A free training program leading to employment, designed to tackle the skills mismatch in the construction sector.
In 2023, Gruppo Grigolin — one of the leading Italian and European players in the construction industry — identified the need to attract and train new professionals to be placed in its production units and construction sites across the country. To meet this need, Gi Group, Italy’s leading employment agency, developed a technical training initiative as part of its Academy 100% Employability program, involving several companies within the group, including Tesi System.
The goal of the Academy was to strategically address the shortage of skilled professionals by building competencies where the market is lacking. The project targeted young graduates and diploma holders (surveyors, architects, civil and building engineers) motivated to start a career in the construction sector.
The training program — offered free of charge to participants — included:
A total of 80 hours of training (with the possibility to extend up to 160 hours)
An online theoretical module covering safety (general ASR training), technical drawing reading, material technology, and site accounting
A 4-hour company visit and a non-productive practical placement phase (up to 50% of the course) at Gruppo Grigolin’s sites, including Tesi System
All participants were offered an open-ended agency contract (contratto di somministrazione a tempo indeterminato) with Gi Group from day one of the course, with the goal of permanent placement in one of the Group’s companies — including Magnetti Building, Superbeton and Tesi System, where some trainees are now effectively employed.
This project is more than an investment in training: it is a concrete example of social sustainability, as it opens the doors of the construction sector to young people — even those without prior experience — by providing them with free access to a structured and real pathway for professional growth.
Moreover, the project involved multiple Gruppo Grigolin companies, each playing a specific role along the construction value chain. This enabled participants to develop not only strong technical skills but also a broader, integrated perspective of the industry, understanding the importance of collaboration and interdependence among the various stakeholders in the construction supply chain.
Finally, the project clearly highlights the close link between innovation and generational renewal: to innovate, companies in the construction sector need fresh energy, new perspectives, and professionals ready to embrace the challenges of sustainability, digitalization, and change. Initiatives like this demonstrate that training and welcoming young talent is a strategic lever to truly build the future — in every sense of the word.