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People
To address this, employers should take a broader view of recruitment strategies. Remaining open-minded about candidates’ experience, considering cultural fit, and recognizing potential as well as proven track record are key factors in building a successful workforce. Beyond salary, organizations should consider benefits such as professional development, training, clear progression paths, and wellbeing initiatives.
These elements help to create compelling employment propositions that meet the expectations of today’ s engineering and manufacturing professionals.
By considering a broader range of skills, prioritizing wellbeing alongside compensation, and focusing on cultural and organizational fit, employers can attract and retain the talent they need.
Success in this environment requires organizations to balance careful hiring with flexibility, recognizing that transformation and operational excellence are achieved not just through technical skills but through engagement, adaptability, and the ability to contribute positively to the business. In navigating the evolving labor market, employers who respond to the priorities of the workforce while maintaining focus on operational and transformational objectives will be best placed to thrive in 2026 and beyond. ■
Ruth Hancock www. michaelpage. co. uk
Ruth Hancock is Regional Director, Engineering at Michael Page. PageGroup is one of the world’ s best-known and most respected recruitment consultancies. It puts people into jobs and builds careers. It is customer-led, people-powered and insight driven. With operations in 36 countries, PageGroup provides recruitment services and career opportunities at a local, regional, and global level. PageGroup operates four key brands: Page Executive, Michael Page, Page Personnel and Page Outsourcing, supported by additional brands across the business.
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