Social value is a hot topic in the construction industry, withmany contractors required to deliver 10% social value add on their projects, and demonstrate the positive impact they have on local communities.
So, you’re probably asking yourself, how does this relate to hiring the perfect candidate for my team? Well, one of the most effective ways to contribute to your social value efforts is by providing employment opportunities through your construction projects. This directly benefits the community and shows your commitment to making a positive impact.
In this blog, we’ll be showing you three clear, actionable ways to deliver social value with some of the key measures you need to consider. From employing locally and providing opportunities to disadvantaged groups, to investing in apprenticeships and upskilling, let’s break it down.
Employing Locally
Hiring locally is a powerful way to not only reduce unemployment rates but also to strengthen community ties and enhance the local economy. When firms tap into the local talent pool, whether this be on a temporary basis or through a permanent contract, they contribute directly to community development, reduce carbon footprints through shorter commutes and build a workforce that is connected to the economic growth of the area.
Key Social Value Measures
New Hires from a 30-Mile Radius
Hiring locally within a 30-mile radius benefits both your organisation and the community. Moreover, hiring apprentices specifically for a project from within a 30-mile radius can significantly contribute to your social value targets whilst also being easy to implement. By investing in local talent, you can reduce commuting costs and emissions, whilst providing people with regular work opportunities.
At Strategic Resourcing, our team of experienced regional recruiters specialises in connecting you with top-tier local talent in the construction industry, ensuring that your projects not only meet your business objectives but also align with your social value initiatives.
Employing People From Disadvantaged Groups
Hiring people from disadvantaged groups is a powerful way to change lives, and it can directly impact your business’s social value efforts. You can bring in valuable team members who are often overlooked and can help them get back on their feet.
Key Social Value Measures
Hiring Full-Time Disabled Employees
According to the Family Resources Survey for the financial year 2022-2023, 16.1 million people in the UK are living with a disability. By hiring full-time disabled employees on your projects, your business can play a crucial role in addressing the employment gap for this significant portion of the population.
Leadership Positions For Ethnic Minority Groups
Only 5.4% of construction workers are from a Black, Asian or ethnic minority background in the UK. In our sector, diversity is lacking, having ethnic minorities in leadership positions sends a powerful message that can inspire others, particularly those from underrepresented groups, to strive for success.
Hiring Veterans
While veterans often face significant barriers to employment, such as mental health conditions or homelessness, they bring a unique set of skills, experiences, and dedication to the workplace. According to recent studies, veteran homelessness in England has risen by 14% in the past year, highlighting the challenges they may encounter.
Hiring Ex Offenders
The Ministry of Justice highlights that ex-prisoners who secure employment are nine percentage points less likely to reoffend. Additionally, 90% of businesses that hire them report that these individuals are reliable, motivated, and trustworthy. By hiring rehabilitated individuals with lived experience of the Criminal Justice System—specifically those aged 18 and over— your business can actively reduce reoffending rates while benefiting from a dedicated workforce.
A great example of successfully hiring ex-offenders can be demonstrated by Timpson’s.
Apprenticeships and Upskilling
Apprenticeships or upskilling your current employees plays a critical role in both addressing skills shortagesand supporting long-term career development. By investing in structured learning programs and professional development, your firm can cultivate future talent and contribute directly to your social value targets.
Key Social Value Measures
Retaining Apprentices from Other Projects
If your site supports career development in existing apprentices, it provides continuity and supports their professional journey. Keeping these apprentices engaged and working ensures that valuable skills are not lost and reinforces your company’s commitment to workforce development.
T-Levels and Apprenticeships Provided and Completed
Measuring the number of weeks of accredited training completed during the project contract or throughout the year shows a strong commitment to upskilling. This includes training programs such as BTEC, City & Guilds, NVQ, HNC, and RQF qualifications at Levels 2, 3, and 4+, helping individuals progress within their careers and improving overall workforce capability.
Student Placements and Internships
Providing unpaid student placements from target areas, as well as offering paid internships of 6 weeks or more, including real living wage internships, supports young people’s entry into the workforce.
These opportunities give students hands-on experience and open doors to future career opportunities, while paid internships ensure that the work experience is both accessible and sustainable.
Are you a Social Value Manager, HR professional, or Company Director looking to make a real difference?
The recruitment landscape is shifting, but numerous organisations still cling to conventional approaches. At Strategic Resourcing, we believe that there are often hidden gems of talent that can be a perfect fit for your organisation while also enhancing your social value goals at the same time.
Want to learn more on how we could help you find new talent, and meet your social value targets? Try our software for free and sign up today.