The Engineering Skills Shortage: How South West Businesses Can Build Talent Pipelines

A growing challenge across the South West

Ask almost any engineering leader in the South West what keeps them awake at night, and the answer is likely to include skills. Finding qualified engineers, project managers and technical specialists has become increasingly difficult, even for established and well-funded employers.

The engineering skills shortage is not new, but it is now reaching a critical point. Across the region, from aerospace and advanced manufacturing in Bristol to renewables and marine engineering in Cornwall, demand for skilled people continues to rise while the available talent pool remains limited.

In my role at Cathedral Appointments, working daily with engineering and technical employers, I see the same pattern repeated. Order books are strong, investment is being made, but delivery teams are stretched and succession planning is becoming harder to maintain.

Understanding the causes

There is no single reason behind the shortage. It is the result of several national and regional factors that have built up over time.

Demographics play a major role. A generation of highly experienced engineers is approaching retirement, taking decades of technical knowledge and leadership capability with them. Replacing that depth of experience is not straightforward.

Education and awareness also remain challenges. While STEM outreach has improved, engineering is still not always presented clearly as a long-term, rewarding career, particularly to younger people and those from underrepresented backgrounds.

Competition has intensified too. Engineers are in demand across the UK, and the rise of remote and hybrid working means South West talent can now be recruited by employers nationwide, often without relocation. Local businesses are no longer just competing with neighbouring counties, but with London, the Midlands and international organisations.

Building pipelines, not quick fixes

There is no instant solution to the skills shortage. However, the employers making the most progress are those taking a long-term view and investing in sustainable talent pipelines.

Education partnerships are a key starting point. Many South West engineering businesses are building closer relationships with schools, colleges and universities, offering site visits, placements and collaborative projects. The aim is to create early engagement and show young people what engineering careers can look like within their own region.

Apprenticeships continue to be one of the most effective ways to develop future talent. Programmes across areas such as Bridgwater, Exeter and Plymouth are helping businesses grow skills from within, while giving early-career engineers exposure to real projects and multiple disciplines.

Some employers are also working closely with universities including Bristol and Plymouth to support research and development initiatives that double as recruitment pipelines. When graduates can see clear career opportunities locally, they are far more likely to stay in the South West.

Making retention part of the strategy

Attracting engineers is only half of the challenge. Retaining them is equally important.

For many engineering professionals, career development and workplace culture now sit alongside salary as key decision factors. Engineers want to work on meaningful projects, feel valued for their expertise and see a clear path for progression.

Employers who invest in upskilling, mentoring and continuous professional development tend to experience lower attrition and stronger internal mobility. These businesses are also better placed to promote from within as senior engineers retire.

Flexibility has become another important consideration. The past few years have shown that hybrid and remote working models can work well across many engineering disciplines, particularly in design, systems, project management and data-led roles. Organisations that balance flexibility with strong team connection are finding it easier to retain experienced people.

Championing the South West

One of the most underused recruitment tools for South West engineering employers is the region itself.

Quality of life, cost of living, coastline, connectivity and community are all genuine advantages. However, these benefits need to be communicated clearly and consistently as part of the employer value proposition.

A strong employer brand goes beyond job descriptions. It tells a story about purpose, people and place. Businesses that highlight local innovation, meaningful projects and the lifestyle benefits of the region tend to attract candidates who are aligned for the long term.

At Cathedral Appointments, we see this regularly. Engineers who relocate to the South West often stay for many years. The challenge is making sure they understand what the region offers before they look elsewhere.

Collaboration, not competition

The engineering skills shortage cannot be solved by individual businesses working in isolation. Collaboration across sectors and industries is essential.

Regional initiatives and partnerships between manufacturing, energy, marine, defence and digital employers are helping create a more coordinated approach to training and development.

By sharing insight and aligning efforts, businesses can help build clearer pathways into engineering, whether for school leavers, graduates or experienced professionals returning to the sector. Collaboration also ensures that regional growth benefits the wider South West economy, not just individual organisations.

A shift in mindset

Ultimately, addressing the engineering skills shortage requires a shift in mindset. Recruitment can no longer be viewed as a purely transactional activity. It must form part of a broader, long-term workforce strategy.

That means planning ahead, building relationships with educators, investing in internal capability and promoting the South West as a world-class place to live and work.

Engineering has always been about solving complex problems. The skills shortage is one of the biggest challenges facing the sector today, but it is also an opportunity to innovate, collaborate and build a stronger foundation for the next generation of engineers across the South West.