Follow us

Quick job Search

Contractors

Candidates

Looking to Hire?

Why Precision People?

We grow our clients' businesses by finding them amazing talent. Based in the Midlands, we have been growing since 2004 and have clients all over the UK and Europe.

Precision People is a specialist search, recruitment and consultancy services organisation, focussed on providing a range of recruitment and people solutions, to a wide spectrum of industry sectors, for client organisations nationwide and beyond.

Job Title Area Salary Package Details

Our Latest Roles

Electro/Mechanical Fitter
ELECTRO - MECHANICAL FITTER/MACHINIST PERMANENT OPPORTUNITY £32,000-£35,000 SHEFFIELD INTERVIEWING IMMEDIATELY   My client is a specialist electronics manufacturing company based in Sheffield. Due to expansion they now require an experienced Electro-Mechanical Fitter/Machinist to join the team. If you have experience in this field please read on….   BENEFITSFlexible hours based around core hoursPermanent OpportunityEstablished businessGreat working environment    THE ROLE OF ELECTRO-MECHANICAL TECHNICIANInspect and Disassemble Rotating Machines including Electric Motors, Gearboxes and PumpsAccurately assess and observe damage and wear on AC/DC electric motors and other machinesBasic electrical testing to establish machine conditionTHE RIGHT ELECTRO-MECHANICAL TECHNICIANExperience within an Electro Mechanical EnvironmentWorking to a high standard of qualityExceptional levels of customer careHolds either a C&G or NVQ equivalentCan utilise Milling Machines, Grinders, Lathes, Boring Machinery.Be able to travel for short durations as and when required for specific site work  ABOUT PRECISION This Electro-Mechanical role is posted by Precision Recruitment, specialists in Engineering, Technical, Construction and Sales Recruitment. Operating in our twelfth year, we have placed hundreds of engineers in fantastic new roles. Precision cover the whole spectrum of roles from facilities to projects. With specialist recruiters working in the temp, contract and permanent markets Precision may have the right next step for you.   Interested? To apply for the Electro -Mechanical Technician Position, here are your three options: 1. "This is the job for me! When can I start?" - Call Kelly Jones now and let’s talk through your experience. Ask for Kelly Jones on 0116 254 5411 between 8am - 5pm or 07868 812 903 outside of these hours. 2. "I think I'm right for this position, but I'm not sure I have enough to be get an interview" - Click "apply now" so I can read your CV and let you know 3. "I'm interested but need to know more about what this job can offer me" - email kellyj@precisionrecruitment.co.uk with your CV and questions and I will reply with more detail.  Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Find out more
CNC Turner
CNC Turner  Working on Fanuc based controls Crewe - CW1  Rotating Shifts - Morning & Afternoon £27,090 per annum 33 Days Holiday (including Bank Hols)   Are you a skilled CNC Turner with the ability to Program or Set and Operate using Fanuc controls? If yes, read on….   My client is an established firm in the engineering manufacturing sector, based in Crewe and commutable from Stoke-on-Trent, Macclesfield, Northwich, Chester and Wrexham. They are currently looking for a skilled CNC Machinist to work on CNC Turning machines.   The Role:  - Setting and Operating CNC Turning machines - Programming (if experienced) - Working on 3-axis live tooling machines using Fanuc and Acromatic controls - Work closely with the manufacturing engineers to improve quality and cycle time - Quality checking parts using various hand tools - Maintaining machinery, removing swarf and routine oiling/greasing etc - Working independently and as part of a team - Be a team player who wants the best for the customer and the team - Read and interpret engineering drawings and work to fine tolerances - To assist in the fettling of machined parts when required   Minimum Skills / Experience Required:  - Experience of Programming or Setting and Operating CNC Lathes  - Skilled on Fanuc or Acromatic controls - Able to quality check own parts - Experience of dealing with die castings - Motivated and excellent team player - Must be efficient and have excellent  attention to detail - Able to commute to Crewe - Time Served with a relevant Engineering qualification would be preferable - Ensure all Health & Safety process are adhered to at all times   The Package:  - Starting salary of £27,090 per annum - Pay Rate is £11.71ph plus £2ph shift allowance - Free onsite parking - Mornings - Mon to Thurs 06.00-14.00, Fri 06.00-12.00 - Afternoons - Mon to Thurs 14.00-22.00, Fri 12.00-18.00 - 38 hours per week - Pension and 25 Days Holiday plus Bank Hols   Interested? To apply for this CNC Turning Machinist position, here are your two options: 1. "This is the job for me! When can I start?" - Call 0116 2545411 now and let’s talk through your experience. Ask for Dan Henderson between 8.30am - 5.30pm. 2. "I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Find out more
Project Manager
Lift Project ManagerLocation - Midlands/ Home CountiesPackage: Up to £50,000 Basic Salary Company Car/ Allowance etcIf you are looking for a new opportunity within Project management within the Lift industry, this is the role for you. The ideal candidate will be currently in a Project Management role in the lift industry.The Company:Great history and staff retentionGiving opportunities for their staff to organically progress through the company A transparent structure where training is encouraged across the whole business A company which strives on customer service for all their clientsThe Candidate:Ideal candidate will be in a similar position currently from an Project Management background from the lift industryExperience with Goods, Lorry, industrial liftsManaging teams of employed engineers and sub contractorsManaging final clarifications with clients and factoriesExperience with financial and cost management skillsetIdeally over 5 years of management experience Experience of managing multiple project portfolioAbility to cover between the Midlands and Home counties regionFull UK Driving License Develop and maintain strong client relationshipsTechnical background would be advantageous  Benefits/Package:Competitive salary packageCompany vehicle/ allowance (Electric vehicle on fleet)Private HealthcareCompetitive holiday and pension packageA genuinely exciting company to work for with various external benefits Interested? To apply for the Lift Project Manager Position, here are your two options:"This is the job for me! When can I start?" - Call now and let’s talk through your experience. Ask for Sunny More on 0116 254 5411 between 8am - 5pm or drop me an email on and I will get back to you ASAP. "I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Find out more
Maintenance Engineer
Maintenance Engineer Location - Leicester Package: £35,000-£40,000(Monday to Friday days)The Company in question is a market-leading manufacturer of Aluminium rooflines, rainwater products, and traditional cast iron rainwater systems. They are looking for a sole Maintenancne Engineer to ensure production is kept running. The Candidate:Will have Maintenance Engineering experience. Will come from a manufacturing environment. Will be qualified in the relevant field  The Company:Market leader in manufacturing Aluminium rooflines and rainwater systemsOffer on-site parking Days based role  Benefits/Package:Salary paying up to £40,000Monday to Friday position.  About Precision PeopleThis Maintenance Engineering role is posted by Precision Recruitment, specialists in Engineering, Technical, Construction, and Sales Recruitment. Operating since 2004, we have placed hundreds of engineers in fantastic new roles. Precision covers the whole spectrum of engineering roles from Welders, Fabricators, CNC Machinists, Panel Wireman up to production managers. Interested? To apply for the Maintenance Engineer position, here are your two  options:"This is the job for me! When can I start?" - Call now and let’s talk through your experience. Ask for Samuel Titchener on 0116 254 5411 between 8am - 5pm."I think I'm right for this position, but I'm not sure I have enough to be get an interview" - Click "apply now" so I can read your CV and let you know. Find out more
For more job roles visit our job seekers page Search Live Jobs

