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Construction apprentices will earn more than uni students

Construction apprentices will go on to earn thousands of pounds more, every year, than many of their university-educated counterparts, according to the latest research by the Federation of Master Builders (FMB).

Small building firms across the UK were asked what they pay their tradespeople and the average annual salaries were as follows:

  1. Site managers earn £51,266
  2. Plumbers earn £48,675
  3. Supervisors earn £48,407
  4. Electricians earn £47,265
  5. Civil engineering operatives earn £44,253
  6. Steel fixers earn £44,174
  7. Roofers earn £42,303
  8. Bricklayers earn £42,034
  9. Carpenters and joiners earn £41,413
  10. Plasterers earn £41,045
  11. Scaffolders earn £40,942
  12. Floorers earn £39,131
  13. Plant operatives earn £38,409
  14. Painters and decorators earn £34,587
  15. General construction operatives earn £32,392

The highest reported annual salary for bricklayers in London was £90,000 a year. However, the UK’s university graduates earn the following average annual salaries:

  • Pharmacists earn £42,252
  • Dental practitioners earn £40,268
  • Architects earn £38,228
  • Teachers earn £37,805
  • Chartered and certified accountants earn £37,748
  • Midwives earn £36,188
  • Veterinarians earn £36,446
  • Physiotherapists earn £32,065
  • Nurses earn £31,867

Brian Berry, Chief Executive of the FMB, said “Money talks and when it comes to annual salaries, a career in construction trumps many university graduate roles. The average university graduate in England earns £32,000 a year whereas our latest research shows that your average bricky or roofer is earning £42,000 a year across the UK. In London, a bricklayer is commanding wages of up to £90,000 a year. Pursuing a career in construction is therefore becoming an increasingly savvy move. University students in England will graduate with an average £50,800 of debt, according to The Institute for Fiscal Studies, while apprentices pass the finish line completely debt-free. Not only that, apprentices earn while they learn, taking home around £17,000 a year. We are therefore calling on all parents, teachers and young people, who too-often favour academic education, to give a career in construction serious consideration.”

“The construction industry is in the midst of an acute skills crisis and we are in dire need of more young people, including women and ethnic minorities, to join us. Our latest research shows that more than two-thirds of construction SMEs are struggling to hire bricklayers and 63 per cent are having problems hiring carpenters. This is a stark reminder of how the Government’s housing targets could be scuppered by a lack of skilled workers. The FMB is committed to working with the Government to improve the quality and quantity of apprenticeships because the only way we will build a sustainable skills base is by training more young people, and to a high standard.”

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Two-thirds of construction bosses can’t find a bricky or chippy

Two-thirds of those running small and medium-sized (SME) construction firms are struggling to hire bricklayers and carpenters as construction skills shortages hit a ‘record high’, according to the Federation of Master Builders (FMB).

Key results from the FMB’s latest State of Trade Survey, which is the only quarterly assessment of the UK-wide SME construction sector, include:

  • More than two-thirds (68%) of construction SMEs are struggling to hire bricklayers and 63% are struggling to hire carpenters and joiners – the highest figures since records began in 2008;
  • The number of firms reporting difficulties hiring plumbers and electricians (48%), plasterers (46%) and floorers (30%) also reached record highs;
  • Construction SME workloads grew at a slightly slower rate than in Q3 2017, but new enquiries and expected workloads slowed more sharply; expected workloads among those firms building new homes showed a negative net balance for the first time since 2013;
  • Fewer construction SMEs predict rising workloads in the coming three months, down from 41% in the previous quarter to 38% in Q4 2017;
  • 87% of builders believe that material prices will rise in the next six months, up from 82% in the previous quarter;
  • Nearly two-thirds (61%) of construction SMEs expect salaries and wages to increase in the next six months.

Brian Berry, Chief Executive of the FMB, said “Skills shortages are sky rocketing and it begs the question, who will build the new homes and infrastructure projects the Government is crying out for. The Government has set itself an ambitious target to build 300,000 homes every year in England alone. More than two-thirds of construction SMEs are struggling to hire bricklayers which is one of the key trades in the building industry. This has increased by nearly 10% in just three months which points to a rapid worsening of an already dire situation. What’s more, nearly as many are facing difficulties hiring carpenters and joiners. These figures are the highest we’ve noted since records began a decade ago. As a result, the wages for these increasingly scarce skilled tradespeople continue to rise sharply; that’s a simple consequence of supply and demand. This, coupled with the fact that small construction firms continue to face significant material price increases, will inevitably squeeze their margins and put a brake on growth.”

