The growth and development of Artificial intelligence (AI) is rapidly transforming the automotive sector in many different ways, particularly within the electric vehicle (EV) market.

With the increasing demand for environmentally friendly transportation options, EVs have become a popular choice for consumers across the world, with many new entrant OEM’s as well as the majority of the original ICE vehicle producers now adding EV’s to their product offering to meet both emissions regulations and customer demands. In turn, the integration of AI into EVs has revolutionized the way we think about transportation and its future potential is exponential.

One of the primary benefits of AI within the automotive sector is its ability to improve safety on the roads. AI-powered systems, such as advanced driver assistance systems (ADAS), can detect and respond to potential hazards on the road, reducing the likelihood of accidents by taking human decisions and reactions out of the process . These systems use a combination of sensors, cameras, and machine learning algorithms to detect and respond to obstacles, pedestrians, and other vehicles and then take appropriate action to avoid potential incidents.

AI also has the potential to improve the efficiency of EVs by analysing data from a variety of sources, such as weather, traffic patterns, and driver behaviour, AI-powered systems can optimize the performance of EVs, extending their range and reducing energy consumption which makes them not only more cost effective to run but also reduces the amount of time needed for charging. In addition to this, AI is starting to enhance the overall driving experience for vehicle owners with Connected Services becoming more prevalent in new vehicles. AI-powered voice activated assistants and infotainment systems can provide personalized recommendations and information to drivers, such as the location of charging stations, traffic updates, and music playlists. These systems can also learn from drivers own behaviour over time, tailoring their recommendations to each individual user.

Moving forward into 2024 and beyond, AI is certainly poised to continue its transformation of the automotive sector as the technology becomes more advanced and widespread, we can expect to see even more sophisticated AI-powered systems and machine learning capabilities, such as Level 4 / 5 autonomous driving ability within passenger and commercial vehicles. This will revolutionize the way we think about transportation, enabling us to travel more safely and efficiently than ever before and potentially remove human control from vehicles all together in the future. In spite of the great leaps in this technology over the last ten years, there are also challenges associated with the integration of AI into the automotive sector. As with any new technology, there are concerns around data privacy, cybersecurity, and the potential impact on jobs in the transportation industry. It is important that these challenges are addressed and mitigated as AI continues to evolve and reshape the industry around it.

With AI investment and development ever rising, the growth of Autonomous vehicle technology is expected to grow a market value worth over $60BN by 2030 and so the race to lead this charge is fierce. Pioneers such as Tesla have been leading the real world application of these vehicle based AI systems with products such as their Autopilot software which has been growing and developing within their vehicles since 2014 and is constantly updating Tesla vehicles via OTA updates and launching real world BETA processes for drivers to interact with daily.

We work with many EV companies and would be happy to to have a conversation with you to discuss how we can support your business. Please contact us for more information or to set-up a meeting.

With the continuous and fast paced development of technology on a global scale, Artificial Intelligence is transforming the recruitment industry by bringing efficiency, accuracy, and fairness to the recruitment process. I wanted to give some thought to how AI advancements are benefiting the recruitment sector and what this next generation technology will deliver in the world of talent search & selection as it evolves:

1 – Improved Candidate Sourcing:

Recruiters stereotypically must sift through numerous CV’s, profiles and role applications to find the right candidates for a particular job, which is a time-consuming and labour-intensive task. AI tools will be able to help recruitment professionals automate the candidate sourcing process and find candidates who’s core skills and experience match their job requirements more efficiently. Machine learning algorithms can analyse candidate data from multiple sources, including social media profiles, job portals, and professional networks such as LinkedIn in order to recommend the most suitable candidates for a particular role. This would save recruiters both time and effort in identifying the right individuals from the global talent pool.

