The family-run homebuilder currently has three development projects under way, which include the Brewery Yard and Nine Corners in Kimberley, Notts as well as Swanwick Fields in Alfreton, Derbyshire.

To support school leavers and help ease the current skills shortage in the sector, Fairgrove invests in the next generation of construction industry workers through its apprenticeship programme that it runs each year, which provides recruits with industry standard qualifications and experience.

It isn’t just apprentices and school leavers who Fairgrove is recruiting. Fairgrove’s Trainee Site Manager, Will Brownett, is passionate about the sector and believes it is a rewarding industry to get involved in.

He currently focuses on running the homebuilder’s different sites and maintaining the company’s high standard of work, alongside ensuring that all trades are lined up and that his team have the materials required for upcoming projects.

Will said: “I started my career by working in the finance industry for five years, but then decided I wanted more, and was interested in trying something new, which is when I took a risk and became an Assistant Site Manager at Fairgrove.

“After working here for over a year and progressing in my role, I have found the pay rate to be a good one, and that the construction industry is a hugely rewarding area to work within. The process of seeing a house come together into a finished product is a great feeling, and I’m proud that I can drive past these properties in the future and tell my friends and family that I worked on them. It makes all those stressful moments on the job really mean something.”

According to new research from the Construction Industry Training Board (CITB), at least 225,000 additional workers are required by 2027 to meet demand, with the Government’s long held ambition of delivering 300,000 homes per year by the mid 2020’s seeming difficult without urgent action.

Construction workers were also recently added to the Government’s ‘Shortage Occupation list’, which makes it easier for builders from abroad to apply for a working visa to help ease the skills shortage.

According to Randstad, the construction industry is one of the highest paying sectors in the UK, with an average salary of £45,000, 33% higher than the national average.

Will continued: “My favourite part about working at Fairgrove is that every day is different; the job never becomes mundane, and it keeps you on your toes which is an important highlight. The amount of progression in the industry is also appealing as there is so much opportunity to grow, which gives you something to work towards. I hope to become a fully qualified site manager and then continue to progress higher throughout the ranks.

“With the skills shortages at the moment, there is so much work available and we are always open to taking on new recruits.”

Managing Director at Fairgrove, Steve Midgley, added: “Will has become a valued member of the team since he joined us and we would encourage more people to make that career change if they are interested in getting involved in the industry, especially with the challenges the housing sector is currently facing. We look forward to seeing how Will progresses and develops in his career at Fairgrove.”

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The Access Group’s Recruitment and Resourcing Index has revealed a significant gap between candidate experiences when applying for new jobs across the major sectors – which could be preventing them from completing the process. 

The index was compiled using different metrics – including user-experience of careers pages, the number of questions on an application form, and whether candidates can apply via LinkedIn or need to send a covering letter. The higher the score, the better the candidate experience. 

The findings come as the British Chambers of Commerce latest Quarterly Recruitment Outlook (QRO) found that 80% of UK businesses have reported difficulties in recruiting – down just 2% from the ‘highest level of recruitment difficulties on record’ last year.

The Access Group, a business management software specialist, analysed 20 industries including manufacturing, legal, healthcare and logistics to find out which ones offer the best candidate experiences, and where there is room for improvement. The lower the index score, the worse the experience. 

Building & construction firms were one of the most likely to struggle to recruit top talent according to the index.

Topping the index as the industry most likely to struggle to fill positions due to arduous recruitment processes was accounting and finance, followed by automotive and building and construction. 

The ten industries potentially missing out the most on industry talent

When it comes to the best candidate experiences, consumer-centric industries like retail and ecommerce, and homeware and interiors are leading the way, according to the index. Bookstore Waterstones had the best-performing website, while Hobby Craft, Mamas and Papas and Bargain Booze came out top with the best application processes. Overall, comic book and science fiction retailer Forbidden Planet scored the highest among the retailers with an average index score of 188.1.

Top ten industries for providing the most seamless candidate experience 

Commenting on the findings, Julia Harvie-Liddel, Head of Recruitment at The Access Group said:

“In today’s competitive jobs market, organisations cannot afford to risk losing candidates at the final stage because of poor experiences with their website and arduous application forms. 