WE PUT THE RIGHT PEOPLE, IN THE RIGHT SEATS, FOR THE RIGHT REASONS. 

image

A dynamic talent management and executive search consultancy that provides an integral link between the directors of growing businesses and high achieving candidates. Combining in-depth industry knowledge with the latest in talent resourcing and search methods. 

image

Our team is comprised of specialist recruiters who know their industry inside out, ensuring a deep understanding of the specific skills and experience candidates need in order to fill the unique requirements of your vacancy, whether temporary, contract or permanent, from design to engineering recruitment.

image

Learn how to seek, hire and retain amazing talent. The people part of your business is probably where you spend most of your time dealing with difficult situations and having the most headaches. If you want to grow your business, why not hire us to help you?

Meet Our Team

To find amazing talent you need an amazing team......

Meet The Team

News stories

  • April 10, 2022

    Important Succession Planning Tips for Family-Owned Businesses.

    The majority of family-owned businesses are run by baby boomers, which makes the need to have a well thought out plan for leadership transition essential. Some business owners are fortunate enough to have the next generation ready to take over and lead the entire organisation (whether they have the skills and determination to grow the business is another matter! 

    I have worked with family businesses within manufacturing that have continued to thrive as offspring have been taught over several years, in readiness to finally take over the family reins.   

    I’ve also worked with and heard of family businesses in which the sons or daughters, once they have taken over, have made the wrong decisions and consequently, those businesses were not as profitable as they once were. 

    Finding the right leader should be a top priority. Succession planning can be a challenge, which is why we have compiled the top tips for effective planning. You can preserve your legacy with an effective succession plan. 

    So as head of a family run business, what should you do? 