“The Government must take account of the worsening construction skills shortage with Brexit looming large on the horizon. The Prime Minister must ensure that the immigration system that replaces the free movement of people can take account of the particular needs of key sectors such as construction and house building. Without skilled labour from the EU, the skills shortages we face would be considerably worse, and it is not in anyone’s best interest to pull the rug out from under the sector by introducing an inflexible and unresponsive immigration system. On the domestic front and in the longer term, to ensure we have an ample supply of skilled workers in the future, the Government must continue to work with industry to set the right framework in terms of T-Levels and apprenticeships.”

“The silver lining to current skills shortages among construction SMEs is that the numerous tradespeople and professionals, who may find themselves out of work following the collapse of Carillion, have a ready supply of alternative employers. The FMB is working with the Department for Work and Pensions and the Construction Industry Training Board to match-make ex-Carillion workers with small construction employers in need of skilled workers. We’re also working hard as an industry to re-home the 1,200 Carillion apprentices who are the innocent victims of the major contractor’s demise. It’s in everyone’s interests to ensure that these young people continue on their path to a rewarding career in construction.”

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Campaign launched to encourage more women into construction

Considerate Constructors Scheme’s industry survey reveals more needs to be done to change perceptions and encourage more women into construction

Whilst 79% of respondents said the construction industry has improved its approach in encouraging women into construction, 52% have witnessed or experienced sexism within the industry.

The survey also reveals the main reasons women do not choose to work in construction cited as being:

  • working conditions – 22%
  • lack of female role models – 22%
  • negative image of the industry – 20%

The UK and Ireland campaign ‘Spotlight on…women in construction’ has been launched by the Considerate Constructors Scheme to boost the much-needed industry effort to attract more women into the construction industry.

The Scheme, which makes around 15,000 monitoring visits to construction sites, companies and suppliers every year, surveyed over 1000 people to find out why women still only represent a meagre 11% of the construction industry workforce. The Campaign provides a variety of practical steps that can be taken to address this issue in the short, medium and long term.

The survey findings also revealed that:

  • 94% of respondents agreed that the industry would benefit from employing more women.
  • 76% said there are no construction jobs which only men can do.
  • 74% said there should not be quotas for hiring women into construction.

It is clear from the survey, that although some results appear encouraging, there is still a huge amount to be done, particularly in addressing sexism and changing misguided perceptions of what a career in construction offers to women.

‘Spotlight on…women in construction’ pulls together the latest and greatest examples of best practice, case studies from women working across the construction industry, legal requirements and links to useful organisations encouraging women to work in construction.

The Campaign extends the Scheme’s influence in this important area; by complementing the Scheme’s monitoring Checklist which asks several questions about equality and diversity to raise standards across the thousands of Scheme-registered sites, companies and suppliers; and the role of the industry mascot, Honor Goodsite in visiting hundreds of schools across the UK and Ireland every year.

The importance of having role models is absolutely critical. As such, ‘Spotlight on…women in construction’ has interviewed a number of women within the industry to examine what opportunities and challenges they have faced and why construction offers a great career for women of all ages, backgrounds and skills.

Case study contributions include: Roma Agrawal, (Structural Engineer at AECOM and a Director of the CCS); Stephanie Bennett, (trainee Quantity Surveyor, Morgan Sindall); Victoria Betts, (Senior Site Manager, Higgins Construction), Sally Cave, (first qualified female Gas Membrane Installer in the UK); Margaret Conway, (Project Manager for McAleer & Rushe and winner of CIOB Construction Manager of the Year 2017 Award); Michèle Dix (Managing Director, Crossrail 2); Katie Kelleher (Crane Operator, Laing O’Rourke); Eillish Kwai (Employment and Skills Manager, Ardmore); Kath Moore, (Carpenter and Chief Executive, Women into Construction); and Megan Robinson (Technical Coordinator at Barratt Developments plc).

Managing Director for Crossrail 2, Michèle Dix said “Women are still underrepresented at present but I think we are starting to move in the right direction. We need to recognise the need for more flexible working arrangements, especially if we are to encourage women back after taking time off for children.

“I think there are lots of opportunities out there and one message I would give to my fellow women colleagues is “go for them!”. Be confident in your own abilities. The industry has so much to offer.”

Site Manager for Higgins Construction, Victoria Betts said “In the time I have been working in the industry there has definitely been an increase in the amount of females working in it. The Considerate Constructors Scheme has been a big driving force in this as it insists on facilities for females that previously would not have been in place.”