“The good news is that with a few improvements, employers could see a vast improvement in the number of people who complete their application form. Make sure your careers pages or microsite is performing well from a technical perspective. Like customers, candidates will be put off by sites that are slow to load or don’t display properly on a mobile, so ask your digital team to check its Core Web Vitals (CWV). Just as important is updating your website with the latest roles and engaging content – everything from rewards and benefits to company life.”

She added that in-house recruitment software can also play a valuable role in achieving this.

“This technology enables firms to create a professional branded website that attracts candidates, engages them at every stage of the journey – keeping them updated on the status of their application and completing checks as efficiently as possible.”

To view the full Recruitment and Resourcing index, visit: https://www.theaccessgroup.com/en-gb/blog/the-industries-winning-the-recruitment-race/

Methodology

The Access Group used two key metrics to compile an average index score for each industry analysed, based on the UK’s top 100 brands by turnover by sector.

• Core Web Vitals (CWV)
  • We ran each company’s jobs/  career related page through the Core Web Vitals tester (Lighthouse) then took an average score as the result. This would include the careers page, job listing pages, job description pages.
• Ease of Application (EOA)
  • We have taken the number of form fields needed to fill out the job application on the website and took that as the EOA.

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Farrans Foundation is an award-winning, two year graduate programme which provides applicants with the necessary experience and knowledge to fast track their career in construction, quantity surveying and civil engineering. With a blend of classroom-based learning and on-site experience, this is the starting point on the journey to becoming the future leaders of Farrans.

This year, Farrans will be hosting a series of virtual career open days in September, October and November for those people who are interested in finding out more about what it is like to be a graduate or a placement in the company.

Farrans Construction, a CRH company, has over 80 years’ experience of delivering world-class projects across the UK and Ireland. The company which employs more than 600 people has offices in Cambridge, Edinburgh, Leeds and Belfast with further site offices connecting its regional network.

Dominic Lavery, Managing Director of Farrans, said: “We understand that the move from education to employment can be a big step and we want to make the experience as enjoyable as we can. Our graduate programme, which has recently been CPD Accredited by Engineers Ireland, will provide you with all of the necessary experience and knowledge you need at the start of your career. We will support you to begin your journey to become Chartered with your relevant professional body and, with over 60% of our professional employees Chartered, we are able to give you all the help, guidance and support required to attain your professional qualification.

“We receive a high volume of applications for our programme so I recommend that anyone who is interested should join a virtual open day to find out what we look for in our graduates and placements and to take your time to make your application the best it can be.”

Conor McCourt, senior engineer and Farrans Foundation Graduate, said: “Farrans Foundation is a graduate programme that provides you with an opportunity to learn about all aspects of the business so that you understand the ‘why’ of the work that you are doing. It certainly made me more commercially astute, taught me time management skills and opened my eyes to the many career paths I could take. University focuses on the theory while Farrans Foundation provides a framework to excel on the ground.

“One of the major benefits is that you are able to make connections with colleagues at many levels. The programme gave me a support network of experienced professionals to call on for help if I need it. Skills from Farrans Foundation can be easily transferred to working towards Chartership.”

For more information, to register for an virtual open day and to submit an application to Farrans’ Graduate and Placement Programme visit: www.farrans.com/graduates/ and www.farrans.com/placements/

Virtual open days will take place on 27^th September from 5-6pm, 18^th October from 1-2pm and on 23^rd November from 4-5pm. Register here.

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CFTS — the UK accrediting body for Thorough Examinations (LOLER and PUWER) — is warning those in the construction sector that they face record fines should they be convicted following a prosecution brought by HSE.   

“The most recent statistics make sobering reading,” says Geoff Martin, Chairman of CFTS. “Construction is an exceptionally hazardous industry with a non-fatal injury rate of 59,000 per year – that’s 76% higher than the all-industry average. Even more disturbing is the fact that if you work in construction, the chances of you dying are four times the all-industry average.

“In addition to the human cost, employers also face increasingly severe financial penalties and an exceptionally high probability of conviction.”

