Our Returner Placement programme - step by step

Here’s what we do:

1

We will meet with you and offer an optional staff workshop to determine your needs. We have specialist understanding of the challenges around talent diversity and inclusion that engineering and business services employers experience.

2

We help you create a role description for a 3 to 6 month internship. By creating a meaningful internship role you can bring skilled people into your organisation and transition them into future roles as a result.

3

We carefully select graduate and experienced specialists, such as civil, electrical, mechanical engineers, project managers, design and site engineers, architects and data analysts. We ensure the candidate has appropriate transferable skills and that their qualifications and previous experience explicitly match the role description.

4

We can provide sensitive professional development input for your managers, including interview techniques in order to hire intelligently and inclusively, without bias.

5

We co-arrange an interview for you and the candidate.

6

We set up mutual objectives and a work plan for the candidates and their manager.

7

We give continuous support throughout the Returner Placement.

Our continuous support includes:

  • running monthly review meetings to measure progress
  • facilitating feedback from you to candidates
  • helping the candidates create their own reflective learning journal
  • creating a handbook for your staff and interns
  • facilitating engagement with professional bodies
  • scheduling regular meetings between your staff and interns

You pay a flat-rate Returner Placement agency fee to us to support Returner Placements of 3-6 months in length.

You pay the candidate at least the London Living Wage (2019: £10.55 per hour) or higher if you can.

Pay a flat-rate

£1,200

Returner Placement Agency Fee

We regard this Transition’s programme as very successful with a good permanent hire percentage. We plan to invest further this year.

Helen McCarthy, People Director, Arcadis

There’s no obligation to retain the person at the end of the Returner Placement - but most employers do. 70% of our Returner Placements result in retention into either permanent employment or a further fixed term contract, depending on the market.

When our candidates complete their Returner Placement, they have a good understanding of the organisation and have proven that their skills add real value. Our Transitions model is efficient and it works.

If an intern is retained, our fees are transparent with no hidden extra costs.

The Returner Placement retention or permanent hire fee to the employer is

15%

Candidates: this fee is not deducted from your salary

We gained a first-class civil engineer employee as a result of Transitions. The internship and intern was above our expectations. The refugee community offers a good untapped market.

Dawn Barker, Head of HR, CrossRail

Contact us to discuss your organisation's needs. Here are case studies to see how we’ve helped some of the UK’s largest engineering firms attract diverse talent and fill skills gaps.