Returning To Work Safely

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A ‘Return to Work Safely Protocol‘ has been prepared to assist employers in implementing measures to protect their employees. The protocol is a live document which will be updated regularly, and should be used by all employers to adapt their workplace procedures and practices to comply with the Covid-19 related public health protection measures identified as necessary by Ireland’s Health Service Executive (HSE).

Employers should keep in mind that rushing a return to work without the correct safeguards in place may risk a resurgence of Covid-19. They should therefore be cautious about making long-term commitments to employees and make clear that any return to work measures will continue to be reviewed and adapted in accordance with evolving government guidance.

The protocol advises that, in preparation for returning to work, employers should:

  • appoint at least one clearly identifiable lead worker representative charged with ensuring that Covid-19 measures are strictly adhered to in their place of work. Individuals undertaking this role must receive the necessary training and have a structured framework to follow within the organisation to be effective in preventing the spread of the virus;
  • consult with workers and safety representatives on safety measures to be implemented;
  • provide a Covid-19 training induction for all workers;
  • develop or update their Covid-19 response plan. This should include any updates to health and safety risk assessments and safety statement as discussed below;
  • keep a log of any group work in order to facilitate contract tracing;
  • develop or amend policies and procedures for prompt identification and isolation of workers who develop symptoms of Covid-19;
  • develop, consult, communicate and implement workplace changes or policies with workers to include a response plan to deal with suspected cases of Covid-19 in the workplace and what to do if a worker displays symptoms during work hours; and
  • implement Covid-19 prevention and control measures to minimise risk to workers including a pre-return to work form for workers to complete at least three days in advance of return, any controls identified in the risk assessment such as staggered breaks, social distancing and physical barriers, and temperature testing in line with public health advice.

Employers should keep in mind that rushing a return to work without the correct safeguards in place may risk a resurgence of Covid-19.

Ireland’s Health and Safety Authority will oversee compliance with the protocol in the workplace. HSA inspectors will visit the workplace and advise on any shortcomings through a Report of Inspection, which is left with the employer at the end of the visit and can include timelines and follow-ups needed. The inspectors also have the power to serve an Improvement Notice, a legal directive from an inspector requiring that certain improvements be carried out in a specified time-frame, or a Prohibition Notice, a legal instruction directing that a specified work activity be stopped.

The CIF has published checklists and templates to help employers, business owners and managers to get their businesses up and running again, and to inform workers about what they need to do to help prevent the spread of Covid-19. The CIF also provides critical C-19 training that should be taken by every employee returning to work.

Employers’ health and safety obligations

Employers in Ireland have a number of legal duties under health and safety law, including:

  • duty to protect the health, as well as safety, of their employees;
  • duty to protect others who may be exposed to health risks as a result of the employer’s activities, including members of the public, service users and contractors; and
  • duty to manage safety risks from workplaces under the employer’s control.

As a result, protecting the health and safety of employees and others in the workplace as they return to work will be paramount for employers.

Employers, in conjunction with the Return to Work Safely Protocol, should:

