Plugging the skills gap and refilling the talent pool
Recruitment in all sectors has become an uphill battle. With the loss of migratory labour largely due to the pandemic and Brexit, industry as a whole has been hit hard over recent years. However, as far as construction is concerned, opportunities and demand are forecast to increase and prospects for the future are looking much brighter.
However, to be able to provide the opportunities that this increased demand will bring, the scaffolding sector needs to plug the skills shortage it is currently experiencing. Over the last few years, we could liken scaffolding to a leaky bathtub - a large pool of experience and skills which are quickly swirling down the plughole of retirement. Add to this a tap which is slowly trickling new talent through and you are quickly in a skills deficit.
So, how do we attract more people to take up roles within the scaffolding sector and stop the skills leak?
There are many ways we can do this and proactive campaigns, such as National Scaffolding Week, are just one of them. By promoting the scaffolding sector for what it is - a diverse and rewarding sector - we can slowly begin to bend the ear of a new generation and encourage them to seek employment in a sector which is due to see much growth and investment over the coming years. Changing the perception of scaffolding is just part of a battle we need to overcome in order to win the recruitment war.
We mustn’t forget that new talent can come in all different shapes and sizes, for example, schemes to support ex-offenders and ex-armed forces personnel during their transition into new posts are becoming increasingly popular and well-funded. Similarly, talent can come from career-changers, those who have started along a career path and now, for whatever reason, are looking to ‘jump ship’ and retrain in a completely different industry.
Many employers would say funding is a major stumbling block for developing and retaining talent. So, what can be done to help? The Construction Industry Training Board (CITB) and your local trade association will be able to help and support you in working out what funding you could secure. For example, the Skills and Training Fund can help small and micro construction companies fund and deliver learning and development opportunities for their workforce. Conversely, for larger companies with more than 250 directly employed staff can access funds to help develop and improve leadership and management skills. To book a place at the next CITB webinar about skills and training funds for small and micro companies, click here.
If you think scaffolding could be a viable option for you, there are several routes you can take to help you on your journey to becoming a scaffolder. You could search for an apprenticeship via the Apprenticeships website, apply directly to a local employer or complete a college course at level 1 or 2 in a construction-related field.
There are no formal qualifications required to start working as a scaffolder, however, in order to work as a scaffolder on a construction site, you will need a Construction Skills Certification Scheme (CSCS) Card to demonstrate your competence