2 – Streamlined Screening and Selection:

The traditional recruitment process involves many stages including resume screening, pre-screening, and interviewing/selection. AI-powered tools can help streamline this process by automating routine tasks such as resume screening and candidate pre-screening.  AI algorithms can analyse CV’s and cover letters to identify relevant keywords, experience, and qualifications and then evaluate candidate responses to pre-screening questions to determine their suitability for a particular job. By automating these tasks, recruiters can focus on more strategic activities such as interviewing and candidate/client engagement which will enable a higher level of evaluation of the softer skills, personality traits and fit for the potential employer.

3 – Reduced Bias in Hiring:

One of the significant challenges in the recruitment process is bias which can creep in at various stages of any process. Unconscious bias can influence a recruiter’s decision based on factors such as a candidate’s name, gender, or age, leading to discrimination. AI can help reduce this bias by removing human factors from this stage of the recruitment process and deliver a truly unbiased and inclusive shortlist. AI algorithms can be programmed to ignore demographic factors when screening resumes, pre-screening questions, and even interviews. This ensures a fair and unbiased hiring process and will help companies to attract a diverse pool of candidates.

4 – Improved Candidate Engagement:

In today’s competitive and fast paced job market recruiters need to offer an excellent candidate experience to attract the right talent. AI-powered chatbots can provide a 24/7 virtual assistant to candidates, answering their questions and guiding them through any application and interview process. Chatbots can also provide personalised feedback and regular communication to candidates, keeping them engaged throughout the recruitment process and confirming any details required. This improves the candidate experience and helps recruitment teams stay on top of high-volume applications or during periods of large-scale growth where a diverse number of roles are being sourced across an organisation.

In Conclusion

AI is transforming the recruitment industry by offering a faster and more targeted sourcing model, coupled with increased time available to recruiters to spend on the key areas of the process such as client interaction, interviewing and focussing on finding the right cultural fit for both parties. The use of AI in recruitment not only saves time and effort but will also support the development of a truly fair and objective hiring process that benefits both recruiters, clients and candidates alike.

That being said, I truly believe that the AI and process automation coming into recruitment over the next decade will never fully replace the skill, network and understanding of an experienced Recruiter who knows their craft and market well. The Project Management involved in recruitment is key to the success of any hire and the ability to match the softer skills, desires, and attitude of a candidate to the requirements and culture of a business and its existing team will be very hard to replace with AI technology, so partnering with a strong and specialist recruiter will always be key to resourcing for any organisation.

Any interview is a crucial opportunity to make a positive impression on your next potential employer. While your qualifications and experience will undoubtedly play a significant role in your success, here are the top 5 ways we suggest you can impress and maximise your impact during an interview:

1 – Preparation: Thorough preparation is essential to impress during an interview. Research the company, what is it they do, the role you’re applying for, and the industry/market that they operate in. Who is it you are meeting and look at their background on LinkedIn/the website and make sure you have at least 2 good questions to ask them when you get the chance.

2 – Professionalism: Dress appropriately, always arrive on time, and maintain a professional and friendly demeanour throughout the interview. Be respectful and courteous to everyone you meet, from the receptionist to all other staff members that you have contact with.

3 – Positive attitude: A positive attitude will always go a long way in any interview scenario. Show enthusiasm for the role, the company, and the industry and make sure that you assure the interviewers that you want this role and not just any role. Smile, maintain eye contact, and be engaged in the conversation at all times. Always avoid any negativity around previous employers or past roles or reasons for leaving as this rarely leaves a good impression.

4 – Communication skills: Effective communication skills are critical to impressing during any interview. Speak clearly, listen carefully, and respond thoughtfully and always in a way relevant to the question or topic at the time. Avoid any bad language or colloquial terms that may not come across in the way you would want to represent yourself. Positive eye contact always is critical to building rapport and trust.

5 – Demonstrate your value: Finally, always show your potential value to the company by highlighting your relevant skills and accomplishments, always focus on what value and skills you add as an individual and the results you have personally delivered. Be specific and provide examples of how you’ve contributed to your previous roles and employer so that you can show that you’re a contributor, a problem solver, and a team player.

