Irene Wright is HR Co-ordinator at Pell Frischmann, where she has worked for 16 years. Irene is responsible for the co-ordination of recruitment, training and human resources across the Pell Frischmann Group. Formed as a structural design practice in 1926, Pell Frischmann has grown to offer engineering services in all areas of construction including buildings, highways, railways, water, power, telecommunications and the environment.
How many personnel do you have working for you at the moment – is this likely to increase in the coming months?
There are currently 661 in the UK with another 400 overseas. We have exciting opportunities for probably a further 60 positions and will be looking to take on approximately 40 graduates at the 16 UK offices this summer.
What are the main projects your company is working on at present?
Some of the projects include: Design and construction of 450,000 sq m redevelopment of Delhi Airport – some design input from our London and other UK offices. Part way through 10 year SAC Rail framework for the South West and South Wales Area, with WSP working from our Swindon office. Our Milton Keynes and Midlands offices will be working with English Partnerships on transport, highways, drainage, hydrology and hydraulic engineering, geotechnical and remediation, environmental, structural, infrastructure and utilities engineering. Installation of bridges at Station Road near Halifax and Helensfield from our Wakefield and York offices. Construction of bridges from Stirling, Alloa and Kincardine railway over the A907. Geotechnical and geo-environmental issues with Mandale Properties over 20 sites in the North of England from Newcastle to Sheffield, with input from Wakefield, Warrington and Exeter offices. Structural engineering services for the refurbishment and extension of existing building in Angel Centre, Islington, London. 110 luxury villas and equestrian complex in Dubailand.
What are the main attributes you look for in jobseekers?
Commitment, enthusiasm, innovative ideas and the potential to succeed.
How do you typically recruit candidates?
Through every method available, but typically through our own website (www.pellfrischmann. com) as well as other online sources, including overseas; through introductions from our own staff, presentations to schools, college and universities, selective advertising in specialist magazines; and through the use of a select list of agencies with whom we keep in close contact.
How can jobseekers increase their chances of success with you?
By providing a concise and accurate CV, and a clearly thought and well written covering letter. As design engineers they will need to write reports and written English is very important.
Is online recruitment becoming more important?
Absolutely, not just to us but to all branches of recruitment.
Can you give an example of when a candidate has really impressed you and why?
I can give two. A young mechanical engineer who had taken a gap year after he had completed his degree was unable to find a job on his return. He managed to find work as a delivery driver and then approached us to see if he could gain some actual work experience by working with our experienced engineers one day a week, free. After a couple of months we were able to assess his capability and offer him a job, not in the local office but one of our other offices, which was looking for someone with his skills. He is now part of a new team working on ‘fire’ engineering. As a result of a university presentation a young undergraduate asked if she could come and do a week’s work experience with us. She was so impressive, writing a very clear and well thought through report, that we offered her a job, and are sponsoring her through the remainder of her university course until she joins us as a graduate when she finishes her degree this summer.
Do you have any examples of when candidates have failed to impress?
When they don’t keep appointments and fail even to telephone with any reason, or when they are so ill prepared for an interview that it is a waste of their time as well as ours. What would your advice be to young people thinking of embarking upon a career in the technical sector? These days it is easy to look up websites to view the vast, different opportunities available, but once you have done that why not approach a local company and ask if you can undertaken some work experience, either for a couple of weeks, or one day a week – even without pay – to see if it will suit you. Once you have made the decision and joined a company, show your dedication and commitment – the more you put in, the more you will gain from any job.
What are the main changes you have seen in recent years in the employment market in your sector?
There are definitely too few good engineers for the number of jobs and some companies will push any amount of money at an individual to try to attract or retain them. In my experience, although the financial benefits are, of course, important, interesting, exciting and motivating work is by far the greatest reward.
Do you have any predictions for the sector over the next five years – biggest challenges and greatest opportunities?
Biggest challenges – getting the right staff; especially when you consider the impact the Olympic Games will have. There is a shortage now, once the construction phase gets underway it will have an enormous impact Greatest opportunities – there, for anybody who has the right attitude to grasp them. Pell Frischmann was an NCE 2006 Outstanding Achievement Award Winner and Conseco - our wholly owned international subsidiary - was recognised for Outstanding Achievement by receipt of The Queen’s Award for Enterprise 2006. As a design engineering consultancy, the opportunity to design innovatively, using modern environmentally friendly techniques and making savings, both on the financial and also on the ‘green’ aspects of any project. A career with Pell Frischmann allows you to work alongside some of the UK’s top engineers, on high profile projects over a variety of different sectors, in a wide range of countries, from any of our 16 UK offices.
Have you felt the impact of the skills shortage and, if so, in which areas do you feel it is most acute?
Yes, we are feeling it across all sectors. The existing vacancies, advertised on our website, show the wide range of skills shortage across most of the sectors in which we work.
How do you think the industry can attract more female candidates?
By sending our female engineers out into the marketplace and convincing youngsters, in school, that this is not a male dominated business. Probably a quarter of our staff are female, and a large proportion of those are on the technical and engineering side.
What is the most important thing you have learnt in your career?
Try to listen and understand the other person’s viewpoint. To be flexible and willing to learn.