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Manufacturers in Leeds and across West Yorkshire are seeing the benefits of a renewed focus on early careers as skills shortages and workforce pressures continue to increase. "Building a pipeline of fresh new talent in house is becoming a consistent feature of strategic workforce planning for forward-looking businesses, rather than something done on an ad hoc basis,” says Matt Booth of E3 Recruitment.
An ageing workforce and growing competition for experienced engineers are forcing many businesses to rethink how they attract and retain talent. As a result, apprenticeships and entry-level roles are increasingly being treated as critical to long-term workforce planning, rather than as short-term solutions
Recruitment specialists in engineering and manufacturing, such as Elland and Rotherham-based E3 Recruitment, are reporting a clear shift. Early careers recruitment, which previously was often reactive or driven by apprenticeship levy requirements, is now more likely to be built into strategic planning, particularly among employers that have struggled to replace retiring staff or fill mid-career vacancies.
Matt Booth, Associate Director for E3 Recruitment, which has been a longstanding supporter of Leeds Manufacturing Festival, says the shift is being driven by job market pressures as well as by long-term planning. “Many employers have felt the impact of relying too heavily on external recruitment. Building a pipeline of fresh new talent in house is becoming a consistent feature of strategic workforce planning for forward-looking businesses, rather than something done on an ad hoc basis,” he says.
For manufacturing businesses that are reliant on attracting experienced candidates, the market has tightened, with a shrinking pool of available talent and consistently high demand. In response, more employers are investing in in-house skills development and are offering structured career pathways from entry-level roles through to senior positions.
However, progress is uneven, and although some businesses have embedded early careers into wider growth plans, others are still taking a more precarious, makeshift approach, with mixed results across the sector.
What is making the difference?
Pay remains a factor, but it is rarely decisive, with savvy younger candidates prioritising clear career paths and opportunities for development.
Employers that can demonstrate clear progression routes, showing how an entry-level role can develop, are better placed to attract applicants. “Young people are more adept than ever at researching employers, so visibility is critical,” says Booth.
“Those businesses that don’t have a strong, modern and positive presence online, and that aren’t getting proactively involved with schools or industry events such as the Leeds Manufacturing Festival, face being overlooked.”
Manufacturing as a sector is still dogged by outdated perceptions. Despite increasingly high-tech work environments, views of dark and dismal workplaces remain, particularly among some parents and teachers who are influencing their children’s or students’ career choices. In response, successful businesses are opening their doors through school engagement, site visits and imaginative outreach activity.
Closing the skills gap
The gap between education and industry needs remains a consistent concern. Alongside technical ability, employers are looking for problem-solving skills, communication and adaptability, qualities that are not always developed in the classroom.
Some manufacturers are adjusting their approach, recruiting for potential and investing more heavily in training and onboarding. While this requires greater upfront commitment, it is often linked to improved retention levels.
Qualifications such as T Levels are supporting this shift, including through industry placements that offer practical experience as well as a chance for students and employers to assess each other’s potential. Awareness among employers of the benefits of taking on T Level placement students, however, is growing from a low base and progress has been inconsistent.
Manufacturing as a career choice continues to be overlooked by many school leavers, despite offering competitive salaries, progression and access to advanced technologies. Many see lack of exposure to the industry for young people as a key factor. Employers report that when school and college students have the opportunity to experience modern manufacturing environments first-hand, perceptions change quickly.
“It is not down to a lack of interest but a lack of exposure,” says Booth. “Young people who visit a modern manufacturing facility, and see robotics, precision engineering, advanced materials, and the genuine complexity of what the sector produces, are often surprised and impressed.
“Initiatives such as Leeds Manufacturing Festival are now bridging that gap by connecting businesses with students and educators.”
Looking ahead
There are signs of positive momentum, says Booth. Across Leeds and the wider region, more manufacturers are taking a structured, long-term view of early careers.
“Consistency is still a challenge because although best practice is emerging, thanks to organisations such as Next Gen Makers which showcases manufacturing employers with the best apprenticeship programmes, it is not yet widespread. For many in the sector, the priority is clear: building visible, credible pathways for younger people into manufacturing, and sustaining them.”
Working with Winder Power: building specialist talent
E3 Recruitment's exclusive partnership with Winder Power is a strong example of how manufacturers are taking a more strategic approach to attracting skilled talent. Based in Leeds, Winder Power designs, builds, repairs and maintains power and distribution transformers for critical infrastructure projects across the UK and overseas. Its highly skilled production team delivers complex, bespoke equipment for the utilities, renewable energy, industrial and power generation sectors.
E3 Recruitment is exclusively managing recruitment for 15 permanent production roles, including mechanical fitters, electrical assemblers/panel wirers and mechanical assemblers. These are specialist positions requiring experienced engineers, highlighting the growing demand for skilled manufacturing talent in the region.
Alongside recruiting experienced professionals, Winder Power is investing in the next generation. The company works closely with schools and colleges to showcase modern manufacturing careers, offers work experience placements and currently employs seven apprentices, with plans to increase this to 10 next academic year. It's a clear example of a manufacturer developing its own long-term talent pipeline.
"Winder Power is a fantastic business to be working with, and we're excited to be supporting this recruitment drive," says Booth. "These are permanent opportunities for skilled engineers who want to build a long-term career in a highly specialist manufacturing environment."
For candidates with experience in mechanical assembly, electrical panel wiring or heavy engineering, the roles offer the opportunity to work on technically challenging products that help power critical national infrastructure.