Mechanical engineers keep the wheels of industry turning. From maintaining machines to designing new systems, they’re the people who keep production lines running, heating systems safe, and transport reliable. But across the UK, employers are finding it harder to hire and keep good mechanical engineers.
Why There’s a Shortage
Across manufacturing, energy, rail, and construction, there simply aren’t enough skilled mechanical engineers to go around. There are a few main reasons:
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Retirement – Many older engineers are reaching the end of their careers. Their skills took years to build, and there aren’t enough younger people replacing them.
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Fewer trainees – Fewer school leavers are joining apprenticeships or engineering college courses, often because they don’t know what these jobs offer.
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Rising demand – Renewable energy, infrastructure upgrades, and automation projects all need skilled hands and problem-solvers.
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Competition between companies – Everyone wants the same small pool of qualified workers.
This means firms can’t just post a job ad and hope for the best. They need a proper plan for hiring, training, and keeping good people.
Step 1: Write a Clear, Honest Job Description
A good hire starts with a good job ad. Forget buzzwords. Be clear about what the job involves and what skills are needed.
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Mention the type of work (maintenance, design, fabrication, quality, or field service).
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Say what tools, machines, or software are used.
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List only the qualifications that really matter.
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Include details like shifts, overtime, and travel — these affect family life.
Workers appreciate honesty more than fancy promises. A straight, detailed advert helps attract candidates who know exactly what they’re applying for — and stay longer once hired.
Step 2: Pay Fairly and Explain It
Pay is always part of the decision, but clarity matters as much as the rate. Publish pay ranges, explain overtime policies, and be upfront about bonuses or travel allowances.
People are more likely to apply — and stay — if they know where they stand. If pay rises are based on experience or training, say so. Transparency builds trust.
Step 3: Don’t Overlook Transferable Skills
Good mechanical engineers often come from other industries — marine, automotive, or manufacturing, for example. With a bit of training, many can adapt quickly to new environments.
Instead of waiting months for a “perfect fit”, look for candidates who show reliability, solid hands-on experience, and a willingness to learn. Practical ability and attitude often matter more than the exact background.
Step 4: Test Skills, Not Just CVs
A well-written CV doesn’t always mean real skill. A simple practical test or problem-solving task tells you far more.
For example:
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Ask a design engineer to sketch or explain a simple bracket or part.
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Ask a maintenance candidate to talk through how they’d fault-find a pump or gearbox.
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Ask a production engineer to describe how they’d fix a bottleneck on the shop floor.
Short, practical tasks show how people think and whether they’ll work safely under pressure.
Step 5: Move Quickly Once You Find the Right Person
When you find someone who fits, act fast. Skilled engineers often have several offers at once. Delays in decision-making or slow onboarding can lose you good people.
Keep your interview process short and straightforward. If references and checks are needed, start them early.
Working with a recruitment partner like National Temping Recruitment (NTR) can help here — they pre-screen candidates for experience, right-to-work documents, and reliability, saving you valuable time.
Step 6: Safety and Compliance Come First
In mechanical work, reliability isn’t just about turning up — it’s about doing the job safely. Every hire must understand basic safety rules, from lockout procedures to manual handling and PPE use.
Make sure new hires get proper inductions and toolbox talks. A safe worker is a reliable worker — and it protects your company from costly mistakes and downtime.
Step 7: Onboard Properly
The first few weeks are critical. A rushed start often leads to confusion or early resignations.
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Introduce them to the team and supervisor early.
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Provide proper training on tools, machines, and systems.
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Check in regularly during the first month.
People remember how they’re treated on their first week. A structured, respectful start helps them settle and stay.
Step 8: Offer Training and Growth
Even short, on-the-job learning builds loyalty. Not every worker needs a degree — but short courses in health and safety, hydraulics, or CAD software show that the company is invested in their progress.
When staff feel they’re moving forward, they’re less likely to leave for small pay increases elsewhere.
Step 9: Keep Good Communication
Misunderstandings and poor communication drive more people away than low pay.
Hold quick check-ins with engineers and supervisors. Ask what’s working and what isn’t. If you can’t fix everything, at least explain why. Workers respect honesty and consistency.
Step 10: Mix Temporary and Permanent Hires
Sometimes you don’t need a permanent hire straight away — or you can’t find one quickly. Temporary and contract engineers can fill the gap and keep work moving.
If they prove themselves, offer them a permanent role. This “try before you hire” approach saves both sides from bad fits. NTR specialises in temp-to-perm placements, so you can build your workforce gradually with people you already trust.
What Makes a “Reliable” Mechanical Engineer
Reliability means more than turning up every day. A dependable engineer:
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Works safely and follows rules.
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Communicates clearly with supervisors and clients.
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Checks their own work.
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Reports faults instead of hiding them.
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Keeps tools and equipment in good shape.
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Stays calm under pressure.
Hiring for these traits matters just as much as technical ability.
Common Mistakes Employers Make
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Hiring in a rush. Leads to poor fits and early leavers.
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Ignoring references. A five-minute call can save thousands in rework.
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Unclear pay structures. Confuses candidates and reduces trust.
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Skipping onboarding. People leave quickly if left unsupported.
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Overlooking temp-to-perm opportunities. Sometimes the best hires start as short-term help.
FAQs
1. Why is it so hard to find good mechanical engineers right now?
There’s a shortage across the UK because many experienced engineers are retiring and not enough young people are training in the trade.
2. What makes a mechanical engineer “reliable”?
Reliability means more than turning up. It’s about working safely, meeting deadlines, communicating clearly, and taking pride in the job.
3. How can I tell if a candidate is genuinely skilled?
Ask practical, job-based questions or give short work tests. Hands-on ability says more than a polished CV.
4. Should I hire through an agency or directly?
Using a trusted recruiter like National Temping Recruitment saves time. We pre-check skills, safety training, and right-to-work documents before anyone starts.
5. What’s the best way to keep mechanical engineers once I’ve hired them?
Treat them fairly, pay on time, keep equipment safe, and offer short training courses or skill updates. Respect keeps people loyal.
6. Can temporary engineers be a long-term solution?
Yes. Many companies hire temps first to fill gaps, then keep the best performers permanently — a low-risk way to build a steady team.
7. What qualifications should I look for?
NVQs, HNCs, or HNDs in mechanical or maintenance engineering are good starts. Safety certificates like IOSH or NEBOSH are a bonus.
8. How quickly can I fill a mechanical role through NTR?
We often fill roles within a few days. All candidates are ready to work, fully screened, and qualified.
9. What causes engineers to leave a job early?
Poor communication, unsafe conditions, and unclear pay are the biggest reasons. Fixing those keeps people around longer.
10. How does NTR check that workers are safe and qualified?
We verify every candidate’s documents, references, and work history — including safety and training records — before placement.
Summary
Hiring mechanical engineers doesn’t need to be complicated. It just needs to be practical and people-focused. Be clear, fair, and quick, and you’ll find that the right workers will choose you too.
