As part of National Apprenticeship Week, we sat down with Andrew Silley, Managing Director at ST1 Group, to talk about why apprenticeships, training and mentoring play such an important role in the business — and how investing in people benefits everyone involved.
Why did ST1 Group decide to invest in training and employment schemes?
Andrew:
At ST1 Group, developing the next generation of construction professionals is a genuine priority for us. As a construction consultancy working across multiple sectors, we see first-hand how important skilled, well-trained people are to successful project delivery.
The construction industry continues to face skills shortages, and we believe the most sustainable way to tackle this is by supporting people early in their careers and helping them progress properly.
Our training and employment schemes aren’t just about filling roles — they’re about building long-term careers. By aligning our internal development programmes with the RICS Assessment of Professional Competence (APC), we ensure our apprentices, trainees and graduates gain the technical knowledge, experience and professional standards the industry demands.
How has the business benefitted from these schemes?
Andrew:
The impact on the business has been very positive. Developing people internally means we build teams who understand our values, our standards and how we work. That leads to better engagement, stronger retention and a more consistent service for our clients.
Because learning is directly linked to real project work, even those at an early stage in their careers are able to contribute meaningfully and add value.
It’s also helped strengthen our leadership capability, as experienced team members develop mentoring and supervisory skills while supporting others.
How do apprentices and trainees benefit from working at ST1 Group?
Andrew:
The biggest benefit is the level of structure and support we provide. Everyone on our programme is paired with an experienced mentor who offers day-to-day guidance and acts as a consistent point of contact throughout their development.
Our Mentor Training Programme is aligned with the core and mandatory RICS competencies, giving people exposure to key areas such as professionalism and ethics, commercial management, contract practice, procurement, cost planning, risk management, communication and teamwork.
We also carry out formal reviews every three months, with six-monthly competency reviews involving a mentor, counsellor and candidate. This gives people clarity, confidence and a clear roadmap as they work towards professional qualification.
What advice would you give to employers considering apprenticeships for the first time?
Andrew:
I’d encourage employers to view apprenticeships and training schemes as a long-term investment, not a short-term fix. The most successful programmes are well structured, supported by regular reviews and underpinned by meaningful mentoring.
Aligning training with recognised professional frameworks, such as RICS competencies, gives clarity to both employers and trainees. It’s also important to give people real responsibility — with the right support, apprentices and trainees can add genuine value while developing the confidence and skills they need to succeed.
Is there anything else you’d like to add?
Andrew:
We’re extremely proud of the role our training, apprenticeship and mentoring programmes play at ST1 Group. By investing in people, we’re helping to address skills gaps, raise professional standards and build a resilient workforce for the future.
Ultimately, developing talent doesn’t just benefit individuals — it ensures our clients continue to receive high-quality, professional services across the UK and Northern Ireland. National Apprenticeship Week is a great opportunity to celebrate the positive impact structured training and mentoring can have on both careers and businesses.
To find out more about careers, apprenticeships and development opportunities at ST1 Group, get in touch or follow us on LinkedIn during #NAW2026.