As has been well-publicised, courts are now adopting a very robust approach towards offenders. Since the introduction of the Health and Safety Guidelines in 2016 the average fine has more than doubled, with judges handing out punishments intended to have a significant economic impact on the businesses concerned. Looking at the most recent figures, the average fine has increased from £107,000 in 2019/2020 to £145,000 in 2020/2021 — an increase of 35%. What’s more, 7 of the cases sentenced in 2020/2021 resulted in a fine of £1 million or more.  **

“The chances of being found guilty have also increased,” continues Geoff Martin. “Recently released statistics reveal that if a case is brought by HSE, then the probability of conviction is significantly greater than for other criminal cases with 94% of those prosecuted being found guilty… compared with 83.6% for general convictions.

“As a result, we are urging all employers in construction to review their health and safety procedures – and that starts with ensuring equipment is regularly inspected to certify it is safe and fit for purpose,” emphasises Mr Martin. 

“It makes complete financial sense, not just because of the risk of prosecution but because of the importance of protecting your investment in expensive plant.  

“That means carrying out routine pre-use checks and underpinning those with Thorough Examinations that cover both the lifting components (as required under LOLER regulations) but also the brakes, steering and other safety-related parts (covered by PUWER). 

“The incentives for employers to ensure they are fully compliant when it comes to safety have never been greater, with conviction a near certainty if an accident results in a prosecution. 

“CFTS can offer advice on what should be covered in a Thorough Examination to comply with HSE requirements and the intervals when it should be carried out.” 

For more information visit www.thoroughexamination.org 

* Health and Safety Executive Annual Report and Accounts 2022/23

** https://dwfgroup.com/en/news-and-insights/insights/2022/1/hse-statistics-and-falling-prosecutions 

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Moving and handling heavy or bulky objects on construction sites is needlessly harming the health of tens of thousands of workers every year.

Working in construction is a physically demanding job and many construction workers’ health is suffering due to pain in muscles, bones, joints and nerves that affect every aspect of their lives and in many cases their ability to work and earn a living.

The Health and Safety Executive (HSE) is warning construction workers that the long-term impact on their health can leave them struggling to stand, walk, or sit down.

From 4 September 2023, HSE inspectors will be carrying out  inspections of construction sites, focusing on the health risks of moving and handling materials on site.

Supporting the inspections initiative is HSE’s communications campaign ‘Work Right Construction. Your health. Your future’ (LINK), to raise awareness of the risks when moving and handling materials on site and provide advice for employers and workers.

Inspections in 2022 found widespread methods that can protect workers such as the use of mechanical equipment to handle large glazing panes, using small inexpensive air bags to help to position heavy doors when being installed, and the use of all-terrain pallet trucks to move blocks and brick-lifters to carry bricks around site.

However, inspectors also found many examples of poor practice, some of which resulted in enforcement action, such as a worker lifting an 80kg kerb on his own without any assistance from machinery, lifting aids or colleagues, and a 110kg floor saw that had to be moved into and out of a work van by two operatives at a street works site.

The law requires employers to  control the risks of ill health of their workers, which includes pain in muscles, bones, joints and nerves that can develop over time, known as musculoskeletal disorders (MSDs). However, in the most recent period an estimated 42,000 people in the construction industry suffered from a work-related musculoskeletal disorder, which can cause years of agonising aches and pains. This amounts to 53% of all ill health in the construction sector.

If moving and lifting is managed properly, a physical job on a building site should not disrupt every part of workers’ lives.

Before work starts, moving and handling risks should be considered and prevented where possible at the design stage. Once on site, employers should talk to workers about controlling existing risks and make sure appropriate measures are in place, such as the right training, aids and equipment.

Matt Birtles, principal ergonomist at HSE, said: “It is important that the issue of manual handling is not downplayed. Serious aches, pains and strains should not be accepted as routine when working in construction. These can dramatically affect every part of someone’s life – with sufferers struggling to get themselves dressed and undressed, and unable to pick up their children or grandchildren.

“The culture of a site may mean many people feel uncomfortable talking about these issues but if your back has gone or if you’re in agony whenever you move your arms, measures need to be put in place to address the causes.”

HSE’s Acting Head of Construction Division Mike Thomas said: “MSDs affect the lives of tens of thousands of construction workers and can lead to a lifetime of suffering. However, there are simple measures that can be taken to prevent this.

“Everyone involved in construction has a role to play in keeping people safe and healthy. We want everyone in the industry, from designers to contractors and their workers, to be aware of the risks associated with any moving or lifting task and put appropriate measures in place.

