The engineering skills gap and what it means for Motorsport

It’s clear to see the industry still has an issue, and re-reading a skills survey by The Institute of Engineering and Technology sums up the issue for us quite nicely:

“Less than half of new engineering recruits have either the necessary technical or soft skills?needed for work within the industry…”

They go on to quantify this statement by revealing that 49% of engineering companies will experience difficulties in the external job market due to the lack of skills. This is also reflected in the internal workforce where they uncovered a 45% shortage in skills.

The skills gap is well documented but what does this mean for recruitment in Motorsport particularly and how best can you tackle this issue?

The effect of a skills gap in Motorsport

It’s probably fair to say the pandemic has made this situation worse. Motorsport is built around the team’s success, so the tight restrictions imposed only served to disrupt the training and development of individuals within this industry.

One of the biggest risks and a distinct competitive disadvantage is not having the right people around you. The team should ideally be your most experienced engineers and you need to protect these skills so they can help you can develop the next generation. There is also the reality of the best way to learn in motorsport is through practical know-how.

Developing the technical skills needed to work in motorsport doesn’t mean you have to start from scratch. These can be transferred from the automotive sector where you will be building on a certain level of knowledge. But as already said, there is a general skills shortage which can make the recruitment process longer.

Training for every individual is crucial but this needs to be planned. Not everybody starts at the same place and you’ll need your most experienced engineers to be involved. You’ll be building a firm foundation but it will ultimately take longer to get people up to speed.

The softer skills can take you further it’s just a question of identifying these upfront in the recruitment process. Individuals who have a passion, desire to learn and are prepared to work hard can allow you to develop the technical skills needed a lot quicker.

What to think about when recruiting new engineers

There are 3 main areas to consider if you’re looking to recruit engineers for motorsport. Important when you consider their position within the team because of the reliance on how good they do their job and the risk to everyone else if they don’t.

Education – there are clearly engineering graduates you can take straight from University. They may have the theoretical knowledge but you’d want to know if they’ve gained practical experience as part of their degree. Maybe they have done this on their initiative. The theory and practice are quite different. You need individuals who can deal with the inevitable pressures associated with motorsport.

School leavers should be given equal consideration. There are an increasing number of apprenticeship schemes in motorsport. These allow individuals to learn whilst doing the job. It might be a longer process compared to someone who has technical ability already, but at least they are making a start and for many, this is a preferred way to gain skills through employment.

Experience – touched on above in terms of work experience and gaining an insight into their future career. If someone is serious about this competitive sport it’s great if they’ve already opened a door in some way by connecting with the industry.

There are always transferable engineering skills for more experienced individuals who’ve been working for a few years. In the automotive sector particularly, you can build on their expertise and develop the more specific areas needed for motorsport.

Attitude – this relates to the softer skill set that shouldn’t be underestimated. How an individual thinks and acts tells you a lot about them. It’s part of their DNA and you want to identify the elements that will ensure they not only embrace the job but push themselves to be as good as they can be.

There probably aren’t many people in Motorsport who are not passionate about it. This is something you can identify quite quickly and it is a great motivational quality that will take them a long way in this industry. Being open-minded, willing to learn and working hard to achieve your goals are also great traits.

As part of the recruitment process, you need to be able to identify the real talent. This can be quite difficult in an interview situation as candidates will be nervous and may take a while to ‘warm up’. But if you can find a formula that puts them at ease it will make your job a lot easier. Knowing your criteria for success will help with the interview questions and how you score candidates.

Making the most of the skilled workforce you already have

There are qualified and experienced engineers already in motorsport. An investment you’ve already made in terms of time and money to develop a successful team. This is why it’s important to have a strategy in place to deliver succession planning. A flow of recruits trained by experienced engineers to ensure their skills are passed on to the next generation.

Training does take time but if an experienced engineer retires, they will always leave a gap. This is someone who has been there, seen it and dealt with whatever challenge has been given to them. Invaluable knowledge that can be shared only in a practical sense and as the situations arise, particularly when you are under pressure.

Nothing beats learning what to do more than being in the situation. Making the mistakes, learning and building that all-important experience. A risky strategy for motorsport but it’s all about teamwork. This is why you need experienced individuals mentoring your trainee engineers.

You can incorporate formal qualifications as part of their training. Something that can build over time alongside their practical experience. It’s always good to keep up with the latest performance and engineering developments. And if the individual’s attitude is right, they will recognise and appreciate the investment you’re making in them.

What are your thoughts on the engineering skills gap and how do you think we can best tackle it?