Considerate Constructors Scheme Chief Executive, Edward Hardy said “Thank you to everyone who has contributed to ‘Spotlight on…women in construction’. The Campaign provides a must-read set of resources for organisations and individuals who would like to improve their standards of considerate construction – with the aim of driving greater equality, diversity and inclusion throughout our industry.

“Not only is it imperative that standards must be raised in this area, in order to help encourage more women into the industry, but a more equal and diverse workforce also brings greater collaboration, creative thinking and more inclusive workplaces. This can only be a positive step in helping to improve the image of the UK and Irish construction industries.”

Click here to read ‘Spotlight on…women in construction’.

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Skills shortages biting construction sector once more

Workloads in UK Construction and Infrastructure continued to rise in Q3 2017, according to the latest RICS UK Construction and Infrastructure Market Survey, with 22% more respondents seeing a rise in workloads of the quarter, with a steady pace of growth.

However, while activity remains steady, comments left by respondents continue to highlight Brexit-related uncertainties as weighing on investment decisions and the lack of sufficiently skilled workers also remains an obstacle for many businesses.

Shortage of skilled workers

Having eased throughout 2016, the intensification of labour shortages is biting once more in the quarter with 62% of contributors citing this as an impediment to growth. This contrasts with an average of 40% when data collection first began in 2012. Within this, respondents to our survey are still seeing a lack of quantity surveyors (64%) as well as other professionals (52%). 44% are also seeing a shortage of workers within specific trades.

Despite government efforts to bolster the workforce and the prominence of apprentices, through an apprenticeship levy introduced earlier this spring, only 42% of respondents feel that government-funded programmes are moderately effective, with one-third unsure. The quality of the talent pipeline is insufficient as well – less than half (45%) of employers who currently hire apprentices view them as a long-term solution to their hiring needs.

Sector workloads

Breaking the rise in workloads and activity down to a sector level, growth is strongest in the private housing sector, while remaining broadly stable elsewhere. Meanwhile, the public non-housing sector continues to underperform all others. In infrastructure, 21% more contributors reported a rise rather than a fall in workloads. Nationally, respondents expect the rail and energy sub-sectors to post the most significant increases in construction output over the coming 12 months.

Despite uncertainties, a net balance of 45% of respondents expect headline activity to continue to rise rather than fall over the year ahead. Nevertheless, this is down from the four quarters immediately preceding the EU referendum, which averaged 62%, reflecting a somewhat less optimistic outlook. Meanwhile, 30% more contributors expect employment to rise rather than fall (broadly unchanged from Q2).

Other impediments on construction growth

While a shortage of workers is hampering activity and profit margins, financial constraints are still reported to pose the most significant challenge, although the share of contributors expressing this view has come down to 69% (from 79% in Q2). Access to bank finance and credit remains by far the most frequently cited issue, followed by cash flow and liquidity. This likely reflects a more cautious stance by banks given cyclical market conditions and Brexit considerations.

Higher input costs and a shortage of labour continue to restrict growth in profit margins, with a net balance of only +12% of respondents expecting a rise in margins over the coming year. This is likely to have impacted tender pricing as well, with 62% and 56% more respondents in the building and civil engineering areas, respectively, envisaging greater price pressures.

Jeffrey Matsu, RICS Senior Economist said “While activity in the sector has moderated, growth and growth expectations remain in positive territory. Uncertainties due to Brexit continue to weigh on companies’ investment and hiring decisions, and banks appear to be adopting a more cautious stance to providing finance. Meanwhile, challenges related to an inadequate supply of skilled labour are as pronounced as ever.”

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RIBA calls for progressive UK immigration policy post-Brexit

The Royal Institute of British Architects (RIBA) has published a new policy paper recommending the creation of a post-Brexit immigration system that ensures the UK job market remains open to skilled professionals from around the world.

RIBA’s Global by Design report (February 2017) highlighted that of their members identified access of skilled talent from across the world as vital to the future success of UK architecture. 40% of non-UK EU respondents said that they had ‘considered leaving the UK with earnest intent’ following the EU referendum result.