  • keep up to date with the latest public health guidance, local government advice and World Health Organisation (WHO) updates, and communicate these to employees. The HSA has helpful guidance for employers on its website, which is frequently being updated;
  • conduct a risk assessment on health and safety before any return to the workplace, and put in place relevant measures to ensure the health and safety of employees in line with health and safety law and guidance and HSE guidance. The assessment should cover risks posed by premises, working conditions and the composition of the workplace. For example, workstations may need to be moved to ensure there is a 2m distance between workers;
  • communicate clearly and early with employees on your plans to reopen and any new policies you wish to introduce. Consider providing guidance and establishing protocols on any workplace measures to be adopted;
  • brief line managers and HR staff on company policy, using an FAQ guidance document. Ensure there is a consistent message to all employees on the process and company policy;
  • assess who will return, bearing in mind that the greater the number of people who enter the workplace the greater the risk. Careful consideration will need to be given to how to select which employees are to return to work or to come off lay-off, bearing in mind issues such as potential discrimination and procedural fairness. Some employees may not want to return to work due to caring responsibilities or for health reasons, and consideration should be given as to whether these employees can continue to work from home or remain on temporary lay-off, where applicable;
  • consider working hours and arrangements, which may include ways to limit the number of staff commuting at peak travel hours or staggering start and end times to minimise the risk of infection – for example, creating two cohorts with half the department working from home and half in the office each day in order to balance operations with practical measures. If contractual working hours need to be changed, consult with the employees and get their consent prior to any changes taking affect;
  • display HSE posters around the workplace to raise awareness of measures to prevent the spread of Covid-19;
  • keep up to date with the latest guidance on the use of personal protective equipment (PPE). Employees must be given the correct PPE and work equipment for their job if they are required to come into work. Employers should also ensure that they have adequate stocks of PPE, and may need to consider what other measures to put in place if the supply of PPE is disrupted;
  • put in place practical measures to support those on site such as hand washing facilities, additional hand sanitiser stations, antibacterial wipes and appropriate signage, and check and re-stock these regularly;
  • organise for work areas and frequently-touched surfaces to be cleaned at regular intervals;
  • consider whether canteens, gyms and other staff facilities should re-open, bearing in mind that there may be contractual commitments in outsourced contracts requiring facilities to be open if the building is in use;
  • continue to reduce to the absolute minimum or cancel non-essential business travel and encourage employees to conduct meetings via video conferencing software. Where this is not possible, provide additional guidance on essential business travel and the expectations of the company in order to ensure employees have sufficient guidance;
  • assess the risks around third parties entering the workplace, as there is a legal obligation to ensure their health and safety;
  • whether or not an employer recognises a trade union, early engagement on its plans with employees should help ensure understanding or cooperation. Union engagement may be required where changes to working hours and other terms and conditions are needed, although agreement or consent to any changes will be required regardless of union presence. More generally, unions and staff representative bodies may help to communicate guidance to employees and provide a route for them to raise questions or concerns;
  • where employees and contractors are required to complete questionnaires on recent travel and health information, third parties should also complete these before entering the premises. Employers must ensure any questionnaires are compliant with data protection legislation;
  • consider whether any employees can work from home. If they can, the employer should satisfy itself that it is a safe place of work. The HSA has issued guidance for employers to understand their duties in relation to home workers.

As the easing-in period continues, larger construction projects are staggering the number of workers on site. From the reopening date a site previously with 70 workers may start back with just 40 to ensure physical distancing of 2m between people gradually building up to 50 then 60 etc. 

We understand the sector is chomping at the bit to get going again as so many projects will need to be finished, timelines have changed which has a major knock-on effect, and costs are still to be calculated. But despite the desire to get back into full swing the construction sector is putting safety first. The good news is that Ireland is picking itself up and seems to be doing it in a controlled, sensible and well-managed manner. 

If it becomes necessary to close the premises, official advice should be followed and a cooperative approach adopted. Site owners should bear in mind that health and safety inspectors have powers to prohibit access to premises.

If you need more advice or insight into what you can do as an employer Speak to the team at Sherlock Recruitment, 01 4568438, www.sherlockrecruitment.com

 

Tackling Construction Staff Shortages the Sherlock Way

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The CSO’s Latest Report Highlights New Challenges

This week the Central Statistics Office released together with the figures from the latest Labour Force Survey which highlighted how the Irish economy continues to boom. These reports showed a record 2.3 million people were employed in the Irish economy in the second quarter of 2019. What this means is that it was the 28th consecutive quarter of annual employment growth since 2012, reflecting a remarkable turnaround since the low point of the crash.

As encouraging as these figures are being almost at full working status poses a real challenge for people who are desperately looking to hire/ recruit, especially as the building has started to increase again this quarter. The challenge this poses for recruiters, Site Managers, HR Managers is to source candidates who are available. Where are they sourcing the staff?

Sherlock is a leading supplier of quality staff and faces this challenge on a daily basis. We are also now recruiting for a huge increase in demand and pipeline of business coming up into 2020. We have clients with requirements for some major sites in Leixlip, Dundalk and Central Dublin and will have to be ahead of the game to source and find the top quality candidates for our clients that they expect from us.

To ensure we have access to the greatest number of potential candidates, we use an omnichannel approach to sourcing. This is a modern strategy for challenging times, one that utilises social media and online sources to get in front of the right candidate at the right time.  Adding to this, we have also grown one of Ireland’s largest databases of vetted, qualified tradespeople in the country. This is a database who we communicate with daily and work with to help them develop their own pipeline of projects coming through. This means we know where they are going to be and when. We know which waves of tradespeople are busy completing their stage of a project and would be available for the next and work with them to roll over to the next site. This kind of insight and bespoke management of clients and candidates is what has positioned Sherlock as a leader in our field. The clients that we work with appreciate having access to this kind of information as they can plan their projects carefully to maximise their workforce and the agencies efficacy. Candidates love working with us because we take care of them and we can provide them with weekly information and consistent work that develops their jobs skill set and keeps them growing in their careers.