    You have to determine from the outset, whether your children are serious contenders to run your business. Ask yourself honestly, if they truly have the soft skills as well as the business knowledge to grow the business after you have stepped down. Are they willing to learn from you? It’s one thing them working for the family business but quite another them actually taking over the responsibility of a company. 

    Tip 1. Begin the Process Early - This is a time-consuming endeavour but will pay-off in the long run.

    The earlier you plan for a leadership transition, the more effective it will be when the time to handover leadership arrives. To prepare:

    If you have identified potential successors, which could be relatives or other people in the business,  assess what gaps they have and create a personal development plan to prepare them for their future role. The better prepared they are, the easier the transition process will be. 

    2. Identify and Define the qualities needed in a future leader - This is especially important if you will be hiring somebody from outside of your business.

    Alike to when you hire a new employee, it is crucial to define the necessary skill-set and experience for the role. But more importantly, define the personality and values that the candidate will need in order to preserve the current culture and legacy of your family business.

    3. Invest time in a thorough interview and evaluation process - Don’t solely focus on skills, cultural fit is just as important.

    Carefully plan out how you are going to determine the right fit through interviews, assessments, previous experience, references etc. 

    It is just as important to have the right interviewers. Who knows you and subsequently, the values of the family and the business? Having external advisors who will have a more holistic view of your business may help you make the right decisions when hiring. 

    In my experience, finding the right person for a family business is all about cultural fit. Are they going to fit and get on with the culture and the values of your family business? 

    4. Long Term Incentive Plans (LTIP)

    You don’t have to completely give away the family business that you have worked so long to create, but an LTIP will be necessary to retain your future leader and preserve the family business.

    Identify what truly motivates your high-potential employees. Unleashing the full potential of your key-employees and keeping them motivated will ultimately be the key to successfully preserving your legacy.

    These top tips can help you to plan and develop your succession plan, preserving your legacy with the right leader. 

    If you are currently planning ahead for your manufacturing family business, contact Recruitment Director, Phil Walker, on 0116 254 5411 or email phil@precision-people.uk who has several year's experience recruiting senior hires for family business and offering honest, simple advice to help move your business forward. 

     

    Read More
  • April 05, 2022

    What creates a successful culture?

    One key aspect of creating a successful culture, is really understanding what your culture is and how it makes your business unique. Your culture is your competitive advantage. In a world where products and even services can be replicated by competitors, its culture that is your completely unique and sustainable competitive advantage.

    In the same way that no two people are the same, no two companies are the same. There isn’t a particular type of culture that will make your business X% more profitable, implementing a culture that isn’t your own is likely to have an adverse effect. (Hence why trying to change it should only be in extreme cases).

    How to understand your culture within your business 

    To really understand your culture, it’s vital to sit down with trusted team members from a variety of levels. The culture at board level may differ to the culture at entry level - it’s important to understand these differences and how they affect your business.

    Deduce what attributes your successful employees have, do they correlate with your culture? Following on from thinking about what negative traits unsuccessful employees have had. Why did they leave the business? You’d be surprised at how many of these negative traits are cultural.

    Culture TIp:  “Think about what negative traits unsuccessful employees have had. Why did they leave the business?”

     

    Once you understand what it is that makes your culture unique, the next step is protecting it. Whatever the size of your company it is important to hire people that fit into it, after all, one bad apple can spoil the bunch.

    How to hire someone according to your culture - 3 killers questions.

    It’s important to note that finding someone who fits your culture isn’t necessarily someone who will bring a breath of fresh air into your business. Often what you’re really looking for isn’t a someone who fits your culture, but a culture add.

    The difficulty is to find someone similar enough seamlessly slot into the team, but someone original enough to push the boundaries and bring in some fresh ideas where necessary.

    ‘Birds of a feather flock together’

    Interview questions

    Knowing the importance of employing people who add to the culture, the difficult bit is working out who matches your requirements.

    The recruitment process needs to be in place to allow the candidate to showcase what they can do and how they fit these values. The most important way for you to work them out is by asking the right questions at the interview.

    Question #1: Why do you want to work for us?

    Why ask it:

    Although this might seem like a simple question many candidates fall at the first hurdle. This question is an opportunity to see not only if the candidate has put the effort in to research your company, but also see what the candidate prioritises from what their research has shown.

    What to listen out for:

    • Whether or not the candidate has researched your company.
    • What specifically about your company the candidate has noted and prioritised?
    • Does it sound overly rehearsed or does it come across as genuine?

    Question #2: Describe a time when you were tasked with something you didn’t know how to do and how you overcame it.

