{"id":57362,"date":"2026-02-04T18:15:00","date_gmt":"2026-02-04T18:15:00","guid":{"rendered":"https:\/\/manufacturing-today.com\/?p=57362"},"modified":"2026-02-05T13:06:10","modified_gmt":"2026-02-05T13:06:10","slug":"building-the-perfect-match-for-uk-manufacturing-and-engineering-by-ruth-hancock","status":"publish","type":"post","link":"https:\/\/manufacturing-today.com\/news\/building-the-perfect-match-for-uk-manufacturing-and-engineering-by-ruth-hancock\/","title":{"rendered":"Building the perfect match for UK manufacturing and engineering by Ruth Hancock\u00a0"},"content":{"rendered":"\n<p><\/p>\n\n\n\n<p><span data-contrast=\"auto\">The UK engineering and manufacturing market is experiencing increasing pressure when it comes to hiring skilled talent. The latest talent trends from Michael Page show that 39 percent of professionals in the sector are actively seeking new roles, yet 60 percent of hiring managers report difficulty recruiting. Both sides are taking a measured approach: candidates are holding out for the opportunity that ticks all their boxes, while employers are facing mounting pressure to find the perfect hire. At Michael Page,&nbsp;we\u2019re&nbsp;describing this as a \u2018wait-and-see workforce\u2019,&nbsp;and it is creating&nbsp;real challenges&nbsp;for organizations that need to secure talent to deliver both operational performance and longer-term transformation.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"425\" height=\"300\" src=\"https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-1.jpg\" alt=\"an industrial worker operating machinery while wearing personal protective equipment \" class=\"wp-image-57364\" srcset=\"https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-1.jpg 425w, https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-1-300x212.jpg 300w\" sizes=\"auto, (max-width: 425px) 100vw, 425px\" \/><\/figure>\n<\/div>\n\n\n<p><\/p>\n\n\n\n<p><span data-contrast=\"auto\">To help businesses navigate this careful hiring environment, it is important to understand the trends driving demand, and the priorities of engineering and manufacturing professionals. Salary&nbsp;remains&nbsp;an important factor, but it is only part of what professionals are looking for. There is an increasing emphasis on work-life balance, wellbeing, and opportunities to contribute meaningfully to transformation and operational improvement initiatives.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Transformation talent on the rise\u00a0<\/h2>\n\n\n\n<p><span data-contrast=\"auto\">As organizations face pressures from automation, sustainability&nbsp;objectives, and efficiency goals, the demand for transformation talent has increased significantly.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">Some of the most in-demand roles include Supply Chain Manager, Maintenance Engineer, Engineering Manager, Design&nbsp;Engineer&nbsp;and Operations Director. These positions are essential not only for day-to-day operations but also for supporting long-term strategic transformation across processes and systems. Businesses are prioritizing these functions because they deliver measurable improvements in efficiency, safety, and productivity, all while helping organizations navigate ongoing change and disruption.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Balancing sector experience with broader capabilities\u00a0<\/h2>\n\n\n\n<p><span data-contrast=\"auto\">Another emerging trend is a shift in hiring priorities away from sector experience toward broader skill sets and cross-functional capabilities. Employers are increasingly focused on agility, systems knowledge, and transferable skills. Professionals who can influence outcomes across teams,&nbsp;utilize&nbsp;data analytics, and navigate complex systems such as ERM and MRP platforms are highly valued. The ability to drive positive disruption and improve operational performance is also a critical consideration.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">This approach reflects the reality of a sector undergoing rapid transformation. Organizations that focus solely on sector experience risk&nbsp;missing out on&nbsp;candidates with the technical&nbsp;expertise, adaptability, and strategic mindset&nbsp;required&nbsp;to support innovation and change. Considering candidates\u2019 broader skills and alignment with company culture and values opens a wider talent pool and increases the likelihood of successful, long-term hires.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Wellbeing is a key influencing factor in recruitment\u00a0<\/h2>\n\n\n\n<p><span data-contrast=\"auto\">Alongside technical skills and transformation capability, the wellbeing of professionals is an influencing factor in recruitment. Surveys&nbsp;indicate&nbsp;that 83 percent of engineering and manufacturing professionals rank work-life balance as their top priority when evaluating potential roles. Furthermore, 72 percent say they would turn down a promotion if it came at the expense of their wellbeing.