If you want to know more about how Sherlock can assist you to manage your staffing requirements on site don’t hesitate to call us on +353 1 45 68438 or email us: marketing@sherlockrecruitment.com

Construction Rate Increase

Rate Increase in 2019

The construction rate increase has been on Sherlock’s radar since April of this year; then it seems we barely blinked and it’s happening. The minimum rates of pay for workers in the construction sector are set to rise by 5.4% while rates in the electrical sector will increase by 2.7%.

Workers in the construction sector will be the first to receive the 5.4% increase effect in two stages – the first 2.7% increase will apply from October 1 until September 30, 2020, while the second will run from October 1, 2020.

  • ‘Craft people’, which includes: bricklayers, joiners, painters and plasterers amongst others will see their basic hourly rate rise to €19.44 (Oct 2019) and on up to €19.96 (Oct 2020).
  • For ‘Category A’ workers – including the likes of scaffolders, steel fixers and crane drivers, the minimum will rise to €18.86 (Oct 2019) and on up to €19.37 (Oct 2020).
  • ‘Category B’ workers minimum rate will rise to €17.50 (Oct 2019) and then up to €17.97(Oct 2020). They are skilled general operatives who have worked in the sector for more than two years.
  • ‘New entrants’ into the sector will see their minimum rate rise to €14.14 (Oct 2019) and then up to €14.52 (Oct 2020).
  • Apprentices will see their rate rise in line with the craft rate – they get 33% of the craft rate in year one up to 90% in year 4.

In the electrical sector:

  1. Category 1 workers’ minimum rates will rise to €23.49
  2. Category 2 will rise to €23.96
  3. Category 3 will rise to €24.34.

With the minimum apprentice rates in the sector ranging from €7.05 to €18.80

Sectoral Employment Orders (SEOs) are legally binding on the sectors to which they apply, and their provisions are enforceable by the Workplace Relations Commission.

The Small Firms Association said that due to the current high demand for people on-site that this new rate increase will negatively affect smaller tradesmen, “Due to the high demand for tradesmen on building sites across the country, service providers in the construction and electrical sector are finding it difficult to compete against these labour rates, and to retain and attract tradesmen,” said SFA Director, Sven Spollen-Behrens.

At Sherlock, we have always paid the legal rate to our staff working on-site, and we will be increasing their current rate in accordance with the national increase.

If you are worried about what impact this will have, we are here to cater for any questions as each agreement is bespoke to each client, we recommend getting in touch with your Account Manager directly:

Construction: Danny Gambarana – danny@sherlockrecruitment.com

Mechanical: Elaine Marron – Engineering@sherlockrecruitment.com

Electrical: Dave McCoy- David@sherlockrecruitment.com

 

 

 

 

 

 

The Changing Face of Ireland’s Construction Industry

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The Construction Industry’s Landscape is Changing Fast

As cranes spread across the skyline of every major city in the country and news of new large-scale developments emerge daily, one thing is certain – we are back building. And with this increased demand comes increased pressure to find talent for our sites. To its own detriment, the construction industry has notoriously been among the slowest to embrace change. The sector has had a reputation for exclusivity, ‘old-school’ approaches and rigid practices, which has proven to be a barrier for applicants from diverse backgrounds and a deterrent for many young people choosing careers in construction. Recently, we have seen the industry embrace a more diverse workforce, propelled by a high demand for talent and skilled labour. The pool from which we source talent becomes incredibly limited if we restrict our scope and in the current climate, we can’t afford to be exclusive of any good, quality workers.

The industry is working hard to entice new, talented workers onto sites and are making an effort to appeal to people from all backgrounds. Many major companies have identified this issue and have incorporated diversity initiatives into their corporate missions – to show that viable career options exist for everyone. Recruiting from outside the regular pool of candidates is the best option to alleviate the high demand that we are facing in the current Building Boom, and it’s proven to be a more successful choice than anyone would have thought. A recent article on Independent.ie outlines the success that’s come from hiring women and older candidates to fill machine operative roles. It’s a solution that has helped to ease demand while bringing a diverse group of people with new and different insights and experiences to our sites.