The RIBA Building a post-Brexit immigration system that works for UK architecture paper includes eight key post-Brexit recommendations to Government:

  1. Come to an agreement with the EU over the rights of EU citizens currently living in the UK, and UK citizens living in Europe, that includes continued recognition of professional qualifications, at the earliest opportunity
  2. Review the minimum appropriate salary requirements for Tier 2 visas and reduce these requirements for recent graduates or those working for small businesses
  3. Reduce the cost and administration burden on businesses seeking to become a visa sponsor for employees
  4. Re-introduce post-study work visas to allow international architecture students to develop their professional experience between Part 1 and Part 2 study
  5. Secure a transitional relationship with the EU that extends the freedom to study and work in the UK beyond the UK’s exit from the EU in 2019
  6. Include work visa quotas in new trade agreements
  7. Extend mutual recognition of professional qualifications via new trade agreements with priority countries including the USA, Australia and Canada
  8. Implement a system of priority access for business travellers to support architectural practices to do business in overseas markets

RIBA President Ben Derbyshire said “Our members are clear that Britain’s exit from the EU must not imperil our pre-eminent position as a magnet for the very finest talent from around the world. UK architecture has benefitted enormously from the contribution of European and non-European colleagues, who have enriched architectural practice in this country.

“The RIBA’s proposed immigration system aims to ensure that the UK can continue to embrace and attract people to live and work in the country. We are pressing the Government particularly on the urgent need for certainty for our European colleagues currently living in country. Many of our valued colleagues are drifting away, and there will be an exodus, no doubt, if we impose unreasonable burdens on those who are fully aware of the positive contribution they have been making to our pre-eminent position.

“The RIBA will continue to make the case for a Brexit that works for our profession and our built environment, from securing access to the talent and investment we need to survive to opening up the new trade opportunities that will support architects to thrive.”

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Hiring on the up as construction sector confidence grows

  • Construction sector confidence also up, boosted by social housing repairs
  • Skills shortage time-bomb lurks on the horizon
  • Hotels and restaurants sector slumps as consumer spending dips

Against the backdrop of record employment and ongoing Brexit negotiations, ManpowerGroup reveals that employers have recorded a one point uptick in optimism with a national Outlook of +6%. A surge in positivity among public sector employers is a key factor in the improved national picture, with hiring intentions in this sector up 4 points to +2%, the biggest rise since 2015.

The ManpowerGroup Employment Outlook Survey is based on responses from 2,100 UK employers. It asks whether employers intend to hire additional workers or reduce the size of their workforce in the coming quarter. It is the most comprehensive, forward-looking employment survey of its kind and is used as a key economic statistic by both the Bank of England and the UK Government.

James Hick, Managing Director for ManpowerGroup Solutions commented “This is the first time in over a year that public sector hiring plans have been in positive territory. June’s general election outcome was seen in part as a rejection of austerity, and it looks like the public sector is powering on, as hiring ramps up. At the beginning of the year there were 86,000 vacancies in the NHS; the government recently announced that it will train an additional 1500 doctors a year and create 20,000 new mental health posts. With the health service so heavily dependent on EU nationals, these hiring targets are going to be extremely difficult to meet. And that’s just the NHS – there are also tens of thousands of vacancies in other government departments.”

High demand for construction workers is also buoying national jobs optimism. Construction is the most upbeat sector this quarter, up six points to an Outlook of +11%. Hick continues: “Britain’s builders are as optimistic now as at any time since the financial crisis. Construction hiring often slows in the winter months, but the UK is set to buck the trend this year – our data suggests this could be the strongest fourth quarter for hiring since 2005. Some of this work is the urgent testing and repair that is being carried out up and down the country on much of Britain’s public housing stock. The state of housing in the country is under the microscope like never before and the need for both building and remedial work have caused demand in the construction industry to shoot up.”

However, there are also signs that the positive effects of these short to medium-term factors are hiding real pressure points in the labour market as chronic skills shortages and a squeeze on disposable incomes could prick the good news bubble.

Hick explains “The tough reality lurking beneath all these positive indicators is that these hiring intentions may not come to fruition because of difficulties attracting and retaining skilled employees. Take construction, where companies are reporting a stronger pipeline of work than they have for years. However, without a pool of skilled workers to actually do the work, buildings will go unbuilt and projects will flounder. There is lots of talk around what we need to do to fix the UK’s ailing housing market at present but politicians’ promises are just hot air without the essential skilled talent needed to deliver these programmes.”

“The housing market holds another potential pressure point once interest rates inevitably start to rise. Wage growth has also been lagging inflation in the past few months and this gap looks likely to increase. People are starting to feel the pinch, and possible rising interest rates will only exacerbate this. The early signs of this can be seen in the 6 point slump in the Hotels and Restaurants sector, which is heavily dependent on discretionary consumer spending. We have recently seen restaurant chains such as Jamie Oliver’s “Jamie’s Italian” brand closing sites and some restaurant brands are scrapping expansion plans as consumer spending looks set to dip and the competition in this crowded market gets tighter.”

