In Part 1, we saw how the energy sector is in the middle of a major transformation. The move toward a cleaner, more sustainable energy system is creating a demand for new skills. However, many companies are struggling to recruit workers with the right expertise. According to the latest LinkedIn Global Green Skills Report, only one in eight candidates has the green energy skills that companies require.

 

To recap, these are the key trends the sector is benefiting from, but also contending with:

 

1. New technologies like artificial intelligence, smart grids and IoT are changing how energy companies operate. This tech requires employees who understand these tools and can work with data-driven systems.

 

2. As the use of solar, wind energy, and other renewable sources grows, companies need people with skills to match. Employees who can design, install, maintain and improve these systems play a pivotal role in sustainability. Those skills are not always readily available.

 

3. Governments are setting increasingly strict targets around the energy transition. As such, companies are having to meet new regulations on emissions and environmental impact. These trends impact the breadth of the energy industry. The result is a need for workers with experience in areas like environmental compliance and reporting.

 

So, how can you understand the opportunities that these trends bring? And how can you hire the right talent to fill the resulting skills gap in the energy sector? Here are five practical strategies.

 

 

 

One of the most effective ways to tackle the skills shortage is by investing in your talent development. And we don’t only mean hiring new talent. You should also be upskilling and reskilling your existing workforce.

 

For early-career hires, you can give new talent hands-on experience in the renewable energy sector. You’ll then develop a talent pipeline that’s focused on the future of clean energy.

 

For your current staff, try offering training programmes in new technologies like AI and renewable energy systems. Creating a skilled workforce from the inside will help you to fill future openings. Importantly, this approach will also improve employee satisfaction now. After all, employees are far more likely to stay if they feel valued and have opportunities to grow.

 

 

Are you facing immediate shortages in expertise? Bringing in contractors or specialists can provide a temporary solution while you build a long-term fix. Contractors are excellent for filling knowledge gaps in keys areas like:

 

 

These knowledge areas tend to be where energy companies may be struggling to hire full-time.

 

Hiring contingent workers also gives you more flexibility. If you’ve got imminent project deadlines, you can hire the required skills only for the time you need them. If possible, it’s also a good idea to have your permanent staff learn from contractors during your project.

 

 

To attract and retain talent in such a competitive market, it’s essential to build an Employee Value Proposition (EVP) that appeals to candidates. The trend towards renewable energy offers a real chance to rebrand your industry.

 

A strong EVP should not be all about salaries and benefits. Think more tactically to keep pace with the key workforce trends in the energy sector. Highlight the meaningful work the successful applicant will do. Position your business as part of the fight against climate change.

 

Building a sustainable future is a powerful draw. The Deloitte Global 2024 Gen Z and Millennial Survey showed that almost 90% of young people say that having a purpose is important to their job satisfaction. So, promote your commitment to innovation, sustainability and career development to attract future talent.

 

 

Analysing internal talent is a great way to identify employees who have the potential to move into new roles. Support your team to take on new responsibilities, without the burden of recruitment or onboarding. After all, sometimes the solution to a skills gap is already within your organisation. This approach helps you to make the most of the skills that already exist in your workforce.

 

Think about your current career progression offerings. Do they help to build future-ready employees? Are you nurturing transferable skills within your team? By offering internal development programs and pathways for career growth, you can find hidden talents.

 

 

Finally, expanding your hiring beyond local or national borders can massively increase your talent pool. That’s especially true for remote working roles. New working patterns offer more opportunity to tap into skilled workers from other countries. Our 2024 Workforce of the Future report shows strong and emerging areas of global talent across various industries. If you’re not already hiring remote workers, this could be a chance to start. Similarly, you may want to consider offering relocation packages to skilled candidates. By thinking cross-border, you’ll give yourself a better chance of finding the right person for the job.

 

 

The world is going through a period of energy transition. At the same time, leaders are grappling with new ways to solve the skills gaps in the energy sector. And with new technologies and growing policy changes, the need for future-ready workers is more urgent than ever. Those energy companies that embrace new strategies for hiring, training and retaining talent will be best placed to succeed on the road to net zero.

 

Are you struggling with a skills gap to support renewable energy sources? Get in touch with Hays to see how we can help.