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Murphy and Sons Ltd

Sophie O'Sullivan, about 2 months ago

Last year, we connected with RMF Construction and their Fresh Start initiative, which helps ex-offenders and the long-term employed develop in the construction industry.

Since the start of Fresh Start in 2014, RMF Construction have successfully assisted 256 candidates into employment and currently support 97 other candidates pre and post release under their training programme.

In our first blog of 2020, we will look at their exceptional work in partnership with J. Murphy and Sons Ltd, a leading global specialist engineering and construction company.

Murphy was the first company to hire ex-offenders through RMF. They were inspired to broaden their recruitment to include those with a conviction because they recognised a skills shortage in the UK and wanted to access a more diverse talent pool.

RMF provide necessary CSCS training within prison environments. This means that recruiters at Murphy have access to work ready candidates. The simple, bespoke hiring process is geared towards the needs of Murphy's nationwide projects, in rural hard to reach areas and urban environments. Murphy have had a very positive experience working in partnership with RMF. They have found RMF to be consistent in supplying the right people with the right skills and, more importantly, the right attitude.

Hiring ex-offenders has allowed us to meet our project deadlines, to reduce our recruitment and training costs. We have found ex-offenders to be reliable and hardworking individuals.

-Mark Spiers, Head of Recruitment, Murphy Group

For candidates on ROTL, transport to the construction site is arranged through the prison and part of what the ex-offender earns through the ROTL scheme is returned to victim's support.

Murphy's relationship with RMF means that the company can tailor their work environment to suit the needs of ex-offenders. Their expert management teams understand that people come from different backgrounds. They manage candidates with respect and integrity, in line with the company's 'One Murphy' values.

Businesses need to embrace diverse recruitment strategies and step beyond traditional recruitment methods, especially within the construction and infrastructure sectors. There is more support available for you than traditional recruitment avenues where fees are excessive and support for any potential employee is minimal. Working with ex-offenders has shown us that there is considerable wrap around support, there is robust training and development in the talent pipeline and the end result is an individual who is capable and willing to work and achieve success.

--Mark Spiers, Head of Recruitment, Murphy Group

RMF look forward to providing even more enhanced and specialist training to their employees, whilst Murphy will continue create employment opportunities through engagement with their clients.

Mark Spiers, Head of Recruitment at Murphy and Sons Ltd, shared his top tips for businesses looking to recruit ex-offenders:

To look at your existing recruitment methods and identify roles where an ex-offender would be suitable. This conversation should involve an organisation such as RMF as there is a considerable amount of training delivered in prisons such as catering, administration, IT and courses in construction related subjects. I would advise talking to these specialist organisations and identifying where there is opportunity whilst growing your business in a sustainable way.