The Construction Industry Federation (CIF) launched their #BuildingEquality campaign in 2018 with the aim of debunking the commonly held belief that the industry is ‘just for boys.’ The female presence in the Irish construction industry has become more prominent in recent years, however, women still only count for 6% of the industry’s workforce. We’ve seen an influx in female applicants for roles, from dumper drivers to storewomen, so we predict this figure is only going to grow.

This industry is undergoing extreme growth and the face of construction in Ireland is diversifying and changing fast. Sherlock Recruitment are highly aware of the trends occurring in the sector and the increasing need for skilled talent. We are known for never compromising on the quality of staff, our extensive database of qualified tradespeople and finding the most suitable candidates for every role. With Sherlock Recruitment, your sites will always be a safe and diverse place for your workforce.

Rates Increase for 2019

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Some of the biggest news to hit the construction industry in Ireland in the last week has got to be the pending rate increase

Sherlock recruitment has been keeping a close eye on the progression of the Union’s bid for an increase over the past few months and have written previously on the topic. It is now official, and Minister of State Pat Breen has approved two recommendations from the Labour Court for new minimum pay rates.

The last sector-wide pay increase for construction workers was implemented in October 2017. The latest increase of basic hourly rates of pay will apply from October 1st 2019 and last through to September 30th 2020.

The following basic hourly rates of pay will apply in the sector from 1st October 2019 to 30th September 2020:

Craftsperson’s €19.44 per hour Bricklayers/Stone Layers; Carpenters and Joiners; Floor Layers; Glaziers; Painters; Plasterers; Stone Cutters; Wood Machinists; Slaters and Tilers.

Category A Worker €18.86 per hour Scaffolders who hold an Advanced Scaffolding Card and who have four years’ experience; Banks operatives, Steel Fixers; Crane Drivers and Heavy Machine Operators.

Category B Worker €17.50 per hour Skilled General Operatives who have worked in the sector for more than 2 years.

New Entrant Operative Workers €14.14 per hour To apply for 2 years to new entrant operative workers over the age of 18 years and entering the sector for the first time.

Apprenticeship and other craftsmen rates will change as such:

Apprentice Year 1 33.3% of Craft rate
Apprentice Year 2 50% of Craft Rate
Apprentice Year 3 75% of Craft Rate
Apprentice Year 4 90% of Craft Rate

Craftsperson €19.96 per hour Bricklayers/Stone Layers; Carpenters and Joiners; Floor Layers; Glaziers; Painters; Plasterers; Stone Cutters; Wood Machinists; Slaters and Tilers.

Category A Worker €19.37 per hour Scaffolders who hold an Advanced Scaffolding Card and who have four years’ experience; Banks operatives, Steel Fixers; Crane Drivers and Heavy Machine Operators.

Category B Worker €17.97 per hour Skilled General Operatives who have worked in the sector for more than 2 years.

New entrant operative workers €14.52 To apply for 2 years to new entrant operative workers over the age of 18 years and entering the sector for the first time.

The following basic hourly rates of pay will apply to apprentices employed in the sector from 1st October 2020.

Apprentice Year 1 33.3% of Craft rate
Apprentice Year 2 50% of Craft Rate
Apprentice Year 3 75% of Craft Rate
Apprentice Year 4 90% of Craft Rate

Electrical Contracting Sector

The following hourly rates of pay shall apply to the indicated categories of an employee employed in the sector from 1st September 2019:

Category 1 (Newly qualified electricians employed in the sector) €23.49

Category 2 (qualified electricians employed in the sector with effect from the commencement of their 3rd year of employment after qualification as an electrician) €23.96

Category 3 (Electricians employed in the sector with effect from the commencement of their 6th year of employment after qualification as an electrician) €24.34

The following rates of pay shall apply to apprentices employed in the sector from 1st September 2019:

Apprentice Year 1
€7.05
Apprentice Year 2
€10.57
Apprentice Year 3
€15.27
Apprentice Year 4
€18.80

The recommendations also provide for unsocial hours payments and set terms for pension and sick pay schemes.

Minister Breen said, “The sectoral employment process is welcome in that it provides an independent assessment of pay rates that takes into account the views of all interested parties”.

