We know that recruiting good quality candidates for vacancies in the construction sector is an increasing challenge. This is why Breyer is participating in a new government-funded recruitment initiative, designed to develop the talent pool for construction-based employers.
The scheme, which targets individuals with existing industry experience, is the brainchild of the Construction Skills Consortium (CSC) – an organisation that Breyer helped to found. Candidates engaged in the initiative will have at least 75% of the experience required for their chosen role. Once they have successfully passed a remote speed interview with one of Breyer’s hiring managers, candidates will be given a temporary contract with us and assigned an assessor who will ensure they receive the additional training required.
Liz Obertelli, Head of Social Value & Communities, comments:
“This brilliant initiative will see Breyer and other construction employers grow their talent pool both for the short- and long-term. If successful candidates perform well during the temporary contract, they will be offered a permanent role or placed into a talent pool until a relevant position becomes available. Either way, the training and experience individuals receive up until that point will make them more employable and will help to increase self-confidence in their chosen career path.
“From a wider perspective, this scheme is providing a solution to the increasing challenge of attracting quality talent into the construction sector. This isn’t just a recruitment programme, it’s a social value initiative that is meeting a real need within communities as well as our industry.”
Christopher Selby, Head of Marketing, Communications and External Affairs at the CCATF, as well as a project manager of the CSC commented:
“It is well known that the construction industry is suffering from a dearth of skilled workers. CITB figures suggest almost 250,000 additional workers are required within the sector by 2027. The CSC is a progressive initiative providing structured, employer-led engagement with individuals from local communities to address those shortages. When combined with social value and community engagement outcomes this makes it a compelling and mutually attractive offer for both employer and employee. The CCATF are fully engaged in supporting this initiative.”