    Why ask it:

    The nature of a new job will entail new challenges and there is always a learning process involved. There will be times when a new employee will be challenged with something new, are they likely to take a risk and try something without guidance or are they more risk in their approach?

    What to listen out for:

    • How comfortable are they admitting their lack of knowledge?
    • How self-aware do they seem? Do they know their own limitations? Did it take them a long time to think of something?
    • How did they overcome this challenge?

    Question #3: Tell me about a time when something unfair happened at work.

    Why ask it:

    Frustration is something that is likely to happen in any job at some stage. When an employee gets frustrated it can have a profound effect on their colleagues and the business as a whole. The important aspect of this question is seeing how they handled their frustration, were they proactive in going to the source and talking about or did they let it fester and turn into something divisive in the team.

    What to listen out for:

    • What does the candidate believe is unfair?
    • Did they take into account the accountability for the situation?
    • What effect did they let their frustration have on them? Did they channel it into something productive?
       “Hiring people is an art, not a science.” - Howard Schultz, Chairman of Starbucks

     

    Your culture is the most important thing your company has whether your a manufacturing plant, a fabrication business or you distribute construction products - knowing what it is and how to manage it for success is the biggest sustainable competitive advantage your company can have.

    Once you have the right people in place, keeping them motivated is the next challenge, why not check out our blog on 7 powerful ways to motivate your team.

    Read More
  • January 18, 2022

    The onboarding process is more important than it ever has been before due to the rapidly changing workforce of 2021. The expectations employees have towards their employer have changed drastically since millennials and generation z joined the workforce, but in the wake of the coronavirus pandemic, job satisfaction is ranked according to even stricter criteria than it was before the crisis. New employees will be even less forgiving of the perceived shortcomings of their employment, so maintaining the enthusiasm of new employees should be the priority of all forward-thinking businesses.

    The Unilateral Approach

    Once you have hired a new employee, the best practice for staff retention is to have a structed onboarding process plan in place. A big mistake busy bosses can make is to concentrate on hiring new staff and leave employee satisfaction up to fate, or up to line managers and supervisors who would actually benefit from a unanimous approach to counteract the discrepancies between their respective management styles.

    Keep Your Promises

    A good work-life balance is prioritised highly by candidates on the hunt for new employment and therefore it should be offered (and even emphasised) to staff who have just joined your company. Flexible working is not possible in some industries but a demonstration of respect regarding their time and ensuring your implement the advertised benefits is conducive to sustaining interest in the role long-term.

    Sustain the Onboarding Process

    If you have a history of employees leaving the role within the first 6 months, then whether it is only a handful of recruits or linked a continuously high turnover rate, an evaluation of why this is occurring needs immediate attention. The first step of the onboarding process is the prevention of receiving an employee notice within the first few months to a year of newer employees starting, but it should seem obvious that continuing to facilitate employee engagement is an ongoing process.

    Understandably, time and resources are finite factors that managers do not necessarily have at their disposal consistently. If you would like to look at improving your onboarding process to engender the creation of motivated staff members carving out long careers with your company, get in touch with us today to see how we can help you to do just that.

    Read More
  • February 03, 2022

    At Precision People, we are diverse. Our talents are multi-faceted, our record of success is remarkable, and our goal is to help you recruit the best people for your team. Given our 18 years of experience as a highly successful and always innovative engineering recruitment agency, we have learned which mistakes are often made and how they can be avoided.

    All About You

    While there are plenty of jobhunters searching for employment at any one time, it can be tempting to let hubris take over and let only a short job description get approval for the many job sites online. While the hiring process can be costly and time-consuming, it is also vital. What also bears crucial importance is how much you see from the potential candidate’s perspective. A well-written job advert will be detailed and appeal to the skilled engineer’s way of thinking.

    A Lack of Detail

    To attract the right calibre of engineers, you need to ensure you convey your company as exciting, challenging and filled with opportunities for progression. An engineer tends to be goal-oriented and focused on the future, so if your job description is short and lacks depth, the ambitious engineer full of initiative will simply seek out another company.

    Disguising Benefits

    Some companies think being shrewd about the benefits you can offer will attract people with a better work ethic, or they want to test potential candidates. However, with the skills gap still prevalent in the UK job market today, employers cannot afford to play puppeteer with potential employees. Contrary to popular belief, a talented engineer would be more likely to pursue an opportunity with you if you have competitive benefits and convey them openly because they know they are in-demand. If you don’t offer what they are looking for, they will simply look elsewhere.

    If you would like to streamline the hiring process and benefit from expert outsider help, please contact our team today. 

    Read More
Find all of our stories and great content see all stories