Addressing the Ageing Workforce in Precision Engineering

Jordan Hallgalley

3rd March 2025

Thought Leadership

5 min read

Addressing the Ageing Workforce in Precision Engineering: Challenges and Solutions

The Ageing Workforce in Precision Engineering

Precision engineering is a cornerstone of industries such as aerospace, automotive, and manufacturing, requiring highly skilled professionals to operate advanced machinery and produce intricate components. However, like many technical sectors, precision engineering faces a significant demographic shift—an ageing workforce.

According to the Institution of Engineering and Technology (IET), nearly 20% of engineers in the UK are over 55, and many are set to retire within the next decade. This trend is echoed globally, with a shortage of young professionals entering the field to replace retiring experts.

The consequences of an ageing workforce are clear:

Loss of critical knowledge and expertise
Increased difficulty in recruiting skilled replacements
Potential disruptions to production and innovation
A shrinking talent pool affecting business sustainability

Addressing this challenge requires businesses to take proactive steps to retain knowledge, attract new talent, and ensure continuity in their operations.

Why is Precision Engineering Struggling to Attract Young Talent?

Despite the high demand for engineers, the industry has struggled to attract young professionals. Several factors contribute to this issue:

Perception of the industry: Many young people view engineering as outdated compared to newer, digital-focused careers in tech and software development.

Lack of awareness: Schools and universities often do not promote careers in precision engineering as prominently as other STEM fields.

Skills gap: Many graduates lack the hands-on experience required for precision engineering roles, making the transition from education to employment challenging.

Without intervention, the skills gap will only widen, impacting productivity and innovation across industries reliant on precision engineering.

Strategies for Businesses to Combat an Ageing Workforce

To future-proof their workforce, businesses must implement strategies that focus on knowledge transfer, upskilling, and attracting young professionals.

1. Knowledge Transfer Programs

Retaining and passing on expertise is crucial. Businesses can establish formal knowledge transfer initiatives, such as:
Mentorship programs: Pairing experienced engineers with younger employees ensures practical skills and insights are passed down.
Documentation and digitalisation: Creating detailed manuals, videos, and digital records of processes helps preserve essential knowledge.
Training workshops: Encouraging senior engineers to lead hands-on training sessions for new hires.

2. Investing in Upskilling and Reskilling

The rapid advancement of automation and smart manufacturing means that businesses need workers who can adapt to new technologies. Upskilling initiatives can include:

Internal training programs: Regular training on the latest precision engineering tools and techniques.
Partnerships with educational institutions: Collaborating with universities and technical colleges to provide hands-on experience.
Apprenticeships and internships: Offering structured learning opportunities to young professionals entering the industry.

By providing clear development pathways, businesses can retain existing employees while equipping them with the skills needed for modern engineering challenges.

3. Enhancing Recruitment Strategies

Attracting young professionals requires a fresh approach to recruitment:

Employer branding: Showcasing the benefits of a career in precision engineering through social media, company websites, and events.
Flexible working options: Younger generations value work-life balance, so offering flexible schedules or hybrid working opportunities where possible can make roles more appealing.
Competitive salaries and benefits: Highlighting strong career prospects, salary growth, and job stability can help attract talent.

VHR specialises in finding highly skilled professionals for precision engineering roles, helping businesses secure the best talent from around the world.

4. Embracing Diversity and Inclusion

A diverse workforce brings fresh perspectives and innovation. Companies should actively work to attract underrepresented groups in engineering, such as women and ethnic minorities, through:

Inclusive hiring practices
STEM outreach programs for young students
Scholarships and sponsorships for engineering courses

Encouraging diversity not only strengthens the workforce but also enhances creativity and problem-solving in engineering teams.

Future-Proofing the Precision Engineering Industry

Addressing the ageing workforce in precision engineering requires a multi-faceted approach. Businesses must focus on knowledge retention, skills development, and proactive recruitment to ensure long-term success. By adopting these strategies, companies can safeguard their future and maintain a competitive edge in the industry.

If you’re looking to recruit highly skilled engineers or need expert advice on workforce planning, VHR can help. Our global recruitment specialists connect businesses with top technical talent.