In the case of the construction sector, the Labour Court recommendation followed on from an application by the Unions BATU, Connect, OPATSI, SIPTU and UNITE to the court to review the terms and conditions of workers in the construction sector.

The application in the electrical contracting sector was made by Connect, the Association of Electrical Contractors Ireland and the Electrical Contractors Association.

How will this impact on the current upward movement of the sector in Ireland? Given construction workers are already paid above the average rate compared to other blue-collar positions, a new (or varied) SEO and a pay increase for construction workers will no doubt put further pressure on employers in the industry and perhaps cause a construction slowdown. The positive is that with a rate increase and a higher earning potential many of the skilled labour that left during the recession we might return.  We have also seen a shift in hiring patterns of construction firms, and increased use of outsourced and temporary staff for specific requirements, to minimise the wage bill and HR costs to the project.

Having followed recent events in Ireland an agreement and solution to this matter between all stakeholders is infinitely more desirable for all parties to avoid industrial action and to maintain positive industrial relations throughout the sector. The increased cost of labour will undoubtedly make an impact across industry and ultimately through to the consumer.

Whatever the results Sherlock Recruitment supplies temporary and permanent staffing solutions specific to the construction industry and we will be here for you to guide and assist you with whatever your requirements might be. In addition to supplying staffing solutions, Sherlock also provides critical Health and Safety training for the industry.

 

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Hiring and managing millennials

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Recruiting a new generation, millennials onsite

From what we hear about 60 to 70% of construction firms are having trouble filling current vacancies for qualified tradesmen while the demand for workers is continuously increasing throughout the country. Buildings continue going up despite the shortage of skilled labour in the construction industry. The deficit of manpower is rapidly heading toward critical status and will start slowing down some projects, especially in residential construction.

Many older and highly skilled workers moved out of construction or relocated entirely to places like Australia and New Zealand in search of greener pastures after the housing market collapsed and subsequent recession. Although the government is currently running a significant campaign to get these lost skills back, so they stay on track with Ireland’s 2040 development plans. It is inevitable that construction companies are going to need to hire from the (often criticised) millennial generation. The challenge is not only that most firms are recruiting from the same pool but also that millennials are notoriously fickle when it comes to choosing and staying with employers. The result is that firms end up in a bidding war trying to outdo each other with financial packages adding vans, laptops and an endless list of perks to attract and keep the workforce needed.

Sherlock Recruitment has been engaging with millennials for over five years, and so to help you we have put together our top two things millennials are looking for when accepting a job. This is the knowledge that we have attained through countless hours of one on one interviews with candidates, entering or are in the industry; this is what we found:

What do millennials want in a job?

  1. Team members 34 and under, crave a sense of accomplishment from all reports this is the strongest driver of workplace happiness amongst this generation, facilitating higher retention and work output.
  2. Millennials also tend to crave teamwork and collaboration. They want to know their work will be valued and that it has contributed to the company achieving its goals and their contribution actually add value toward completing the project.

So how can construction companies show they value their employees? Some ways to increase engagement is to give them opportunities to be more involved with supervisors and project managers so they can also contribute, providing ways for workers to learn the latest technology and equipment, offering them training opportunities (additional health & safety certifications) and the possibility to increase their value. Then convincing millennials that this career path will be stable and offers work-life balance and financial rewards. This is where Sherlock excels, and also removes the risk of a potentially fickle millennial, as we employ the candidate on your behalf and should they or you decide that it’s not a right fit, there is no risk or additional expense to you. We also run an entire training management programme, facilitating all the critical health and safety training, plus additional courses such as abrasive wheels, working at heights and many others.

Engaging with millennials

Don’t expect millennials to scour your company websites for jobs. Instead, you will need to reach out to them where they are. This is also were working with an agency like Sherlock creates tremendous value as one of Ireland’s leading suppliers of manpower and tradesmen to the construction industry we are well established with the highest quality candidates. We are a straight-talking vibrant company with a young and ambitious team which appeals to the millennial candidate, often being their first port of call when they are looking for open vacancies. We are well established in the institutions, clubs and media platforms where they congregate and have partnerships with trade schools and colleges around the country especially with typically hard to fill roles like groundworkers, plumbers, carpenters, electricians and many more. We have been involved in those programs by providing insight, mentoring and job opportunities for over five years now further.