By following these simple tips and guidelines you will always be sure to impress during an interview which will increase your chances of landing that winning career development opportunity.

If you would like to learn more about interviews, CV writing and what exciting roles and employers are active in the market, please feel free to reach out to one of the Envisage Recruitment team to discuss.

From seeing the commencing patterns of the new hiring year, the UK engineering industry continues to face significant challenges in hiring and staffing in 2023. The demand for highly skilled engineers in all the key sectors of Manufacturing and Engineering remains high, and companies are still struggling to find the right talent to fill critical positions. In this article I wanted to give my thoughts on what are some of the key challenges faced by the UK engineering industry in the area of hiring and staffing, as well as potential solutions to these challenges.

1 – Skills gap: One of the main challenges faced by the UK engineering industry is a significant skills gap. Many companies are finding that there are simply not enough qualified candidates to fill the very high level of open positions, and this is leading to longer recruitment times and increased costs. The skills gap is particularly pronounced in areas such as digital engineering, artificial intelligence, and cybersecurity, where there is a high demand for expertise.

2 – Retention: Another key challenge faced is the retention of highly skilled engineers. With a competitive job market and the attraction of higher salaries and better opportunities abroad, many engineers are leaving the UK for greener pastures. This has led to a constant cycle of recruitment and training, which can be costly for companies and disruptive for their teams.

3 – Ageing workforce: The UK is facing a significant challenge in terms of workforce aging in this space. Many experienced engineers are reaching retirement age, and there are not enough younger engineers to replace them. This is leading to a significant loss of expertise and knowledge, which could have serious implications for the future of the industry without the

4 – Lack of diversity: Another challenge faced by the UK engineering industry is the lack of diversity in the workforce. The industry continues to be heavily dominated by men, and there is a lack of representation of women, ethnic minorities, and other marginalized groups across the board. This not only limits the pool of available talent, but also leads to a lack of diversity of thought and ideas which could inherently have a negative impact on the innovation and competitiveness of the UK on the global stage.

Solutions?: In my view in order to overcome these challenges, the UK engineering industry needs to adopt a multi-pronged approach. This could include initiatives to increase the diversity of the workforce, to improve the retention of highly skilled engineers, and to develop new strategies to attract and retain talent with a genuine long-term focus on work life balance and employment flexibility.

Additionally, companies need to invest in training and development programs to ensure that they have the necessary skills and expertise to succeed in the future and proper investment into STEM activity and placing a genuine focus on making this career a genuine and desirable alternative from junior school level onwards is a must.

In conclusion, the UK engineering industry continues to face significant challenges in hiring and staffing, however by taking a proactive approach and investing in initiatives to improve diversity, attraction, retention, and ongoing skills development, companies can overcome these challenges and secure a bright future for the whole UK manufacturing and engineering sectors.

If you would like to discuss any of the challenges you are facing as a business in terms of the attraction and retention of staff, please don’t hesitate to reach out and we would be happy to give any insight and support available from an Envisage perspective.

As competition for the best candidates intensifies, employers need to reassess their recruitment strategies. Making the transition to becoming employers of choice can seem an arduous task, yet with the help of a specialist partner, companies can drastically increase their chances of securing their workers of the future and build a more robust and appealing proposition.

Read our top five top tips that any business can follow for smarter recruitment:

THINK ABOUT YOUR BRAND FROM A CANDIDATES PERSPECTIVE
What information can candidates access about your business and what does it say about your brand? Assess your presence across different channels and platforms and see how it compares to the competition. It may well be time to build a strong-er employer brand to attract the brightest minds.

Does your website contain enough information not only about what you offer customers but what you offer potential employees? Do you get a sense of the culture and working environment? Do the people in the pictures reflect the diversity of the talent pool or are you alienating sections of the talent pool?

