Andrew Cowell, director of operations

The current downturn has some unexpected silver linings . Two directors from environmental engineering consultancy MWH reveal what these are.

Andrew Cowell, director of operations

People may have stopped talking about the skills shortages facing our industries, but they haven't gone away and we can't afford to ignore them. It is vital we have the right people with the right skills to help our long-term clients face current and future challenges. This means taking care of our existing employees, as well as new recruits, and offering them rewarding careers so they won't be easily lured away. We want them to be in the profession working for MWH, our competitors and our clients for the long term.

In fact, because good candidates are coming forward early, MWH has already made successful offers to some of these future high-flyers. This contrasts with the recent past, when it was a struggle for our sector to attract the best civil engineering graduates. We must keep this momentum going because if we don't keep recruiting good graduates into the industry, we will face a future full of 'holes', skills gaps and a dearth of new ideas and approaches.

As an industry, the next few years bring a huge challenge because governments around the world want to stimulate their economies by investing in infrastructure projects. The UK government is focusing on energy, utility and transport systems: nuclear new-build, renewable energies, high-speed rail links, a third runway at Heathrow. Working together as an industry sector, we have a great opportunity to attract and retain good people who will deliver the infrastructure to benefit UK plc.

All parts of our industry are experiencing the effects of the global economic situation in some shape or form. We all have the long-term interests of our industry at heart and need to work together as suppliers and clients to get ourselves through the current challenges. For our part at MWH, we believe focusing even more on client service is one of the key elements we can offer, as well as understanding the challenges of all parts of the supply chain and working together to solve them. Good service and teamwork are not niceties, they are essential to maintain and develop existing business as well as to attract new business.

We believe it is essential for our industry to continue to invest in its people if it is going to be in the right place with the right people to meet clients' needs when the upturn comes. There are challenges ahead, it will not be a smooth ride, but there are opportunities if we can work together to find the right path."

Jeannie Edwards, HR director

"I believe this global financial crisis could actually generate a rebirth of the engineering profession through this influx of bright young things into organisations across the globe. It is a golden opportunity to 're-engineer' our industry, because this new talent will create a stronger future not just for the companies they work for, but for their clients, the country and even the planet. These are the brains that will help us solve some of the infrastructure challenges of today and tomorrow, as well as develop the solutions to help manage climate change.

Until very recently, engineering and utility companies missed out on the double firsts from top universities and other high-achieving students, because they would have been snapped up by City financial firms or management consultants. Now the City is looking less attractive, these same students are looking at career opportunities in other fields. For the first time in years, our industry has a more level playing field. We can now attract this talent in addition to our staple of other good graduates, because as well as offering competitive salaries and benefits, we can provide a really exciting career with the chance to innovate and lead our industry into new areas.

I have been asked if we will be cutting back on flexible working because of the tougher climate, and the answer is definitely not. It is the companies that manage to motivate their employees and tap into their ingenuity that will thrive; flexibility is a two-way street. It would be a mistake to assume that because we are in an employers' market, we can be complacent and ignore staff aspirations.

For us, attracting and retaining good talent is business as usual. It's about mutual respect and integrity. We provide good wages, good work locations, training and career opportunities alongside flexible working - this combination allows people the time and space to achieve their personal and professional ambitions."

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