3 Recruitment — 08/06/2017

April saw the start of the new Apprenticeship Levy, which means larger UK employers with a PAYE bill in excess of £3 million now pay a levy to fund new apprenticeships. It is expected to raise £3bn a year to fund the governments target of an additional three million apprentices by 2020.

The Apprenticeship Levy is designed to increase the quantity and quality of apprenticeships and place the control of funding with the employer. All UK employers will be able to access the funds generated by the levy and use apprenticeships to develop their staff.

New Approach

The benefits of apprenticeships are clear , but how will this government flagship scheme differ to previous initiatives other than being levy funded? Well this new styles of apprenticeship is designed specifically to meet the changing needs of employers, learners and providers. This will see new employer-led apprenticeship standards developed which will replace the old apprenticeship frameworks. Employers are being encouraged to get involved in the creation of new standards which will reflect business needs and skills gaps within industry through trailblazer projects.

Benefits of apprenticeships;
Earn while you learn
Training in the skills that employers want
Excellent progression opportunities
Increased future earning potential with advanced apprenticeships.

The new apprenticeship standards will;
Define an apprenticeship that lasts a minimum of 12 months
Be linked to a specific occupational level
Respond to employers needs, ensuring that apprenticeships are high quality and develop the knowledge, skills and behaviour required for a specific job role.

Uncertainty

The Apprenticeship Levy has caused a lot of uncertainty for some employers. Research conducted by City & Guilds suggested a third of UK businesses are confused or unaware of the financial implications of the new Apprenticeship Levy. Of the 500 senior business leaders surveyed, only 31 percent of respondents were planning to increase their number of apprentices, with 15 percent claiming that they would be forced to cut other recruitment schemes. Nearly a quarter were unaware of the changes to the apprenticeship system, whilst 28 percent said they did not know whether they would be required to contribute to the levy. But on a positive note, the survey also revealed that 59 percent of respondents said they would recruit apprentices this year, up from just 44 percent who said they intended to recruit university graduates.

EEF

Research by EEF and Lloyds Bank Commercial Banking reported the Apprenticeship Levy was sparking concern among manufacturers. While 26 per cent of businesses surveyed said the measure would attract more young people to apprentices, three quarters are worried they wont get back what they put in. More than 60 per cent are also concerned about costs, while half are worried about the timescale of implementation.

Terry Scuoler , Chief Executive of EEF , said: Despite much hard work and dialogue with government, we are on the cusp of a policy roll-out that continues to cause manufacturers great concern. Clearly the Apprenticeship Levy has the potential to bring benefits, but not enough to outweigh our sectors reservations. With skills such a high priority these fears are entirely understandable and must be swiftly addressed.

E3R Client OneSubSeas Outlook

E3R client OneSubsea creates integrated solutions, products, systems and services for the subsea oil and gas market. The company deliver solutions to their clients so they can achieve first oil faster and accelerate production so they can increase recovery.

James Poskitt, Apprentice Development Manager at OneSubsea gives his opinion on the Apprenticeship Levy: With an uncertainty around the economy and Brexit being a daily topic of conversation, in my opinion the new approach allows us to focus on growing skills rather than adopting them from the current talent pool. New standards also mean companies have the flexibility to branch out and generate in house standards to gain qualifications, which are not only sector specific but can aid in the recognition of core competencies required for each skill set. This is a step change from the current frameworks that are in place, which are one dimensional and driven by the awarding body.

Taking away the age bias also increases the candidate pool we will now be able to upskill and the 10% cost margin will only help to incentivise the levy in order to create and grow a sustainable workforce moving forward.

The Apprenticeship Levy What you need to know

If youve not already got to grips with the new Apprenticeship Levy, here are the key things you need to know;
Compulsory if annual wage bill over £3m there are no exceptions. From April 0.5% of any money over £3m will automatically be deducted from your wage bill into a fund for apprenticeships.
Businesses not paying the levy can still benefit if your annual wage bill is under £3m there will be no compulsory payment, but funding will be available through the National Apprenticeship Service.
Training programmes must be accredited the Skills Funding Agency has provided a list of apprenticeship providers. If you are already using a training provider who isnt on the register, levy funds cannot be used, so they need to register.
The government will top up funds once you have started paying the levy , there is government help at hand. Payers will see a 10% top up on all levy funds from the government.
The whole process is online funds can be viewed in an online account. Levy payments will automatically be deducted from the employer by HMRC and will appear in the account which looks like a bank statement.
Unused levy payments could be lost if your company fails to spend all of its payment, they will go unclaimed and you may lose them. Any unclaimed payments will then be available to other businesses looking to spend more.
Levy money for apprenticeships only it cannot be used for travel, subsistence costs, managerial costs, work placement programmes or costs of setting up an apprenticeship programme.
Apprentices must be assessed they must go through a final examination to pass. The assessor must be independent and have no involvement in the training or management of the apprentice. A full list of assessors is available online.

Next Steps

It is vital the government communicates what the Apprenticeship Levy is, how it works and who the funding can benefit both levy and non-levy payers so both can make the most of this opportunity. For more information on the levy please visit www.gov.uk.

For information on how to identify an apprentice opportunity, scope the role and recruit, contact E3 Recruitments apprentice partner The Entice Project www.enticeproject.co.uk.

E3R Warriors raise £1100 racing in Dragon Boat Race!

E3 Recruitment — 13/09/2021

E3R Warriors have smashed their sponsorship target of £1000 and raised over £1100 for its charity partner Forget Me Not Children’s Hospice by competing in a Dragon Boat Race, racing against 14 other teams in three boat races.

The Dragon Boat Race, which took place on Saturday 11th September at Pugneys Country Park in Wakefield, proved to be a great day with 12 E3R Warriors competing and soaking up the great atmosphere on the shore between races.

The twelve E3R Warriors which took part in the races included drummer Stephanie Plazzi who ensured the paddlers kept the rhythm, and paddlers; Andrew Pilling, James Soden, Andrew Joseph, Laura Rogers, Martin Spencer, Kingsley Walker, Rodger Morley, Jennie Butler, Dom Trowman, Luke Norton and Nikki Outram.

Forget Me Not Children’s Hospice has been a partner of E3R since 2019 which supports children with life-shortening conditions and their families through their Hospices; Russell House in Huddersfield and Grace’s Place in Bury, and also at home with their outstanding nursing care, days out, listening, respite care, therapy and even assist with domestic chores.

The team’s aim was to raise £1000 for the charity, which is the cost of funding an overnight stay at Russell House. This target has been reached with further donations promised from generous family, friends and suppliers. If you would like to sponsor the E3R Warriors please visit our Just Giving page by clicking here.

E3R Director Andrew Pilling commented: “The Dragon Boat Race was a brilliant day for all those involved. As well as being really good competitive fun and good for team building, it’s a great way to raise money for a brilliant cause.

“After a year of not being able to participate in team fundraising events, it was great for the E3R Warriors to be back in business, doing what they do best – competing whilst raising money for our charity partner Forget Me Not Children’s Hospice. Thank you to everyone who has donated and supported us so far.”

To find out more about our fundraising efforts for our charity partner, please visit our CSR page.

Empowering Women in Manufacturing: Insights from Ahead Partnership, Sulzer, Leeds Welding Company and E3 Recruitment

E3 Recruitment — 21/06/2023

Today is International Women in Engineering Day, recently we have engaged in conversations with our clients and women working within their organisations to explore their experiences as women in engineering and identify ways the industry can enhance its appeal to attract more women into STEM careers.

Recruiting a diverse workforce has become a key priority for HR professionals, as it not only reflects social responsibility but also increases organisations' attractiveness to potential employees. Over the years, we have observed a clear correlation between diversity, equity, and inclusion (DEI) initiatives and business performance, innovation, and staff retention.

E3 Recruitment, in partnership with Ahead Partnership, recently hosted a webinar on women in manufacturing as part of the Manufacturing Futures Virtual Summit, held during the Leeds Manufacturing Festival. The webinar was hosted by Faron Convey from Ahead Partnership and brought together industry professionals, Debbie from Leeds Welding Company and Tyra from Sulzer, to discuss their career journeys, challenges faced as women in manufacturing, and ways to encourage more women to join the industry.This article provides an overview of the key insights shared during the webinar.

Natalie Hodgson, HR Business Partner for Sulzer Services says, “As a business, we are recognising more and more that local partnerships and a high level of exposure to people at a young age are very important to future proof our industry. Encouraging young women to consider the many opportunities within Manufacturing for individuals with a variety of interests and skillsets is crucial to both building our brand as a potential upcoming employer, but also ensuring that we engage with exciting talent at an early stage. This year has been a turning point for us; Our work with events such as Leeds Manufacturing Festival and GirlTech have shown us the bright, engaging and determined young women and men that will make up our workforce of the future.”

Diverse Career Paths:

Debbie, an industrial spray painter at Leeds Welding, shared her journey into manufacturing. Inspired by her father's business in powder coating, she developed a passion for the trade. Her experience working in different roles, from driving vans to powder coating, eventually led her to specialise in industrial spray painting. Tyra, Production Planning Supervisor at Sulzer, started as an apprentice and diversified her career path by taking on various roles within the company. Both women highlighted the wide range of opportunities available in manufacturing, from technical positions on the shop floor to administrative and managerial roles.

Challenges and Overcoming Stereotypes:

Tyra discussed the challenges she faced as a young woman in a male-dominated industry. She highlighted the importance of standing her ground and establishing respect from her colleagues. Tyra emphasised the need for young women entering the industry to assert themselves and make it clear that they are there to contribute and excel. Debbie, on the other hand, mentioned that she was fortunate to have been accepted as "one of the lads" and did not face significant challenges due to her gender.

Addressing Misconceptions and Encouraging Participation:

Both Debbie and Tyra highlighted the need to address misconceptions about manufacturing that may deter women from pursuing careers in the field. Tyra stressed that manufacturing encompasses a wide range of roles beyond manual labor, including planning, procurement, project management, HR, and engineering. Companies and educational institutions need to communicate the diverse opportunities available and emphasise that women's skills and contributions are valued in all aspects of manufacturing.

Building Inclusive Environments:

Debbie emphasised the importance of providing basic facilities, such as suitable toilets and changing rooms, to make the workplace inclusive for women. Tyra mentioned the need for companies to ensure that information about maternity schemes and support is readily available and easily accessible. Additionally, fostering an understanding of women's unique challenges, such as hormonal fluctuations, and providing support and flexibility can contribute to a more inclusive environment.

Promoting Awareness and Dialogue:

To encourage more women to consider manufacturing careers, Tyra and Debbie emphasised the importance of creating awareness and having open discussions about the industry. Tyra suggested that manufacturers should allocate dedicated time and effort to attract women, going beyond token gestures and involving women in all levels and departments of the organisation. Promoting conversations in schools and communities about the breadth of opportunities available can also help dispel misconceptions.

The Women in Manufacturing webinar, hosted by E3 Recruitment in collaboration with Ahead Partnership, provided valuable insights into the experiences of women working in the industry. Debbie and Tyra's stories showcased the diverse career paths and opportunities available in manufacturing. The webinar highlighted the need for companies to create inclusive environments, address misconceptions, and actively promote the participation of women. By taking these steps, the manufacturing industry can attract and retain talented women who will contribute to its growth and success.

Chemical & Pharmaceutical team welcomes new Recruitment Consultant, Megan Saunders

E3 Recruitment — 22/03/2023

Our Chemical and Pharmaceutical Recruitment team is growing, and we're thrilled to introduce Megan Saunders as our latest addition to the London-based E3R team. Megan comes on board as a Recruitment Consultant, joining forces with James Travis and Richard Steadman to bring even more expertise and innovation to our team.

With a wealth of experience in pharmaceutical and medical device recruitment, Megan's knowledge is set to elevate our division's services and opportunities to new heights. We couldn't be happier to welcome her to our team and eagerly anticipate her contributions.

Want to know more about Megan and her role at E3 Recruitment? Keep reading to discover her unique insights and experiences during her first month with us.

Can you give us some background on your career and what led to you joining E3 Recruitment?

After graduating back in 2021, I found myself within the scientific recruitment sector, working on roles which spanned the whole way through the drug cycle from discovery to manufacturing. Knowing that recruitment and helping people is what I love to do, this brought me face-to-face with the opportunity to join E3 Recruitment where I can use my experience in the industry and sector to help those within the Chemical and Pharmaceutical industries.

Tell us about your role and responsibilities in the Chemical and Pharmaceutical team

Within the Chemical and Pharmaceutical team at E3R, I am tasked with the whole recruitment process from helping candidates find the right job for themselves, whether this being from the shop floor right through to the back office roles such as within the finance team.

This goes hand in hand with helping leading or up-and-coming Chemical or Pharmaceutical Manufacturing companies recruit and grow their teams by offering expertise within the industry and market and taking the recruitment mission off of their hands.

How has your first month been at E3 Recruitment?

I am thoroughly enjoying my time at E3 Recruitment in the short time I have been here. The management style and support I have received has been perfect, and noticeably different in a positive way compared to what I have been used to. I am excited to learn more, grow within the company and for what the future of E3R has to offer!

Tell us a little bit about yourself

I’d describe myself as a very caring and outgoing person. When I’m not in the office I’m either riding my horses, cooking (and eating) or spending time with my dogs in the Hertfordshire countryside!

What aspects of your role are you most excited about and what are you looking forward to?

I’m very excited to build new and long-lasting relationships, whether that be with candidates or clients. I’m also very excited for growth and progression within the company – let’s see what 2023 has in store!

What initially attracted you to a career in Recruitment?

Honestly, after graduating from University, I didn’t really know much about recruitment at all, it wasn’t spoken about by my tutors. Having struggled to find a job in my chosen field originally, it dawned on me that I wanted it to do something where I could help others and make an impact on the world, and recruitment – especially within the Pharmaceutical sector, definitely does!

What would you say to anyone looking to start their career in recruitment and why?

If you’re someone who loves to work hard and be rewarded for that hard work (whether financially or by sense of achievement - or both) this is the industry for you! Don’t get me wrong, it can be tough at times but so can everything else (that’s life), this way you just get bigger and better rewards at the end of it!

To find out what life Is like at E3R, take a look at our Instagram here, or visit our LinkedIn page here.

E3 Recruitment Strengthens Offering with Seven New Recruits in the Last Month

E3 Recruitment — 04/10/2021

E3 Recruitment (E3R) has welcomed seven new individuals over the last month as it continues to invest and grow its teams, so it remains at the forefront of engineering and manufacturing recruitment in Yorkshire and the UK.

The recruitment agency who’s head office is currently based in Lindley, Huddersfield, has eight sector teams focused upon the recruitment of engineering and manufacturing roles across all areas of operations within; Food & FMCG, Automotive & Fleet, Construction Materials & Modular, Chemical & Pharmaceutical, Energy & Utilities, Oil & Gas, Aerospace, and General Manufacturing.

E3R’s Food & FMCG team has welcomed two new starters to strengthen its offering; Megan Hepworth has joined the team as a Recruitment Resourcer focusing on candidate attraction, reaching out to candidates, on behalf of food production companies to find the perfect match for their roles.

Kingsley Walker, has also joined the team as a Recruitment Consultant, who will focus on business development, ensuring E3R have full coverage throughout the food industry, developing both their temporary and permanent recruitment offering across the UK.

Two Recruitment Consultants have joined E3R’s Chemical & Pharmaceutical team; Austen Hudson and Richard Steadman. The team has multiple contracts with multinational chemical and pharmaceutical manufacturers, providing exclusive recruitment services hiring both temporary and permanent positions. Both Austen and Richard will provide recruitment support for these accounts, with Richard also focussing on developing relationships with new Chemical & Pharmaceutical clients across the UK and internationally.

In total five Recruitment Consultants who have joined in the last month. E3R has also welcomed; Matthew Agus to the Construction Materials & Modular team and Thomas Chant to the Automotive and Fleet team.

Rochelle Crowther has joined the Operations Team as a Recruitment and Compliance Administrator who is responsible for data management, onboarding of candidates and compliance across the business.

Commenting on the new team members Tracie Norton Director of E3R commented:

“Like for most businesses, 2020 was very challenging, but with hard work, grit and determination we came out of it the other side stronger than ever. This is our second wave of new recruits this year, having welcomed four new recruits over the summer.

“We are delighted to be in a position where we can again build our sector teams to align with our growth plans for the next 18 months. All seven new recruits have adapted well into our business and hit the ground running bringing with them, their unique personalities and transferable skills that really compliment our business. Each and every one of them play a huge part in our continued growth in the next exciting chapter of E3 Recruitment.”

With plans for further growth, E3R are seeking to engage with further talent this year, and next. Therefore, if you are interested in joining the E3R please forward your CV to HR@e3recruitment.com.

The Impact of the Pharmaceutical Industry in the UK: Employment, Growth, and Inclusivity

E3 Recruitment — 09/01/2024

The pharmaceutical industry in the UK is a powerhouse, shaping not only healthcare but also the broader economy. This article delves into the multifaceted role of this industry in generating employment, driving economic growth, and promoting diversity and inclusivity.

Employment and Economic Growth

The pharmaceutical sector stands as a high-technology industrial giant, serving as a major driver of employment and economic prosperity. According to a recent EFPIA report, the industry directly employed over 865,000 individuals. Remarkably, it extends its influence exponentially, generating three times more employment indirectly, through associated sectors such as logistics and research and development.

The pharmaceutical sector contributes significantly to tax revenues for governments. These funds can be channelled towards public services and infrastructure development, further amplifying the industry's impact on society.

Innovative Treatments for Economic Growth

The pharmaceutical industry's role extends beyond employment and economic growth. The pharmaceutical industry is a vital force behind innovation and better patient care. By creating new treatments, particularly for long-term health issues like diabetes and heart conditions, we can alleviate the strain on healthcare systems and greatly enhance the quality of life for patients.

The Emerging Economies

While Europe remains a pharmaceutical hub, emerging economies such as China, India, and Brazil are rapidly gaining prominence. These countries' burgeoning middle class has created a growing market for pharmaceutical products, driving demand for innovative treatments. Substantial investments in R&D in emerging economies have led to the production of innovative pharmaceuticals, challenging Europe's historical dominance in this field.

Challenges of affordability and access must be addressed to ensure that innovative treatments benefit all patients in these economies. Collaborative efforts between governments and the industry are crucial to strike a balance between innovation and accessibility.

The Need for Inclusivity

In tandem with its remarkable progress, the pharmaceutical industry acknowledges the pressing need for diversity and inclusivity. Historically, the industry has faced issues of underrepresentation of women and ethnic minorities, particularly in leadership positions.

Promoting diversity and inclusivity requires concerted efforts. This includes targeted recruitment programs, training initiatives, and the creation of an inclusive workplace culture that fosters innovation. Embracing diversity not only promotes equitable opportunities but also fuels innovation and better patient outcomes.

Key facts and figures for pharmaceutical employment

The Pharmaceutical industry adds more employees per head to the UK than any other sector, employment in the industry is highly valued.
The industry generates about three times more employment indirectly - upstream and downstream - than it does directly.
The industry directly employs over 73,000 people in the UK.
The industry indirectly generates at least 200,000 more jobs in the UK.
The industry generates valuable skilled jobs, particularly in the fields of academia or clinical science.
The industry faces challenges related to the high cost of research and development, increasing competition, regulatory compliance, and the development of new drugs and treatments.
More than 65% of all medical research and development in the UK is carried out by the pharmaceutical industry.

The impact of the pharmaceutical industry on employment

Right now, we're facing a shortage of skilled workers in certain fields, like data science and artificial intelligence. To tackle these challenges head-on, the industry needs to make a concerted effort to attract and retain talented individuals, particularly in these areas where we're facing a shortfall. This involves investing in education and training initiatives and cultivating a workplace environment that not only embraces diversity but also encourages innovative thinking.

10 challenges the pharmaceutical industry will face in 2024

Regulatory compliance

Companies in the Pharmaceutical industry have to comply with different regulations, ranging from distribution standards to clinical trial requirements. Having to keep up with these regulations can be intimidating as failure to comply with them can result in fines and damage to a company's reputation.

Costs of research & development

Developing new drugs and treatments is a costly and time-consuming process. As research and development costs rise, companies in the pharmaceutical industry must be able to simplify the processes of their research and optimise their resources.

Intellectual property

As a whole, the pharmaceutical industry is highly competitive with intellectual property becoming critical to the success of any company.