“The health of workers must be considered when planning construction work so that they can carry out their jobs without fear of injuring themselves or developing aches, pains and strains, including being provided with the correct equipment to lift and move materials safely.”

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Based in Hereford, NMITE has designed its curriculum to mirror real-world working environments with students engaged in projects to enhance their practical experience, arming them with critical skills and industry knowledge.

With an innovative accelerated degree programme and more flexible entry requirements which includes no prerequisites of Maths or Physics at A-level – this is embedded within the curriculum and students are taught what they need to know – the forward-thinking institution opens the doors for a broader and more diverse range of students to pursue careers in engineering.

Currently comprising 60 students, NMITE has ambitious plans to grow its student body to approximately 300 by 2027, having received vital funding from the UK Government in 2017.

Through the partnership, Balfour Beatty will actively contribute to the NMITE curriculum, ensuring a seamless integration of industry expertise with academia. The collaboration will see the company provide industrial placements for students on some of Balfour Beatty’s most exciting and inspiring projects across the UK, as well as host seminars that provide technical insights into the construction and infrastructure industry.

Paul Raby, Balfour Beatty Group HR Director said: “We are thrilled to join forces with NMITE and contribute to their ground-breaking approach to engineering education. By combining our industry expertise with NMITE’s innovative curriculum, we can empower the next generation of engineers to excel in practical skills and meet the evolving demands of the construction industry.

“With this partnership, we can open doors for a diverse range of young people to enter the construction industry by catering to a variety of learning abilities that equips students with a well-rounded skillset.”

James Newby, Chief Executive at NMITE, comments: “Our breakthrough, interdisciplinary model of higher education involves, at every stage, engagement with employer partners and work on real life projects. What better experience for our students to have than to hone their skills with a partner of the calibre of Balfour Beatty? Joining forces with this leading international group will be another fundamental part of shaping tomorrow’s engineers so that students leave NMITE not only work ready but as true game changers.”

This latest partnership is a further example of Balfour Beatty’s commitment to attracting the next generation of talent, with 6.5% of the company’s UK workforce now made up of Apprentices, Graduates, Trainees and Sponsored Students as part of its membership of The 5% Club – a dynamic movement of employers committed to providing ‘Earn & Learn’ positions.

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The aspiring engineers, all from West Cumbria and either at college or having just sat GCSEs, spent eight days on a project looking at ways of reducing carbon emissions at Sellafield Ltd’s Engineering Centre of Excellence at Cleator Moor.

The summer sprint project was the first of its kind and was set up by Lorna Devine, Sellafield’s Engineering Development Solutions Lead,  in collaboration with Lakes College and the Centre for Leadership Performance.

For the project the students were given a £250,000 budget and asked to recommend the most effective ways to lower carbon emissions at the Engineering Centre of Excellence and contribute towards Sellafield Ltd’s long-term goal of becoming carbon neutral by 2050.

The students spent a week on the project at the Engineering Centre of Excellence, working with the Sellafield team and gaining personal development coaching from the Centre for Leadership Performance, followed by three days working on the project at Lakes College. 

The students researched and evaluated their solution options by focusing on three categories:

• Reduction: lowering the usage of power 
• Alternative: using different, off-grid, sources of power
• Culture: people’s opinion at the Centre of Excellence; stakeholders’ opinion

At the end of their eight days of project work the students presented their findings to Engineering Centre of Excellence’s senior managers at a specially-arranged project outbrief event held at Lakes College on Wednesday (August 23).

Those attending were presented with the following recommendations by the students to deliver to the brief most effectively and within budget: roof insulation; tinted/stained windows; double/triple glazing; wind energy; and signage with carbon reduction messaging.

The students – Jackson Benn, from Moresby (who attended Lakes College);  Dylan Penn from Cleator Moor (St Benedict’s); Dylan Stalker, from Egremont (Lakes College),  Harley Berragan from Cleator Moor (West Lakes Academy); Aaron Currier, from Whitehaven (Lakes College);  and Keegan Holliday from Workington (Workington Academy) – all explained how they had learned from the pilot summer sprint experience. 

As well as enhancing their technical skills, the students were asked what personal development they had gained from the project. They said it had improved their communication skills, ability to develop ideas, time management, ability to work independently, adapt to working in a new environment and with new people, learning from experienced engineers, improved their knowledge of what working on a project involves and enabled them to work as a team.

