The energy sector is in high demand for workers with specialized skills in renewable energy. The global transition to green energy is creating a lot of jobs. Recruiters need to find ways to attract candidates and make the industry appealing. One way is promoting the career opportunities and purpose-driven transition the industry offers.

Identifying the Right Candidates

Many companies focusing on renewable energy need help finding suitable candidates. These jobs are not just about installing solar panels or building wind turbines; they also require lobbyists to change current energy policies at both the local and federal levels, marketers to help with public perception, software designers to make the process as efficient as possible, and electrical engineers to keep things running smoothly. Developing a strong brand presence online and at career fairs and educational events can help renewable energy recruiters reach out to more potential candidates. Attending industry conferences and engaging with students at vocational schools can also be an excellent way to get potential candidates on the company’s radar screen early on. Candidates are often drawn to roles that allow them to work on high-profile or compelling projects. After all, they have worked hard to build their experience and skill set, and they want to see these put to use on projects that can make a difference.

Similarly, offering a generous annual leave allowance is often a key motivator. Mis-hires can cost a company up to 300% of the candidate’s first-year expected earnings, so recruiters need to identify and qualify job-fit candidates. This requires evaluating a candidate’s technical skills, leadership style, soft skills, and potential for long-term growth.

Creating a Strong Candidate Pipeline

The clean energy industry is not only looking for engineers to design new renewable projects and technicians to install those projects but also lobbyists to change existing policy at both local and federal levels, marketers to promote the benefits of green energy, and software designers to make the energy process as efficient as possible. With such a diverse array of skills needed to move towards alternative energy, it is no wonder that the talent pool for the sector is so scarce. As a result, recruiters must work harder to find the best candidates and build a strong candidate pipeline. Creating training and internship opportunities, especially for women, humanizing the industry and making it seem more accessible to the general public, hosting educational events, and networking activities are all ways recruiters can attract more qualified candidates. In addition, leveraging transferable skills from traditional industries can also help close the gap in the short term. It was found that the most common skills mentioned in professional profiles of those working in offshore wind are ‘engineering’ and ‘project management.’ Focusing on these skills makes it possible to open the industry up to a larger pool of candidates without extensive retraining. In the long term, though, a holistic view of talent is needed to ensure that clean energy growth keeps pace with the market.

Building a Strong Reputation

Reputation is a critical element of the recruiting process. Recruiters must ensure that candidates know their organization’s vision and career paths and the opportunities they offer for advancement. They can do this by promoting their employer brand via various channels, attending career fairs, and hosting educational events. This will help to humanize the energy sector and attract a broader pool of candidates. Getting renewable energy projects off the ground requires more than just technical skillsets. It also takes lobbyists to change current policy, marketers to influence public opinion, and software designers to make the whole energy process as efficient as possible. Achieving high retention levels in renewable energy requires a commitment to employee development and training, competitive salary benchmarks, and clear progression pathways. Recruiters must be able to sell these elements to candidates, especially those who have received counteroffers from other companies in the sector. The best recruitment agencies have a deep understanding of the renewables sector. They can provide insights into what to expect regarding roles, business structures, salary expectations, and potential benefits packages. They also have a more comprehensive network of relationships within the industry to draw upon, enabling them to find the best fit for their client’s requirements.

Developing a Strong Retention Strategy

Developing a solid retention strategy is crucial in recruiting and keeping talent in renewable energy. Companies must focus on establishing competitive progression plans, training programs, and benefits packages to retain top-tier employees. In addition, businesses need to diversify their recruitment and hiring practices. Women are still significantly underrepresented in the renewable energy industry, with only 28% of engineering roles held by women (UN Women and UN Global Compact Office). By targeting women in other industries, such as the military or oil and gas, recruiters can bring their teams a broader range of experience and expertise. With the rapid growth of the renewable energy industry, companies need to be strategic about where they source their talent and how they will manage to fill future job vacancies. Partnering with an RPO provider specializing in the energy sector can give your business access to a deep pool of candidates and the knowledge needed to identify the best fit for your open roles. By working together, you can ensure that your team has the skillsets necessary to succeed in the evolving energy landscape.