In order to be on track to reach the UN’s global Net Zero target by 2050, 38.2 million renewable energy jobs need to be created by 2030. The UK government has set an additional target to decarbonise the electricity grid by 2030.

In the next 5 years, as the sector continues to grow to meet these targets, many organisations in the renewable energy sector that do not currently face challenges with their hiring, will likely need to increase their talent acquisition within the renewable energy recruitment space.

In this guide to talent acquisition in renewable energy recruitment, we will explore:

• What is renewable energy?
• What are the talent challenges in renewable energy recruitment?
• What are the 3 top tips for talent acquisition in the renewable energy recruitment sector?
• Can diversity recruitment help talent acquisition in the renewable energy sector?
• Is employer brand important?

What is renewable energy?

Renewable energy refers to energy sources that are natural and continuously replenished.

Renewable energy sources include, though are not limited to:

• Solar power
• Off and onshore wind power
• Hydropower
• Tidal power
• Biomass
• Geothermal

Renewable energy is one of the main methods countries are using to tackle climate change, caused, in part, by fossil fuels, which have always been the traditional method of generating energy. Fossil fuels release large amounts of carbon dioxide into the atmosphere and have a significantly negative effect on the environment. Renewable energy sources are used as an alternative to fossil fuels as they produce low to no carbon dioxide.

In order to meet the target of Net Zero by 2050, the UK government is aiming for a “clean power grid” which relies solely on renewable energy sources by 2030. These targets, fuelled also by consumer demand, mean that the renewable energy sector is experiencing rapid growth and a mounting need for specialist professionals.

Are there talent challenges in renewable energy recruitment?

Due to the need to hit clean energy and Net Zero targets, investment and funding have bolstered the renewable energy sector and projects have increased. However, we have not seen a significant rise in the renewable energy specialists needed to cover a huge array of roles. In fact,  the UK currently has a talent gap of over 200,0000, with that number being much larger globally.

The specific talent challenges facing organisations across the industry include:

• Unclear career progression due to high job creation without established career paths
• Lengthy training periods for professionals to specialise
• Project delays due to issues connecting sites to the National Grid causing job instability and a lack of confidence
• Reliance on funding and investment for further sector growth
• Remote locations for many renewable energy sites making it hard to attract candidates
• Rapid technological advancements requiring professionals to constantly keep up with training and upskill in order to remain up to date

Most of these issues are industry-wide, however, the extent to which they will affect an individual renewable energy company’s recruitment will be based on a number of factors. Businesses need to know how best to approach talent acquisition in renewable energy recruitment to secure the professionals they need.

What are the 3 top tips for supporting talent acquisition in renewable energy recruitment?

For businesses unsure how to move forward with their renewable energy recruitment, these three top tips could help improve their hiring strategies for renewable energy specialists significantly.

Promote values

Organisations which promotes their values as part of their recruitment strategies, will find it easier to attract renewable energy talent.

In industries such as renewable energy, promoting and demonstrating values through a company’s ESG framework (Environment, Social and Governance) will aid their renewable energy talent acquisition. This is due to the fact that, understandably, organisations’ commitment to sustainability will be well-researched by renewable energy candidates.

In order to attract the best talent, companies should also focus on how to demonstrate their actions, future plans and commitments to upholding their values and ESG principles, as many candidates want to see actions not just words.

Review EVP

The EVP strategy (Employee Value Proposition) should be one of the first things businesses review if they are struggling with their renewable energy recruitment. An EVP is part of an organisation’s employer brand and comprises of the whole package that a candidate receives when working with an organisation e.g. salary, commission, training, progression opportunities, company benefits and more.

Market mapping and benchmarking the EVP against competitors is a key method talent acquisition specialists undertake in the renewable energy recruitment sector. This technique can help organisations that have significant skills gaps in attracting talent.

Use skills assessments

Renewable energy technology is advancing constantly, so specialists need to keep their skillsets and knowledge of projects and developments up to date. As the sector is still emerging,, training programmes have not yet been standardised, as reported by OEUK, the leading body for the UK’s offshore energy industry. This can make it hard to assess candidates by just looking at their experience and educational background.

Thus, the need for skills assessments is high within talent acquisition in renewable energy recruitment. These assessments can help identify the most competent candidates for the roles in question, so that organisations can focus on evaluating which of the best candidates are also a good cultural fit.

Can diversity recruitment help talent acquisition?

DE&I focused hiring strategies will be a vital area within renewable energy recruitment as it grows. With the millions of jobs that need to be created and filled in the renewable energy sector, ensuring that there are equal opportunities for those from all backgrounds to secure roles, will be crucial for many organisations in tackling the renewable energy skills gap.

Inclusive recruitment practices include:

• Assessing job descriptions to ensure gendered words are not included
• Ensuring that the recruitment process is accessible to those who may have vision /hearing impairments or limited mobility
• Anonymising CVs and applications
• Standardising interview questions and scoring
• Exploring alternative recruitment methods, such as skills-based hiring, that enables organisations to hire whoever is most competent, which can remove unconscious bias around personality compatibility
• Offering training or apprenticeship opportunities for those who cannot easily access traditional higher education

Is employer brand important?

Employer brand is an important part of any organisation’s recruitment processes. An employer brand is an organisation’s reputation for what it is like to work for that company. For businesses in the renewable energy sector who are experiencing the effects of the industry’s rapid growth and investment, or struggling with a skills gap, employer brand can help make them stand out in the crowd.

This reputation can be defined through:

• Employee/ ex employees’ experience of working at the company
• Candidates’ experiences of applying for work at the company
• How the company promotes and defines themselves as employers

Many factors come together to form an employer brand. This can include a company’s values/ their mission, company culture, employment opportunities and more. A clear positive employer brand can help increase the number of candidates who are interested in working with the organisation. In fact, an employer brand is something 88% of job seekers consider before applying for a role. Improving an employer brand can take time and often requires significant analysis and assistance from an internal hiring team or outsourced recruitment agency, but it is doable.

For help with talent acquisition in the renewable energy recruitment space, please contact Consult Energy here. As renewable energy recruitment specialists, the team are in a fantastic position to support any organisation in need of assistance.