Leveraging our Early Careers expertise and extensive talent communities, Impellam Project Services’ Recruit, Train, Deploy solution is helping to find and nurture the next generation of Technology, Engineering and Science talent.
In this blog, we hear from Chris Blackburn, Impellam’s Director of Skills Growth, as he delves into the importance of Early Careers and Early Talent and discusses the vital role that solutions such as Recruit, Train, Deploy have on shaping the workforces of tomorrow.
Firstly, please introduce yourself and tell us more about your role and experience
Absolutely! I’m Chris Blackburn, a specialist in Talent Development, Skills Growth, and Workforce Planning.
With extensive experience in the recruitment and apprenticeship space, I focus on building sustainable talent pipelines, particularly within STEM and high-skill industries. I’ve worked closely with businesses to develop strategic approaches that not only attract but also nurture and retain talent, ensuring long-term workforce sustainability.
I’m also deeply invested in social mobility and equal opportunities, ensuring that individuals from all backgrounds have access to career pathways that enable them to thrive. Through initiatives such as Recruit, Train, Deploy (RTD), I’ve played a key role in helping businesses future-proof their workforce while providing candidates with meaningful career opportunities.
Why are Early Careers and nurturing Early Talent so important?
Early Careers isn’t just about filling entry-level roles; It’s about shaping the future of industries. Developing early talent ensures that organisations have a skilled, future-ready workforce capable of driving innovation and growth.
From a social mobility perspective, nurturing early talent creates accessible career pathways, breaking down barriers for individuals who might not have had traditional routes into industries such as aviation, engineering, and tech. It also ensures that businesses remain competitive by building long-term talent strategies rather than relying on short-term, reactive hiring.
And by investing in Early Careers, companies don’t just hire employees, they develop the next generation of leaders, innovators, and specialists.
What role do talent solutions such as Recruit, Train, Deploy have?
Talent solutions like Recruit, Train, Deploy play a crucial role in bridging the gap between hiring needs and workforce development. Unlike traditional hiring models, RTD offers an end-to-end solution that not only identifies the right candidates but also provides structured training and ongoing support to ensure long-term success.
In industries facing skills shortages – such as cyber security, aviation, and engineering – RTD provides a sustainable way of addressing these gaps by creating a pipeline of trained, job-ready professionals.
It removes the risks associated with traditional hiring by ensuring that candidates are equipped with the skills and knowledge needed before they even step into their roles.
What makes Recruit, Train, Deploy different from other Early Careers solutions?
How can companies and their recruitment objectives benefit from Recruit, Train, Deploy?
Recruit, Train, Deploy delivers measurable, long-term benefits for businesses. Some of the key advantages include:
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Reduced Hiring Costs & Risks – By training and upskilling candidates before deployment, businesses save on recruitment costs and lower attrition rates.
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Workforce Planning & Sustainability – RTD helps businesses shift from short-term hiring to long-term workforce sustainability, reducing reliance on external contractors.
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Addressing Skills Gaps – Industries struggling with skills shortages can proactively build a talent pipeline tailored to their specific needs.
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Diversity & Inclusion – RTD provides an opportunity to bring in talent from diverse backgrounds, driving a more inclusive workforce.
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Improved Retention & Progression – Candidates entering through RTD are more likely to stay and progress within the company, reducing turnover and ensuring a stronger leadership pipeline.
Ultimately, RTD isn’t just about filling roles; it’s about building future talent in a way that aligns with business goals.
How can Recruit, Train, Deploy impact a candidate’s Early Career journey?
For candidates, Recruit, Train, Deploy is a game-changer. Unlike traditional recruitment models, where entry-level hires often face a ‘sink or swim’ scenario, Recruit, Train, Deploy provides a structured, supportive route into employment.
Key benefits for candidates include:
- Guaranteed Training & Development – They receive industry-relevant training before even starting the role, setting them up for success.
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Ongoing Mentorship & Support – RTD doesn’t just place candidates in a role; it provides continued coaching, increasing confidence and professional growth.
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Clear Career Pathways – Instead of just getting a job, candidates are set on a long-term career trajectory, with opportunities for upskilling and progression.
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Higher Retention & Job Security – Candidates placed through RTD often experience better job stability, as they’re entering organisations that have invested in their development.
For those from underrepresented backgrounds, Recruit, Train, Deploy provides an opportunity to access roles they might not have considered or had the traditional qualifications for, making it a powerful social mobility driver.
Are there any Recruit, Train, Deploy success stories you can share?
Absolutely! There have been many success stories where Recruit, Train, Deploy has transformed both candidates' careers and businesses' workforces.
One standout example comes from the aviation industry, where RTD has been instrumental in addressing an ageing workforce challenge. A major MRO (Maintenance, Repair & Overhaul) facility in the UK was struggling to attract new talent into aircraft engineering.
Through RTD, we designed a tailored programme that brought in early career candidates, provided them with structured training, and supported them through their transition into the industry. Not only did this secure a long-term talent pipeline for the company, but it also opened doors for individuals who previously didn’t see aviation as an accessible career path.
Another success story comes from cyber security, where RTD helped a leading organisation build a sustainable talent pipeline at a time when the industry was facing critical shortages. By recruiting and training individuals with the right aptitude, rather than traditional experience-based hiring, the programme resulted in higher retention rates, faster onboarding times, and a more diverse workforce.
These are just a couple of examples of how RTD is making a real impact; not just filling roles, but reshaping industries and unlocking new opportunities for talent.