When you advertise a role, you also need to look at it from a candidate’s perspective. Too many adverts start with telling people what the employer is looking for rather than what they have to offer. Advertising a post is not a box ticking exercise with a list of essential and desirable attributes. Why should someone apply to you ahead of the multitude of other businesses on the market? Start with what you have to offer and be less prescriptive about what you are looking for. Try to inspire and intrigue people and encourage them to have a conversation.

WHAT’S THE PACKAGE?
Before advertising a role, you need to package your offer. According to CIPD’s Labour Market Outlook Spring 2022, raising pay has been the most popular response to the skills shortage. 44% of employers said they had raised pay to attract talent and with the current cost of living crisis there is increasing pressure to take inflation into account when setting salary levels.

Take time to research the market, understand what your competitors are offering and keep abreast of market trends. Your recruitment partner will help take the strain. Once you have decided on the salary, make sure you include it in the job advert. It is important to be transparent from the outset and it could help you stand out from the crowd.

Yet setting a salary is just the start of the process of putting together an attractive package and for many people it is more than market salaries that attract talent to a company. Today’s discerning candidates are looking for a comprehensive offer, especially those elements which link to people’s work-life balance. It is just as important to find ways of optimising, holiday allowances, flexible working policies and opportunities for career progression.

What is your policy on hybrid working? This could be a make or break for prospective candidates. People are demanding greater flexibility and the technology is in place to ensure that many tasks can be carried out just as effectively from the kitchen table as they can from the office. Flexibility on time might also be attractive for candidates who have caring responsibilities and must fit work around the demands of family. Wherever possible, let employees have input into where and when they work.

WIDEN THE NET
Employers now need to be more open minded about a candidate’s background and previous experience.

The advent of Industry 4.0 calls for more varied skills sets and candidates that can bring experience from other sectors are now in demand across design, engineering, and manufacturing employers. That should influence where you place your job advert, the job specification and the jargon used to describe it.

No employer can afford to alienate potential recruits. Diversity and inclusion are no longer a nice-to-have but are critical to an effective recruitment strategy. A good starting point is addressing gender imbalance.

According to research by the Royal Academy of Engineering and WISE, just 12% of engineers in the UK are women and on average they earn around 11% less than their male counterparts. Unfortunately, it has taken a national skills crisis to force the sector to take this issue seriously. Many businesses are finally waking up to the fact that the sector has an image problem and must become more inclusive to have the capabilities to compete on the global stage.

It is time to be proactive. Go and visit local schools to engage with young people, to challenge stereotypes, address misconceptions and demonstrate that design, manufacturing, and engineering offer a rewarding career for everyone. At the same time, look at your literature and the images on your website and ask yourself what they say about your business. Which groups are the most represented in images in your literature?

Also, remember that widening the net is about cognitive diversity as much as it is about issues such as gender and ethnicity. The tendency is for employers to be drawn to people with the same world view. Yet if you have a business full of people who think the same you, you are limiting possibilities and putting the blinkers on. You don’t want to operate in an echo chamber. Embrace people from different backgrounds with different lived experiences.

They will help challenge your business, provide new insight, and drive innovation. A cognitively diverse workforce is a more intelligent, creative, and nimble one. Strategic decision making and solving complex problems requires a team that has a range of perspectives. Talk to candidates and don’t ask yourself whether they think the same as you but how their otherness can give you a competitive edge.

IMPROVE YOUR PROCESSES
Your recruitment process should run as smoothly as possible. Think about it from a candidate’s perspective. How long are you keeping them waiting before deciding who to interview? Are there too many unnecessary hurdles to jump? How quickly can you make decisions and how effectively do you communicate them to applicants?

Remember that you as well as they want to stand out from the competition. What does your process say about your brand? If you are slow, arrogant, or unresponsive, you will lose the war on talent.

If you are fortunate enough to have received strong applications, act quickly before they are snapped up by the competition. Provide applicants with email acknowledgements and give a clear timeframe you must stick to. Give them plenty of information prior to interview and be available to answer any queries.