Regionally, confidence in London, where housing and the broader cost of living is the highest, has halved to +4 since last quarter. The East of England forecast tops the charts at +11, while employers in the South East maintain their confident streak with an Outlook of +10. Another winner is Northern Ireland following the DUP-negotiated “supply and demand” deal resulting in a cash injection of at least £1 billion. This has already boosted hiring optimism in Northern Ireland, where employers report a surprise jump ahead of the UK national average to +7% this quarter.

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Without focusing on recruitment building firms risk going out of business

A lack of focus on bolstering the workforce could push construction firms out of business, according to industry experts One Way.

An analysis by the specialist rail and construction recruitment consultancy found that firms are recruiting on a short term basis and are therefore forced to pay day rates that are well above the standard rate. Insolvency specialists, Begbies Traynor, recently published its latest ‘Red Flag’ report which found that over 40,000 construction companies were operating in a state of ‘significant’ financial distress at the end of June. A year ago the number stood at 33,222.

Paul Payne, managing director of One Way, said “Far too many construction firms don’t have a plan in place for finding skills when they need them on a short term basis and are forced into a situation where they have to pay excessively high day rates just to get the staff they need. You can see why they do it, but by planning ahead, firms can source the best skills in the market, at a fairer price and avoid any unnecessary headaches. This doesn’t just make their lives easier when it comes to staffing projects, but also removes some of the excessive costs. When construction firms look to become more efficient they often analyse their raw materials suppliers, however those savings are relatively small in comparison to those that could potentially be saved by developing robust talent pipelines into the industry. These statistics highlight that firms are being pushed to the brink and planning effectively and concentrating on recruitment could help to significantly lower costs.”

“The main issue preventing them from building these routes into the field is that there simply aren’t enough people in the industry and very few firms are doing anything about it. That means there’s a limited supply of skills in the market and the individuals in demand can essentially name their price as they’re so highly sought after. By building talent pipelines and communities you can avoid these additional costs as you’ll have a pool of available talent to fall back on if required. The skills shortages are only going to get worse once we leave the European Union, so it’s crucial that firms start planning before it’s too late. We’ve launched two campaigns to boost the number of women and youngsters entering the construction industry respectively. However initiatives like this are few and far between and we need to see more proactive work taking place, otherwise staffing costs will continue to rise and firms could ultimately be forced out of business.”

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Three ways to tackle construction skills shortages

Increasing levels of gender diversity, widening talent pipelines and improving the wider public image of the sector will help to tackle the ongoing skills shortages plaguing the construction industry, according to One Way.

An analysis by the leading construction and rail consultancy has revealed that the skills shortages can only be tackled by employers being proactive and going above and beyond the call of duty. This comes at a time when estimates suggest that 27,000 projects will suffer from a lack of suitably skilled and qualified workers over the next five years.

Paul Payne, managing director of One Way, comments on the required approaches:

Improve gender diversity

“It’s downright negligent to almost rule out half of the workforce from working in the industry, but that’s essentially what is happening. We don’t need to go over-the-top, but considering how we could make the sector that bit more inclusive would make a huge difference. No other mainstream industry suffers from such a colossal lack of diversity and it’s certainly a major factor contributing to the skills shortages. We have launched our #GirlsAllowed programme and we’d urge more firms to consider similar approaches.”

Promote a better image of the industry to the public

“How many people outside of the field realistically know the potential that a construction career holds? In reality, it’s very few. The main stereotype is that a job in the sector means being cold and muddy and standing outside digging a ditch somewhere. That needs to change. The skills of quantity surveyors, for example, are similar to those of an accountant, and rather than being handcuffed to a desk for the rest of your career, they have the chance to work on major infrastructure or construction projects. Unfortunately, nowhere near enough people outside of the sector know about this.”

Widen talent pipelines into construction

“This can only be achieved by improving the wider image of the industry as, currently, few youngsters actively seek out a career in construction. To solve this, firms need to be proactive, get into schools and colleges and actually speak to children about the potential a career in the field holds. The alternative is to rest on our laurels and continue to do very little, which will only lead to the construction industry in this country falling apart.”