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">These insights highlight a clear opportunity for employers to adapt their strategies. While competitive compensation&nbsp;remains&nbsp;important, organizations that focus on&nbsp;holistic talent attraction &#8211; offering flexibility, development opportunities, and a supportive culture &#8211; are better positioned to secure and&nbsp;retain&nbsp;the talent needed for success. Wellbeing, work-life balance, and clear career pathways are now fundamental considerations in engaging top candidates.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Aligning the expectations of candidates and employers\u00a0<\/h2>\n\n\n\n<p><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"425\" height=\"300\" src=\"https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-2.jpg\" alt=\"a man in a grey suit giving a presentation or leading a meeting to a group of people in an office setting\" class=\"wp-image-57365\" srcset=\"https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-2.jpg 425w, https:\/\/manufacturing-today.com\/wp-content\/uploads\/sites\/4\/2026\/02\/People-244-body-image-2-300x212.jpg 300w\" sizes=\"auto, (max-width: 425px) 100vw, 425px\" \/><\/figure>\n<\/div>\n\n\n<p><\/p>\n\n\n\n<p><span data-contrast=\"auto\">The wait-and-see workforce creates both a challenge and an opportunity for organizations. On one hand, there is a pool of professionals actively seeking new roles; on the other, more than half of hiring managers are struggling to recruit. The disconnect between supply and demand reflects the careful consideration both parties are giving to hiring and career decisions.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">To address this, employers should take a broader view of recruitment strategies.&nbsp;Remaining&nbsp;open-minded about candidates\u2019 experience, considering cultural fit, and recognizing potential as well as proven&nbsp;track record&nbsp;are key factors in building a successful workforce. Beyond salary, organizations should consider benefits such as professional development, training, clear progression paths, and wellbeing initiatives.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">These elements help to create compelling employment propositions that meet the expectations of today\u2019s engineering and manufacturing professionals.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">By considering a broader range of skills, prioritizing wellbeing alongside compensation, and focusing on cultural and organizational fit, employers can attract and&nbsp;retain&nbsp;the talent they need.<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">Success in this environment requires organizations to balance careful hiring with flexibility, recognizing that transformation and operational excellence are achieved not just through technical skills but through engagement, adaptability, and the ability to contribute positively to the business. In navigating the evolving&nbsp;labor&nbsp;market, employers who respond to the priorities of the workforce while&nbsp;maintaining&nbsp;focus on operational and transformational&nbsp;objectives&nbsp;will be best placed to thrive in 2026 and beyond.&nbsp;<\/span><span data-ccp-props=\"{}\">&nbsp;<\/span><\/p>\n\n\n\n<p>Ruth Hancock\u00a0\u00a0<\/p>\n\n\n\n<p><span data-ccp-props=\"{}\"><a href=\"http:\/\/www.michaelpage.co.uk\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>www.michaelpage.co.uk<\/strong><\/a>\u00a0 <\/span><\/p>\n\n\n\n<p><em>Ruth Hancock is Regional Director, Engineering at Michael Page.&nbsp;PageGroup&nbsp;is one of the world\u2019s best-known and most respected recruitment consultancies. It puts people into jobs and builds careers. It is customer-led, people-powered and insight driven. With operations in 36 countries,&nbsp;PageGroup&nbsp;provides recruitment services and career opportunities at a local, regional, and global level.&nbsp;PageGroup&nbsp;operates four key brands: Page Executive, Michael Page, Page Personnel and Page Outsourcing, supported by&nbsp;additional&nbsp;brands across the business.&nbsp;<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The UK engineering and manufacturing market is experiencing increasing pressure when it comes to hiring skilled talent. The latest talent trends from Michael Page show that 39 percent of professionals in the sector are actively seeking new roles, yet 60 percent of hiring managers report difficulty recruiting. <\/p>\n","protected":false},"author":6,"featured_media":57363,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[685,657],"tags":[591,1181,4165],"class_list":["post-57362","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-technology","category-insights","tag-manufacturing","tag-people","tag-4165"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Building the perfect match for UK manufacturing and engineering by Ruth Hancock\u00a0<\/title>\n<meta name=\"description\" content=\"The UK engineering and manufacturing market is experiencing 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