Recruit pursuit

More progressive employers are trying to compete with other sectors for young professionals. Firms such as Faber Maunsell should be applauded for their efforts in attracting talented school leavers to a career in engineering through its new training and hands-on work experience programmes (BSj 04/07). And sector organisations, such as the Engineering and Technology Board, are raising the profile of engineering through initiatives such as the newly renamed National Science and Engineering week.

While some organisations are investing significant resources in attracting and training the next generation of engineers, our salary survey reveals many other employers are taking a more short-term view. As we report on page 62, engineers in senior roles are receiving significant annual salary increases. By comparison, the increases awarded to some junior staff are minuscule – and this disparity is predicated to widen. Many employers, it would appear, would rather pay for experience and a safe pair hands for the duration of a single project than invest in their future workforce.

The real test of the industry’s commitment will come with the announcement that the government has set aside 10,000 places for young people to study diplomas related to building services engineering. These qualifications will equip students with practical skills and industry specific knowledge. For a sector that few school children are aware even exists, these diplomas should also help in raising awareness. It could be just the impetus the industry needs.

It is not easy predicting the future, particularly when staff numbers are concerned. Balancing new staff with projected future workloads is often a black art; likewise the decision of whether to opt for youthful enthusiasm over hard-bitten experience is never clear-cut. But if this sector does not commit to attracting and retaining competent new entrants, then one thing’s for sure: other sectors will.