The pressure of rising costs

As costs begin to rise, pharmaceutical companies face increasing pressure to control the cost of their products, from government regulations to consumers. Due to this pressure, there will be lower profit margins and increased competition, leading to companies facing difficulties when investing in R&D and bringing in new products.

Management of the supply chain

Supply chains in pharmaceutical companies are complex and regulated highly as they also have multiple stakeholders involved in every process from drug production, to transportation and distribution. It is a challenge for companies to ensure the safety and quality of pharmaceutical products.

Data security

Companies in the pharmaceutical industry regularly collect and store vast amounts of data that is very sensitive. This data can range from patient information to clinical trial data. It is of high importance that companies ensure this data is collected and stored safely which can be a challenge in an age of cyber threats and data breaches.

An ageing population

As the population across the globe ages, there comes an increased demand for new drugs and treatments to address health issues that come with ageing. Bringing both opportunities and challenges to pharmaceutical companies, they must work to develop new products that address these needs whilst also balancing the costs of healthcare.

Personalised Medicine

As technology advances it opens new possibilities for personalised medicine, where treatment is tailored to a person’s unique genetic profile. This personalised medicine can be costly and time-consuming, with significant regulatory and ethical considerations being considered.

Perception of the Public

Companies in the pharmaceutical industry are under increasing scrutiny from the public, who are concerned about drug pricing, access to healthcare and their roles in society. Companies must uphold a positive reputation.

Innovations and New Discoveries

The industry is driven by new technologies and discoveries that constantly change the landscape. Companies must stay at the forefront of these changes and develop new products/treatments that meet patient needs to stay competitive.

What hiring trends can we expect to see in 2024?

A bigger focus on Generalists

Traditionally, pharmaceutical fields used to value specialised knowledge and expertise. But things are shifting, and now companies are leaning more towards hiring generalists. This is because projects have become more complex and interdisciplinary. This means we need professionals with a broader skill set and adaptability. Generalists are like the bridges between specialised teams.

An increasing demand for Scientists and Analysts

In today's era of big data, pharmaceutical industries are experiencing a growing demand for data scientists and analysts. According to the Occupational Outlook Handbook (OOH), the job market for data scientists is expected to skyrocket by 36% by 2031, outpacing many other professions. The OOH predicts a robust 35% growth in the employment of information security analysts by the same year.

Increased focus on diversity and Inclusion

In the 21st century, companies across pharmaceuticals, place a strong emphasis on diversity and inclusion. These have become central priorities within hiring trends. Companies are taking proactive steps to cultivate diverse and inclusive workplaces, recognising their role in nurturing creativity and innovation. A diverse workforce also brings the advantage of a deeper understanding of the needs of patients and customers.

AI and machine learning

Artificial intelligence (AI) and machine learning (ML) technologies are driving a profound transformation in the pharmaceutical sector. They are revolutionising drug discovery, optimising clinical trials, and elevating patient care to new heights. AI stands as a transformative force in these industries.

Many companies operating within this area are actively expanding their teams by seeking out individuals with expertise in AI and ML. Whether candidates come from a life sciences background or are considering a career switch, one of the prominent hiring trends in pharmaceuticals revolves around embracing these capabilities offered by artificial intelligence and machine learning, both now and in the future.

The pharmaceutical industry in the UK stands as a pillar of economic growth, generating employment, fostering innovation, and improving patient outcomes. Challenges such as fiscal austerity measures and workforce shortages must be addressed. The industry must commit to diversity and inclusivity to harness the full spectrum of talent and perspectives. In doing so, the industry will not only sustain its contributions but also lead the charge towards a healthier and more prosperous future for the UK and the world.

Five benefits of hiring a permanent member of staff

E3 Recruitment — 15/05/2019

This week E3R’s Commercial Team would like to highlight the benefits of hiring a permanent member of staff for a commercial role:

1. Loyalty – by offering an employee a permanent contract and appreciating the work they do, in return you will receive loyalty and flexibility, as an employee who feels valued will put additional time in when required.

2. Focus – they are dedicated to the company, its values and goals, and can see how their work contributes to the company’s success. They are committed, so have a desire to do well and progress long term.

3. Security – permanent employees are less likely to leave a role as they have their security to consider, offering security as well to your workforce. This provides stability for you to plan workloads and budget more effectively.

4. Competition – if a similar company is offering a similar package but on a temporary basis, a candidate is usually more inclined to opt for the role which offers security and stability.

5. Investment – hiring someone on a permanent basis offers investment in the individual through training, development and further career progression – ultimately benefiting your team and your company.

Please contact the Commercial Team on 01484 645 269 or email

Free Webinar: Understanding T-Levels for Manufacturers

E3 Recruitment — 06/06/2023

Register here:https://events.teams.microsoft.com/event/b3f40ffe-9b10-4155-b177-445688c9d5ee@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Join us for an informative webinar on "Understanding T Levels: A Guide for Manufacturers" hosted by Leeds City College. This webinar is designed especially for manufacturers who want to gain a better understanding of T Levels and their significance for the industry.

T Levels are new technical qualifications that have been introduced in England to provide students with a combination of technical knowledge and practical skills. These qualifications are designed to prepare students for skilled employment or further study and are being hailed as the future of technical education in the UK.

During this webinar, our expert panel will explain what T Levels are, how they differ from other qualifications, and what benefits they offer to the manufacturing industry. The panel will also discuss the implementation of T Levels and how manufacturers can get involved and support this new qualification.

The webinar will cover a range of topics, including the content of T Levels, the assessment process, and the practical experience that students gain through industry placements. The panel will also explore the potential impact of T Levels on the manufacturing industry, from addressing skills shortages to improving productivity and competitiveness.

This is a great opportunity for manufacturers to gain a better understanding of T Levels and their significance for the industry. Whether you are an employer looking to recruit new talent or an education provider seeking to upskill your workforce, this webinar will provide you with valuable insights and information.

Don't miss this free opportunity to learn from our expert panel and gain a competitive edge in the manufacturing industry. Register now for this webinar and join us in exploring the exciting world of T Levels.

Register here:https://events.teams.microsoft.com/event/b3f40ffe-9b10-4155-b177-445688c9d5ee@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

The Race to Net Zero in Manufacturing

E3 Recruitment — 19/06/2024

A systematic shift is needed across all sectors of the UK economy to support the government’s net zero commitment by 2050. Industries that produce significant volumes of carbon emissions have much to do to play their part. These include the manufacturing and construction sectors that together account for 16 per cent of total UK emissions.

For Environment Day 2024, we talk about the race to net zero in manufacturing, with its challenges and opportunities.

Embracing Sustainability in Manufacturing

Stakeholder requirements, regulations, and incentives are driving decarbonisation efforts. UK manufacturers have the opportunity to go beyond expectations in improving the environmental and social impact of their products and services.

Challenges in Workforce Skills and Competencies

Energy transition and digital transformation are rapidly changing what work we do, how we do it, and where we do it. However, growing competition for both sustainability and digital competencies, an ageing workforce, fewer recruits, and a lack of diversity all point to increasing skills challenges in the future.

Environmental, social, and governance (ESG) scrutiny of businesses is increasing rapidly as investors and UK policymakers put more pressure on companies to disclose and reduce the environmental impact of their operations.

Government Initiatives for Industrial Decarbonisation

The UK Government’s Ten Point Plan for a Green Industrial Revolution outlines the technology areas that will benefit from greater government support as well as policy proposals and funding packages to scale them up.

The benefits of sustainable manufacturing go beyond meeting regulatory compliance and energy cost reduction. They can include better risk management, improved overall operational efficiency, reduced waste, and a positive impact on the company’s brand and reputation.

Resilience and Adaptation in the Post-COVID Era

No manufacturer was left untouched by COVID-19. Business models, operations, and attitudes to technology and the workforce all had to change as the pandemic rapidly unfolded.

As supply chains faltered and demand patterns fluctuated, manufacturers were compelled to rapidly change their approaches, embracing remote work, digital technologies, and operational patterns to sustain operations. This demonstration underscored the imperative of adaptability and resilience in the face of unforeseen challenges, laying the groundwork for a more robust and dynamic future for manufacturing.

Opportunities in Regional Manufacturing Hubs

The convergence of digital adoption, escalating carbon costs, and broader economic trends are fuelling the construction of regional manufacturing hubs across the UK. These hubs offer a strategic response to supply chain vulnerabilities, leveraging advancements in technology for customisation and personalisation while bringing in local talent and expertise.

By shortening supply chains and reducing transportation costs and emissions, they align with sustainability goals while fostering innovation and economic growth. Supported by government incentives and policy frameworks, these hubs stimulate collaboration and the development of robust industrial ecosystems.

In navigating the path towards a sustainable future, the call for action echoes loudly across all sectors, particularly within manufacturing and construction, pivotal players in the quest for net zero emissions by 2050. Embracing sustainability isn't merely a regulatory obligation but an opportunity to innovate, enhance operational efficiency, and fortify brand reputation.

As the UK government champions the Green Industrial Revolution through policy initiatives and funding, manufacturers are poised to spearhead transformative change. By embracing sustainable practices, investing in workforce skills, and leveraging regional manufacturing hubs, the industry can position itself at the forefront of the green revolution, driving both economic growth and environmental stewardship in tandem.

How E3 Recruitment can help you with your net zero efforts

At E3 Recruitment we stand as a critical partner in the manufacturing sector's journey toward net zero emissions. By addressing the pressing challenges of skills shortages and workforce diversity, we can provide manufacturers with access to a pool of highly skilled and motivated professionals equipped to drive sustainable practices. Their expertise in recruiting for sustainability and digital transformation roles ensures that companies can find the right talent to implement energy-efficient technologies, optimise processes, and innovate green solutions.

Our deep understanding of the industry allows us to support businesses in navigating the complex landscape of environmental, social, and governance (ESG) criteria. This guidance helps manufacturers not only meet regulatory requirements but also enhance their operational efficiency and market competitiveness. By partnering with us, manufacturers can build a resilient, adaptable workforce capable of thriving in the dynamic, sustainability-focused market, ultimately positioning themselves as leaders in the Green Industrial Revolution.

Insights from the Manufacturing Outlook 2023 Quarter 4

E3 Recruitment — 19/12/2023

The Manufacturing Outlook 2023 Quarter 4, as presented by BDO LLP in partnership with Make UK, offers a comprehensive view of the current state and future trajectory of the manufacturing industry in the UK. This insightful report delves into various aspects of the sector, including investment, employment, inflation, and government policies, providing valuable insights for industry stakeholders and policymakers.

Investment and Growth

The report highlights a rebound in both output and employment for UK manufacturers, signalling a positive end to the year. However, it also notes a stagnation in investment intentions despite improving margins. The significance of sustained investment in driving growth and efficiencies cannot be overstated. The Autumn Statement brought some welcome news for the manufacturing sector, addressing long-standing concerns and providing support for businesses of all sizes. Measures to encourage foreign investment and direct investment in key sectors such as automotive and aerospace demonstrate the government's strong economic commitment to the manufacturing industry.

Inflation and Trade Cooperation

In terms of inflation, the report discusses a slowdown in consumer price growth, indicating a potential alignment with the high cost of living. However, challenges persist, particularly in the form of double-digit food inflation, which continues to burden consumer pockets. Moreover, the evolving Trade Cooperation Agreement (TCA) between the UK and EU presents a significant area of consideration for manufacturers. The report emphasises the need for vigilance regarding further developments in the TCA, as they may impact manufacturing imports and exports in the coming year.

Employment and Policy Landscape

The employment section of the Manufacturing Outlook 2023 Quarter 4 report provides valuable insights into the current state of the labour market in the manufacturing industry. The report notes that the Employment metric reported a balance figure just below zero last quarter, indicating an aggregate hiring freeze across the sector.

This sudden move came as firms became rapidly uncertain of their liquidity position over the coming quarters and looked to control the risks of a growing wage bill among other concerns. Despite this 'freeze,' vacancies have remained elevated in the sector, and this temporary cessation in hiring growth does not indicate that the labour shortage in the sector has come to an end.

As of November 2023, there are currently 69,000 (to the nearest thousand) live vacancies in the UK's manufacturing sector, which is a slight reduction from the 70,000 figure that was reported in the third quarter edition of this report. As a ratio, that is for every hundred jobs in the sector, 2.8 are vacant. This represents a 0.1 drop from last quarter when the ratio was 2.9. Nevertheless, this figure is still approximately 50% higher than the long-run average for twenty years before 2020, illustrating the consistently elevated demand for labour in the sector since the pandemic.

The report notes that the Employment metric balance figure for this quarter has come in at +6%, a modest improvement from last quarter's -1%, yet still well away from expansionary territory. What this figure reflects is a softening in the sudden and unexpectedly pessimistic outlook last quarter, but still a cautious view as to the trading environment in the coming first half of the year. Businesses are acutely aware that the suppressive effects of a sustained high base rate will continue to impact the sector over the coming months, and indeed year, so it's likely that this employment figure will see a slow and steady return to growth, taking the significant assumption there are no further shocks to the sector in the coming six or so months.

The report highlights that labour shortages continue to be a significant challenge for the manufacturing industry. The pandemic has exacerbated the issue, with many workers leaving the sector or retiring early. The report emphasises the need for a strategic approach to address this ongoing challenge, including investing in training and upskilling programs to attract new talent to the sector. The government's recent policy announcements, including measures to fund apprenticeships in growth sectors to upskill the workforce and smooth the adoption of beneficial technologies, demonstrate a recognition of the need to address labour shortages in the sector.

As the manufacturing industry navigates through various challenges, including labour shortages and a cost-of-living crisis, the report provides a nuanced outlook for the coming year. It emphasises the significance of long-term thinking and stable policy environments to secure the sector's prosperity. While 2024 may not promise headline growth, the evolving policy landscape and the potential impact of an upcoming general election create an environment of cautious optimism for industry stakeholders.

E3R makes its sixth new appointment since the beginning of the year

E3 Recruitment — 15/05/2019

E3 Recruitment (E3R) has made six new appointments since the beginning of the year as the engineering and manufacturing recruitment specialist continues to strengthen its offering and continue the exponential growth, they have achieved year-on-year since starting up six years ago.

The Yorkshire based recruitment agency who’s head office is based in Huddersfield, with a second office in Rotherham, works nationally and now has a team of 30 people specialising in permanent, temporary and contract recruitment, from shop floor staff level, through to senior exec appointments.

In January Tom Hughes joined the E3R Commercial team as a Resourcer which recruits commercial roles for E3R’s engineering and manufacturing clients. Jordan Talbot joined the marketing team as a Digital and Marketing Executive enhancing E3R’s digital marketing presence. Lewis Aguirregoicoa has joined the General Manufacturing sector as a Resourcer specialising in electrical and mechanical design roles. Callum Good has joined the same sector as a Recruitment Consultant recruiting vacancies ranging from FLT Drivers, CNC Machinists, Mechanical Fitters and right the way through to middle management such as Shift and Production Managers. Dan Holt has joined the Food & Drink sector team as a Trainee Recruitment Consultant focusing on a range of roles from general administration, finance, production planning through to maintenance and mid-level management. Jack Neagle has joined as a Resourcer within the Building and Construction Products sector team focusing on production and maintenance vacancies working with a number of SMEs and blue-chip clients across the UK.

Tracie Norton, E3R Director commented; “We are absolutely delighted to have welcomed six new members to the team and each of them all bring something new to the E3R family with new energy and ideas. We love what we do and these six recruits really complement our team, contribute to our amazing learning culture and share our passion for success.”

Last month E3R celebrated its sixth anniversary and it is over a year since the agency launched Evolution, its strategy for growth over five years. E3R’s specialist sector teams were at the heart of the agencies growth strategy, working in partnership with candidates and clients, offering continuity of contacts with consultants who offer an in-depth knowledge of the sectors they serve.

Tracie Norton, E3R Director continued; “Since we celebrated our fifth birthday last year, we have experienced exponential growth, both in employee numbers and revenues generated. By implementing the five-year strategy, we are creating an environment of growth where our team members can develop as individuals which mirrors one of E3R’s value – Empowerment. We are all really excited about what the rest of the year and the future holds.”

E3R sectors include; General Manufacturing, Automotive & Fleet, Food & FMCG, Building & Construction Products, Chemical & Pharmaceutical, Energy & Utilities, Oil & Gas and Aerospace. E3R’s Commercial team supports all eight sectors with Accountancy and Finance, Human Resources, Business Support, Procurement, Sales and Marketing roles for our manufacturing and engineering clients.

Next month E3R are sponsoring The People Awards at the CATCH Dinner which celebrate the successes of people within the processing industries. The awards set out to acknowledge individuals that go above and beyond in their roles to drive industry change, personal development and the growth of their companies. E3R is also a headline sponsor of Bradford Manufacturing Week, a unique event to showcase Bradford’s strength in manufacturing to inspire, encourage and educate young people about the opportunities for a fulfilling and rewarding manufacturing career.

For further information about E3R please visit www.e3recruitment.com or call 01484 645269.

E3R’s General Manufacturing Team Welcomes New Starter, Lewis Lynch

E3 Recruitment — 09/10/2023

Last month, we had the pleasure of welcoming Lewis Lynch, Recruitment Consultant, to our General Manufacturing team at E3 Recruitment.

Guided by our Associate Director, Matt Booth, within the General Manufacturing recruitment team, Lewis has committed his initial month to internal training. This preparation aims to equip him with the skills needed to adeptly handle staffing requirements in the realm of General Manufacturing.

Continue reading to learn more about Lewis and the crucial role he plays at E3 Recruitment!

Can you tell us about your background and how you got started in recruitment?

Prior to joining recruitment, I worked in sales. Recognising my talent for building strong relationships with customers I know recruitment was the path I wanted to pursue, so when the opportunity came up, I went for it, firstly I gained experience with internal recruitment, this did not give me environment I was after, so I stepped into agency recruitment, and I have not looked back since.

What are some of the key qualities and skills that you think are important for success as a recruiter?

Being a recruiter requires a blend of interpersonal and organisational skills. Key qualities include excellent communication, empathy, adaptability, and the ability to build rapport quickly. Strong organisational skills help me, as a recruiter, to manage multiple tasks and candidates efficiently.

How do you build relationships with clients and candidates, and what strategies do you use to keep these relationships strong over time?

Building relationships with clients and candidates involves active listening, understanding their needs, and delivering value. Regular communication through channels like phone calls, emails, and in-person meetings helps me to build and maintain strong relationships.

Can you walk us through your process for identifying and evaluating potential candidates, and what criteria do you use to determine whether someone is a good fit for a particular role?

The process starts with a thorough analysis of the job role and the company culture. Candidates are screened through CV reviews, phone interviews, and skill assessments (for some roles) throughout these I am assessing both the technical abilities and cultural fit. Evaluation criteria include skills, experience, attitude, and alignment with company values.

How do you stay up to date with changes in the job market and industry trends, and what strategies do you use to incorporate this knowledge into your work?

Staying current with market trends and industry changes is important for my role. Engaging in conversations with colleagues and attending networking events contributes to a well-rounded understanding of my market.

How do you balance the need to fill open positions quickly with the need to find the right candidate for the job?

Conversations are key. I engage in numerous conversations every day and take notes. This approach enables me to refer back to previous conversations when new roles become available, expediting the process of filling positions without compromising on finding the right candidate

What advice would you give to someone just starting out in a career in recruitment?

For those starting in recruitment, you need to be resilient, this role is a whirlwind of ups and downs.

How do you measure your success as a recruiter, and what metrics do you use to evaluate your performance?

I measure success through a combination of metrics and qualitative feedback. These metrics include time to fill and back-out statistics, having these allows me to keep track of my success rate.

If you are seeking a company that fosters both professional and personal growth, equipping you with the necessary tools to achieve success, E3R might be the perfect place for you.

To get a glimpse of life at E3R, feel free to visit our Instagram page here or check out our LinkedIn profile here.

Manufacturing and Engineering Apprenticeships 2023: Facts for apprentices & parents

E3 Recruitment — 15/02/2023

Manufacturing & Engineering Apprenticeships: Be the change for tomorrow

This week we celebrate National Apprenticeship Week 2023! As part of the week, E3 Recruitment will be exhibiting at Leeds Apprenticeship Recruitment Fair in partnership with Leeds Manufacturing Festival. Our team will be speaking with over 6000 young people aged 15-16, parents and Careers Advisors to inspire and connect the next generation of talented individuals to careers in manufacturing and engineering!