If you are looking for quality tradesmen and manpower the fastest and simplest way to get access to them, would be to talk to a consultant in Sherlock recruitment.  The consultants then handle everything for you and make sure they stay engaged, involved and delivering throughout their contract.  Call them- 01 4568438, www.sherlockrecruitment.com

Impact of labour costs on Irish construction

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Labour Costs

We have been talking a lot recently about the boom and growth in the construction industry across Ireland. We have also looked at challenges and risks that come with this kind of rapid growth, the scarcity of skills in the sector being one of them, another trend we have seen at Sherlock is the spiralling cost of labour. Employers are experiencing higher and higher expectations to deliver an ever-increasing package across the board for the teams they have on site. Employee demands are increasing whether its higher rates of pay or adding lodge and travel and much more. Although to meet the demands the workforce is needed but more than often than not the budget or capacity to absorb this increase in cost just isn’t there.  These increased in demands only drives the cost of building higher ultimately impacting on the final cost of the build and the end of the line consumer.

The Construction Sector Group (CSG) recently released a report warning of the upward march of labour costs. According to the CSG this is the biggest threat to the growth of the sector. These warnings are contained in the first report of the CSG, which is a high-level assembly of construction industry stakeholders and senior State officials set up to support delivery of the Government’s Project 2040 plan. “A key concern is the risk of excessive cost inflation which may occur,” the report found.

At Sherlock, we have found that the cost of labour is increasing, and many clients are being pressured by their workforce to offer more and more to their workforce. This is where working with a company like Sherlock becomes hugely beneficial. As Sherlock directly employs the teams on behalf of our clients, we can shelter our clients from the majority of this kind of direct risk. Many of our clients negotiate a set fee in anticipation of starting while they are project planning, so they know exactly how much their staff will cost for the duration of the project will be.

The CSG went on to warn that costs in the construction sector are on an upward spiral across the board, with average hourly earnings in construction increasing by 3.7 per cent in the 12 months to the end of the third quarter last year. The highest level of inflation is in the non-residential sector, with the construction tender price index estimated to have increased by 7.4% in 2018.

The CIF is also preparing to oppose Unions representing the sector who are all rumoured to demand a 12% increase saying that any further increases will only drive the cost of housing up further and exacerbate the current housing crisis.

Having the stability and security of working with an organisation like Sherlock on your site is something worth considering especially if you have several projects on the horizon. If you want to know more about how Sherlock Recruitment & Training can help you keep your projects on track and budget give our team a call on 01 456 8438 or visit us online www.sherlockrecruitment.com.

Scarce Roles in Construction

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With the Government committed to delivering 47,000 social housing units up to 2021, and with an anticipated population growth of one million people over the next 20 years, the Construction Industry Federation says that close to 120,000 construction workers are now required in the sector.

Across the construction sector companies have been hiring at a rate of approximately 1,000 additional employees a month since 2013. There is little to sign of a slowdown.

These various factors create a perfect storm meaning that construction companies across Ireland are looking to hire, now and in the years ahead. Sherlock recruitment has been at the front line of this challenge working with some of the biggest firms around the country. We have been supplying the industry with quality tradesmen and labourers for the last five years, and we are finding that there is a big shortage of skilled construction ready applicants. This creates opportunities for workers looking to change career, upskill or transfer to a new sector.

From our client’s feedback and our own direct experience and onsite knowledge we have identified several roles in the sector where finding quality, available candidates are becoming a real challenge.

  1. Surveying

Surveying covers a wide range of roles, from quantity surveyors who advise on the costs of developing buildings and infrastructure, to geomatics surveyors who map the built and natural environment to provide accurate spatial data for planning, development and conservation.

The period between 2014 and 2017 saw additional employment across surveying of 2,624 with anticipated need for an additional 3,739 surveying professionals between 2019 and 2021.

  1. Engineering

Engineering is another profession which encompasses a wide variety of specialisations. Civil engineers, who plan and design building structures and infrastructure, are most directly involved with the construction industry.

However, some engineering businesses are concerned about skills shortages. In particularly short supply are civil engineers, whose numbers have declined by 45% in the past five years.

  1. Technology

If you follow our blog at all, you would have seen an earlier post about how technology is transforming the way the industry works. 3D modelling augmented, and virtual reality, BIM(building information modelling) adoption and other disruptive technologies are changing how the industry operates.

People with knowledge of these technologies, like programmers and computer engineers, are highly valued in the sector and can command high salaries.

