Surveyor training: which type of graduate scheme is right for you?

If you join the graduate training scheme of a property surveying firm, you will spend two years developing the competencies needed to pass the assessment of professional competence (APC) and qualify as a chartered surveyor. Most property employers run a rotational graduate scheme, in which you’ll work in a number of different departments, but some will place you in one department from the beginning.

• Search for property and chartered surveying graduate training schemes
• Professional qualifications for property surveyors: all about the APC

Why should it make a difference how I am trained to be a chartered surveyor?

You might think ‘I just want a surveying job – I don’t mind how I’m trained’, but there are three very good reasons why you should consider the types of training schemes available before you apply to a firm:

1. Pointing out in your applications how you would be suited to the structure of that firm’s scheme will earn you brownie points with recruiters, as you will look like you’ve done your research and have taken a real interest in the firm.
2. Finding out about the scheme will give you good ideas for questions to ask at the end of your interview. If it’s rotational, for example, you could ask more information about how rotations are chosen. Asking thoughtful, detailed questions implies to interviewers that you really want to work for the firm.
3. Different training styles suits different people. Thinking about which one would suit you the best will put you in the optimum position to make the most of the training and pass your APC first time.

What are the pros and cons of a traditional rotation route?

Graduates on a structured rotation-based training system spend two years moving between departments, gaining experience in different fields. The type of rotations offered will depend largely on individual preference and business need. ‘Instead of taking on a specialist role from day one, graduates on rotations gain a wide understanding of the property market and surveying world,’ says Gary Howes, a partner at Montagu Evans. ‘Different departments will have a chance to put graduates through their paces so they can understand where their strengths (and weaknesses) lie.’

‘I made a conscious decision to go for a rotation-based scheme as I wanted to try lots of different areas of surveying. I feel that I’ve got a good grounding in the main areas of surveying.'
James Raspin, graduate surveyor, DTZ

James Raspin, a graduate surveyor at DTZ, says of his graduate scheme: ‘I made a conscious decision to go for a rotation-based scheme as I wanted to try lots of different areas of surveying. In my firm trainees spend six months to a year in each department, which means that we learn about a variety of different areas – and decide which ones we like and which we don’t – before settling into a particular one. I feel that I’ve got a good grounding in the main areas of surveying.’

The downside of a rotational scheme? ‘After six months – when you are just getting into the work – you have to start all over again, getting to know new clients and properties,’ he says. ‘ However, at the end of each of my rotations there has been a chance for me to discuss where I want to work and which areas I need to build on, so I feel a sense of continuity.’

What are the advantages and disadvantages of a non rotational scheme?

Those in the less traditional corner feel that a non-rotational based scheme offers early responsibility, the chance for greater recognition and greater continuity of training. ‘We recruit graduates into a specific department, doing a specific job within a team,’ says Michelle Rockson, graduate scheme HR officer at Colliers CRE. ‘We go to great lengths to ensure we choose the right person for the right department. This means that graduates take on as much responsibility as possible from an early stage. They are very much part of a team from the day they begin with the firm.’

Jonathan Harris is a graduate development surveyor with BBP Regeneration and extols the benefits of a non-rotational scheme: ‘The non-rotational route particularly suited me because I had a clear idea of what I wanted to do long term. My firm was aware that I was committed to a specific role and gave me more responsibility early on, particularly on complex projects that were likely to be delivered over a long period of time.’ It felt rewarding to be involved in projects from start to finish. As I gained a deeper understanding of my field I discussed the sort of work in which I wanted to be involved in the future so that I could follow projects that would interest me, including specialist opportunities.

‘The non-rotational route particularly suited me because I had a clear idea of what I wanted to do long term.My firm gave me more responsibility early on, particularly on complex projects.'
Jonathan Harris, graduate development surveyor, BBP Regeneration

There is a danger in this type of scheme is that you can start off in a specialism sure that it’s for you and then find out that it’s not. Graduate recruiters who run rotational schemes say that it’s quite common for graduates to think they want to be say, an agency surveyor, but end up preferring an area they’d never previously considered.

Will I get a say over the choice of departments?

One of applicants’ main concerns is whether there will be a choice over the teams they work in or type of work given. Firms are keen to point out that both systems are designed to encourage consultation and communication, and to factor in individual preferences. ‘During the recruitment process we ask graduates which areas of the firm they are particularly interested in and make sure they are interviewed by heads of department in those areas,’ says Michelle of Collier’s non-rotational scheme. ‘This ensures that graduates can get a good understanding of what will be expected of them and allows the department heads to be involved in choosing graduates with the right personality, skills set and fit for their team.’

But graduates on rotational schemes are likely to be consulted about their preferences within a framework. ‘Each graduate is consulted about their preferred options, which we try to satisfy, but it is important they get a suitably wide spread of work,’ says Gary. ‘We tend to offer the valuation competences together with one agency-related rotation and one professional-orientated rotation.’

Which is the better option?

Only you can make that decision, based on your own needs and aspirations. Think about the ways you like to learn and the kind of responsibilities and experiences you’d like, and read our profiles of graduates training to become property surveyors to find out what the different schemes can offer.