So, what does an apprenticeship in manufacturing or engineering look like? We’ve rounded up the key facts for future apprenticeships and parents to make the process of choosing an apprenticeship seamless.

Apprenticeships and who they’re for

Apprenticeships are for those aged 16 and over, who aren’t in full-time education and want to blend academic learning with practical experience. An apprenticeship is ideal for anyone who wants to gain hands-on experience and gain job-specific skills whilst working alongside experienced staff. Training may be delivered at your place of work, college or a training provider online.

Apprenticeships in Manufacturing & Engineering

A career in engineering and manufacturing offers a lifetime of continuous development, the opportunity to be part of cutting-edge innovations and to be at the forefront of the UK’s biggest industries.

With limitless career options across the chemical, pharmaceutical, food & drink, FMCG, construction materials, automotive, aerospace, and countless more sectors, securing an apprenticeship in an engineering or manufacturing discipline provides you with the skills and knowledge to have a successful and exciting career.

Manufacturing Industry Stats

£183 billion of output from the UK manufacturing sector
2.5 million jobs provided by UK manufacturing
12% higher wages than the whole economy
51% of the UK’s total exports are goods
64% of all UK business research & development
15% of total UK Business

Apprenticeship levels and what they mean

There are four different apprenticeship levels, which are available across all industries including engineering and manufacturing.

Intermediate Apprenticeships

These courses lead to a National Vocational Qualification (NVQ) Level 2, a certificate in Functional Skills (maths, English and ICT) and, in some cases, a relevant knowledge-based qualification (e.g. BTEC). An NVQ Level 2 is equivalent to 5 GCSEs (9-4).

Advanced Apprenticeships

These courses lead to an NVQ Level 3, a certificate in Functional Skills (maths, English and ICT) and, in some cases, a relevant knowledge-based qualification (e.g. BTEC). An NVQ Level 3 is equivalent to two A Levels.

Higher Apprenticeships

These courses lead to an NVQ Level 4 and, in some cases, a relevant Higher National Certificate, Higher National Diploma or Foundation Degree. The HND and Foundation Degrees are equivalent to the first two years of a degree programme.

Degree apprenticeships

These courses lead to a level 6/7 qualification such as a bachelor’s or master’s degree.

How do Apprenticeships work?

Most of the time, an apprentice will be just like another member of the team, working and learning ‘on the job’. But at least 20% of their paid time will be dedicated to off-the-job learning – advancing their knowledge and giving them skills, they can bring back to the workplace.

What is off-the-job learning?

This can be delivered at the apprentice’s normal place of work as long as it is not part of their normal working duties. This may be delivered via:

Distance learning - a study conducted online through video lectures, online learning etc.)
Blended learning - the combination of different learning methods, such as face-to-face and online learning
Block release - an extended period of study either at the beginning or part-way through training.

The specific way training is delivered is up to the apprentice, employer, and training provider to discuss and agree on – making them flexible.

The rest of the Apprentice’s time will be spent at work learning the role and putting into practice everything they learn – all supported and nurtured by their workplace mentor.

How much do apprentices earn?

An apprentice receives an apprentice wage and puts in at least 30 hours each week. Depending on your age and how far along in your apprenticeship you are, this pay varies. You might be paid the National Minimum Wage, depending on several variables. The apprentices' hourly salaries and ages are listed below:

apprentices aged under 19 receive wages of £4.30
apprentices aged 19 and over and in the first year of their apprenticeship receive wages of £4.30
apprentices aged 19-20 and past the first year of their apprenticeship receive wages equivalent to the National Minimum Wage of £6.56
apprentices aged 21-22 and past the first year of their apprenticeship receive wages equivalent to the National Minimum Wage of £8.36
apprentices aged 23 and above and past the first year of their apprenticeship receive wages equivalent to the National Minimum Wage of £8.91

What are the average apprentice wages across the manufacturing and engineering industries?

The UK Manufacturing industry is a multi-billion-pound industry. With a real need to secure more talent across all sectors, you can typically find higher-paying apprenticeships across most sectors. We’ve listed below the average annual salary an apprentice can expect across the different UK Sectors:

Aerospace - £19,000+
Automotive & Fleet - £17,000+
Construction: £23,000+
Chemical – £18,000+
Energy & Utilities - £22,000+
Food & Drink - £20,000+
FMCG – £18,000+
General Manufacturing - £19,000+
Pharmaceutical – £18,000+

Types of apprenticeships across the different UK Sectors

With so many disciplines available to choose from, we’ve compiled a list of the top apprenticeships across each sector so you have a full overview of what you can choose from.

Aerospace

Radio Access Optimisation Apprentice
Apprentice Technician (Materials and Manufacturing)
Apprentice Technician (Electrification and Propulsion)
Mechanical Engineering Technology Degree Apprenticeship.
Manufacturing Apprenticeship.
Apprentice Mechanic.
Aerospace Ground Equipment Mechanic

Automotive & Fleet

Vehicle Technician.
Motor Vehicle Technician.
Commercial Vehicle Painter.
Motor Vehicle Technician Apprentice.
AGE-GSE Mechanic Shift Lead
Apprentice Vehicle Technician.

Construction Materials

Construction Building
Construction Civil Engineering.
Construction Specialist.
Domestic Heating.
Heating and Ventilation.
Plumbing and Heating.
Refrigeration and Air Conditioning.

Chemical

Chemistry Apprentice
Chemical Engineering Degree Apprenticeship
Laboratory Science (Chemistry) Degree Apprenticeship
Laboratory Scientist - Biopharmaceutical Development
Materials Science Degree Apprentice
Laboratory Science Apprentice
Apprentice Laboratory Scientist

Energy & Utilities

Engineering Technician Apprenticeship
Automation & Control Engineering Degree Apprenticeship
Field Service Engineering Apprenticeship
Apprentice Quantity Surveyor
Onshore Wind Turbine Apprentice
Wind Turbine Technician Apprenticeship

Food & Drink

Food & Drink Process Operator
Advanced Baker Apprenticeship
Food & Drink Maintenance Engineering Apprentice
Food Technologist Apprenticeship
Improvement Technician Apprenticeship
Advanced Dairy Technologist Apprenticeship
Food & Drink Engineering Apprenticeship

FMCG

Packaging Technician Apprenticeship
Supply Chain Management Apprenticeship
Maintenance Technician Apprenticeship
Supply Chain Practitioner Apprenticeship
Stores Apprenticeship
Packaging Professional Apprenticeship

General Manufacturing

Multi-Skilled Manufacturing Apprenticeship
Maintenance Operative Apprenticeship
Manufacturing Engineering Apprenticeship
Design Engineer Apprenticeship
Mechanical Engineering
Electrical Engineering
Operative Apprenticeship

Pharmaceutical

Laboratory Scientist Degree Apprenticeships
Safety, Health and Environment Apprenticeships
Science Manufacturing Apprenticeships
Drug Discovery Apprenticeships

E3 Recruitment is proud to sponsor several initiatives that promote the manufacturing and engineering industries as excellent places of work. In 2023, we are proud to be the main sponsor for Leeds Manufacturing Festival, Leeds Apprenticeship Recruitment Fair, the Next Gen Awards 'Future Manufacturing Leader' award, Get up to Speed with Stem Exhibitors, and partners of industry associations Make UK and Made in Group. We're passionate about bridging the skills gap in manufacturing and are always open to conversations on how we can help.

Free Webinar: How to Build a Winning Apprenticeship Scheme

E3 Recruitment — 06/06/2023

Register here:https://events.teams.microsoft.com/event/c9138757-1e1b-45c2-98cf-c769f027d868@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

As the manufacturing industry continues to evolve, companies are facing a growing skills gap and a shortage of qualified workers. To address this challenge, apprenticeship programs have become an increasingly popular way for manufacturers to build a skilled workforce while also nurturing the next generation of talent.

In this webinar, Next Gen Makers will share best practices for creating and implementing a successful apprenticeship scheme. Drawing on their extensive experience working with manufacturers across a range of industries, our experts will provide practical insights into how to design an effective program that meets the specific needs of your organisation.

Key topics covered in the webinar will include:

· Identifying the skills and competencies required for your workforce

· Designing a comprehensive apprenticeship program that meets your company's needs

· Recruiting and selecting the right candidates for your apprenticeship scheme

· Creating a supportive learning environment that encourages growth and development

· Measuring the success of your apprenticeship program and tracking its impact on your business

· By attending this webinar, you'll come away with a better understanding of how to build a winning apprenticeship scheme that can help you attract and retain top talent, improve productivity, and position your company for long-term success in the manufacturing industry.

Who should attend:

This webinar is ideal for HR professionals, talent managers, and anyone responsible for workforce development in the manufacturing industry. Whether you're looking to create a new apprenticeship program or improve an existing one, this webinar will provide you with valuable insights and best practices that you can apply in your own organisation.

Register here:https://events.teams.microsoft.com/event/c9138757-1e1b-45c2-98cf-c769f027d868@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Behavioural and Psychometric Assessment Training

E3 Recruitment — 07/09/2017

E3 Recruitment Consultants have attended a training session on the different types of Behavioural and Psychometric Assessment available to clients when recruiting. The team were given an overview of each type of assessment, including; personality type competency and strength, motivation, ability, through to managerial and executive judgement. As a result of the training the team can now advise which assessment is most suitable when selecting the best candidate for a role and arrange accordingly. For further information please contact a member of the E3R team.

Striking a Balance: The Power of Human Skills in a Digital World

E3 Recruitment — 28/11/2023

In an era where the manufacturing world is buzzing with phrases like "Industry 4.0" and "digitalisation," it's crucial to acknowledge the essential role of hands-on practical skills. While the industry undergoes transformation, one thing remains constant: manufacturing relies on the skill and expertise of those working on the factory floor.

Balancing Tradition and Innovation: The Power of Digital Skills

Within the ever-evolving manufacturing landscape, the importance of digital skills is undeniable. These skills span a wide range, from data analysis and programming to automation and robotics. They serve as the driving force behind unleashing the full potential of digital tools. Not only do digital skills significantly enhance productivity, but they also play a pivotal role in maintaining product quality and nurturing innovation.

However, it's essential to recognise that as we move towards a more digital future, we must strike a delicate balance between modernisation and the preservation of hands-on practical skills that form the backbone of the industry.

The Digital Skills Dilemma: Bridging the Gap

The recent BIG People & Skills Report, a comprehensive survey conducted by Made in Group, offers insights into the growing importance of digital skills in the manufacturing sector. Astonishingly, 78% of respondents view digital skills as a top priority. The report also reveals that four out of five decision-makers expect a double-digit surge in demand for digital skills over the next year.

This increasing demand for digital expertise presents a unique challenge. While the need for digital skills grows, we must remain committed to preserving valuable hands-on practical roles.

A Call to Preserve Skills: The Human Touch in Manufacturing

As we adapt to the digital age, it's crucial to approach this transformation with a perspective that respects and values the core skills of manual work. Digital skills can undoubtedly drive progress and efficiency, but they should enhance, not replace, the human touch that contributes to craftsmanship in manufacturing.

In doing so, we can ensure that while we embrace digitalisation, we don't lose sight of the fundamental skillset that has been at the heart of manufacturing for generations. This approach is not about choosing one over the other but about harnessing the synergy of technology and human expertise to advance our industry.

Empowering Skills for a Digital-Driven Tomorrow

As manufacturers continue to invest heavily in training, education, and skill development, they encounter various challenges, especially in the realm of digital skills. These barriers often stem from gaps in knowledge, underscoring the necessity for increased guidance and support.

Harmonious Solutions for a Digital-Ready Workforce

To overcome these hurdles, manufacturing enterprises should explore collaborative ventures with training providers, government-funded technology accelerators, and tech developers. Such partnerships grant access to the resources and expertise necessary to craft effective training programmes and elevate the skill set of their workforce. Collaboration fosters the cultivation of a more nurturing environment for the development of digital skills within the manufacturing sector.

Key Skills for the Digital Future:

Data Analytics and Data Science: The ability to collect, analyse, and glean insights from vast datasets is of paramount importance. Proficiency in data visualisation, statistical analysis, and machine learning can optimise production processes and decision-making.

Industrial IoT (IIoT): Understanding the implementation and management of IoT sensors and devices in a manufacturing setting is essential for real-time monitoring, predictive maintenance, and process optimisation.

Automation and Robotics: Familiarity with industrial robots, automated manufacturing systems, and the ability to program and maintain these technologies can significantly enhance efficiency and productivity.

Cybersecurity: As manufacturing systems become increasingly interconnected, the demand for cybersecurity expertise grows. Professionals should possess the knowledge required to safeguard manufacturing facilities from cyber threats and ensure the security of sensitive data.

Artificial Intelligence and Machine Learning: AI and ML are indispensable for predictive maintenance, quality control, demand forecasting, and process optimisation in manufacturing. An understanding of these technologies is central to success.

Embracing a Digital Tomorrow: Hand in Hand with Practical Skills

As we navigate the path towards a digitalised manufacturing future, one thing stands clear: the digital transformation is inevitable. It's a landscape where mastering digital skills is no longer a luxury but a necessity. However, it's vital to remember that this journey isn't an either-or scenario. It's not about choosing between digitalistion and hands-on, practical roles. Instead, it's about striking a healthy balance between the two.

The future of manufacturing is undeniably digital, but it's also fundamentally human. The power of practical skills cannot be understated. It's these skills that infuse craftsmanship and precision into the manufacturing process. While the road to acquiring digital skills may present its share of challenges, it's equally full of opportunities for both businesses and workers.

By investing in training and education programs, manufacturing companies can ensure their workforce is well-equipped to embrace the digital age. Collaboration is the key, working in tandem with stakeholders to build an ecosystem where practical skills are celebrated and digital tools are harnessed for their full potential.

Companies that prepare their employees for the digital age through training, continuous learning, and collaboration will not only excel but also innovate, producing better products and pioneering new ideas in the ever-evolving world of manufacturing. It's a future where tradition meets innovation, and in this synergy, we find the true essence of progress.

Mental Health Awareness Week 2024: Promoting Mental Health in Manufacturing

E3 Recruitment — 15/05/2024

In the busy world of manufacturing, where repetitive tasks, irregular shift patterns and safety concerns are part of the daily schedule, looking after your mental health often takes a back seat.

By having the right approach, your mental health doesn't have to take the backseat in your life. In our latest blog for Mental Health Awareness Week 2024, we look into the challenges faced by those working in the manufacturing industry, guiding how to create a workplace that prioritises employee mental health.

Challenges in the Workforce

Despite advances being made in technology in the manufacturing industry, many employees working in the sector resist working conditions and norms that affect their minds and bodies, Research has shown that those who work in the manufacturing industry are more likely to struggle with issues such as substance abuse, suicide and other detrimental mental health concerns.

Roles in the manufacturing industry involve repetitive, tedious and physically demanding tasks that must completed quickly. This work also involves dealing with safety hazards, irregular scheduling and worries about losing jobs. A combination of these factors can cause mental and physical exhaustion resulting in high stress levels, anxiety and lack of engagement in the workplace.

Challenges in Engagement

One of the main challenges of tackling mental health in manufacturing is a lack of awareness. As roles in manufacturing are largely Shiftwork and have limited HR communication channels, employees working in the sectors don't understand the scope of their benefits, and may have little time to ask questions. There are also language barriers, with some employees also not having access to the technology needed to look at the digital benefits platform.

There is a large barrier to improving mental health in the manufacturing industry, which is stigma. As manufacturing remains a male-dominated industry that usually prioritises safety concerns over mental health. Manufacturing is a high-pressure industry that focuses on keeping the production line going at any cost, which results in a culture that discourages employees from slowing down and asking for assistance and support for their mental health when needed.

Creating a Positive Culture Around Mental Health

It will inevitably take some time to see a large shift in how the manufacturing industry views mental health. Here are some steps you can take to create a culture in the workplace that erases the stigma around mental health.

Encourage employees to take regular breaks

In addition to mandatory breaks, you must encourage employees to take time for their mental and physical health every few hours. Have food in a dedicated break room and motivate employees to step outside for fresh air when they can.

Train managers on mental health awareness

It is vital to educate managers on the signs of those who display poor mental health, ensuring that mental health resources such as access to therapy or apps to support mental health are available to every employee, regardless of their location within the workplace.

Creating communities

Have opportunities for employees to connect and build relationships through having team lunches or social events during the working day/week. Using employee resource groups can also allow employees to meet other people who share the same experiences and challenges as them, making them feel less alone in their struggles.

The importance of employee surveys

It is important to show your employees you are listening to them and that their feedback is highly important. Have clear and confidential communication channels for them to express their concerns, ask for help and share their thoughts on mental health within the workplace and any other issues that they have.

Look at your employee assistance program

Re-evaluate your employee assistance program (EAP) as low engagement and utilisation of it may signify that you need to look at swapping to a different provider. It is important to look at EAPs that are user-friendly and provide proactive mental support and confidential counselling for those who face personal or work-related problems.

How E3 Recruitment can assist you in your mental health initiatives.

It is vital that employees in the workplace place feel they can have open communication with their employers, managers and team leaders. By having this open communication between employers and employees, you can have a more supportive workplace. Employees will be able to feel like they can openly talk about their emotions, creating a safe space for them to discuss their concerns. Workplaces that have open communications boost productivity, improve employee engagement, and strengthen their teams.

By working together we can provide simpler and more productive solutions. Through the introduction of new practices, we can break down the stigma that is attached to mental health in not only organisations but to the industry as a whole, amplifying the needs of people who keep the UK's manufacturing industry going.

At E3 Recruitment, we work with several organisations on improving their mental health initiatives, conducted through employee research, action plan creation and tracking the impact mental health initiatives have on employees in the workplace. By doing so, we can eliminate the stigma around mental health across the industry and create a far more supportive and safe environment for all.

E3 Recruitment’s Manufacturing Futures Virtual Summit 2023

E3 Recruitment — 10/05/2023

Exploring the Future of Manufacturing in Partnership with Leeds Manufacturing Festival

The manufacturing industry is an ever-changing landscape that continually adopts new technologies and practices to contribute significantly to the regional and global economy. In this dynamic sector, manufacturers must stay up to date with the latest trends, developments, and best practices to remain competitive and succeed.

To help equip industry professionals with the insights and strategies they need to thrive, we are proud to present the E3 Recruitment Manufacturing Futures Virtual Summit as part of the Leeds Manufacturing Festival. Our series of free online events will bring together experts, educators, and business leaders to explore the future of manufacturing.

Covering a diverse range of topics, our webinars will provide valuable insights on attracting and retaining diverse talent, understanding T-levels, and breaking the silence around men's mental health in the workplace, among others. E3 Recruitment is our partner and sponsor in this initiative, and we aim to offer manufacturers of all sizes the expert guidance they need to drive their businesses forward.

Our joint mission is to help manufacturers succeed today and in the years to come. By leveraging our extensive industry connections and providing tools for growth, we aim to empower businesses and teams of all sizes with the resources to succeed in an ever-changing industry.

Building a Stronger Workforce: Strategies for Attracting and Retaining Diverse Talent in Manufacturing

Date: Monday 5^th June

Time: 2pm

Hosted by: Make UK

This webinar hosted by MAKE UK explores how manufacturers can attract and retain talent in a rapidly changing industry. The expert speaker, Jamie Cater, Senior Policy Maker at MAKE UK, shares insights on building a diverse and inclusive workplace and a strong talent pipeline for the future.

Perceptions of Manufacturing: Panel Discussion for Students

Date: Tuesday 6th June

Time: 10am

Hosted by: West Yorkshire Combined Authority

The West Yorkshire Combined Authority hosts this webinar to challenge the common perception of the industry as old-fashioned and declining. Industry experts discuss the challenges and opportunities in the industry and the various roles available, from engineering and design to marketing and supply chain management, giving curious students from Leeds a chance to gain insights into the diverse career opportunities available in the manufacturing industry.

Register Here

Women in Manufacturing: Creating a More Inclusive Future

Date: Wednesday 7^th June

Time: 10am

Hosted by: Ahead Partnerships with Sulzer and Leeds Welding Company

This webinar, hosted by Ahead Partnerships with Sulzer and Leeds Welding Company, focuses on creating a more inclusive and diverse workforce. Two remarkable women in manufacturing, Tyra Jones from Sulzer and Debbie Grayson from Leeds Welding Company, share their experiences and insights on creating a more inclusive and diverse workforce.