  1. Administration

As construction companies grow their administration needs will grow with them. Whether in HR, office management or IT support, companies value industry-specific experience.

The demand for workers in the sector means that, for many current job postings, prior experience in construction is not a requirement. Moving now to build experience could see workers well positioned to benefit from growth in the sector in the years ahead.

 

Safe Pass

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SOLAS and Safe Pass.

It’s no surprise at this stage that building is back!

The Irish construction industry is in full swing with names like the Celtic Phoenix are being thrown around prospects are nothing but rosy at this stage. Construction Activity continues to grow in Ireland and projections for the future are not showing any signs of slowing.

While the housing sector is showing particularly strong growth, positive signs are also there in the commercial and civil engineering sectors that are booming.

I don’t think there is a person in the industry that isn’t breathing a deep sigh of relief after some tough years. All the builders, carpenters, electricians and plumbers and the like are returning to some sense of normality with exciting growth prospects. Many even making the journey home from distant shores.

However with this boom comes the increased risk and a return to construction-related accidents, risk to organisations and to those working on site.

Next to agriculture, construction is without a doubt one of the most dangerous occupations. Year after year the statistics highlight the dangers of working in construction-related trades and bring attention to the need for proper basic safety training.

The majority of this burden falls onto the employer, and they have a responsibility under law to ensure that employees are given sufficient instruction, training, supervision and information so that health and safety on site are maintained.

The compulsory gold-standard for safety in construction remains a SOLAS certified Safe Pass and employers with employees working in building or on construction sites must ensure that their employees are all given a valid, certified and up to date Safe Pass training – and this needs to be renewed every 4 years. This is a legal requirement.

Sherlock recruitment is one of the leading suppliers of staffing and training to the construction industry throughout Ireland. In order to support our client’s needs, Sherlock now runs daily Safe Pass and Manual Handling courses. These courses are run every day of the week and an additional Safe Pass on Saturdays. This is to ensure that our clients can schedule in their training as efficiently as possible to minimise delays and disruptions on site.

In addition to these daily courses Sherlock also offers:

Abrasive Wheel, MEWP and many others.

As the demand has increased and due to our extensive network around the country, we can offer safe pass and Manual handling courses countrywide.

Typically a Safe Pass course is a day-long course, and we can attach the manual handling to the end of the day so you can get your staff fully certified and ready to be on site the next day.

Sherlock is a big believer in promoting a safety culture on site and is proud to proud to be one of the leading providers of Safe Pass training in Ireland.

Book Now, either online – www.sherlockrecruitment.com  or call us  087 9891681

Manual Handling and Safety Training

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Your team is sending you on a Manual Handling course, and you are wondering if you even need to go.

Safety Training

When people think about manual handling training, they usually think it only applies to the workers out the back lifting things and carrying things all day, warehouse staff and other employees whose function is primarily moving boxes. This misconception isn’t correct; manual handling applies to everyone in the business.

Whether you are involved in stocking shelves in a supermarket, working in the storeroom and are the main forklift operator carrying boxes around, manual handling training is something you need to do. Manual Handling is a course that is for anyone who may be required to move or handle loads as part of their role – even if only occasionally and it is your employer’s responsibility to ensure that this happens. This training is a legal requirement, not a “nice to have”.

The good news for employers is that Sherlock Recruitment & Training is your “one-stop-shop” for Health and Safety training including manual handling training! We are a fully accredited provider of daily manual handling courses. Our trainers work with you to assess the needs of the various types of employees in your organisation and provide bespoke training tailored to their requirements.

We offer regular courses throughout the week and on weekends to make it easier for you to find a time that fits your schedule and minimise the impact on your projects. We realise that different employees have different schedules or work different shifts, so do our best to make it as easy as possible for you.
It’s important to know that it is the employer who has the legal obligation to provide manual handling training approximately every three years or when a person moves into a role requiring them to undertake any form of lifting.
If the employer fails to provide this training, not only do legal sanctions for non-compliance apply but as an employer, you might also be leaving yourself open to being sued for negligence should someone get injured while at work due to a failure to get proper training.
Sherlock runs daily manual handling courses that are fully accredited and take a little of an hour. We are conveniently located in Park West and offer bespoke planning that will work around your schedule and needs.

You can also conveniently book the course online via the Sherlock Recruitment and Training website www.sherlockrecruitment.com/training.