Craig Branney, Sellafield Ltd’s Head of Off-Site Developments said the next step from the pilot project was to ensure there were career pathways into employment for those who took part and others in the area interested in pursuing engineering qualifications.

Craig said: “This is our first summer sprint working with Lakes College and the Centre for Leadership Performance and it has been a really positive experience. What is crucial now is how we work together to make sure there are job opportunities for them in the supply chain. 

“We have given them their first taste of what an engineering career involves. For me now it’s vital we find out how we complete the loop and get them into employment.

“This is only the start. What would be great is to develop this first summer pilot into a full six-week sprint project in future years involving several supply chain companies as well.”

Lorna Devine said: “It’s been great to work with students who have all volunteered to be here. They are such a great mix with some looking to start on engineering degrees, others looking for an apprenticeship and they have all come together to work really well as a team and have been inspired about a career in engineering which is great.”

Sharon Baillie, Lakes College Business Engagement Manager, said: “The students have shown fantastic commitment to take part in the sprint and develop their skills in their own time. This is going to stand them in good stead when they are looking for employment.”

Sophie Reynolds, Centre for Leadership Performance’s Workplace Programmes Manager, said; “It was really interesting to see such a big change in the students from the start of the project to the presentation just ten days later. They have all come a massively long way.”

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The seven-figure contract will run for three years and provide a complete workforce management solution for Wales & West’s 1,900 colleagues. It will leverage 3t’s capabilities across its industry-leading businesses including the UK’s number one energy training provider, AIS Survivex, leading utility training specialist, Utilities Construction Training (UCT) and software and technology firm, 3t Transform. 

Wales & West Utilities operates the gas distribution network for 2.5m homes and businesses and more than 7.5m people across Wales and South West England. It also provides the gas emergency service whilst investing £2 million a week to ensure communities receive a safe and reliable gas supply in those areas. 

Practical training in safety-critical areas will be delivered through AIS Survivex and UCT, and key contract partners. The training contract will also include 3t Transform’s cloud-based training management platform and digital learning technologies such as eLearning, with a view to incorporating more blended learning such as virtual reality and gamified learning in the future. These solutions will help digitise and streamline the management of training for Wales & West Utilities. 

Charlie Guthrie from 3t Energy Group said: “Winning this contract is fantastic news and represents a significant strategic step forward as our first truly integrated contract combining the expertise of AIS Survivex, UCT and 3t Transform. 

“AIS Survivex has more than a decade of experience delivering training for high-risk, compliance-led industries such as oil and gas and renewables and UCT is one of only a handful of providers to offer training across the entire utility sector and is unique in delivering apprenticeships to new utility industry entrants. 3t Transform is also market-leading having won a number of awards for its innovative workforce management software and digital learning solutions. Together we will focus carefully on providing a complete workforce development package with technology-driven solutions to ensure we maximise efficiencies for the team at Wales & West Utilities.” 

Rhiannon Williams from Wales & West Utilities said: “Following an extensive tender process, we are delighted to award our provision of training services contract to AIS Survivex. The Group demonstrated an in-depth understanding of our needs and offered flexible and innovative solutions which will help our workforce operate at the very highest levels of safety, competency, and efficiency.”  

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But for 23-year-old Josh Steadman, from Faversham in Kent, the process from a construction management degree to graduate trainee with Bellway was plain sailing.

Josh, who is currently working on site at the Bellway at Rosewood development in Maidstone, joined the housebuilder’s Graduate Programme nine months ago straight after graduating from Leeds Beckett University. He had discovered the opportunity online while in his final year of study.

He said: “It was a fairly simple transition from leaving university to being a Bellway graduate. I knew Bellway was a major employer in the industry, and after a friend of mine completed summer work experience and had a good experience, it made me want to choose Bellway.”

During his degree, Josh learnt about the various aspects of what a career in construction management entails, from managing contracts to recognising the regulatory and economic environment the industry operates in.
But it was only after getting his job at Bellway that he could apply his academic knowledge in the real world.

He said: “In these nine months I have already learnt so much. My role requires me to manage projects and sub-contractors, order materials and enforce health and safety regulations on site. I really enjoy taking on this responsibility.”