Register Here

Understanding T Levels for Manufacturers

Date: Thursday 8^th of June

Time: 10am

Hosted by: Leeds City College

This webinar hosted by Leeds City College aims to provide an understanding of T Levels, the new technical qualifications in England that combine technical knowledge and practical skills to prepare students for skilled employment or further study. The expert panel covers a range of topics, including the content of T Levels and how manufacturers can support this new qualification.

Breaking the Silence: Supporting Men's Mental Health in the Workplace

Date: Friday 9^th

Time: 11am

Hosted by: Andy’s Man Club

This webinar, hosted by E3 Recruitment’s Charity Partner, Andy’s Man Club, discusses the importance of mental health awareness and support for men, and the role employers can play in creating a safe and supportive workplace. The session introduces Andy’s Man Club, a charity dedicated to reducing male suicides by providing a non-judgmental space for men to talk about their mental health.

Register Here

Taking Control of Energy Costs for Manufacturers

Date: Monday 12th

Time: 2pm

Hosted by: Inspired PLC

Manufacturers face energy cost volatility due to the recent crisis. This webinar, hosted by Inspired PLC, discusses energy procurement, efficiency, self-generation, and renewable technology for competitiveness. Attendees will learn about flexible procurement, efficiency surveys, intensity metrics, circuit-level monitoring, and Net Zero pressure. The webinar aims to provide strategies to control energy costs and secure a sustainable future for businesses.

Increasing Productivity Through Apprenticeships

Date: Tuesday 13^th at 10am

Time: 10am

Hosted by: Yorkshire Learning Providers

This webinar, hosted by Yorkshire Learning Providers, explores how apprenticeships can increase productivity in manufacturing. The expert panel discusses the benefits of apprenticeships and how they improve retention and reduce skills gaps.

Register Here

Using Psychometric Assessments to Enhance On-boarding, Training, Development, and Engagement for Manufacturers

Date: Tuesday 13th

Time: 1pm

Hosted by: Informed Assessments

This webinar, hosted by Informed Assessments, shows how psychometric assessments can be used to enhance onboarding, training, and development. Learn how assessments can support development, identify team areas for improvement, and understand employee motivation. Discover how to unlock your employees' potential and drive business success.

How to Build a Winning Apprenticeship Scheme

Date: Wednesday 14th

Time: 2pm

Hosted by: Next Gen Makers

Join Next Gen Makers webinar to learn how to create a winning apprenticeship scheme to address the skills gap and shortage of qualified workers in the evolving manufacturing industry. Lucy Porrit, from Next Gen Makers, will cover key topics like identifying skills, designing a program, selecting candidates, creating a supportive learning environment, and measuring success. HR professionals and talent managers in manufacturing should attend for valuable insights and best practices.

Inspiring Pupils into Green Careers to Fill the Sustainability Skills Gap

Date: Thursday 15th

Time: 11am

Hosted by: Ahead Partnerships

As the world faces the urgency of addressing the climate crisis, the demand for individuals with the skills and knowledge to drive sustainability initiatives is growing. Engaging with young people is a critical way to build the talent pipeline needed to meet this demand. During this insightful session, manufacturers will learn about the essential role they can play in partnering with employers to increase pupils' readiness for green careers.

Attracting & Retaining Top Talent: Employer Brand Marketing

Date: Friday 16th

Time: 10am

Hosted by: E3 Recruitment

Join E3 Recruitment for a webinar on "Attracting and Retaining Top Talent: Employer Brand Marketing". Our experts will share best practices for identifying, attracting, and retaining talent in manufacturing. Learn about employer branding, candidate experience, technology for recruitment, employee retention, and industry trends.

Don't miss out on these valuable webinars to enhance your talent management strategies and address the skills gap in manufacturing. Register today to reserve your spot!

E3 Recruitment is a proud sponsor of the Leeds Manufacturing Festival, and we bring this virtual summit in partnership with them. Our joint goal is to offer manufacturers of all sizes the expert guidance they need to drive their businesses forward. Our summit covers a wide range of topics, providing valuable insights that can benefit companies at all stages of their growth.

Leveraging our extensive industry connections, we strive to equip businesses and teams of all sizes with the tools they need to thrive in a constantly evolving landscape. Our mission is to help manufacturers succeed, both today and in the years to come.

Inspiring the next generation of Manufacturing Talent with Leeds Manufacturing Festival

E3 Recruitment — 15/02/2023

E3 Recruitment is a proud sponsor of Leeds Manufacturing Festival, an annual initiative organized by the Leeds Manufacturing Alliance. The festival aims to showcase the innovative technology, skills, and talents that are prevalent in the region, and to inspire young people to pursue careers in manufacturing.

Starting on the 22nd of February, Leeds Manufacturing Festival will continue through spring to July 2023. The festival boasts numerous events, including manufacturing “treks,” live career panels, and an awards ceremony that acknowledges outstanding accomplishments by young people in the industry.

Leeds Manufacturing Festival organisers work in close collaboration with schools, colleges, and universities to develop programs and activities that provide well-needed education about manufacturing careers. The festival aims to facilitate connections between young people and manufacturing and engineering firms, which can potentially result in new employment opportunities and build a pipeline of future talent.

Matthew Booth, business manager at E3 Recruitment, said: “There’s been a 34% drop in manufacturing and engineering apprenticeship starts in the last couple of years, and we also face the growing skills gap which is affecting over 85% of businesses across the UK. The industry is in dire need of new talent, and in need of fresh perspectives and skills that younger generations can bring.

“Manufacturing is such a diverse and innovative space. The opportunities are endless and we find that most young people just aren’t aware of the different roles available that would suit their skillset. It’s an absolute pleasure to be working with Leeds Manufacturing Festival again, and working together to bridge the skills gap.”

The manufacturing industry has a critical role to play in the economic growth of the UK. However, there is a significant skills gap in the industry, which has been a long-standing issue for manufacturers. With the increasing demand for new technologies, automation, and digitalisation, the industry needs a highly skilled workforce to remain competitive.

By promoting the diverse range of career opportunities available in the industry, the festival is helping to address the skills gap and attract new talent to the sector. E3 Recruitment’s sponsorship is an important contribution to this effort and reflects our commitment to promoting the success of the manufacturing and engineering sector in Leeds.

In addition to E3 Recruitment, the Leeds Manufacturing Festival has garnered support from Leeds City College and Next Gen Makers, the latter of which provides manufacturing and engineering apprenticeships. With these significant partnerships, the festival is set to feature an exciting and diverse range of events, showcasing over 1,800 manufacturing businesses from across Leeds.

Ben Wilson, interim festival chair and director of Leeds-based glass-reinforced plastic moulds manufacturer MPM said: “The backing of our sponsors is vital to ensuring we reach as many young people as possible and show them just what excellent job opportunities and diverse career paths the manufacturing industry can offer them.

“Technical and practical skills are essential to the future of the sector, and of the UK economy. They are currently in short supply so students will see that equipping themselves with these vital skills at an early stage will make them highly employable when they come to start a career.”

In the coming months, we’ll be sharing news and activities of the Leeds Manufacturing Festival, and the actions we’re taking to bridge the skills gap and attract the next generation of talent into our exciting and growing industries. Through their efforts, they hope to inspire a new generation of innovators and manufacturers who will help drive the industry’s growth and competitiveness.

Engineering Recruitment: Trends, insights and opportunities

E3 Recruitment — 04/09/2023

In the world of hiring engineers, it's important to understand and keep up with new trends if you want your company to grow. Being able to attract and keep the best engineers depends on how well you can adjust to these changes.

We take a look into the engineering recruitment landscape, discussing new trends and what to look out for in 2023.

Employment in the engineering industry

With 25% of all job postings being for engineering roles in the UK, the UK's need for skilled and adaptable engineers is now more urgent than ever. A recent study from Engineering UK amplifies the need for more engineers, sooner rather than later, especially across green engineering jobs. Growing by 55% in the last 5 years, 'green skills' are needed in 48% of all advertised engineering roles.

Employers are now strategically recruiting, rather than panic recruiting which has been seen in recent years. We've seen a huge increase in the demand for project workers, and the request for more industry specialised employees hasn't relented over this last year.

What sectors and regions have fared best in terms of engineering salaries?

According to a survey by The Engineer, the fossil fuel sector has once again risen to the top of the earnings table with an average salary of £66k. In terms of regions, engineers employed in the Midlands & East Anglia region accounted for the largest share of respondents at 24%, while engineers employed in the North of England saw an increase in average salaries from £55k to £58k. However, most regions saw modest increases in average salaries, and 71% of respondents across all sectors reported a salary increase in the past 12 months.

What are the broader challenges facing the UK engineering industry in 2023?

The UK engineering industry is facing several challenges in 2023. One of the critical challenges is the push for net-zero, which requires significant investment in new technologies and infrastructure. Another challenge is the ageing demographic of the engineering workforce, which is a major area of concern for the industry. The industry also faces the twin challenge of developing and nurturing a fresh pipeline of talent, whilst finding ways of retaining and capturing the skills and expertise of those leaving the sector. Finally, the events of the past year, including a war in Europe, months of political chaos, a self-inflicted economic meltdown, and a recession, have created a challenging economic backdrop for the industry.

"As the industry undergoes significant changes and opportunities emerge, our insights become our clients strategic advantage. We understand that attracting and retaining the best engineering talent requires an intimate knowledge of the latest trends and a proactive approach to evolving skill requirements. At E3R, we're committed to helping your organisation stay ahead of the curve, whether it's adapting to the rise of automation and green skills, recognising the growing importance of soft skills, bolstering your online presence, or enhancing your employer branding.

As the industry faces challenges like the push for net-zero, the skills gap, retention issues, an aging workforce, and a lack of diversity, our expertise ensures you have the right talent in place. With over 300 years of combined experience in engineering recruitment, we are your partner in navigating these challenges and shaping a future marked by innovation, collaboration, and sustained excellence in the dynamic world of engineering." - Matt Booth, Associate Director.

Trends to look out for

Adapting to automation

With automation on the rise, it's changing the skills that engineers should have. Engineering companies should understand how important it is to have engineers who are good at automation and have a range of digital skills. They should spend time and effort to train their current employees and also look for these skills when hiring new people. This way, the company can stay competitive in this era where automation is a big deal.

The focus on soft skills

In the world of engineering, soft skills are becoming more important. Being able to communicate effectively, solve problems and work in a team is essential to bringing innovative ideas to technology. So when companies hire engineers, they need to think about their soft skills as much as their overall technical skills.

Engineering companies boosting their online presence

As more people search for jobs online, businesses need to have a strong online presence. This goes beyond just having a good website. It means being active on social media, joining industry discussions online, and being on job websites. It's also about making sure there are positive reviews and testimonials online because these can shape how someone thinks about a company when they're considering a job.

Companies enhancing their employer branding

In a world where finding the right people for a job can be tough, having a good reputation as an employer is important. Not only a good salary; Companies need to define what they stand for, what it’s like to work there, and how they train their employees, with additional opportunities for growth in their operations. This way they can reach out to people who believe in the same things and contribute to the long-term success of the company.

Challenges in engineering recruitment

Net Zero: One of the critical challenges facing the industry is the push for net-zero. The UK government has set a target of achieving net-zero carbon emissions by 2050, which requires significant investment in new technologies and infrastructure.

Skills gap: A big problem for UK engineering is that there aren't enough qualified people to fill the high-level jobs that are available. It therefore takes longer to find the right people for highly - skilled roles, costing more money to hire them.

Retention: Another challenge is keeping talented engineers around. Other countries offer better pay and opportunities, meaning many engineers are leaving the UK for better jobs abroad. Companies have to hire and train new people, which can be expensive.

Ageing workforce: The prevalent issue is that a lot of experienced engineers are getting older and retiring in the UK. But there aren't enough young engineers to take their place. This means the industry is losing valuable knowledge and skills, which is becoming a big problem.

Lack of diversity: UK engineering has a problem with not having a diverse workforce. Typically, the majority of engineers are male, resulting in an underrepresentation of women and various ethnic backgrounds. This can make the UK engineering industry less innovative and competitive worldwide.

Engineering industry facts

18% of the UK working population work in engineering.
15% of the working population of every region are in engineering jobs.
More than 40% of people working in engineering worked in manufacturing industries
25% of all job listings in the UK were for engineering positions

Engineering apprenticeships

Bringing in apprentices sends a clear message to employees in engineering businesses: You are creating a course for a brighter future for the company. As apprentices are trained to step into specific roles or to help shoulder the workload, it's a way of showing your current engineering team that you are actively listening to their concerns and investing in honing skills that directly address those needs.

Apprenticeships in engineering have a track record of effectively tackling skills gaps across industries, engineering included. Through hands-on training and educational experiences, these apprenticeships empower you to cultivate emerging talent and establish a skilled workforce.

Outlook for the next year

In the fast-paced landscape of engineering recruitment, staying ahead of the curve is important for any organisation's growth.

The introduction of technological advancements, evolving skill requirements, and changing workplace dynamics demand a proactive approach to attract and retain top engineering talent. By embracing the insights gained from the trends, challenges, and opportunities discussed, companies can position themselves for a future of innovation, collaboration, and sustained excellence in the evolving world of engineering.

E3R continues to grow with five new recruits and new larger head office

E3 Recruitment — 20/07/2017

E3 Recruitment (E3R) is growing at a record rate, having recruited five new employees since the beginning of the year, which has resulted in the agency outgrowing its head office.

E3R is one of the UKs leading manufacturing, engineering and technical recruitment agencies and is now in its fourth year of business employing 25 people. The recruiter has currently undergone a restructure with consultants now working in sector specific teams; this improves the client offering as consultants have in-depth knowledge of their sectors and continuity of contacts builds strong working relationships.

Nathan Deeley has joined E3R as an Account Manager supporting the General Manufacturing, Energy and Utilities and Automotive and Fleet sector teams on an array of positions. He has 11 years experience in recruitment, predominantly management and professional roles within the Power, Rail and Facilities Management industries.

Alex Bull is a Recruitment Consultant and has previous recruitment experience in the IT and Construction industries in both management and professional and skilled and trades roles and will be supporting the General Manufacturing, Energy and Utilities and Power and Distribution sector teams.

Rahim Mahmood has joined E3 Recruitment as a Recruitment Consultant focussing on General Manufacturing and has three years recruitment experience in Manufacturing and Engineering.

Joseph Brennan and Melissa Hicks have both joined E3R as Trainee Recruitment Consultants. Joseph previously specialised in Construction recruitment and will now support the General Manufacturing FMCG and Automotive and Fleet sector teams.

Melissa will be supporting General Manufacturing, Building Products and FMCG recruitment. She has previous recruitment experience recruiting for roles ranging from tradesmen through to Project Managers and sales.

Nathan, Alex, Rahim, Joseph and Melissa are all based at E3 Recruitments new bespoke larger head office. Still located at Heritage Mill in Huddersfield, the new space is a conversion of an old bakery which E3R had the first opportunity to take on when the previous tenants moved out.

There are 28 desks in the new office, an increase of 15 desks from the previous 13 desks and it boasts a larger boardroom, a glass fronted meeting room and a filling room, all of which are bespoke due to a full design consultation.

E3R Director James Soden commented; E3 Recruitment is committed to growing the agency and paramount to this is strengthening the team with individuals that compliment E3 Recruitments offering. We outgrew the old head office due to numerous new recruits and very large and substantial contract wins. By moving into the new office E3R has future proofed itself for immediate growth.

The new office represents a new phase for the agency and its not only about providing extra desk spaces, its providing a great working environment where the team want to be and as a result are motivated. This has been a great start to the year and we are in a strong position to meet our target for further growth.

Nominees Shortlisted for E3R’s Rising Star Award

E3 Recruitment — 29/03/2022

E3 Recruitment (E3R) is delighted to announce the three shortlisted nominees for the E3R Rising Star Award, which celebrates young team members who have made an outstanding contribution to manufacturing businesses.

The Rising Star Award is part of Leeds Manufacturing Festival’s new awards programme called ‘Next Gen’ Manufacturing Leaders and Rising Stars, which recognises the achievements of the Leeds manufacturing sector’s young people and will be celebrated at an awards ceremony this Thursday 31^st March, with the evening being compered by the Yorkshire Post’s Deputy Business Editor Greg Wright.

The three shortlisted nominees for E3R’s Rising Star Award are:

Ben Maddison, Continuous Improvement Engineer at MPM

Ben has played a leading role in developing MPM’s Resin Transfer Moulding process; including the conversion of six products from hand-lay to RTM; increasing manufacturing efficiency, while reducing waste. Ben has created a comprehensive quality database, dashboard, and root cause analysis reports; and improved the layout and operation of the production schedule enabling production Key Performance Indicators.

Ben ensures that relevant Operation and Section Leaders are fully engaged with the new processes he has implemented, resulting in winning and retaining their commitment.

His nominator Paul Williams, HR/ISO Advisor at MPM described him in three words: Professional, Dedicated, Visionary.

Paul commented: “I have been involved in automotive and aerospace manufacturing for some thirty years; and have known many fine Engineers. I would rank Ben among the best of these. He well deserves this Award.”

Corin Townsend, Production Technician, Sulzer Pumps

When Corin’s four-year apprenticeship at Sulzer ended, his work ethic and attitude meant that the Assembly Manager was happy to offer him a role as Production Technician which was a dramatic change in role and a challenge that he rose to meet.

Corin has demonstrated repeatedly that he is a credit to Sulzer. His attention to detail resulted in him identifying a potential issue, noticing some key directions had been missed from a machining drawing. This meant that instead of the build failing prematurely the issue was resolved, allowing the team to complete the build without delay.

His nominator Alice McEvoy, HR Business Partner at Sulzer Pumps described him in three words: Motivated, Ambitious, Role Model

Alice commented: “Corin is a credit to Sulzer, so much so that he is now leaving his role with Sulzer Pumps UK and has secured a role as a Field Service Technician in our Australian team. They are very lucky to have secured Corin and we would welcome him back if he ever decided to return to the sunny climate of Leeds!”

Eleanor Mcguire, Silicone Mixer, Sika

Eleanor mixes batches of silicone to the correct specifications which are then tested and passed by quality control. This process is very precise with recipes needing to be followed ensuring mixing speed times and temperatures are in the correct parameters and paperwork is filled in accurately and concisely. Eleanor’s attention to detail resulted in her identifying a discrepancy in an R&D recipe, which if not detected would have resulted in the batch being ruined and the company being thousands of pounds down.

She recently passed her fork truck test, even though she does not drive, so this was extra challenging for her as a non-driver and she failed the first time. This did not deter Eleanor, this made her even more determined and passed the second time and now drives with confidence.

Her nominator David Hall, Night Shift Manager at Sika described her in three words: Enthusiastic, Conscientious, Motivated

David commented: “Eleanor is extremely motivated and is always eager to learn new skills and develop herself further. She deserves this award as she is an inspiration to others with her work ethic and willingness to help others and assist whenever able. She is a valued member of the Night Shift team and is a pleasure to manage.”

The ‘Next Gen’ Manufacturing Leaders and Rising Stars awards ceremony is being hosted by jukebox manufacturer Sound Leisure at the company’s factory showroom in Leeds with attendance by invitation only for shortlisted award nominees, sponsors, participants, and supporters of the 2022 Leeds Manufacturing Festival.

Other awards being awarded on the night include Next Gen’ Apprentice of the Year and ‘Next Gen’ Manufacturing Leader: for a young member of staff who has won the trust and confidence of their colleagues is making a difference as a team leader or in a supervisory or managerial role.

Read more about our involvement with Leeds Manufacturing Festival here, and see how we’re supporting the future talent in manufacturing!

E3R Exhibit at Get upto Speed

E3 Recruitment — 08/05/2018

E3R exhibited at Get upto Speed, which promotes STEM to young people giving them a platform to speak to businesses, inventors, apprentices and education providers.

The event which was held on Wednesday 18th April at Magna Science Adventure Centre, Rotherham, and saw 2000 visitors attend to see some of the UKs most exciting science, technology and engineering inventions, and meet the people who design, build and operate them. Liberty Steel, Doncasters, and Mazak were among some of the companies in attendance sharing with delegates the future of their industries at this showcase event.

