28/04/2026 
5 mins to read Written by Richard Bourne, 28th April 2026
The UK labour market is shifting fast, and nowhere is that more evident than in the engineering and manufacturing sectors. Employers are no longer just looking for “good” candidates. They are competing for a shrinking pool of highly skilled individuals.
At Bespoke Career Solutions, we’ve seen a clear and consistent rise in demand for skilled professionals across manufacturing and engineering. Roles such as CNC Programmers, Fabricators, Maintenance Engineers, and Multi-Skilled Engineers are becoming increasingly difficult to fill.
So what actually makes a great candidate in today’s market, and why is the skills shortage making this more critical than ever?
The Growing Skills Shortage in Engineering
The demand for skilled engineering talent is outpacing supply. Several factors are driving this:
- An ageing workforce with experienced engineers retiring
- Fewer young people entering the trades
- Increased demand from growing manufacturing and logistics sectors
- Rapid advancements in technology requiring more specialised skills
The result is simple. There are more jobs than qualified people to fill them.
We are seeing this firsthand, with clients struggling to secure:
- CNC Programmers with experience in multi-axis machines and CAD/CAM software
- Skilled Fabricators who can read technical drawings and weld to a high standard
- Maintenance Engineers with electrical and mechanical fault-finding ability
- Production Engineers with process improvement and lean manufacturing knowledge
What Makes a Great Candidate?
In this market, a “great” candidate goes far beyond just turning up and doing the job.
1. Technical Competence
This is still the foundation. Employers are looking for candidates who can hit the ground running with minimal training.
Examples include:
- CNC programming and setting experience
- MIG, TIG, or coded welding skills
- PLC fault finding and diagnostics
- Ability to read and interpret engineering drawings
The more versatile and multi-skilled a candidate is, the more valuable they become.
2. Adaptability
Modern manufacturing environments are evolving quickly. Automation, robotics, and new systems are becoming the norm.
Candidates who are open to learning new machinery, software, and processes stand out immediately. Candidates with varied engineering knowledge often can adapt to new programs and machines faster than candidates who have programmed a single machine for a long time
3. Reliability and Work Ethic
This might sound basic, but it is one of the biggest pain points for employers.
Consistent attendance, punctuality, and a proactive attitude can often be the deciding factor between two candidates with similar technical ability. If a candidate has amazing skills and technical knowledge, this is of no use if they are not in work to put it into practice. Reliability and attendance also enables people to learn faster and progress with the business
4. Problem-Solving Ability
Employers want people who can think, not just follow instructions.
Engineers and skilled workers who can:
- Diagnose faults quickly
- Suggest improvements
- Reduce downtime
are in extremely high demand. Time is money in production and manufacturing. Quality maintenance engineers can prove their worth by reducing down time and enabling production to continue.
5. Communication Skills
Engineering is no longer a siloed role. Candidates must be able to communicate effectively with production teams, management, and sometimes clients.
Clear communication improves efficiency, safety, and overall performance. If an engineer has a great idea it needs to be effectively communicated to the team in order to deliver the outcome. If a candidate has brilliant ideas but cannot communicate them it is very much a missed opportunity for the business to become more efficient.
The Impact of Rising Minimum Wage
One of the most interesting shifts we’re seeing is the impact of the rising National Minimum Wage.
As minimum wage increases, the pay gap between unskilled and skilled roles is narrowing. This creates several challenges:
- Skilled workers feel undervalued when their pay is not significantly higher than entry-level roles
- Fewer people are incentivised to train or upskill into demanding engineering positions
- Employers must increase salaries to attract and retain top talent
For example, if an entry-level warehouse role pays close to what a semi-skilled engineering role offers, the motivation to take on additional responsibility, training, or pressure reduces.
This is contributing further to the skills shortage.
What This Means for Employers
Employers need to adapt quickly to stay competitive.
This includes:
- Offering competitive and clearly differentiated pay for skilled roles
- Investing in training and development
- Improving retention strategies
- Working with specialist recruitment partners who understand the market
The reality is that great candidates now have more choice than ever. Retention and development is key to ensure your business maintains skills in a competitive market. Investing time and effort in to training will help grow the talent pool and retain talent.
What This Means for Candidates
For candidates, this market presents a huge opportunity.
Those with in-demand engineering skills can:
- Command higher salaries
- Choose between multiple job offers
- Progress faster in their careers
However, staying competitive means continuing to develop skills and adapt to industry changes. It is important for candidates to look for opportunities that develop skills and training rather than chasing short term financial goals. Often, understandably, candidates take a role that has the highest salary but find themselves looking for work again shortly afterwards. Choosing companies and roles that offer development can be more interesting, more secure and more rewarding long term.
Final Thoughts
A great candidate in today’s market is technically skilled, adaptable, reliable, and proactive. But the bigger picture is clear.
The engineering skills shortage is real, and it is growing.
As demand continues to rise and the gap between skilled and unskilled pay narrows, the value of true engineering expertise has never been more important. re-evaluating the importance of skill sets and retaining staff is key to developing a skilled workforce.
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