Josh has weekly catch-ups with his graduate mentor, Contracts Manager Mark Baldwin, who supports him with guidance about his job and his career progression. Although Josh has so far been based at solely at Rosewood, the scheme will give him the opportunity to rotate departments, gaining experience in commercial, technical, buying and more to get a better understanding on how the business as a whole functions.

He said: “I feel like the scheme is well-rounded and I feel supported in my role. The team at Rosewood really appreciate my contribution, which is something that I feel particularly proud of.
“One day I aspire to run a site on my own. I feel that the scheme makes this goal attainable and I feel grateful to Bellway for giving me this opportunity.

“I would most definitely recommend the graduate scheme to friends and family and will always be thankful for Bellway for helping me start my career in the construction industry.”

Bellway is part of the 5% club, a nationwide movement of employers committed to having five per cent of their workforce in ‘earn and learn’ positions, including apprentices and graduates on formal training programmes.

Applications for Bellway’s 2023 graduate cohort has now closed, but for more information on other career opportunities with Bellway, visit https://www.bellwaycareers.co.uk/.

Bellway is building a range of two, three, four and five-bedroom homes at Bellway at Rosewood, with more information available at https://www.bellway.co.uk/new-homes/thames-gateway/bellway-at-rosewood.

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The new partnership follows the WMCA’s successful bid for new Government funding, which will see a total of £34 million allocated from the Homes Upgrade Grant (HUG) and Social Housing Decarbonisation Fund (SHDF). The funding, which will be matched by a further £35 million from registered social housing providers across the region, will see around 3,000 homes retrofitted with better insulation, new doors and windows, and greener heating systems.

The WMCA’s Skills for Life Bootcamp offers funded flexible courses taking up to 16 weeks, to provide prospective retrofitters with sector-specific training on how to sustainably upgrade buildings in the form of level 3, 4 and 5 qualifications in domestic retrofit. Funding is available for those that live or work in the West Midlands to complete the following:

• Level 3 AIM Qualifications Award in Domestic Retrofit Advice
• Level 4 AIM Qualifications Award in Domestic Retrofit Assessment
• Level 5 AIM Qualifications Diploma in Retrofit Coordination and Risk Management

The courses aim to address the retrofit skills gap posed by a rise in demand for energy efficiency measures following the allocation of the SHDF and HUG funding. They are available for a range of individuals, including locals currently employed by social housing providers or contractors, self-employed professionals, people currently out of work and those looking for a career change.

The Skills for Life Bootcamps are designed to upskill people from both an industry and non-industry background to increase the number of professionals qualified to conduct retrofitting in the West Midlands.

For self-employed professionals or those currently out of work, the partnership with the West Midlands Combined Authority provides fully funded training and a resulting career change opportunity through The Skills for Life Bootcamps.

David Pierpoint, Chief Executive at The Retrofit Academy commented: “It is great to be establishing a partnership with a forward-thinking region for training that directly supports with the decarbonisation of homes in the West Midlands. Working together with regions across the UK to train up a large workforce of qualified retrofitters is going to be key to fulfilling SHDF and HUG programmes and achieving the net zero goals.

“In partnership with the WMCA, we can offer interested individuals across different regions in the UK with the opportunity to gain qualifications in retrofit, helping us reach those targets. This means the social housing providers, local authorities and contractors can have the best talent to support them delivering programmes across the region. For people in the West Midlands, it will also be providing people with skills to take up the new green job opportunities and equip them to improve homes for hundreds of residents in the region.”

The news of the skills partnership comes following the announcement that The Retrofit Academy has enrolled its 5,000^th learner to its training courses from across the country. Alongside this, those who complete the course will have access to the organisation’s new Careers Hub, designed to bring new talent and employers together. With its goal of training 200,000 retrofitters by the end of the decade well underway, the new additions to the workforce will lead the sustainable upgrade of UK homes.

David continued: “The Skills for Life Bootcamps provide those taking part with the opportunity to gain vital industry knowledge from our trained professionals that they can apply to future retrofit projects throughout the West Midlands. As we continue to drive large-scale, high-quality retrofit, those who qualify will play a key role in leading the charge in the West Midlands.” For more information on the Skills Bootcamps, please click here.

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