Andrew Joseph, Director at E3R who attended the event commented: To address the skills gap engineering and manufacturing faces, it is more important than ever that we promote our industry to young people, advising them on the opportunities and careers that are open to them. It is also vital we create an interest pre-high school to educate and influence them before they begin studying for their GCSEs.

Free Webinar: Inspiring Pupils into Green Careers to Fill the Sustainability Skills Gap

E3 Recruitment — 06/06/2023

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

E3 Recruitment is delighted to invite manufacturers to our upcoming webinar on Inspiring Pupils into Green Careers to Fill the Sustainability Skills Gap by Ahead Partnership. In this session, we will delve into the critical role of engaging with young people to build the knowledge and understanding of green skills in the workforce of the future.

As the world faces increasing pressure to address the climate crisis, there is a growing need for individuals with the skills and knowledge to drive the sustainability agenda. Engaging with young people is an essential way to help build this pipeline of talent.

During this webinar, we will explore how manufacturers can work in partnership with employers to increase pupils’ readiness for green careers and help them understand career routes. We will examine ways of improving access and creating opportunities for underrepresented groups to pursue green STEM jobs. Finally, we will discuss delivering innovative activities and initiatives to engage pupils in, and make them aware of, green career prospects.

Join us for this insightful session to learn about the importance of inspiring pupils into green careers and how manufacturers can play a critical role in building the workforce of the future. This webinar is perfect for manufacturers looking to take a proactive approach to sustainability and engage with young people to build a better future for all.

Register here: https://events.teams.microsoft.com/event/089e153b-54e0-41d4-922a-650e1cb1e442@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

E3R’s Automotive & Fleet Recruitment team welcomes new Senior Recruitment Consultant, Joseph Reid

E3 Recruitment — 01/09/2022

It’s been over a month since we welcomed our latest new starter, Joseph Reid to our Automotive & Fleet Recruitment team. Having previously worked in electrical engineering and then moving into recruitment, Joe has brought a wealth of experience to the team having run his own recruitment business for several years.

Working alongside Rodger Morley and Thomas Chant, he has focused his first month on transitioning his existing clients, settling into E3R and assisting his team in recruiting new and existing Automotive & Fleet roles.

As always, we enjoy getting to know our new starters and catching up with them to see how their first month has been. Read below to find out more about Joe and his role within E3 Recruitment.

Can you give us some background on your career and what led to you joining E3R?

I come from an electrical engineering background and found myself working for and eventually running a recruitment agency specialising in manufacturing and construction. It all happened quite quickly when I looked for a new role, I was looking for a good fit in regards to similar industries I have worked in, but I also wanted to join a team that was diverse with the roles and sectors they cover. After speaking with Tracie, James, Andrew and Rodger it was a no-brainer to join the team!

Tell us about your role and responsibilities in our Automotive & Fleet Recruitment team

In my role, I am lucky enough to be able to be looking after and recruiting for some existing clients as well as helping with new and existing Automotive & Fleet roles coming in daily. I am responsible for seeing candidates through the full recruitment process, from beginning to end, on a temp to perm and perm basis.

How has your first month been at E3R?

My first month at E3R has gone so quickly! I am finding myself getting more and more familiar with the systems and everyone here is so helpful.

Tell us a little bit about yourself

I have recently become a Dad to a 3-month-old baby boy called Roman. My favourite thing to do between working and juggling Dad life is watching sports as there’s not much I don’t like; Formula 1, Cricket, and mainly football, as I am also a long-suffering Leeds United fan. I also like watching a good boxset, name a boxset and I’ve probably seen it!

What aspects of your role are you most excited about and what are you looking forward to?

One of the main aspects I’m looking forward to in my role is building a strong temp book up with existing and new clients. I am also looking forward to working on more specialist roles on a perm basis, along with trying to bring more variety to the division.

What initially attracted you to a career in recruitment?

I’m not sure what it was because when I started, I hated being on the phone! However, after doing it for a short while, you realise it is so rewarding and I just really enjoyed it, the process from finding a candidate to placing them is very satisfying!

What would you say to anyone looking to start their career in recruitment and why?

You are speaking with different people about different jobs every day, and you learn so much about different trades and industries. Find a sector that interests you and you’ll get to do something you enjoy every day. It’s incredibly important to find the right agency for you and your ambitions and that’s what I’ve found at E3 Recruitment.

E3R wouldn’t be where it is currently without the people that make it happen. With significant growth year upon year, we are always looking for talented individuals to join any of our teams. So, if you are looking for a new opportunity in either recruitment, finance, marketing, compliance or training, contact us! we are always open to hearing from you to see where you could fit best.

If you are interested in joining a company that will guide you to develop both professionally and personally, by providing you with all the tools needed to become successful, then E3R might be the company for you. To find out what life Is like at E3R, take a look at our Instagram here, or visit our LinkedIn page here.

Creating a Positive Work Culture in Manufacturing: Tips for Reducing Stress and Boosting Productivity

E3 Recruitment — 12/04/2023

Stress is an unavoidable aspect of work, and the manufacturing industry in the UK is no exception. However, in recent years, employees have made great strides in protecting their well-being by mitigating areas of their lives that don't align with their needs and wants.

Employers have also been proactive in offering more modern workplace environments. Despite these efforts, work-related stress, depression, or anxiety remains a significant challenge in manufacturing, with some of the highest rates across all industries.

Industries such as aerospace, automotive manufacturing, and pharmaceutical manufacturing industries are often associated with high-stress work environments due to the intricate and safety-critical nature of their operations.

For instance, the aviation sector demands meticulous attention to detail and strict adherence to safety regulations, resulting in high-pressure situations for employees. Similarly, the pharmaceutical industry is heavily regulated, with strict requirements to ensure product quality and safety, which can also contribute to elevated stress levels.

Other factors that may contribute to a stressful work environment in the manufacturing industry include long working hours, tight production schedules, and high-stakes production targets. Additionally, the use of heavy machinery and potentially hazardous materials in manufacturing can add to the stress levels of workers.

Managing stress in the workplace is crucial for both individual and organisational success. In this article, we will discuss some tips for managing stress in the manufacturing industry and supporting your colleagues.

Prioritise communication

In the manufacturing industry, the stakes are high and mistakes or delays can have serious consequences. That's why effective communication is crucial to prevent errors and promote collaboration among team members and between management and employees. By encouraging open communication, manufacturing companies can prevent misunderstandings and ensure that everyone is on the same page. This can help to create a more efficient and productive workplace where employees feel valued and supported. In short, prioritising communication is essential for the success of any manufacturing company.

Create a positive work environment

Creating a positive work environment is key to reducing stress and boosting productivity in the manufacturing industry. By promoting teamwork and recognising employees for their contributions, companies can foster a sense of camaraderie and a shared sense of purpose. Providing opportunities for professional development can also help to increase job satisfaction and reduce stress. Additionally, companies can consider implementing stress-reducing activities like mindfulness sessions or yoga classes to help employees relax and recharge. By prioritising the well-being of employees and creating a positive work culture, manufacturing companies can improve morale, reduce turnover, and increase productivity.

Promote work-life balance

Maintaining a healthy work-life balance is essential for effectively managing stress across all sectors of manufacturing. Encouraging employees to take breaks, utilise their holiday time, and prioritise their personal lives outside of work can help to prevent burnout and increase overall job satisfaction. Manufacturing companies can consider implementing flexible work arrangements, such as telecommuting or compressed workweeks, to help employees better manage their time and reduce stress. By prioritising work-life balance, manufacturing companies can create a healthier, more sustainable work culture and retain valuable employees for the long term.

Address workplace safety concerns

While safety is a top priority in the manufacturing industry, it can also be a significant source of stress for employees. To minimise workplace stress, manufacturing companies must address safety concerns promptly and thoroughly. Providing appropriate training and resources can help employees to feel confident and prepared to handle any potential hazards. Consistent adherence to safety protocols can help to create a culture of safety that promotes trust and a sense of security among employees. By prioritising workplace safety and ensuring that all employees are properly trained and equipped, manufacturing companies can create a safer and less stressful work environment for everyone.

Provide access to resources and support

Providing employees with access to resources and support is essential in managing stress effectively. Companies can offer an Employee Assistance Program (EAP) that provides confidential counselling services, financial advice, and other resources to help employees address personal and work-related issues. Offering training on stress management techniques, such as meditation, deep breathing, or exercise, can help employees develop healthy coping mechanisms and reduce stress levels.

Encourage social support

Social support is a crucial aspect of managing stress in the workplace. Encouraging employees to build supportive relationships with their colleagues and providing opportunities for team building and socialising outside of work can help create a positive work culture. Consider establishing a mentorship program or support groups to help employees connect with others who may be facing similar challenges, which can further enhance social support and reduce stress.

Managing stress in the workplace is crucial for the well-being of employees and the success of the organisation. By prioritising communication, creating a positive work environment, promoting work-life balance, addressing workplace safety concerns, providing access to resources and support, and encouraging social support, manufacturing companies can help employees manage stress effectively and create a healthier, more productive workplace.

Are you interested in gaining a better insight into how engaged your teams are? E3 Recruitment is here to help. We work with several clients to conduct engagement and psychometric testing, providing valuable insights to support your efforts in retaining and attracting top talent for your organisation.

Reach out to our specialist teams to find out more, recruitment@e3recruitment.com.

From Business Managers to Associate Directors: E3 Recruitment is proud to announce the recent promotions of Matt Booth and James Travis.

E3 Recruitment — 16/03/2023

E3 Recruitment is thrilled to announce the well-deserved promotions of Matthew Booth and James Travis from Business Managers to Associate Directors. Matt, who has been with the company for seven years in May, and James, who recently celebrated his fifth year with E3R, have been instrumental to the growth of E3 Recruitment in recent years.

Their promotions are a true reflection of the hard work and dedication they have both shown and reflects E3R’s commitment to recognising and promoting talent from within.

Matt has been an instrumental member of the E3R team for the past seven years, where he has led a highly skilled team that specialises in white and blue-collar recruitment for the general manufacturing sector across the UK. During his time with E3R, he has played a vital role in developing and executing E3R’s business strategy, which has contributed significantly to the growth and success of the organisation. Matt has also established and maintained strong relationships with clients, demonstrating his exceptional ability to foster long-term partnerships.

Matt’s passion for promoting careers in manufacturing is apparent in his active involvement and sponsorship of industry initiatives, such as the Leeds Manufacturing Festival and Bradford Manufacturing Weeks. He has also been a strong advocate for the growth and development of the manufacturing sector, investing his time and effort in promoting best practices, and sharing invaluable knowledge with clients, partners, and candidates.

Matt’s outstanding leadership, dedication, and expertise have been an essential contribution to E3R’s success, and his commitment to advancing the manufacturing industry has been a key contributing factor to his own success.

James Travis joined E3R in 2017 as a Senior Recruitment Consultant in the Chemical & Pharmaceutical Sector team, where he quickly established himself as an invaluable member of the company. Over the past few years, James has been instrumental in building the Chemical & Pharmaceutical team and was successful in expanding his team to London to better support our clients across the South of the UK. He has recruited several new consultants to the team, providing clients with the highest quality recruitment services.

Thanks to his extensive knowledge and experience in the chemical and pharmaceutical industries, James has developed recruitment strategies that are tailored to meet the unique needs of global, national, and SME chemical and pharmaceutical companies. His expertise has allowed him to provide excellent guidance to both clients and candidates, making him a highly respected figure within the industries and his recruitment strategies have been invaluable to clients across the UK.

E3 Recruitment Director and Owner, Andrew Pilling “The promotion of Matt and James to Associate Directors is a testament to their exceptional performance and the vital role they have played in the success of E3R. It reflects the company’s confidence in their future potential and dedication to recognising and nurturing the talent of its employees. At E3R, we believe that recognising hard work, commitment, and excellence is essential to fostering a positive and productive work culture.”

Our commitment to recognising talent and hard work is deeply ingrained in our company’s values and forms a crucial part of our identity. We believe that by investing in our employees’ growth and development, we are also investing in the future of our business.

We take great pride in creating a work environment where our team members feel valued, supported, and empowered to reach their full potential.

Frankie Boyle joins virtual comedy event sponsored by E3 Recruitment

E3 Recruitment — 21/05/2020

This Friday, 22nd of May 2020, E3 Recruitment have announced that star of the earlier series of Mock the Week, Frankie Boyle will be joining Jack Carroll in their latest live comedy night series that the Yorkshire-based recruitment company is sponsoring.

The hour-long event, which has a suggested viewer rating of 18+, will include a live conversation and interview with Jack Carroll and Frankie Boyle, with the opportunity to join the conversation and speak with both Jack and Frankie!

This is the third week that the event has taken place, with previous guests including David Walliams and Jason Manford. Throughout these events, it's hoped that this series of videocasts from the comedians will raise thousands of pounds for the charity, which are currently losing around £7,000 a day due to the impact of coronavirus.

Speaking to James Soden from E3 recruitment about their sponsorship of the event, he said, “At times like this, it’s more important than ever to work collaboratively. When we heard of the challenges that our charity partner Forget Me Not were experiencing, there was no doubt that we had to make available our resource and expertise to work in partnership with them to deliver some positivity during this challenging time for all.”

Tickets can be purchased here.

E3 Recruitment Sponsors Leeds Manufacturing Festival 2022

E3 Recruitment — 19/01/2022

E3 Recruitment (E3R) is delighted to announce it is sponsoring Leeds Manufacturing Festival 2022, which is due to launch its 2022 programme next month, showcasing the diverse career opportunities on offer for young people in the city’s large manufacturing sector, with E3R playing a key strategic role in supporting this year’s initiative.

Being a specialist recruiter for the manufacturing and engineering sectors E3R has great synergy with Leeds Manufacturing Festival. Other sponsors include Leeds City College and accountancy firm Saffery Champness who are all sponsoring this year’s programme of online and in-person events, which are focused on informing school and college students about the realities of working in a modern manufacturing business and the skills that employers require.

Launching on Tuesday 1^st February 2022, this year’s festival will feature a series of events including careers panels, opportunities for young people to meet employers and visits to some of Leeds’ leading manufacturing firms.

E3 Recruitment director Andrew Joseph said: “To address the skills gap that manufacturing and engineering faces, it’s more important than ever that we promote our industry to young people, advising them on the opportunities and careers that are open to them.

“I know from personal experience as a parent that there has previously been a void in students’ knowledge around career opportunities in manufacturing, and the festival plays an important role in showing youngsters and their parents what’s on offer.”

Gina Yates, head of careers, work experience and progression at Leeds City College said the 2022 programme would give students and staff a unique opportunity to engage with Leeds manufacturers and learn more about working environments, careers and progression options.

She added: “On a strategic level, the college’s engagement with the festival will open dialogue about innovation and changes in vocational education and continue to build a collaborative approach to addressing regional skills shortages and the future talent pipeline.”

Saffery Champness partner Sally Appleton added: “We are proud to be supporting this year’s festival. The manufacturing sector is key to our local economy and we are keen to play our part in showcasing the opportunities available to young people in our region in this dynamic industry.”

Tracey Dawson, who chairs this year’s Leeds Manufacturing Festival, said: “The backing of our sponsors is vital to ensuring we reach as many young people as possible and show them just what excellent job opportunities and diverse career paths the manufacturing industry can offer them.

“Technical and practical skills are essential to the future of the sector and are currently in short supply so students will see that equipping themselves with these vital skills at an early stage will make them highly employable when they come to start a career.”

Now in its fifth year, the festival is organised by the Leeds Manufacturing Alliance and Leeds Chamber and supported by Leeds City Council, the Leeds City Region LEP and the Ahead Partnership.

Schools, manufacturing businesses and students can find out more and get involved at www.leedsmanufacturingfestival.co.uk.

Construction Materials & Modular Recruitment Team welcomes new Recruitment Consultant, Ryan Simms

E3 Recruitment — 25/07/2022

Over the last year, our Construction Materials & Modular Recruitment team have grown in team members, new clients, and client projects. With the introduction of larger recruitment projects, we recently welcomed a new Recruitment Consultant, Ryan Simms, to the team. Ryan has joined James Soden, Dom Trowman, Daniel Edley and Matthew Agus to support the recruitment of engineers and Health & Safety roles across the UK’s largest construction and maintenance companies.

As always, it’s great getting to know our new starters and catching up with them to see how their first few months have been. Read below to find out more about Ryan and his role within E3 Recruitment.

Can you give us some background on your career and what led to you joining E3 Recruitment?

Before joining E3R, I worked in IT Telecoms as a Sales and Marketing Executive and spent several years living and travelling around different countries around the world working in different roles and running a travel and food blog. Over the last ten years, my roles have been focused on working in sales, account management and marketing so with that mix of skillsets recruitment was an avenue I wanted to explore.

Returning home, I knew I was looking for a change in direction compared to what I had previously been working in and was aware of E3 Recruitment with living in the area and knew that recruitment was a diverse and challenging industry to be in, so I reached out to the team here and haven’t looked back!

Tell us a little bit about yourself.

I enjoy travelling and exploring new places and going on country walks with my wife stopping at a pub or two along the way! I’m true to my roots and a huge Halifax RLFC fan. If I’ve got sports, good food, and the countryside then I’m happy with that! With having lived abroad for several years, I’m also a qualified PADI Divemaster… which doesn’t come in too handy living on top of a hill in Halifax!

How have your first couple of months been?

My first couple of months have been great, the teams here at E3R are brilliant and we have a fantastic onboarding and training scheme provided by Charlotte Smith (Business Support Manager) and Ross Elsdon (Training Manager).

It’s been great getting to know the people at E3R and settling into my team alongside James, Dom, Daniel, and Matt. Our Construction Materials & Modular Recruitment team get to work across a variety of projects for our clients and it’s incredible to see and learn everything that goes along with large-scale recruitment drives for some of the UK’s biggest construction companies.

Tell us about your role and responsibilities in our Construction Materials and Modular Recruitment team?

For my first couple of months, I’ve been focusing on learning the ins and outs of recruitment. I’ve started with the recruitment of Engineers and Health & Safety roles for some of our client accounts. Starting with sourcing, vetting, and sending to clients alongside working with clients and my team to help attract more candidates to our brilliant clients through advertising and marketing tactics.

What aspects of your role are you most excited about and what are you looking forward to?

I’m looking forward to getting to know the wider company a lot more, we have great support here and a lot of opportunities to make the most out of roles. I’m also looking forward to growing into my role a lot more, becoming more confident and learning from my team.

What initially attracted you to a career in recruitment?

I was looking for a change of direction that would utilise the skills I’ve collected over the years from sales, account management and marketing. Being a Recruiter is varied, you need to be quick off the mark, be knowledgeable about your industry and be able to think outside of the box, especially in today’s candidate-driven market.

What would you say to anyone looking to start their career in recruitment?

Go for it! It’s been four months since I started with E3 Recruitment, and it’s been fantastic so far. I think for my first role in recruitment, this couldn’t have been a better company to start with. We have a great Training Manager, and the Directors are always working alongside all of us to support big projects. It’s a very diverse and fast-paced industry, but if you love working with people and building relationships with your accounts, recruitment could be a career for you.

E3 Recruitment is where we are today because of our people. With rapid growth each and every year, we are always on the lookout for talented individuals to join our teams. Whether that’s in our recruitment, finance, marketing, compliance or training departments, we are always open to seeing where the best fit could be for you. If you’re a passionate, hard-working individual who is looking to join a company that provides great training, the latest tools and software and genuinely cares about its employees then E3R could be the place for you.

To get more insight into what life is like at E3 Recruitment, take a look at our Instagram page here, or visit our Linkedin page here! To discuss any opportunities we have then call our office on 01484 645 269 or email cv@e3recruitment.com

Key Trends in the UK's Electric Vehicle Landscape and how this will affect recruitment

E3 Recruitment — 13/02/2024

The Automotive and Fleet sectors are geared for a significant transformation in the year ahead, particularly in the Electric Vehicles (EVs) field. The growth in the UK's new car market in 2023 has set the stage for manufacturers to intensify their investment in EV Research and Development (R&D). In this article, we will discuss the key factors driving this shift and consider how it aligns with the changing landscape of vehicle manufacturing.