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Leading Eco-Roof company calls for Yorkshire colleges to upskill or risk being left behind

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Huddersfield-based energy efficiency roofing specialist, Ploughcroft, has issued a stark warning to construction colleges across the region: upskill and evolve, or risk being left behind in the fast-moving roofing industry.

With hundreds of students leaving construction colleges to seek employment this summer, Chris Hopkins, Divisional Director at Ploughcroft, is warning the majority of those leavers will be untrained and unprepared for the energy saving construction techniques that consumers now demand.

An industry first

As a consequence, Ploughcroft has taken the initiative to develop its own pioneering, Eco-Roof apprenticeship scheme – which has already been trailed over the last 12-months. This is believed to be an industry first.

This proactive approach from Ploughcroft is essential to provide apprentices with the skills and knowledge required to succeed in the fast-growing energy efficiency industry, and to underpin the cost-effective installation of new roofing schemes.

While under the current college curriculum, the focus quite rightly covers the basic roofing installation essentials, it fails in the view of Chris Hopkins, when it comes to the incorporation of now crucial energy efficient-related skill sets, such as U-Value calculations, condensation risk analysis and heat-loss monthly savings.

This means forward-thinking companies such as Ploughcroft, which lead the way with its unique Eco-Roof product, are unable to find suitably qualified staff, even at entry-level positions, further exacerbating the industry-wide skills shortage. Ploughcroft believes that by ‘future proofing’ the Apprenticeship schemes, this will also have the knock-on effect of attracting the brightest and best to the industry.

Chris Hopkins is now calling for urgent dialogue with course and curriculum planners to collaborate to address this key area. He said “Over the past three years we have seen a rapid growth in our Eco-Roof business, as energy prices continue to rise, and customers become increasingly clued-up when it comes to greener living and the impact it can have on their energy bills.

“However, while consumer demand rises, colleges simply aren’t keeping up. Given there was no existing eco roof apprenticeship scheme in place that covered the type of specialist work we carry out, we’ve been trialing and created our own using my professional teaching and roofing assessor qualifications.

“That said, we can only do so much, and today’s apprentices are the people who will drive the energy efficiency industry forward in years to come. As such it is absolutely essential that colleges – and other construction businesses – continue to evolve, and invest in skills and development.”

One of Ploughcroft’s most successful apprentices is 18-year-old Charlie Oakes, who began his apprenticeship in 2015 when the scheme launched. He says: “Joining the Eco-Roof apprenticeship has been a fantastic experience. Roofing is often seen as industry that lacks innovation, but working at Ploughcroft I’ve found that’s not the case, and I’ve learned a great deal about emerging energy efficiency techniques. This is a huge growth area, and one I’m excited to see developing.”

Ploughcroft’s two-year Eco-Roof apprenticeship offers a mix of on-the-job training and classroom-based learning spanning traditional roofing, as well as a wide range of cutting-edge, energy-efficient construction techniques required to meet the needs of this fast-growing eco-construction sector. It is currently seeking graduates to join its Eco-Roof apprenticeship scheme.

To find out more, visit www.ploughcroft.co.uk.
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Metsec opens this year’s apprenticeship applications

voestalpine Metsec plc has announced its plans to offer five more apprenticeships, with applications now open until the end of June.

Having employed nearly 50 engineering apprentices over the last two decades, the Black Country-based firm is continuing its commitment to bridging the skills gap and developing the next generation of engineers with its renewal of the award-winning training scheme.

Steve Giles, environmental, safety and training manager at Metsec, said “As an organization, we heavily focus on skills and best practice. We’re actively working towards ensuring 20% of our workforce comes from apprenticeships, and this year’s applications are a further commitment to that figure.

“As a leading specialist in cold roll forming, we believe the way to maintain our position of strength in the market is by passing our knowledge down and what better way than to continue our focus on nurturing young talent with a new round of apprenticeships.”

The apprenticeship scheme has seen success for both Metsec and its staff since its inception in 1998, with employees now at managerial and even director level within the business having started their careers on the scheme. Successful apprentices will learn basic metal working skills in the first year, with the opportunity to continue onto an advanced apprenticeship and obtain an NVQ Level 3.

Metsec is one of the few engineering companies to run an in-house apprenticeship scheme without external support and has previously been named Express & Star’s ‘Apprentice Employer of the Year’ and ‘Business of the Year’ at the Business is Good for the Black Country Awards.

Applications for the Metsec apprenticeship scheme are open now until the end of June, for apprentices to start in September.

For more information visit http://www.metsec.com/sustainability/apprenticeships/
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