Solomons have just launched a recruitment campaign aimed at candidates with experience who are looking for a new career which will help them optimise existing skills and knowledge whilst at the same time gaining new skills and experiences.
Solomons Conversion to Quantity Surveying Pathway is a fast track pathway which looks to bring fresh recruits into the profession, with the added bonus of helping skilled and experienced people develop a new career with renewed motivation.
This bespoke scheme, has been created independently and not affiliated with the National Apprenticeship scheme, to allow flexibility in terms of study focus and remuneration beyond the national minimum pay levels.
The company’s programme is aimed at people with complimentary prior experience and skills, that can be rapidly converted to build a strong foundation in the practice Quantity Surveying.
The firm is looking to recruit 6 candidates in total across the North of England, with two candidates being sought at each of the regional offices in Warrington and West Cumbria initially, then progressing to a follow on campaign from the Hartlepool office for a further two posts. This increase equates to 10% of the firms overall headcount.
With a long history of successfully converting candidates from different industry sectors and varied experience, Solomons is confident it’s ‘Conversion to Quantity Surveying Pathway (CQSP)’ with present a unique fast track career progression opportunity to the successful candidates, who will receive a great deal of support and mentoring, hands on work experience and sponsored training to achieve industry recognised qualifications.
The business is confident this approach will also enable Solomons to tap into future talent pools to ensure ongoing growth in a challenging industry with widely acknowledge skills shortages.
Strategic Director, Kerry Doig, said:
“As a business we have always invested heavily in training and development, and we take pride in achieving successful outcomes through flexible and tailored approaches.
We don’t just invest in people, we develop individuals – and we strive to ensure every single member of the team has a training pathway which challenges and develops them in a way which suits their personal goals and skill level.
Where other companies may take a one-size fits all approach, we see this as a potential risk to talent – we want to get the very best from our people, and to do that we need to be mindful of where they are now, and the potential they can offer to our teams in the future.
This means we can take a diverse and inclusive approach when recruiting, as we aren’t constrained by minimum qualification and experience levels – it’s about personality and whether a candidate has what it takes to make the most of every opportunity on offer.”