Easing Supply Chain Pressures and Improved EV Availability

The supply chain challenges that slowed the UK's transition to electrification are gradually easing, enabling Original Equipment Manufacturers (OEMs) to catch up on production deficits. Jordan Brompton, co-founder and CMO of Myenergi, anticipates a rapid improvement in EV availability. Waiting lists for luxury models are expected to shrink, leading to increased pressure on legacy OEMs from new market entrants.

Production Efficiency, Price Parity, and Consumer Benefits

With supply aligning with demand, production efficiencies are set to rise, resulting in a noticeable reduction in EV prices. This shift brings EV's closer to price parity with Internal Combustion Engine (ICE)-powered cars, making them more accessible to consumers. This trend is evident in the financing industry, where many electric models are approaching price comparisons with their traditional counterparts. As production efficiencies improve and EV prices decrease, consumers will have more options when it comes to financing electric models.

Accelerated Transition to Electrification

As the transition to electrification gains momentum, vehicle manufacturers are expected to divert more resources towards EV R&D, phasing out investments in ICE models. This shift signals a pivotal moment in the decline of traditionally fuelled vehicles as consumers increasingly opt for cutting-edge technology over conventional alternatives.

Government Support and Funding for EV Technology

The UK government's commitment to the electric future is evident in the £89 million funding allocated to 20 cutting-edge net zero tech projects. The projects, supported by the Advanced Propulsion Centre UK, aim to establish a comprehensive supply chain for zero-emission vehicles in the UK. Minister Nusrat Ghani underscores the anticipated economic growth and job creation, with these projects estimated to safeguard over 4,700 jobs and reduce CO2 emissions by nearly 65 million tonnes over the next decade.

APC Chief Executive Ian Constance said:

"This latest round of funding coincides with the APC’s 10th anniversary. We have seen over £1.4 billion of investment into automotive projects since the APC was set up, and I am proud of the impact that we have made here in the UK. This latest announcement includes a diverse set of OEMs and suppliers that demonstrate the strength of UK automotive. They will further add to our portfolio of innovative projects and continue to drive the UK to deliver on its net-zero ambition."

Projected Revenue and Market Dynamics

According to projections, the Electric Vehicles market in the United Kingdom is expected to reach a substantial revenue of £16.1 billion in 2024. This indicates the impact of EV's in the automotive landscape and emphasises the economic benefits associated with the industry's transition.

Challenges and Opportunities in 2024

Despite the positive momentum, challenges remain for manufacturers. The new car market is anticipated to revert to a 'push' model, driven by factors such as slowing retail sales, new Zero Emission Vehicle (ZEV) Mandate targets, and increased competition. Dealers are expected to continue offering discounts and finance deals to stimulate consumer demand, leading to a projected 4.2% growth in new car sales.

The year ahead unfolds as a pivotal chapter in the automotive industry's journey towards electrification. Manufacturers, spurred by eased supply chain pressures and increased demand, are channelling resources into EV R&D. Government support and funding further reinforce the UK's commitment to becoming a major player in zero-emission vehicle technology.

What does this mean for recruitment?

As OEMs ramp up EV production, demand for candidates with specialised skillsets will increase. Battery technicians, electric motor specialists, and power electronics engineers will be in high demand. Existing automotive engineers can bridge the gap by upskilling in areas like battery management systems, software development, and electric propulsion technology. Additionally, specialists from adjacent fields like renewable energy and battery-based industries can find promising career paths in EV manufacturing.

With ICE-powered vehicles gradually fading into the past, production lines will adapt to accommodate the intricacies of EV assembly. Automation will play a significant role, but the need for skilled technicians to manage and maintain these automated systems remains crucial. The rise of EV R&D also translates to job openings for research engineers, designers, and software developers focused on pushing the boundaries of electric vehicle technology.

Embracing the EV revolution is not just about securing a job in the present; it's about investing in a future-proof career. The skills acquired in the EV sector are highly transferable and relevant to the broader cleantech and sustainable technology industries. By specialising in this rapidly evolving field, individuals can position themselves for long-term career success and contribute to a greener future.

As the Automotive and Fleet industries evolve, matching the workforce with the demands of this electrified era is paramount. E3 Recruitment is committed to facilitating the pairing of skilled professionals with opportunities within the Automotive and Fleet sectors. Our commitment aligns with the industry's trajectory, ensuring that businesses thrive in this electrifying future while fostering the growth and development of a skilled workforce.

E3R in Partnership with Leeds Manufacturing Festival

E3 Recruitment — 08/05/2024

E3 Recruitment is proud to be the headline sponsors of the Leeds Manufacturing Festival (LMF). LMF, run by the Leeds Manufacturing Alliance and supported by sponsors, the festival aims to promote greater awareness of the range and depth of opportunities careers in manufacturing present for young people in the West Yorkshire region.

Our sponsorship of Leeds Manufacturing Festival is a pivotal investment in the future of the manufacturing industry, fostering talent, and driving innovation in the West Yorkshire region. We are actively promoting diverse career opportunities within manufacturing, attracting a new generation of skilled workers essential for the sector's growth and sustainability. Our involvement with LMF underscores our dedication to advancing the manufacturing industry's interests, ultimately driving economic prosperity and innovation in the region.

What is the Leeds Manufacturing Festival?

LMF, run by the Leeds Manufacturing Alliance and supported by sponsors has an aim of promoting greater awareness of the range and depth of opportunities that careers in manufacturing present for young people in the West Yorkshire region.

Working alongside Ahead Partnership and headline sponsors Leeds City College, Next Gen Makers and E3 Recruitment, LMF has organised a packed programme of events that will run throughout the year. Highlights of the 2024 festival include exhibiting at the Leeds Apprenticeship Recruitment fair, a manufacturing careers showcase hosted by Leeds City College, the launch of a new 'Excellent Engineering Employers Directory' by Next Gen Makers, a series of 'Best practice in manufacturing' company visits for employers, workplace visits for schools and college students and live careers events taking place in schools.

LMF will also see the return of the Leeds Manufacturing Festival awards, celebrating the achievements of outstanding young people working in the industry. Award categories include apprentice of the year, rising star, future manufacturing leader and employer of the year.

“The festival will give students and staff a unique opportunity to engage with Leeds manufacturers and learn more about working environments, careers and progression options. On a strategic level, the college's engagement with the festival will open dialogue about innovation and changes in vocational education and continue to build a collaborative approach to addressing regional skills shortages and the future talent pipeline.”

Gina Yates / Head of Careers, Work Experience and Progression at Leeds City College

What does our sponsorship with LMF mean?

By promoting the diverse range of career opportunities available in the industry, the festival is helping to address the skills gap and attract new talent to the sector. Our sponsorship is an important contribution to this effort and reflects our commitment to promoting the success of the manufacturing and engineering sector in Leeds.

We are honoured to be sponsors for a third year for this outstanding initiative that inspires young people to explore the world of manufacturing, and support an exciting programme of events in the coming months and connect young people to the manufacturers of Leeds.

Matthew Booth, Associate Director at E3 Recruitment, said:

“There’s been a 34% drop in manufacturing and engineering apprenticeship starts in the last couple of years, and we also face the growing skills gap which is affecting over 85% of businesses across the UK. The industry is in dire need of new talent, and in need of fresh perspectives and skills that younger generations can bring.

Companies sponsoring LMF

Headline Sponsors

Next Gen Makers

Next Gen Makers guides the UK's Manufacturing and Engineering firms to run successful apprenticeship schemes which better attract and retain young talent, through benchmarking, best practice sharing and an employer kite mark accreditation.

Leeds City College School of Engineering

The school of engineering at Leeds City College gears up the next generation of engineers, with passionate experts developing students' practical skills. The school focuses on covering multiple aspects of each specialism, health and safety knowledge, as well as engineering principles, giving students an advantage over competitors.

Upcoming events

Engineering employer's breakfast: making apprenticeships and industry placements work for your business - Wednesday 15th May
Best practice in manufacturing: company visit to LBBC Group - Thursday 13th June
'Next gen' manufacturing leaders and rising stars awards evening - June (TBC)
UTC Leeds employer carousel - 2nd July & 26th September
National manufacturing day - 26th September
Manufacturing and STEM sector showcase at Roundhay school - 2nd October
UTC Leeds careers fair - November (TBC)

For more information on the above events, click here.

By being headline sponsors of Leeds Manufacturing Festival, we are able to raise the profile of the manufacturing sector within West Yorkshire, promoting the wide range of opportunities that careers in manufacturing and engineering can bring. We are proud to be advocates for the manufacturing and engineering sectors,

E3 Recruitment Proud to Sponsor the 2025 Leeds Manufacturing Festival Next Gen Awards

E3 Recruitment — 06/05/2025

E3 Recruitment is delighted to once again support the Leeds Manufacturing Festival as a proud sponsor of the Next Gen Awards, taking place on Thursday 12th June 2025. This invitation-only awards evening will be hosted at Leeds Beckett University’s BlackBox Theatre, within the Leeds School of Arts building, and will be compered by Greg Wright, Business Editor of the Yorkshire Post.

A key event in the Leeds Manufacturing Festival calendar, the Next Gen Awards shine a spotlight on the exceptional young talent and pioneering businesses shaping the future of the sector. With categories ranging from Apprentice of the Year to Future Manufacturing Leader, the evening celebrates those who are driving change, championing innovation, and building strong foundations for the industry’s future.

Supporting the Sectors Emerging Talent

E3R is proud to be sponsor of the Employer of the Year Award, which honours businesses that go above and beyond in nurturing emerging talent and creating opportunities for the next generation of manufacturing professionals.

“The Employer of the Year Award is a vital celebration of the businesses that are leading the way in developing, inspiring, and supporting future talent. Recognising outstanding employers not only highlights best practice across the region but also encourages even more organisations to invest in the next generation of manufacturing professionals. The strength of our sector depends on employers who are willing to nurture skills, create opportunities, and champion innovation, and this award provides a platform to showcase the very best of what our industry has to offer.” Matt Booth, Associate Director at E3R

Next Gen 2025 Award Categories

The 2025 Next Gen Awards will include the following categories:

Employer of the Year – Sponsored and Presented by E3 Recruitment
Apprentice of the Year – Sponsored and Presented by Enginuity
Rising Star – Sponsored and Presented by Made Smarter
Future Manufacturing Leader – Sponsored and Presented by Leeds Beckett University
Manufacturing Ambassador – Sponsored and Presented by the LMF Employer Sponsors

To nominate yourself or someone in your business for one of the above awards, follow this link: https://lnkd.in/eGykj7FJ

A Strong Partnership between E3R & LMF

At E3R, our mission is rooted in supporting manufacturing businesses and talent across the UK, making our sponsorship of the Leeds Manufacturing Festival and the Next Gen Awards a perfect match. Our long-standing partnership with the Festival reflects our deep commitment to championing the future of UK manufacturing—not just through recruitment, but by actively supporting initiatives that promote careers in the sector, celebrate excellence, and invest in the development of young people.

Being involved in the Festival allows us to connect with educators, employers, and future talent, and to play a direct role in strengthening the talent pipeline that is so critical to the continued success and innovation of our industry. It’s more than sponsorship—it’s about collaboration, community, and creating a lasting impact.

“As a proud sponsor of Leeds Manufacturing Festival and the Next Gen Awards, E3 Recruitment is committed to championing the businesses and individuals who drive innovation, growth, and opportunity across our sector. The Festival plays an important role in promoting manufacturing as a career of choice and recognising the businesses and individuals who are driving the industry forward. Being part of something that supports skills development, celebrates achievement, and strengthens the future talent pipeline is a natural fit for E3R and the work we do every day with our clients and candidates.” Stephanie Plazzi, Marketing Manager at E3R

What to Expect from the Awards Evening

The Leeds Manufacturing Festival’s Next Gen Awards, held at Leeds Beckett University’s BlackBox Theatre, within the Leeds School of Arts building, are a highlight of the city’s annual celebration of its vibrant manufacturing sector and the evening has a lot to offer including:

Celebration of Young Talent: The awards spotlight exceptional young individuals in the industry, acknowledging their contributions and potential.

Employer Recognition: The awards also commend companies that excel in nurturing young talent. The Employer of the Year category acknowledges businesses that provide exceptional training and development opportunities for their employees.

Networking Opportunities: Attendees can connect with industry leaders, fellow professionals, and aspiring individuals, fostering relationships that can lead to future collaborations and career opportunities.

Insight into Industry Trends: The event provides a platform to discuss the latest challenges, and opportunities within the manufacturing sector, offering valuable insights for those attending.

Inspiration and Motivation: Hearing success stories and recognising achievements can inspire people to pursue excellence in their respective roles and contribute positively to the industry.

The Next Gen Awards are more than just an awards presentation; they’re a testament to the thriving manufacturing community in Leeds and its commitment to fostering the next generation of industry leaders.

For more information on the Leeds Manufacturing Festival and the Next Gen Awards, you can visit the official website: Leeds Manufacturing Festival. All award entries must be entered by Monday 2nd June 2025.

E3R sponsors EEF Manufacturing Dinner

E3 Recruitment — 10/08/2017

E3 Recruitment is the official sponsor of the EEF Yorkshire & The Humber Manufacturing Dinner for the second year running, which takes place on Wednesday 13th September 2017 at Cutlers Hall in Sheffield.

This prestigious black tie event brings together business leaders from across the regional manufacturing community in a magnificent grand venue to enjoy good food and network and is an opportunity to celebrate the achievements of our diverse manufacturing sector.

Terry Scuoler, CEO of EEF, will outline the organisations influence in the Brexit discussions with both government and CEEMET, the Council of European Employers of the Metal, Engineering and Technology, which Terry is involved with, and represents 200,000 companies in their industry, providing 35 million jobs. He will also outline a collaboration with the American manufacturing sector.

CEOs, CFOs, MDs and Directors of both EEF member and non-member engineering and manufacturing organisations located in Yorkshire and Humber are invited to attend.

E3 Recruitment: Championing Manufacturing Through Leeds Manufacturing Festival 2025

E3 Recruitment — 06/03/2025

For the fourth consecutive year, E3 Recruitment is proud to be a headline sponsor of the Leeds Manufacturing Festival (LMF)—a key initiative that connects manufacturers, educators, and young people to tackle the skills gap and secure the future of the industry.

With 85% of manufacturers struggling with skills shortages, events like LMF aren’t just about raising awareness—they’re about actionable change. This festival plays a crucial role in helping businesses, particularly SMEs, engage with the next generation of talent, offering a platform for industry leaders to shape the future workforce.

Why We Invest in Leeds Manufacturing Festival

Manufacturing is the backbone of the UK economy, contributing nearly £224 billion annually. However, its future depends on its ability to attract and retain talent. At E3 Recruitment, we don’t just recruit for the industry—we advocate for it. Sponsoring the Leeds Manufacturing Festival is just one way we actively support manufacturers in addressing their biggest workforce challenges.

"Manufacturing is facing a critical skills shortage, and businesses—especially SMEs—are feeling the pressure to attract and retain the right talent. Leeds Manufacturing Festival isn’t just about raising awareness; it’s about giving manufacturers a direct opportunity to engage with the next generation and build a pipeline of future talent.

At E3 Recruitment, we see first-hand the challenges manufacturers face in hiring skilled workers, and that’s why we’re committed to supporting initiatives like this. By working together, businesses of all sizes can make a real impact in bridging the skills gap and securing the future of the industry." – Matt Booth, Associate Director.

By working directly with employers of all sizes—including SMEs who often struggle to compete for skilled workers—LMF provides opportunities to:

Engage with students through workplace visits, careers showcases, and live events.
Highlight real career opportunities available within manufacturing, from apprenticeships to leadership roles.
Address common recruitment challenges, such as industry perception and lack of awareness about available careers.

For SMEs, initiatives like this are vital. While large manufacturers often have established graduate and apprenticeship schemes, smaller businesses don’t always have the resources or visibility to attract the right talent. Leeds Manufacturing Festival helps level the playing field, giving SMEs a chance to connect directly with young people considering careers in the sector.

Working with Industry Leaders

This year, we are excited to be joined by Enginuity and Leeds Beckett University as co-headline sponsors, alongside an incredible group of manufacturing sponsors including:

These businesses, like us, recognise that investing in future talent is key to industry sustainability. The more manufacturers that get involved, the stronger our collective impact will be.

Leeds Manufacturing Festival Events Programme 2025

Launch Event at Leeds City College – Thursday 13th of March. Register Here
Manufacturing Careers Showcase for Students at Leeds City College – Thursday 13th of March
Manufacturing Careers Panel for Students at Coburn John Charles & Elliot Hudson College
Futureproofing your workforce: The Recruitment and Skills Challenge for Manufacturing at UTC Leeds – Thursday 24th April.
Women in Engineering and Manufacturing Careers Panel at Mount St Mary’s Catholic High School
Higher Level Skills in Manufacturing at The Knowledge Hub at Leeds Beckett University – Date TBC
Leeds Manufacturing Festival Awards at Leeds Beckett University – Thursday 12th of June
National Manufacturing Day – Monday 25th September.

E3 Recruitment’s Commitment to the Industry

At E3 Recruitment, we work beyond recruitment—helping manufacturers build strategies for long-term talent attraction and workforce planning. Whether through initiatives like LMF or by providing insight-led recruitment solutions, our goal is to support the industry at every level.

The skills gap isn’t something that can be solved overnight—but by working together, businesses, educators, and industry leaders can make a difference. We look forward to another year of supporting manufacturers through Leeds Manufacturing Festival.

For more information on how you can get involved with Leeds Manufacturing Festival, please reach out to our marketing team at marketing@e3recruitment.com – who will be able to provide you with insights into the festival, and the different ways you can support or host a Company open day.

Building a Stronger Workforce: Strategies for Attracting and Retaining Talent in Manufacturing

E3 Recruitment — 19/06/2023

In today's rapidly changing manufacturing industry, attracting and retaining skilled talent has become a significant challenge for businesses. Recognising this, Make UK’s Jamie Cater, Senior Policy Maker, and E3 Recruitment recently hosted a webinar that provided valuable insights and strategies to address this issue.

Make UK represents a vast network of approximately 20,000 businesses spanning all manufacturing sectors throughout the United Kingdom. Besides offering valuable business services, Jamie's team actively engages with policymakers and decision-makers in Westminster and across the country.

Throughout this discussion, Jamie Cater, along with Make UK, aims to provide practical solutions, champion the sector's interests, and foster a conducive policy framework. By leveraging the collective expertise and knowledge of its members, Make UK remains committed to empowering manufacturers and enabling them to acquire the essential talent needed for sustained growth and success.

In line with the efforts to attract young talent to the manufacturing industry, Jamie highlighted the significance of engaging with schools and showcasing the opportunities available. Jamie stated, " There is a huge appetite for manufacturing organisations to go into schools and show young people what they’re about and the career and training opportunities that are available, initiatives like Leeds Manufacturing Festival are important for Manufacturers to be able to do that.”

Watch our webinar below, and read our summary below of the main points discussed in this webinar.

Examining the Current Landscape and Recruitment Challenges

The webinar shed light on the current state of recruitment in the manufacturing industry. According to the Office for National Statistics (ONS) data from May 2023, there were approximately 72,000 live vacancies in manufacturing. However, the number of roles that are becoming hard to fill is increasing, with over a third of positions struggling to find suitable talent. In 2022, the staff turnover rate across manufacturing (excluding redundancies) was 19%. To address this issue, manufacturers have been agreeing on basic pay settlements of around 6% in the first quarter of 2023. In the same period, 82.5% of manufacturers attempted to recruit, but only one in four successfully filled all their vacancies.

Adapting to Industry Trends and Evolving Skills Needs

The webinar highlighted the evolving skills landscape in manufacturing. Automation and digitisation, flexible working, and the focus on achieving net-zero targets and sustainability were identified as key trends driving changing skills needs. Currently, there is a demand for lower-level technical skills, but there is an expectation of transitioning to higher-level skills in the coming years. Digital and green skills were highlighted as interdependent, with digitalisation enabling the adoption of new technologies for decarbonisation. Additionally, social and personal skills, as well as leadership and management skills, were emphasised as crucial for the industry's success.

Attractive Benefits and Opportunities for Growth

Manufacturers are making concerted efforts to attract and retain talent by providing attractive benefits and opportunities for development. The webinar revealed that the manufacturing industry offers above-the-national-average pay and reward packages. Furthermore, there has been a significant investment in training and development, with 44% of manufacturers increasing their training spending in the last 12 months. A similar proportion has also increased investment in staff well-being. Notably, more than 50% of manufacturers plan to recruit at least one apprentice this year, demonstrating a commitment to nurturing the next generation of talent.

