Why Can’t We Find a Plant Fitter? The Truth About the Skills Shortage in Hire

We had a role come across our desk recently - a Plant Fitter position with a £45k salary, van, and great overtime potential. On paper, it should have been snapped up.

But even with a strong package, we struggled to fill it.

And we’re not alone. Across the UK, construction and hire businesses - from small independents to national PLCs - are crying out for skilled labour.

---

The Stats That Say It All

• The CITB Construction Skills Network predicts the UK needs over 251,000 new workers by 2028 to meet demand.

• The Office for National Statistics reported more than 45,000 open roles in the construction sector in early 2025.

• Pay inflation is rising fast. We’ve seen 10–15% increases in salary expectations across roles like plant engineers, workshop supervisors, and HGV drivers compared to this time last year.

Shortages aren’t a trend - they’re a structural issue, and they’re hitting the hire sector hard.

---

What’s Driving the Skills Gap?

Here’s what’s really behind it:

• Retirements: The experienced workforce is aging out, with fewer replacements coming in.

• Brexit: Reduced EU labour has created long-term skills bottlenecks.

• Training pipeline: Fewer apprenticeships, limited on-the-job development, and less time to train new hires.

• Perception problems: The plant and hire industry isn’t always seen as “aspirational” - but it should be.

---

The Impact on Hire Businesses

We’re seeing this play out in real terms:

• Delays in repairs and servicing are reducing fleet availability.

• Depot teams are stretched, risking burnout and high turnover.

• Wage pressure is growing, tightening margins for SMEs and regional players.

• Recruitment timelines are increasing, often delaying projects or reducing service levels.

---

So, What Can Be Done?

There’s no silver bullet, but here’s what we’ve seen working:

1. Better employer branding - Job descriptions aren’t enough. Sell your culture, progression, and purpose.

2. Upskilling and retention - Invest in internal training and long-term development. Make it a place people want to stay.

3. Speed up the hiring process - Good candidates are off the market in days, not weeks.

4. Work with recruiters earlier - Don’t wait until it’s urgent to look for talent.

5. Tell career stories - Promote your people’s journeys. It makes the industry more relatable and attractive to new entrants.

---

Let’s Open the Conversation

Are you seeing the same thing in your business?
What’s working for you when it comes to hiring and keeping skilled people?

Let us know - we’d love to hear your take.