How the Workforce is changing
Electric vehicles require a very different skillset from traditional internal combustion engine (ICE) vehicles. Roles once centred around engines, exhaust systems, and gearboxes are slowly being replaced with expertise in battery systems, software, power electronics, and charging infrastructure.
More employers in the automotive industry are looking for roles such as battery engineers and materials scientists, high-voltage (HV) and power electronics engineers, embedded software and data specialists and charging infrastructure planners and electricians. These are roles that didn’t exist at scale a decade ago.
According to the Institute of the Motor Industry, only around 28% of UK technicians currently hold an EV qualification, which is a figure that must rise dramatically to meet demand.
The Growing Skills Gap
The increasing use of EVs is creating a serious skills shortage. “The IMI’s latest EV Tech Safe certification data shows that 58,800 technicians are now qualified to work on electric vehicles, representing 24% of the UK automotive workforce. Based on the forecast increase in EVs on UK roads, the IMI is currently predicting a shortfall of 3,000 technicians by 2031. The gap is expected to reach 16,000 by 2035.”
Many experienced professionals who trained in traditional ICE technologies now need access to retraining in high-voltage systems, diagnostics, and battery management. Without this support, there’s a risk of losing valuable experience that could be applied in new areas.
Regional differences are also emerging. London and the South East have some of the highest levels of EV ownership, but only around 6% of technicians in those regions are qualified to work on electric vehicles.
How the industry is responding
The UK automotive industry is trying its best to step up to the challenge. “Top employers in the UK automotive sector are investing in a major skills drive to grow apprenticeship numbers by almost a sixth in 2025”, according to a new survey by the Society of Motor Manufacturers and Traders (SMMT). This has been reflected by more than 550 new apprentices joining the sector this academic year, with an additional 740 apprenticeships available.
The government and industry have also pledged over £30 million to accelerate EV research and development across battery innovation, micro-mobility, and vehicle design.
Recruiters and employers are adapting by promoting upskilling and certification programmes for existing staff. Many engineers and technicians already have strong mechanical foundations. With targeted training in EV systems, they can transition successfully into the electric era.
What does this mean for recruitment?
For recruitment professionals, the shift to electric vehicles means rethinking how talent is identified and supported. The focus now needs to be on skills rather than job titles, with an emphasis on transferable expertise from sectors like energy, aerospace, and robotics. Building partnerships with training providers and trade bodies will be key to helping candidates upskill and stay relevant. At the same time, employers must strengthen their employer branding by showcasing genuine commitments to sustainability and innovation, which are factors that strongly influence EV professionals’ career choices. Global sourcing is also becoming increasingly important, as the UK competes for talent in a growing international market for electric mobility expertise. Recruiters who can combine these approaches will be best positioned to guide both clients and candidates through this industry transformation.
For recruitment specialists, this is a chance to help shape the future of the industry by helping candidates take their expertise into the next generation of automotive technology.
We asked one of our automotive recruiters for their take on EV vehicles affecting the recruitment industry: “The growing adoption of electric vehicles (EVs) in the bus industry is transforming depot operations and workforce structures. With longer warranties, fewer moving parts, and reduced wear on key components, EVs demand far less maintenance than traditional diesel buses, leading to lower staffing levels and, in some cases, redundancies. Over time, however, as vehicles age and warranties expire, the sector may face a shortage of skilled engineers. The transition also brings new safety requirements, as working with high-voltage systems necessitates specialised IMI Level 3 and 4 training to ensure safe maintenance practices. Meanwhile, evolving battery technologies promise lighter, more efficient vehicles but also raise challenges around recycling and end-of-life management. Although battery EVs are central to cleaner transport, hydrogen engines and fuel cell systems are emerging as practical alternatives for long-distance and heavy-duty applications. As vehicles become increasingly digital and reliant on remote diagnostics, automation will continue to reshape the role of engineers and redefine the future of bus maintenance.”