How to Attract & Retain Skilled Engineering Talent in a Competitive Market

Across Yorkshire and the wider UK, manufacturing and engineering businesses are facing the same challenge: finding and keeping the right people in a market where skilled talent is in short supply. At Cubed Talent, we hear this from employers every day. Growing demand, rising costs and an ongoing skills gap mean that recruitment isn’t just about filling vacancies anymore, it’s about building long-term, sustainable teams.

So how do you stand out as an employer of choice? Here are some of the strategies that successful businesses are using to attract and retain engineering talent.

Build your employer brand

For many years, engineering roles were filled on the basis of salary and job security alone. That’s no longer the case. Today’s candidates want to know who you are as a business and what you stand for. The most effective employers showcase their culture, whether that’s through short videos of the workshop floor, a “day in the life” feature with an apprentice, or celebrating promotions and milestones. 

Rethink flexibility

It’s true that manufacturing and engineering often require fixed shifts, but that doesn’t mean flexibility is off the table. Simple innovations like shift swaps, compressed hours or rotating rosters can be attractive. Hybrid options for design, supervisory or admin roles are also becoming more common. Being clear about family-friendly policies, overtime pay and holiday structures helps demonstrate that you value your people as much as their output.

Prioritise training and progression

One of the top reasons engineers look for a new role is the lack of career development. Employers that offer apprenticeships, structured graduate schemes or upskilling opportunities send a clear message that they are investing in their people. Creating defined progression routes, for example, from technician to supervisor to manager gives employees a vision of their future within your business, which can significantly improve retention.

Refine your recruitment approach

Relying on a single job advert is unlikely to bring in the best candidates anymore. Instead, businesses are combining sector-specific job boards, local outreach and professional networks to find the right fit. Working with a specialist recruitment partner in Yorkshire who understands the engineering and manufacturing landscape can also save valuable time. Skills assessments and technical tests are increasingly popular, ensuring candidates are equipped for the role before they even start.

Make onboarding count

The first few weeks in a new role often determine whether someone will stay long term. A structured onboarding programme can prevent early dropouts. Simple steps like assigning a workplace buddy, scheduling regular check-ins and creating a 30-60-90 day plan show new employees that you are committed to their success from day one.

Focus on culture

Ultimately, people stay because of people. Recognising contributions, encouraging open communication and celebrating successes together all help to create a culture where employees feel valued. It doesn’t have to be complicated or expensive - a thank you at the right time can be as impactful as a formal reward scheme. Respect, recognition and a sense of shared goals go further than most employers realise.

Final thoughts

Attracting and retaining skilled engineering talent is challenging, but far from impossible. By strengthening your employer brand, offering flexibility, investing in development and building a positive culture, you not only fill your vacancies but also keep the talent you’ve worked hard to recruit.

At Cubed Talent, we partner with manufacturing and engineering firms across Yorkshire to help them find and keep the people they need.  Working with our clients, we help develop their employee value proposition to attract the best candidates. If you’d like to talk about how we can support your recruitment and retention strategy, we’d love to hear from you.

Get in touch with me to find out more and I can share some of our successful recruitment campaign case studies.