Hiring ex-offenders and former army personnel taps into a recruitment pool of at least 12 million, says NFDC and NDTG’s Duncan Rudall
With the skills crisis that the built environment sector faces showing no signs of abating, and with little in the way of support being pledged by the Government, the industry’s outlook for recruitment is decidedly bleak.
However, Duncan Rudall, CEO of the National Federation of Demolition Contractors (NFDC) and National Demolition Training Group (NDTG), believes the solution to the problem is closer at hand than many firms might have thought- with ex-offenders and former armed personnel.
How can the built environment solve the recruitment crisis?
Why has the built environment failed to address its recruitment crisis, and can it be resolved from within, or do we need greater government support?
“The sector’s labour shortages are laid bare by the Government’s recent Construction and Hospitality Shortage Review, which showed that construction vacancies recorded over a three-month period in 2023 were 65 percent higher than in 2020.
“The recent Spring Budget did add five key construction occupations to the Shortage Occupation List – under which eligibility criteria for sponsored work visas are relaxed – but there was still little emphasis on supporting sector-specific recruitment and training strategies.
“With the problem only set to worsen, it’s clear that more help from the Government is needed. As a sector we can also work to tackle this issue from within. In demolition we are focussing on changing the image of an on-site career from outdated stereotypes, while finding new sources of talent.”
How should the sector tackle this issue?
“As the war for talent heats up, built environment firms must look to sources of talent that they may not have considered previously. One such source is ex-offenders. After all, the charity Unlock estimates that roughly 12 million people have a criminal record, representing a significant portion of the population.
“Despite 62 percent of UK businesses being unable to fill necessary positions, 30 percent don’t have ex-offenders on the payroll. As such, a huge pool of potential talent, which could prove instrumental in addressing the industry’s skills crisis, is currently going largely untapped.
“Army personnel are another such undiscovered source of talent, with many veterans struggling to find employment in civilian life. This is a real missed opportunity for employers, who would undoubtedly benefit from the invaluable skills that people with military experience can bring to the table. As such, firms should consider what they stand to gain by hiring army personnel.
“At the NDTG, we’re working with the Ministry of Justic [MOJ], the Prison Service, and armed forces veteran community groups to train up new, enthusiastic additions to the industry.
“The CCDO card scheme offers a perfect career pathway for people entering the industry at all levels, while giving employers the assurance that they are getting fully trained and competent operatives, with the right training for our industry.”
Are there any misconceptions surrounding the recruitment of ex-offenders and army personnel, and what strategies can be implemented to address and overcome them?
‘What puts many employers off hiring ex-offenders is the belief that they’ll be less trustworthy and dependable than other workers. However, polling commissioned by the Ministry of Justice (MoJ) found that nearly 90 percent of businesses employing ex-offenders find them to be ‘reliable, good at their job, punctual, and trustworthy’. Veterans also often face stigma when applying for jobs, with many employers falsely believing that they’ll need time to reacclimatise to civilian life, or that they won’t be a good cultural fit with their team.
‘These are significant yet common misconceptions, so it’s really important that awareness is raised about the invaluable contributions that both ex-offenders and army personnel can make to the built environment sector.’
Around 500,000 people are released from custody each year
What unique skills and experiences do you think ex-offenders and individuals from the army might offer companies?
“Around 500,000 people are released from custody every year, and many of them take up the opportunity to earn formal qualifications. This means that there’s a large number of ex-offenders who have transferable skills and qualifications for roles in the built environment sector.
“The only difference is the stigma that ex-offenders face, but this can actually be turned to their advantage. People with criminal records are acutely aware of how they might be perceived by others, many are determined to work extra hard to prove their naysayers wrong.
“The feedback we’ve had from delivering training to people coming to the end of their prison sentences and preparing to return to work has been incredible. So many of the trainees are enthusiastic and grateful for the opportunity to challenge negative stereotypes.
“Military personnel, meanwhile, must undergo rigorous training in order to make the cut. They’re expected to be fast learners, team players, and have the ability to work effectively under pressure. All of these are invaluable skills in the built environment, so employing people from an armed forces background is a natural choice for companies across the sector.”
How can firms recruit ex-offenders?
How would you rate the systems already in place to help facilitate people from these backgrounds into the built environment workforce. Should they be overhauled?
“There are many ways for firms to go about hiring ex-offenders, such as the MoJ’s Future Skills Programme, while the Ministry of Defence’s (MoD) Relationship Management team acts as an accessible interface between veterans and employers.
“Additionally, the Forces Employment Charity allows companies to register themselves as a service-leavers employer.
“All of these initiatives provide crucial means for businesses to get more ex-offenders and armed forces personnel into the built environment, and as such should be promoted widely across the sector. However, much more can still be done to support companies’ recruitment efforts and begin to turn the tide on the skills shortage that we collectively face.
“When it comes to training and qualifications there is no need to reinvent the wheel, in demolition we have the CCDO card scheme. This scheme has stood the test of time and evolved alongside the industry and safety best practice.”