Effective Approaches for Attracting and Retaining Talent

During the webinar, several successful strategies for attracting and retaining talent were discussed. Engaging older employees was highlighted as an effective approach, recognising the value of their experience and expertise. Prioritising health and well-being initiatives was another key strategy, as it contributes to improved productivity, retention, and reduced sickness absence rates. Additionally, manufacturers have recognised the importance of investing in skills, training, and development at all levels. For the new generation of talent, offering purpose-driven work, promoting diversity, and focusing on sustainability have proven to be successful strategies.

With an increasing number of vacancies and the evolving skills landscape, manufacturers are realising the importance of investing in their employees through attractive benefits, training, and well-being initiatives. By adopting successful strategies such as engaging older employees and prioritising health and well-being, manufacturers can build a stronger workforce and ensure a sustainable future for the industry.

Get up to Speed with STEM: Helping to close the skills gap

E3 Recruitment — 21/03/2022

The future talent of the UK manufacturing industries is a core focus of E3 Recruitment (E3R) and Get up to Speed with STEM, as we have seen a steady decline in engineering personnel within the UK manufacturing industry over the last ten years, and it is predicted that an additional 186,000 engineers are needed annually until 2024 to plug the skills gap with almost 20% of the current workforce due to retire by 2026.

As a result of this, E3R has been involved with Get up to Speed with STEM since 2017, Yorkshire’s largest employer-inspired science, technology, engineering, manufacturing (STEM), and construction careers event.

The event takes place this Wednesday 23rd March at Magna Science Adventure Centre Rotherham and promotes STEM to young people giving them a platform to speak to businesses, inventors, apprentices, and education providers.

Over 4100 visitors are registered to attend, so it is set to be a very busy and exciting day, with a number of the region’s biggest engineering and manufacturing companies exhibiting at the event, which include Sheffield Forgemasters, Gripple, Macalloy, CBE +, Airmaster, AMG SuperAlloys, Sheffield Precision Medical, Powerstar, DePuy Synthes, Balfour Beatty, ITM Power, Naylors, Turbine Surface and United Cast Bar will all be in attendance.

The E3R stand is located in the blue zone of the Magna and will offer young people information on apprenticeships in engineering and manufacturing, as well as practical tips on how to write a CV, and also a buzz wire activity with a chance to a prize.

South Yorkshire Regional Manager at E3R, Shabbir Ahmad, who will be attending the event commented: “After a two-year break due to covid, we are really excited to be exhibiting at Get up to Speed with STEM, which brings together key South Yorkshire manufacturers to help promote engineering and manufacturing to the next generation of future employees, ensuring we have a pipeline of young people entering the industry we serve.”

This year also sees the return of the Get up to Speed with STEM annual Business Breakfast networking event. Taking place before the official event starts, the Business Breakfast is one of the largest STEM networking events in the region. This year’s theme for the event will focus on the Digital Skills for Business Leaders and include representatives from some of the region’s top digital companies including keynote speaker, David Richards MBE, the Chairman, President, CEO and co-founder of WANdisco, the Sheffield based distributed computing specialists.

Sponsors of this year’s event include AESSEAL, CBE+, The Worshipful Company of Ironmongers, AMETEK Land, CityFibre, Highlander UK, UK Atomic Energy Authority, ARM, ITM Power, The IET, Forged Solutions, Balfour Beatty, Wessex Archaeology, Withers & Rogers, Hydra Creative, Dragonfly PR and Made in Sheffield.

For more details on Get up to Speed with STEM and to register please visit: www.getuptospeed.org.uk.

E3R's Chemical & Pharmaceutical Division Nominated for Service Provider of the Year

E3 Recruitment — 29/05/2024

E3R Chemical & Pharmaceutical Division Nominated for Service Provider of the Year 2024 at the Chemical Industries Association Awards 2024.

We are proud to announce that our chemical & pharmaceutical division have been nominated for Service Provider of the Year at the Chemical Industries Association Awards 2024!

This nomination is a testament to the hard work, dedication, and innovative spirit of our entire team. It highlights our commitment to excellence and our continuous efforts to provide outstanding services in the chemical and pharmaceutical sectors. Being recognised at such a high level by the Chemical Industries Association is an honour that underscores our leadership and impact within the industry.

Read below to discover what this nomination means for our team and how it reflects our mission to drive progress and deliver exceptional value to our clients and partners.

The CIA Awards 2024

The Chemical Industry Awards are the premier accolades for the UK chemical industry and are designed to offer a unique opportunity to highlight and promote excellent performance. The Awards Ceremony will take place at The Hilton Newcastle Gateshead Hotel, Newcastle upon Tyne on Thursday 20 June 2024.

The event provides an ideal opportunity to entertain valued clients, colleagues and guests in this celebration of the best of the UK chemical industry.

Associate Director James Travis shared, "It is fantastic for the chemical and pharmaceutical team to be nominated for the Service Provider of the Year award. The team works tirelessly to support both candidates and clients within the recruitment process. This nomination is a testament to their dedication and excellence.

The Chemical Industries Association Awards give us the opportunity to catch up with both new and familiar faces, and celebrate the future of this exciting industry we’re proud to recruit for and support. This recognition not only highlights our team's hard work but also reinforces our commitment to driving innovation and excellence in the chemical and pharmaceutical sectors."

The chemical and pharmaceutical division has been working to support multinational chemical companies with their recruitment efforts. Our team has focused on identifying and attracting top talent to meet the unique needs of these national organisations. By leveraging our deep industry knowledge and extensive network, we have successfully placed highly skilled professionals in critical roles, from research and development to regulatory compliance and production management.

Our efforts have been instrumental in helping these companies navigate the complexities of the recruitment process, ensuring they have the right expertise to drive innovation and maintain their competitive edge in the market.

Our nomination is a testament to the hard work, dedication, and expertise of our team. It showcases our ability to provide exceptional recruitment services tailored to the unique needs of the chemical and pharmaceutical sectors. It highlights the deep understanding our chemical and pharmaceutical division have of sector trends and challenges, underscoring our ability to deliver a bespoke, targeted, and efficient recruitment service that matches the right candidates with the right roles in the pharmaceutical and chemical industries.

Recruitment challenges in the chemical industry and how our team can help

A significant short-term challenge for the UK chemical industry is the availability of skilled staff, compounded by difficulties in recruitment and retention. The industry has long struggled with ensuring a workforce that possesses the necessary skills. The pandemic has exacerbated these issues, while an unhelpful immigration policy and an ageing workforce have created a perfect storm of workforce-related problems.

Labour shortages are affecting the entire UK economy, with the employment rate still 1.1 percentage points below pre-pandemic levels due to an increase in economically inactive individuals aged 16-64. This rise in economic inactivity is particularly notable among those aged 50-64, who are long-term sick, have retired early, or hold critical skills within the chemical sector.

The overall decline in labour supply has pressured the manufacturing workforce. Currently, there are 3.6 job vacancies in the manufacturing sector for every 100 jobs, far exceeding the long-term trend of 1.7 and the pre-pandemic peak of 2.6.

E3R’s Chemical and Pharmaceutical Recruitment Team has the skills, knowledge and insight to match the right candidates with the right pharmaceutical and chemical roles. By combining an excellent understanding of the sector trends and challenges, alongside exceptional recruitment expertise, E3R can deliver a bespoke, targeted and efficient service. Click here to find out more about our Chemical Recruitment team.

Our dedicated team is committed to providing access to the best scientific, engineering and project talent and opportunities across the industry. We have extensive knowledge of the key areas of these industries, including R&D, batch processing and regulations such as REACH, ATEX and COMAH, which help us find the best candidates for our clients.

E3R sponsored Hurricane Team finish in top ten at the national finals of Land Rover challenge

E3 Recruitment — 15/05/2019

A team of talented young design engineers from Huddersfield finished in the top ten, out of 21 teams, at the Land Rover 4×4 in Schools Challenge national finals last week, with a miniature radio-controlled vehicle they designed and built.

The Hurricane Team from Almondbury Community School attended the final at the National Motoring Museum last week (6th & 7th March) following success at the North East regional final of the education challenge held at UTC South Durham by finishing second.

E3 Recruitment, along with Vision for Education and Reliance Precision sponsored the Hurricane Team to attend the final, which is made up of Olivia Wortley, Robyn Tufnell, Jetsada Samoron-Stott and Megan Backhouse. Over several months the team has used software coding to design and build a remote-controlled scale model four-wheel-drive all-terrain vehicle capable of negotiating obstacles and road surfaces.

Team Manager Olivia Wortley, 14, said: “The whole experience of participating in the challenge, attending the regional final and the final has been an experience we will never forget.”

Design and Technology Teacher Chris Haywood added: “The team had a fantastic experience competing against some of the top schools in Britain, getting excellent feedback from all the judges, specifically commenting on how well their presentations and marketing were and the obvious pride in having their sponsors on board. The team were a credit to the school, their parents and to E3 Recruitment. We can’t thank the sponsors enough for the help and support they have given the team in order to achieve the results they have.”

E3 Recruitment Director Andrew Joseph commented: “As an engineering recruitment specialist, we know the importance of getting young people engaged with projects which will excite them about a career in engineering from an early age. This is why we jumped at the chance of supporting the Hurricane Team with the Land Rover 4 x4 in School Challenge, as they gain more of an understanding of the exciting career opportunities available to them. We’d also like to thank our sponsorship partners Vision for Education and Reliance Precision, as together we support education and engineering for the next generation.”

Armed Forces Community Supported with Redeployment by E3 Recruitment

E3 Recruitment — 03/03/2022

The Armed Forces Community are a highly skilled and qualified group of candidates who have been trained to the highest standards. Engineers and technicians from the Armed Forces work with some of the world’s most advanced defence systems, with specialisms in electrical, mechanical, aeronautical, avionics, nuclear, communications and marine engineering, to name a few.

The cross-functional skills and recognised qualifications gained by ex-forces personnel during their time of active service are transferable to many of the engineering sectors E3 Recruitment (E3R) recruits for, including automotive, aviation, chemical-process, and construction.

Next Thursday 7^th April, E3R will be attending a Careers Fair for the Armed Forces at Catterick. The event which is being run by E3R partner British Forces Resettlement Services (BFRS), takes place at the Catterick Leisure Centre and will be attended by Army personnel who are considering their careers options when they leave.

Catterick is where Royal Electrical and Mechanical Engineers (REMEs) are based, and the skills and training an Engineer receives make them the perfect candidate for many of the engineering roles E3R recruits for.

Engineering and Manufacturing continue to face a skills gap and REMEs have the experience needed to fulfil the specifications required for technical civilian roles, with a breadth of aptitude, skills and training that are transferable and could add real value to manufacturing and engineering businesses.

E3R first became a partner of BFRS in 2019 when it first exhibited at a BFRS Careers Fair at Catterick. They support the Armed Forces Community by working with companies across the UK that are looking to hire, re-train, and offer career advice to the Armed Forces Community via National Employment & Careers Fairs, Company Recruitment Days, and online services.

Commenting on the event, E3R Director James Soden commented: “E3R has always supported those who have served and who are currently serving with the Armed Forces. The skills possessed by ex-forces candidates are a match for skill shortages that our manufacturing and engineering clients face today. It is always great to attend Careers Fairs at Catterick and introduce armed forces attendees to the career opportunities available to them throughout the sectors we serve.”

For more information on this event please visit: https://bfrss.org.uk/events/684373/

Sulzer UK Invites Prospective Talent to Explore Exciting Opportunities at Ellon Site in Aberdeen

E3 Recruitment — 21/11/2023

Sulzer UK, a distinguished industrial service provider, is proud to announce a Recruitment Day at its Ellon site on Castle Street, Castlepark Industrial Estate, Ellon AB41 9RF, scheduled for December 6th, from 3 pm to 6 pm. This exclusive event is designed to attract skilled professionals in the fields of Condition Monitoring Engineering, Electrical Mechanical Technicians, and Winders/Fitters, offering them a unique chance to join the company's dynamic and innovative team.

Renowned for its rich heritage in industrial services, Sulzer UK is committed to excellence and innovation, actively seeking fresh talent to contribute to its continued growth and success. Applications for these exciting opportunities are now open and exclusively managed by E3 Recruitment, their trusted partner in manufacturing and engineering recruitment.

With a global presence, Sulzer operates in various locations worldwide, delivering precision-engineered solutions for industrial applications such as mining, pulp and paper, power generation, and defence. The Ellon site plays a pivotal role in the company's operations.

Helen Windhust, Talent Acquisition Manager at Sulzer UK, expressed enthusiasm, saying, "We are excited to invite skilled professionals to explore career opportunities with Sulzer UK. Our open day is an excellent chance for individuals interested in Condition Monitoring Engineering, Electrical Mechanical Technicians, and Winders/Fitters roles to learn more about our company, our values, and the exciting projects we undertake."

Andrew Joseph, Director at E3 Recruitment, commented, "We are thrilled to be working alongside Sulzer UK for this recruitment drive. Sulzer is known for its commitment to employee development, competitive benefits, and a dynamic work environment. This open day presents a unique opportunity for professionals to explore rewarding career paths with a globally recognized company."

The available positions at Sulzer UK cover a range of roles, including Condition Monitoring Engineers, Electrical Mechanical Technicians, and Winders/Fitters. Prospective candidates are encouraged to register their CVs with E3 Recruitment at sulzer@e3recruitment.com or contact the dedicated recruitment team at 01484 465 269.

For more information about Sulzer UK and the open day event, please contact E3 Recruitment on 01484 645 269.

E3R wins Inclusivity Award

E3 Recruitment — 15/05/2019

E3 Recruitment (E3R) is proud to have received an Inclusivity Award at the House of Lords for the inclusivity work the agency has conducted both internally and externally.

Earlier this year E3R launched a project to increase the number of females applying for roles by removing gender bias from job adverts. Increasing the number of females working in engineering and manufacturing continues to be an industry wide ambition, and over the past few years this has been driven forward with companies driving campaigns to make this happen.

The introduction of the in-house training platform, E3T, highlights best practice amongst the teams and draws on the skills of each person – creating a truly inclusive induction and training programme.

E3R Director, James Soden and Head of People and Organisation Development, Chrissie Gale attended the House of Lords to receive the award which was presented by Baroness Lorely Burt.

Commenting on the award win James Soden said: “Increasing the number of females working in the industry remains a priority for our clients and by removing gender bias from a job advert is a tool which will assist this effort. In 2019 we are hosting an event for our clients to share our research on gender bias adverts and how to remove that bias as well as focus on closing the pay gap.”

Chrissie Gale added: “It is of paramount importance that people at E3R have a desire to continually develop and support each other. Every single person at E3R excels in at least one area and we turn that into mentor support.”

The Inclusivity work done forms part of the Inclusivity Campaign, an initiative to make the engineering and manufacturing sector more inclusive, diverse and ultimately more competitive, which is being run by Made in Yorkshire.

To find out more about the Inclusivity Campaign please visit www.madeequal.com

E3R hosting Made Equal event to encourage inclusivity and diversity in manufacturing

E3 Recruitment — 12/02/2020

E3R is hosting the Yorkshire launch of the Made Equal Campaign which will focus on diversity and inclusivity with the aim of increasing productivity, profitability and future-proofing workforces within manufacturing.

The event will take place at E3R’s head office in Lindley, Huddersfield on Friday 21st February 12pm – 2pm and will include talks and discussions around diversity and inclusivity, and will provide an opportunity to network with fellow manufacturers and share best practice, with lunch included.

E3R is a patron of the Made in Group, and have partnered to relaunch the campaign, following the success of the Inclusivity campaign in 2018, which resulted in E3R receiving an Inclusivity Award for their work undertaken in this area, presented in the House of Lords.

Across the UK manufacturing and engineering sector, there are widespread concerns around the diversity and equality. From an ageing workforce and an insufficient number of skilled people, to the lacking number of woman and individuals from diverse backgrounds or with disabilities. It’s crucial we target these strong talent groups to improve productivity and grow more quickly.

By having an inclusive and diverse workforce, manufacturing organisations can benefit from a variety of views and perspectives, allowing them to find more creative solutions and harness different talents to be more successful. Not only is it proven that organisations that are more diverse and inclusive perform better and are ultimately more profitable, nowadays many suppliers will only work with buyers who have a clear and identifiable inclusion and diversity policy.

E3R Director Andrew Joseph commented: “Being a specialist recruiter for the manufacturing and engineering sectors across the UK, we know from working closely with our clients that being inclusive and diverse remains a priority, with gender equality, the skill-gap, and the ageing workforce being just a few of the issues they face. This is why it is important we host events like Made Equal for manufacturers to share best practice.

“We pride ourselves on our inclusive working culture and stakeholder engagement, which was recognised by E3R receiving an Inclusivity Award for our work undertaken in this area and testified by the latest results of our employee engagement survey. Externally working in partnership with our clients and candidates we offer a range of services which support inclusivity, including unbiased job advert writing, CV assistance, interview tips, career guidance and attend careers fairs.”

If you are a Made in Yorkshire member and are interested in attending this event, please click here to find out more and register.

Meet Austen Hudson and Richard Steadman, Recruitment Consultants in the Chemical & Pharmaceutical Team

E3 Recruitment — 15/11/2021

E3 Recruitment is excited to have welcomed two Recruitment Consultants to the Chemical & Pharmaceutical team; Austen Hudson and Richard Steadman. The team has multiple contracts with multinational chemical and pharmaceutical manufacturers, providing exclusive recruitment services hiring both temporary and permanent positions. Both Austen and Richard will provide recruitment support for these accounts, with Richard also focusing on developing relationships with new Chemical & Pharmaceutical clients across the UK and internationally.

Below we find out more about their new roles, why they want to work within recruitment and more about them:

As Recruitment Consultant what’s your role and responsibilities?

Austen: I am responsible for resourcing candidates with whom I gain an understanding of their professional background and their desired job role. I’ll then describe the available vacancy with them and discuss whether this would be suitable for them. Once we have established an understanding of the job role and whether the candidate would be suitable, this information is passed onto our client and if they agree the candidate is suitable, then begins the process of placing them.

Richard: To summarise, my main responsibility is to attract and match candidates with our clients and our clients’ roles.

What did you do beforehand and where?

Austen: Before I started at E3R I worked for Webhelp as a Retentions Agent for their client Vodafone where I was responsible for retaining customers who were contracted to Vodafone when they had decided they would like to terminate their contract and move to another provider.

Richard: Before I came to E3R I worked in business development as an Opportunity Manager at ASH Projects, a professional services company from Huddersfield.

What attracted you to a career in recruitment?

Austen: I have friends working within recruitment that seemed to enjoy developing their careers and this made me interested.

Richard: A few of my friends had moved into careers in recruitment or had previously worked in recruitment and all spoke very highly of it. When the opportunity presented itself, I thought it would be a good opportunity to gain new experiences in a new industry, whilst also providing myself with a new challenge.

What do you like most about E3R?

Austen: The environment around the office is very welcoming and there is a general feeling that everybody is willing to push themselves to achieve their goals. I appreciate this, as not only has it been easy for me to join the team, but the attitude towards meeting goals and objectives has helped me hit the ground running.

Richard: Firstly, the people, also it is a very fast paced environment with no shortage of things to be getting on with.

How has your first month been?

Austen: I have enjoyed my first month far more than I thought I would in a new working environment and have felt very welcome.

Richard: There has been a lot to learn as this is my first experience of recruitment, but it has been great to jump straight into a new position and learn on the job.

What are you most looking forward to?

Austen: I am most looking forward to learning more aspects of recruitment and developing my skills further. I am eager to begin learning about account management when the time is right.

Richard: Building new business within Chemicals and Pharmaceuticals and getting to know everyone here better.

What is your main goal at E3R?

Austen: I would like to develop my own clients and accounts.

Richard: My goal is to grow the Chemicals and Pharmaceuticals team alongside the rest of the company and hopefully leave a lasting impact on E3R.

What do you like to do outside of work?

Austen: Outside of work I enjoy boxing and I train most nights.

Richard: I enjoy watching all sports and play a good amount of golf. I also enjoy going for food and drinks, plus live music events.

Can you tell me a fun fact about yourself?

Austen: I am an amateur boxer who aspires to go professional.

