The skill shortage in clean energy, and how to attract the right talent
Lack of skilled workers is threatening the clean energy transition globally. A report by Boston Consulting Group (BCG) states by 2030, the global shortage of skilled workers is estimated at seven million, necessary for climate and energy projects, such as installing solar panels, heat pumps, electric car charging stations, and wind farms. (Clean Energy Wire, 2023). Clean Energy markets are candidate driven due to this shortage. So it is more important than ever to think about your employer brand and how you attract talent. Here are some of our top tips to help you attract talent: Forecast and hire as early as possible It takes time to find the right fit. Further, most notice periods in Europe are 3 months, which need to be factored into your project timelines. The earlier you can start looking for your next hire the better. This will allow time to find the best fit for your company and avoid delays in project timelines. Could you hire skilled workers from overseas? Offering visas can significantly increase the talent pool you have access to. Countries such as China are leading the energy transition and allowing movement of skilled workers into the UK and Europe will help accelerate the European race to net zero. Are you being realistic? It’s easy to get caught up looking for a 10/10 candidate for your needs. When realistically, that candidate only exists if they have already worked at your company. Companies can spend months and many delayed projects, looking for the ‘perfect candidate’. Instead try looking for an 8/10 candidate that is coachable. It can be useful to think of your team, especially in the early days, as a collection of capabilities rather than individuals who fill individual job descriptions. Salary and Career Progression Not to state the obvious, and it should definitely not be all about money however a competitive salary is a key contributing factor in the market. It is important to make sure this is aligned with the market norms. If you are not able to offer this immediately, be open and honest about the reasons. It may help to discuss targets with the candidate on how they can get to their desired salary expectation. Similarly, a clear career progression path, where candidates can visualize their career journey at your company will set you apart from the competition. If you’re a start-up or a scale up, career progression opportunities can be a clear employer brand advantage over larger companies where promotion can be tough, competitive, slow or political. Make sure you maximise it! Recruitment process A good candidate experience goes a long way. ‘I’ve lost count of the times a candidate has not wanted to be submitted to a company due to a poor interview experience, even if it’s years later’ (Victoria Elliott, EnviroTech Talent founder). Put your best foot forward You are being interviewed as much as the candidate. Take time to ask the candidate what they are looking for from you. You can then highlight how your company can offer them their perfect fit. Assuming you’re a great purpose lead company with a lot to offer, time during the process is a major contributor to candidates accepting an offer or not. Our suggested timelines: CV feedback within 48 hours. It is difficult to find these individuals. So, you can bet your competition are also looking for them. Reacting quickly to top talent will allow you to have the upper hand. The whole process should last no more than 2 weeks and two stages (3 maximum… really) Once you’ve identified a good candidate, act quickly! This will eliminate risk of losing them to the process length. Candidates that feel you are sure about them are more likely to accept an offer, than if the process has been dragged out over 4 or 5 steps. You are also giving competitors more time to think about their offer, or new processes to begin that will disrupt your process. Candidates can start to have doubts on even a perfect position for them if the process is lengthy. A shorter process is one way to eliminate additional variables and increase acceptance rate. Always provide feedback, even if unsuccessful. It’s a small industry and word of mouth can have a big impact in relation to your employer brand and attracting the right talent, now and in the future. Offer made within a day of final interview. Unless otherwise agreed with the candidate, if you want to hire them. Make an offer! We hope these tips help you hire top talent. If you are looking to hire in a clean energy skillset, speak to an EnviroTech Talent expert today at [email protected]