The commissioning industry has historically struggled with recruitment difficulties and skills shortages which is an issue that needs addressing if we are to create a sustainable future for the commissioning profession.

What can we do? 

 At Banyards we are looking at ways to increase both ours, and the attractiveness of the commissioning industry to allure new people into the commissioning world including recruits from schools, colleges, universities, and independent individuals entering our industry. Working with the Commissioning Specialist Association (CSA) this is an objective that needs to take focus in the year ahead. 

The commissioning profession has many desired aspects for potential recruits that we, as leaders in our field, are looking to communicate. These include opportunities to gain a professional services qualification well respected in the wider construction industry, the opportunity to work in some of the most interesting and sometimes off-limits buildings across the UK, Europe and indeed worldwide and the chance to join an industry that is playing its part towards a better environment including Carbon Reduction and Net Zero. The commissioning industry offers a well-structured training programme and career path, using some of the latest technology to make buildings sustainable and Smart, to be creative and to produce tangible outcomes, to experience professional and friendly employers and to take part in interesting and practical work with flexibility. 

We feel that much more can be done by us all to increase the visibility and awareness of commissioning. Example ways we can communicate include: 

• Interesting and more accessible information via the CSA for potential recruits 
• Use a range of channels including careers websites, careers advisers, teachers, and employers to promote the opportunities and benefits available in our industry 
• Offering more work experience opportunities 
• Increasing the use of internships and apprenticeships 

Other examples for consideration include: 

Raising the visibility of the CSA career pathway illustrated with real life examples and personal success stories; and helping individuals see the relevance of their skills and qualifications for commissioning and how they can fit in. 

Value-based recruitment, drawing on the motivators of different groups and tailoring recruitment messages to align with individual business needs and values. Emphasising what new recruits could achieve within the first couple of years in their development and demonstrating the CSA pathways for different entry points. 

A proactive education strategy with recruitment focused outcomes is needed, with our leading body the Commissioning Specialist Association at its forefront driving awareness, knowledge and working closely with our corporate members and employers. 

What are Banyards doing? 

We have picked up the baton to help bridge the recruitment gap with visits to career fairs in schools and colleges and have also worked with organisations such as The City of London and Career Ready which is a UK-wide charity linking employers with schools and colleges to open the world of work to young people aged 16-19. 

We must not forget staff retention and have found a contributing factor to the longevity and positive outlook of our people starts at the very beginning of their employment involving induction, visible career pathways, personal development plans, training both technical and people management and an opportunity to work with supportive colleagues. 

If individuals’ expectations are met, they see and feel part of the plan; people stay and use their skills and qualifications to become a valued part of our business and progress within the industry. 

We are continuing to develop our recruitment strategies with education drives, further internships, mentoring programs and employee funding, and working with the CSA we are taking a more active role in promoting our industry across all of the available recruitment channels. 

Dave Cocksedge – Director