Written by Rebekah Ellis 30th September 2026

Having worked in recruitment for nearly six years, with a strong focus on the engineering sector, I’ve seen the market change considerably.

The engineering recruitment landscape today is very different from where it was several years ago. One of the biggest challenges I’m seeing across the market is the shortage of skilled engineering professionals, with businesses competing for experienced and reliable candidates who have the right technical skills and, just as importantly, the right attitude.

For employers, finding someone who can simply fill a vacancy is no longer enough. The real challenge is finding the right person who will stay, develop within the business and become a long-term member of the team. 

A Shortage of Skilled Engineers

There continues to be a shortage of skilled candidates across many areas of engineering and manufacturing.

From maintenance engineers and mechanical engineers to skilled fabricators, welders, CNC operators and other technical positions, businesses are often competing for the same pool of experienced candidates.

This means that recruitment has become much more than simply advertising a vacancy and waiting for applications.

It requires an understanding of the market, an existing network of candidates and, most importantly, strong relationships.

Building Relationships With Clients

One of the biggest things I have learned throughout my time in engineering recruitment is that relationships matter. 

At Bespoke Career Solutions, we don’t want to simply send a CV across to a client because it technically matches the job description.

We take the time to understand the business, the working environment, the team, the role itself and what the client is really looking for.

By building that relationship with our clients, we can get a much clearer understanding of what makes someone successful within their business.

That allows us to be more selective when speaking to candidates and ultimately gives us a much better opportunity to find people who are not only capable of doing the job, but who are likely to stay and build a career within the company.  

For me, a successful placement isn’t just about getting someone through the door. It’s about finding the right fit for both sides.

Salaries Are Becoming More Competitive

Another change I am increasingly seeing is businesses recognising the need to offer more competitive salaries and packages to attract skilled engineers.

With experienced candidates in short supply, employers are having to look at what they can offer and how their opportunity compares with others in the market.

Salary is, of course, an important part of the conversation, but it isn’t always the only deciding factor.

Candidates are also looking at things such as working hours, overtime opportunities, job security, company culture, progression, management and the overall working environment.

Understanding what matters to each individual candidate is therefore just as important as understanding what matters to the client.

Candidates Can Be Unsure About Making a Move

Something else I have noticed increasingly is that candidates can be uncertain about making a career move, even when a role looks like a great opportunity on paper.

Moving companies is a big decision.

Candidates may have been with their current employer for several years, have built relationships with their colleagues or simply feel comfortable where they are.

They can have concerns about whether a new company will be the right fit, whether the role is secure and whether they are genuinely making the right move.

This is where relationships and communication become so important.

As a recruiter, I don’t believe my role ends when I find someone who is interested in a vacancy.

I want to understand their reasons for considering a move, what is important to them and what their concerns are. By having honest conversations throughout the recruitment process, I can help candidates understand the opportunity properly and give them the confidence to make an informed decision.

Sometimes candidates simply need someone to talk things through with.

Recruitment Should Be About More Than Filling Vacancies

The engineering market is competitive, and I believe recruitment agencies need to add genuine value rather than simply act as a CV forwarding service.

For clients, that means understanding their business and finding candidates who are genuinely suited to the role.

For candidates, it means understanding what they are looking for and making sure the opportunity is right for them.

When both sides are properly matched, everyone benefits.

The client gets a skilled employee who can contribute to the business and stay for the long term, while the candidate gets an opportunity where they can develop, progress and feel valued.

Looking Ahead

With the continued shortage of skilled engineers, I expect competition for good candidates to remain strong.

However, I also believe that businesses that invest in their people, offer competitive packages and create positive working environments will continue to attract the best talent.

For recruiters, the focus needs to remain on relationships, communication and understanding the market.

After nearly six years working within engineering recruitment, one thing I have learned is that good recruitment is about people, not numbers. 

At Bespoke Career Solutions, we are focused on building long-term relationships with both our clients and candidates, taking the time to understand what each side needs and finding solutions that work for everyone.

Whether you are a business struggling to find skilled engineering staff or an engineer considering your next career move, sometimes having the right conversation with the right person can make all the difference.