Unsuccessful candidates must be treated just as professionally and left with a positive impression of the business. Inform people promptly that they haven’t made the next stage, thank them for their application and inform them of any other roles that might be available. Provide constructive post-interview feedback and ensure you never burn your bridges. Particularly in the world of social media, people share their recruitment experiences and negative PR will be very damaging.

When it comes to interviews, remember it is a two-way process. Before entering the room to talk to prospective employees, ask yourself who is inter-viewing whom?  The skilled candidate you are about to speak to is most likely talking to a few potential employers. Whilst determining whether they are the right person for your business, you must also take on the role of a salesperson.

That means not only talking to them about the role but providing insight into the company and its culture. Encourage them to question you and make sure you allocate enough time for it.  Ask yourself if your questions really add value. You should have most of the information you need from their application. Spend most of your time having an open dialogue, allowing them to open up and talk freely. That way you will both get a far better sense of whether you share the same passions and values.

Make sure you have the relevant people in the room with you to help deter-mine suitability and provide as much information as possible about what the job will entail. Don’t make them come back another time to speak to a head of department if you can kill two birds with one stone. It shouldn’t be more than a two-stage process or candidates lose interest and focus their attention elsewhere.

On the day of the interview give candidates a tour of the workspace. Be as transparent and encourage them to speak to people: your employees should be your best advocates.

REASSESS YOUR ONBOARDING PROCESS
Too often, employees leave a new role within weeks of starting. There are many reasons cited, including they don’t feel they have been embraced by the business, the job hasn’t lived up to expectations and communication was poor.

It is important to understand that the job offer is not the end of the recruitment process. In a candidate’s market, people are more than willing to jump ship if you are not delivering on your promises and so the on-boarding or induction process is critical. Make sure you allocate enough time and resources to making that candidate feel at home and a valued part of the team.

Keep lines of communication open between the job offer and agreed start date. Before they come on site, ensure they have a workspace, their logged onto the system and their equipment is in working order. If any problems arise, address them without delay. Introduce the new recruit to their peers. Make sure that everyone is allocated time to help with the induction and start to build relationships.

The focus is now very much on retention and demonstrating that they have an exciting future in your business. Be encouraging, show praise, offer development opportunities, and carry out regular reviews to ensure everything is going smoothly.

If you need help with your recruitment please contact us to see how we can help.

Very often when we begin a relationship with a candidate, they have questions on what they should do at an interview. Regardless of the industry you are from or the seniority level you are, interviews, can by a stressful process, so we have complied some points which may help.

• Regularly update your CV with the most current roles and responsibilities. This will save time in the application process. Ensure that you familiarise yourself with what you have written.
• Find a recruitment consultant who specialises in the area you work in and be open with them. An excellent recruiter will become your career coach and will be an invaluable asset in the short, medium, and long-term.
• Make sure you prepare prior to the interview. Research the company you are meeting to show how much you know about them, let them know what excites you about them. Research your interviewers so that you can talk to them about their experience and achievements.
• Dress appropriately – even if the first interview is online, first impressions count and will show that you are approaching the interview process with professionalism.
• Be on time, If the interview is online, there is no excuse. Minimise the risk of digital issues by testing your video software the day before your interview, make sure you are set up and ready to go at least 10 minutes before. If you are experiencing problems logging in – let them know straight away. If the interview is face to face and you are held up for whatever reason, ensure you communicate this as soon as possible.
• Body language matters be aware of your posture, facial expression, and tone of voice. Look at your interviewers and try to avoid dropping your eyes, don’t cross your arms and don’t fidget.
• Be honest when answering questions, describe things about yourself that relate to the position on offer that reflect your experience. Relate as much back to your CV, talking about achievements over skills is a good way to talk about yourself. Always be honest, let your interviewer know you are willing to learn something new. Listen carefully to the questions and don’t speak over the interviewer. Answer accordingly while using examples from your experience to back it up.
• Know how to sell yourself, identify what your unique selling points are, talk to your recruiter they work with hundreds of candidates and can help identify what makes you stand out.
• Ensure you ask questions, prepare a list before you go and make notes during the interview. An interview gives you the opportunity to gain information on the role, why the role is vacant, the business and their growth plans, and how your role fits. Asking questions will show how interested you are and separate you from other candidates. Remember interviews are a two-way process and are there to evaluate skill set and cultural fit on both sides.
• Be cautious with how you approach the salary topic, make sure you do your research to understand what salary you should be looking for in your next position.
• Don’t speak poorly about your present or former employers and have a good reason for why you are leaving your role. This could set off alarm bells to a potential employer. 