Richard: I used to be in a band called The Jin where I played the guitar, as well as a bit of singing.

What would you say to anyone looking to start their career in recruitment?

Austen: I’d advise them to as it’s an interesting field of work that’s enjoyable.

Richard: Be prepared to jump straight in and get going from the off.

E3 Recruitment Partners with The Howarth Foundation and Takes on the Yorkshire Three Peaks Challenge

E3 Recruitment — 20/03/2025

E3 Recruitment is excited to announce our partnership with The Howarth Foundation, a charity dedicated to helping individuals who have experienced homelessness get back into work. As a recruitment business that supports the manufacturing and engineering industries, we know how life-changing employment can be.

We’re committed to making a real difference, both through raising funds and offering direct support to those who need it most.

Why The Howarth Foundation?

We believe everyone deserves the chance to build a better future, and The Howarth Foundation is making that possible for individuals who’ve experienced homelessness. Their work aligns with our values—helping people gain independence through employment and build on skills to give them lifelong careers and futures.

Tracie Norton, Director at E3 Recruitment, said:

“Employment is more than just earning—it’s about stability, confidence, and opportunity. At E3 Recruitment, we see firsthand how the right job can change someone’s life. Whether it’s supporting candidates through career changes, helping ex-forces personnel transition back into work, or guiding people facing redundancy through our redeployment events, we’re committed to making a real impact.

The Howarth Foundation is doing fantastic work to help people rebuild their lives through meaningful employment, and we’re proud to support them.”

What is the Business Building Futures – Street 2 Feet Initiative?

The Business Building Futures – Street 2 Feet initiative is all about getting people back on their feet by connecting them with businesses that can offer meaningful employment. Through this initiative, participants receive:

Job opportunities – Local businesses provide stable, sustainable roles.
Support at work – Including mentorship, training, and workplace integration.
Practical assistance – Travel costs, work clothing, and food allowances to help them start strong.

By taking part in this initiative, businesses like E3R are helping break the cycle of homelessness and give people a real chance to succeed.

Our Commitment

We’re not just raising money; we’re providing our expertise to the Howarth Foundations clients, we’ll be:

Providing career advice and support.
Connecting individuals with our clients and job opportunities.
Helping new hires settle into the workplace with the right support.

This is more than charity for us—it’s about creating real, lasting change in our community. Through our work with The Howarth Foundation, we’re ensuring that individuals who have faced homelessness have the tools, support, and opportunities they need to build a successful career.

Taking on the Yorkshire Three Peaks Challenge

The Howarth Foundation is a small, family-run charity making a huge difference in the lives of those who have experienced homelessness. Every donation helps them continue their work, providing life-changing support to people ready to rebuild their futures. To help raise funds and awareness, our team will take on the Yorkshire Three Peaks Challenge in September 2025.

Our challenge was inspired by Carl Hedley, a former client of The Howarth Foundation who has transformed his life and is now a Client Support Worker for the charity, helping others do the same. Carl has been instrumental in setting up our partnership with the charity, and his work has changed countless lives. People like Carl—and Andy, another key figure in the foundation—show just how powerful the right support can be in making lasting change.

For many of the individuals The Howarth Foundation supports, finding employment is the hardest but most important step. And that step is made possible by mentors, employers, and organisations willing to invest in people’s futures.

We believe that no one should have to face that journey alone. By taking on the Yorkshire Three Peaks Challenge, we’re proving our commitment to breaking down barriers, creating opportunities, and making a real, tangible difference.

Get Involved

We’d love for our clients, candidates, and business partners to get involved. Whether that's through donations, sharing our fundraising page, or even joining us on the challenge, your support will make a real impact.

You can find our donation page here.

If you want to join us on one of our practice hikes or even take part in the challenge, get in touch—we’d love to have you on board! Please contact marketing@e3recruitment.com for more information on getting involved, and sponsorship or if you would like more information on directly supporting the Howarth Foundation.

Free Webinar: Using Psychometric Assessment to Support On-boarding, Training, Development and Engagement

E3 Recruitment — 06/06/2023

Register here: https://events.teams.microsoft.com/event/d671355b-80cb-4c09-bcc0-0d67f6a8af41@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

Are you a manufacturer looking to improve your on-boarding, training, and development programs or increase employee engagement? If so, then this webinar is for you!

Join us as we explore the power of psychometric assessments and their applications beyond recruitment. In this informative session, we'll provide a reminder of what we mean by 'psychometric assessment' and the most used assessments in recruitment contexts.

But that's not all - we'll also delve into the often-missed opportunities for psychometric assessments to support on-boarding and personal development. We'll explore how these assessments can be used to understand team capabilities and team-based areas for development, as well as to help identify over-played strengths and career 'risk-factors.'

In addition, we'll discuss how psychometric assessments can be used to understand what motivates and engages individuals and teams. By understanding the unique strengths, preferences, and motivations of your employees, you can create a more productive and engaged workforce.

Join us for this insightful session and discover how psychometric assessments can help you unlock the potential of your employees and drive business success.

Register here: https://events.teams.microsoft.com/event/d671355b-80cb-4c09-bcc0-0d67f6a8af41@1e60d8fb-7e01-4120-abe3-6f5fd0df6af0

It’s a Knockout fundraising event for Children’s Heart Surgery Fund

E3 Recruitment — 15/06/2017

Ten members of the E3R team will be competing in the vintage TV show Its a Knockout to raise money for the Childrens Heart Surgery Fund, a charity close to E3Rs heart. The fun run takes place on Sunday 25th June at Roundhay Park, Leeds. Although there will be no cameras filming, there will be plenty of water , foam and inflatables for the games and challenges.

Last year the agency took part and finished the Leeds 10k in just over an hour and raised over £1300. The money raised had such a positive impact to the Childrens Heart Surgery Fund E3R made the decision to continue supporting the charity. This year the team hope to raise even more and are aiming for a donation target of £2000.

The Childrens Heart Surgery Fund supports the Leeds Congenital Heart Unit at the Leeds General Infirmary by providing millions of pounds worth of funding which has provided cutting edge equipment, ward facilities, staff positions & training, family accommodation & support and research posts & projects. The charity is continuing to raise funds for a revolutionary childrens heart theatre which will reduce surgery wait times and provide better equipment for more complex operations.

Andrew Pilling, E3 Recruitment Director commented: The Childrens Heart Surgery Fund is a charity which is close to our hearts, so we jumped at the chance to be involved in this classic obstacle course. Not only are we raising money for a great charity , it looks like it will be a fun day for the E3R team.

To sponsor the E3R team please visit: http://uk.virginmoneygiving.com/E3Recruitment1

E3R celebrates fifth birthday with Evolution launch

E3 Recruitment — 25/04/2018

Engineering and manufacturing recruitment specialist E3R is celebrating its fifth birthday with the launch of Evolution, its strategy for growth for the next five years, which highlights its continued focus on its specialist sectors and working in partnership with industry bodies.

E3R has been at the forefront of engineering and manufacturing recruitment in Yorkshire and the UK for the last five years and the agency has grown from strength to strength with its financial results echoing this, with a turnover of over £8million which has experienced 25-30% compound growth since 2013.

The agency, whos head office is based in Huddersfield and has a South Yorkshire office in Rotherham, employs 24 people and was formed when four competing recruiters the four founding Partners/Directors Tracie Norton, Andrew Pilling, James Soden and Andrew Joseph joined forces and all four have never looked back.

Andrew Pilling commented; We have been very fortunate to win a number of key contracts providing recruitment solutions for some multinational clients. In addition, our strong working relationships with a loyal customer base means the agency has a strong market presence which we want to build on.

According to recruitment industry body REC, employment will continue to grow in 2018, but the rate of growth is predicted to be slower over the next three years. We have weathered difficult times before, but this is why we need to differentiate our offering, which is why E3R continues to champion a sector approach.

E3R specialist sector teams, means continuity of contact for clients and candidates alike, with consultants who build in-depth knowledge of the sectors they work within which include; Aerospace, Automotive & Fleet, Building & Construction Products, Chemical & Pharmaceutical, Energy & Utilities, General Manufacturing, Food & Drink, FMCG and Oil & Gas.

The agencys new website reflects this with sector specific webpages which include sector roles and news. It also reflects the agencies partner approach, working closely with industry affiliates such as manufacturing and engineering networks EEF and Made in Yorkshire, where E3R is the only recruitment patron, and will be exhibiting at the MIY EXPO 2018 on 17th May at Elland Road, Leeds.

James Soden continued; Just recently E3R became an Associate Member of British Precast, a trade association for the UK precast concrete industry which reflects the agencys focus on the Building & Construction Products, following a number of client wins with manufacturers within this sector, and now we want to build on this knowledge and grow the sector further. As a result, we will be exhibiting at the Precast Conference & Expo 2018 at Silverstone on 17th May.

With a changing employment landscape, along with the issues of skills shortages and increasing legislation, E3Rs focus and expertise in its specialist sectors enables our clients and candidates to be confident in the recruitment, talent management and structured process solutions we deliver.

Backing Britain 3.0: E3R Exhibiting at Innovative Hybrid Event

E3 Recruitment — 18/02/2022

In April E3 Recruitment (E3R) will be exhibiting at Backing Britain 3.0, a new hybrid innovative exhibition format, set to welcome thousands of visitors to the 3D virtual environment, which will continue to run for the entire year after the event takes place.

Backing Britain 3.0 will also see three in-person events; Wolverhampton on the 26th of April, Derby on the 27th of April and Leeds on the 28th of April, connecting over 300 manufacturers, with talks from industry leaders and celebrity guests.

Backing Britain 3.0 brings together two successful online exhibition formats for The Made in Group – Backing Britain and Made Futures, which promotes manufacturing as a career path to students, young job seekers, and people who have been made redundant, and may not have considered manufacturing as a career beforehand.

Although the overall outlook for manufacturing remains positive, one of the biggest issues it faces is skills shortages, which is why E3R are proud to be the official recruitment partner of Made Futures.

Backing Britain 3.0’s virtual exhibition element has been designed to enable delegates to visit interactive stands online, viewing company information, chatting live to exhibitors, and immersing themselves in 3D virtual factory tours, with the aim of connecting hundreds of manufacturers in an immersive, interactive, and environmentally friendly way.

Commenting on Backing Britain 3.0, James Soden said: “Over the last 18 months businesses have had to propel themselves into digital, whether it be working from home or diversifying their business processes.

“With the advent of industry 4.0 and growth of digital platforms, many manufacturers now require new skills and ways of working to remain competitive in ever-changing and evolving industry landscape – this is why E3R is excited to be part of Backing Britain 3.0.”

Backing Britain 3.0 includes a three-day festival that combines three live face to face networking events and guest speakers:

Wolverhampton – 26th April – Robert Llewellyn, British actor, comedian, presenter and Ian Gardner, writer and technical specialist, and Industry 4.0 Solutions Architect at IBM.

Derby – 27th April – Jo Salter, Britain’s first female fast jet pilot, who piloted the Panavia Tornado ground attack aircraft with 617 Squadron.

Leeds – 28th April – Janet Mui, award-winning commentator, and media spokesperson with over a decade of experience as an economist/strategist.

E3R is a patron partner of The Made in Group, a trade association championing British manufacturing through networking opportunities, online exposure, topical discussions with industry leaders, and recruitment in manufacturing, helping close the UK skills gap.

If you would like to attend Backing Britain 3.0 to celebrate the best in UK manufacturing and gain an understanding of the careers paths and opportunities available in manufacturing, please visit g2made.uk/bb3expo

If you are interested in finding out how E3R can assist you with their range of talent management solutions, please visit www.e3recruitment.com, call on 01484 645 269 or email info@e3recruitment.com.

E3 Recruitment Help Bradford Manufacturers Innovate

E3 Recruitment — 26/01/2022

As businesses throughout Bradford plan for the year ahead, whether through developing new technology, changing supply chain or enhancing a process, it’s important to ensure they are aware of the support available to them for innovation.

Through its initiative Bradford Manufacturing Weeks, the West and North Yorkshire Chamber of Commerce is holding a free online event targeted at manufacturers on Tuesday 1st February, 8:30am – 10:30am.

Bradford Manufacturing Weeks sponsors E3 Recruitment (E3R), Barclays, Naylor Wintersgill, Bradford Council and LCF Law are helping to deliver the event to help those in the manufacturing industry understand funding, employment, supply chain law, research and development tax relief.

E3R’s Managing Consultant Chris Taylor will give a short presentation on the skills shortage due to an ageing workforce; How to attract employees through your employer brand and promoting being a great place to work; And how to retain candidates ensuring they have engaged with your business and have a positive experience.

Commenting on the event Chris Taylor said: “It will be great to give something back to the manufacturers of Bradford who helped make Bradford Manufacturing Weeks a success. Skills shortages, attracting the right candidates and retaining them is an issue we are familiar with and we have the solutions to overcome this.”

Mark Davies, Chairman and Founder of Think OTB will share his experience on increasing profitability through Innovation, growing sales, changing culture, and overcoming challenges.

Nick Garthwaite, Chair of Bradford Manufacturing Weeks, commented: “Now more than ever, businesses need help in so many ways. Help and guidance with the support available for manufacturers, for example, with Research & Development tax credits, but more than that, help with Innovative thinking, to quote an often-used phrase “thinking outside the box”. This event will give a flavour of that and the other elements of great support available.”

The event takes place on Tuesday 1^st February 8:30am – 10:30am via Zoom. If you are interested in attending, please register via the Bradford Manufacturing Weeks website: https://bradfordmanufacturingweek.co.uk/

If you are interested in finding out how E3R can assist you with their range of talent management solutions please visit www.e3recruitment.com, call on 01484 645 269 or email info@e3recruitment.com.

David Brown Defence Launches Major Recruitment Campaign in Huddersfield

E3 Recruitment — 13/05/2025

E3 Recruitment appointed as exclusive recruitment partner to support the hiring of over 50 skilled professionals.

David Brown Defence, part of the global David Brown Santasalo group, has launched a significant recruitment campaign to support continued growth within its marine division at its Huddersfield site. The campaign will see the business recruit 51 Mechanical Fitters, 4 Cell Leaders, and a variety of additional skilled professionals to support the manufacture of critical gearbox systems used in global naval and defence operations.

As the exclusive recruitment partner, E3 Recruitment is delivering the full campaign on behalf of David Brown Defence, managing candidate attraction, engagement, application processing, and ongoing onboarding support.

Strengthening the UK’s Defence Manufacturing Capability

With a proud heritage spanning over 100 years, David Brown Defence has long been recognised for its contribution to engineering innovation within the defence sector. The Huddersfield facility plays a central role in the global supply of precision-engineered gearboxes for naval vessels and land-based military platforms.

The business is currently experiencing a major uplift in demand for its marine gearbox systems, which has led to a need for additional skilled professionals across both shopfloor and technical disciplines. The scale and complexity of the products manufactured at David Brown Defence is world-leading, with full assemblies weighing up to 85 tonnes and requiring meticulous precision throughout the build process.

Leanne Crowther, Head of HR at David Brown Defence, commented:

“This is an exciting period of growth for David Brown Defence, and we’re proud to be expanding our team with a range of skilled roles that are critical to delivering high-performance gear systems for defence applications worldwide. We’re looking for people who take pride in their craft, who want to work on meaningful projects, and who value teamwork and precision. By partnering with E3 Recruitment, we’re ensuring candidates receive a seamless and supportive recruitment experience from start to finish.”

A Variety of Skilled Roles Available

This latest recruitment drive covers both hands-on and technical roles, including:

Mechanical Fitters – responsible for the build and assembly of large, high-spec gear systems used in marine applications
Cell Leaders – managing teams and ensuring safe, efficient delivery across the production floor
CNC Machinists & CNC Grinders – supporting complex machining of large, precision components
Maintenance Engineers – delivering preventive and reactive support to maintain operational uptime
Design Engineers – working on the development of new and existing gearbox systems
Planners/Schedulers & Project Managers – coordinating resources and managing delivery across customer and internal requirements

All roles offer the opportunity to contribute to globally significant engineering programmes while building a long-term career within a world-class manufacturing environment.

Competitive Pay and Benefits

Roles are permanent and full-time, with a strong benefits package that includes:

Competitive base salaries
Shift premiums up to 46.25%
25 days holiday plus bank holidays
Health Shield benefits
Death in service cover
Christmas shutdown
Ongoing development and progression opportunities

With several shift options available – including Double Day, Night Shift, and Continental – the company can accommodate candidates looking for different working patterns to suit their lifestyle or experience level.

E3 Recruitment has partnered with David Brown Defence to deliver a comprehensive recruitment campaign designed to reach and engage engineering professionals across West Yorkshire and beyond.

Matt Booth, Associate Director at E3 Recruitment, added:

“We’re incredibly proud to be supporting David Brown Defence through this exciting phase of growth. The scale of this recruitment drive reflects the company’s reputation as a key player in defence manufacturing, and it offers a brilliant opportunity for skilled candidates to join a globally respected organisation right here in Huddersfield.”

Join the Team

Applications are now open, with roles available for immediate start.
Email: dbdefence@e3recruitment.com
Call: 01484 645 269
Or click here to apply online

Please be aware that many roles working for DB Defence will be subject to both security and export control restrictions. These restrictions mean that factors including your nationality, any previous nationalities you have held, and your place of birth may limit those roles you can perform for the organisation.

You must meet Right to Work in the UK criteria and achieve the required security and clearance requirements to undertake this role.

About David Brown Defence

David Brown Defence is a global leader in engineered gear systems. The Huddersfield site specialises in the manufacture of large-scale gearboxes for naval and defence customers, combining centuries of engineering experience with a commitment to innovation, safety, and quality.

About E3 Recruitment

E3 Recruitment is a specialist engineering and manufacturing recruitment agency based in West Yorkshire. With deep-rooted expertise across heavy industry, defence, and advanced manufacturing, E3R partners with some of the UK’s most respected industrial employers to deliver full-scale recruitment solutions that connect technical talent with long-term opportunity.

Final call for manufacturers to take part in ‘inspiring’ initiative

E3 Recruitment — 26/07/2019

With more than 75% of the district’s secondary schools and colleges already on board, the organisers of Bradford Manufacturing Weeks are making a last call for businesses to sign up to offer students valuable insights into manufacturing careers.

Founder of the week and MD of international chemical and detergents manufacturer, Christeyns, Nick Garthwaite, is urging manufacturers to register their interest before Friday 19^th July, so they can be partnered with schools before they shut for the summer holidays.

“The success of last year’s event has been absolutely phenomenal. Not only did the initiative achieve great things during the week, but the lasting legacy is still inspiring those that took part and as a result, we have had record breaking sign ups from both schools and manufacturers for 2019. However, to ensure that we can provide at least one experience for every young person we still need more businesses on board.”

In order to accommodate demand, Bradford Manufacturing Week has been extended to take place over fortnight. So far, more than 50 businesses are already signed up, with manufacturers such as Solenis, Airedale International, Christeyns, Expressed Steel Panels, TF Automation and Morrisons and is backed with further sponsorship from E3 Recruitment, Barclays, Mitton, Gordons LLP, Naylor Wintersgill, Leeds and Bradford Airport, global training provider Dale Carnegie and the University of Bradford. The initiative will complement the Leeds Manufacturing Festival, an initiative co-ordinated by Leeds Chamber of Commerce and Leeds Manufacturing Alliance which also aims to showcase career opportunities to young people.

One manufacturer looking forward to the event is Guyson International, the leading blast, ultrasonic and spray washing equipment manufacturer based in Skipton. Managing director, Mark Viner said “Bradford Manufacturing Week last year was an eye opener for the management team here at Guyson, in terms of relationships with schools and having a better understanding of what young people want from their future employer”

“As part of the initiative we carried out school talks, factory visits and mock interviews with students from Keighley College and South Craven school. We were so impressed by the students from South Craven school that we have offered two apprenticeships.

“We’re looking forward to being involved with Bradford Manufacturing Weeks again this year and can’t wait to welcome students on site once again.”

To be a part of this year’s Bradford Manufacturing Weeks 7-18 October register herehttps://bradfordmanufacturingweek.co.uk/manufacturers/get-involved. For more information log onto www.bradfordmanufacturingweek.co.uk or contact the team at Bradford Chamber on 01274 206660 or email bmw@wnychamber.co.uk. For regular updates follow @Bradfordmfg on Twitter.