If you are thinking about progressing your career, please contact us and we will be happy to help you along your journey.

Improving your recruitment process is time well spent. It may seem daunting, and many employers complain that they don’t have the time or skills to make it work effectively. That’s where a specialist agency like Envisage comes to the fore. A good agency can share the burden, helping you navigate the journey and maximise your chance of success.

Envisage Recruitment has focused on building long-term relationships with its clients, getting to know every nook and cranny of their operation. By accessing a wide candidate pool with the skills needed to drive your business forward, this approach will not only fill vacancies, but future proof your recruitment strategy.

The current skills shortage is no temporary blip and if recruiters don’t address it, they will be left behind. It is time to scale up for the next industrial revolution. According to the Institution of Engineering and Technology (IET), the UK has a shortfall of more than 173,000 STEM sector workers, equivalent to an average of 10 unfilled roles per business. The government is under pressure to help address the shortfall, yet in the meantime, business must attract the talent they need to scale up operations.

HELPING HAND
Employers can no longer rely on the status quo. It’s time to rethink recruitment and put candidate attraction further up the agenda. Businesses are confronted with challenging questions: How can they leverage their brand to entice talent? How do they improve their recruitment process so that applicants regard them as an employer of choice?

Many design, manufacturing, and engineering businesses are currently struggling to answer these questions. They don’t have the in-house experience or capabilities to make the transition from a passive to proactive recruiter.

It has never been more important to find a partner who can help fill the gap. For those who lack the time and capability to address skills shortages, it is time to turn to the experts. Many businesses are turning to recruitment agencies to help attract talent and there are plenty of generalist consultants out there vying for your business. Yet finding the right fit is easier said than done.

To learn more about how Envisage Recruitment can help you contact Matt Harris.

It’s an exciting time for the UK’s engineers and manufacturers. As we emerge from the pandemic and gear up for the next industrial revolution, businesses large and small are heeding the government’s call to build back better. Increasing capacity, exploiting new opportunities, and investing in factories of the future, the sector is scaling up for economic recovery.

Key to that recovery is recruiting the talent necessary to exploit Industry 4.0. Hiring is on the rise across all parts of the economy as business strategies centre on increasing headcount’s. According to CIPD’s Spring 2022 Labour Market Outlook, recruitment intentions are above pre-pandemic levels with almost three-quarters (74%) of employers stating they plan to take on new staff in the next three months.

Yet it’s a candidate’s market and attracting talent remains a major challenge. The CIPD report highlights that 45% of businesses had hard-to-fill vacancies.  Manufacturing and engineering firms are amongst the hardest hit; struggling to fill the gap.

The skills shortage is well documented and long standing. PWC’s Annual Manufacturing Report 2020 found that British manufacturers were facing the largest shortage of skilled workers since 1989. The credit crunch saw many skilled workers leave the sector never to return. The ensuing repercussions of Brexit and Covid-19 have only exacerbated the problem.

In 2022, as we seek to reset the UK economy, it has never been more important for companies to have a helping hand to win the war on talent.  The team at Envisage Recruitment understands the needs of design, manufacturing, and engineering businesses. The company’s industry knowledge, contacts and expertise help its clients to source the very best talent to exploit the opportunities ahead.

Envisage Recruitment continuously explore the changes taking place in recruitment, the challenges faced, the opportunities to be captured, how businesses can attract talent, and how they can future proof their recruitment processes.

Contact us to learn more