Leena Parmar’s Post

As we wrap things up for January, some thoughts on recruitment trends in the renewables/cleantech/green/circular economy space. Your recruitment strategy for 2024 needs to answer 3 questions: where you're going to identify potential candidates; how you're going to effectively approach them; and what you're going to do to attract them. This is because I anticipate an escalation in competition for talent in the coming months. Organisations intending to recruit in Q1/Q2 must strategically reconsider their recruitment methodologies. It's crucial to refine and enhance your employee value proposition too. This is particularly important when potential candidates are not constrained by the necessity of relocation; they are likely to be presented with a broader array of employment options than before. I really see this trend becoming especially pronounced for specific roles, covering any commercial activities, sales, policy-making, and strategic planning. Additionally, for professionals contemplating a career transition in these dynamic sectors, maybe it's time to update your CV and keep your eyes open. #renewables #cleantech #greenenergy

🌍 Why rely on recruitment agencies for specialised roles? Recruiting top-tier talent in renewable energy isn't easy. Here's why partnering with a recruitment agency can make a world of difference: 🔍 Expertise and Network: Agencies like LSP have a deep understanding and a wide network in the industry. Our consultants are equipped with the latest tools to identify the best candidates for your needs. 🕒 Time-Saving: The recruitment process can be time-consuming. By leveraging a dedicated agency, businesses can focus on their core activities while we handle the heavy lifting. 🎯 Precision: We start by listening and understanding your specific requirements, ensuring that the candidates presented are not just suitable but exceptional. Let's work together for a greener future. Visit www.lsprenewables.com to see how we can support your business. #RenewableEnergy #Recruitment #TopTalent

🔍 Looking to hire top talent in the renewable energy sector? Here are 5 tips to attract and retain the best candidates: 1️⃣ Highlight your company's sustainability mission: Candidates are drawn to companies that align with their values. 2️⃣ Offer competitive benefits and bonuses: Energise your compensation packages with attractive benefits and bonuses. From health insurance to performance bonuses, make sure your offers are as compelling as the projects you'll be working on together. 3️⃣ Provide growth opportunities: Help your team grow by offering clear career advancement paths. Show potential hires that they won’t just have a job, but a career with room to flourish and develop. Invest in their future and watch them invest in yours. 4️⃣ Provide ongoing training and development: Power up your team’s skills with continuous learning opportunities. Offer training programs, workshops, and certifications that keep your team at the forefront of renewable energy innovations. 5️⃣ Create a positive and inclusive workplace culture: A positive workplace culture can recharge your team’s enthusiasm and productivity, making your company a magnet for top talent. Learn more about our tailored recruitment solutions at Tao Talent Partners. #HiringTips #RenewableEnergy #GreenJobs

How We Elevate The Experience for Our Renewable Energy Clients: ➡ Listen with Care: We start by attentively listening to comprehend your unique business objectives and identify specific skills gaps. ➡ Knowledge Sharing: Leveraging our market insights, we share valuable information on pay rates, skills availability, candidate expectations, and effective recruitment strategies. ➡ Specification Refinement: We refine job and person specifications to align them perfectly with your requirements. ➡ Synergy Spotlight: Identifying synergies and transferable cross-sector skills, we bring a comprehensive approach to building a well-rounded team. ➡ Beyond Networking: Serving as your ambassador, we extend our reach beyond your immediate network to connect with candidates who match your needs. ➡ People-Centred Approach: We prioritise candidate care and feedback to ensure a positive and meaningful experience and incorporate psychometric tools to support an objective and equitable recruitment process. For a better understanding of our renewables recruitment service and how it aligns with your goals, contact Cammy Keith at T 01224 327 000. #renewableenergy #specialistrecruitment

The #CarbonCapture and storage market is expected to grow significantly between 2024 and 2032 thanks to the increasing demand for enhanced oil recovery (EOR), industrial, agricultural, and other factors. Direct air capture will grow quickly, as seen already this year, with legislation like the IRA and the BIL opening up the industry significantly. Massive demand for new carbon solutions is coming from countries like South Korea and Japan, as well as from countries like Denmark, which have set very high climate expectations for themselves. Renewable energy is welcoming regulatory boosts. Historically high levels of investment in renewables like solar and storage deployments are streaking ahead. Clean hydrogen is becoming a reality, and offshore wind is coming along, though it is facing difficulties. Re-training a workforce with the right skills for improving trends is a necessary task, though a challenging one, given the speed of industry growth and current reliance on AI. Geothermal and renewable natural gas may still enhance renewable portfolios in 2024. To manage these trends and drive them forward to real results, the best #talent in the industry needs to be connected with the right #placement. Helping companies and employees find their perfect match in this sector is not only changing lives in terms of employment compatibility but also shaping the fight against #ClimateChange. TMG can help. Read more: https://lnkd.in/gMTjB3i6

Bridging the Clean Energy Talent Gap ☀️🔋 The renewable energy revolution is rapidly expanding globally, but this growth has created a talent crunch for clean energy companies. Finding skilled solar and BESS professionals is challenging, with demand far outweighing supply. This talent scarcity can hinder progress and slow the transition to sustainable energy. That's where #TalismanAdvisoryPartners can make a difference. With deep experience in clean energy recruitment, we understand the unique skills required for solar and BESS roles. Our extensive network allows us to identify top talent, even in tight markets. We work closely with companies to understand their needs, culture fit, and growth plans. This tailored approach ensures we present top candidates who possess the right expertise and align with organizational values. If you're struggling to find solar or BESS talent, let's explore how we can support your hiring efforts. Together, we can bridge the talent gap and accelerate the clean energy transition. Reach out for a consultation. Let's build the workforce that will power a sustainable future. ⚡ 💡 #CleanEnergy #SolarRecruitment #BESSRecruiting #TalentAcquisition #RenewableEnergy #BESS #Hiring #Solar

At WTS Energy we offer transformational solutions rather than just transactional recruitment services. We recognize that simply filling a vacancy is not a long-term solution. It’s just a quick fix for a business, it doesn’t create lasting change or impact. We don’t just fill roles—we improve businesses. The goal is not to get our clients back to normal, but to instead assist companies in their approach to their talent acquisition strategy, leading to better business outcomes and create a more effective way of working for our clients that ultimately saves our clients a lot of time. To create long term impact for our clients we work with them to improve the way they assess, hire, and retain talent, not just by filling gaps, but by streamlining their hiring processes and team structures for the future. Our solutions bring a lasting impact, driving real business improvements for businesses that go beyond simply filling a position. We help our clients to: ·       Rethink how they assess talent to ensure long-term success. ·       Tailoring their needs so that they hire with future growth in mind. ·       Changing the way, they present their opportunities to attract the best in the industry, by emphasizing key selling points that sets our clients apart as a top destination for talent. ·       Create a more efficient process to avoid key decision makers wasting their time, which positively impacts the time they have to spend on other key business tasks. The companies we work with experience more efficient processes, stronger talent pipelines, and improved business performance because they embrace the changes, we bring to their hiring strategies. At WTS Energy, we are transformational. We offer more than a quick fix, we help our clients make meaningful changes that elevate their hiring practices which creates success throughout their business as a whole. Drop me a message if you or your company are in need of any solutions to eliminate issues that your business is having within hiring and I will be happy to assist. #recruitment #businessdevelopment #hiring #talentacquisition #consultative #solutionselling #industryexperts #middleeast #uae #oilandgas #energy #consultativesolutions #wtsenergy

Why is recruiting in the energy sector so challenging? I've been part of this industry for nearly 40 years, and I can tell you that recruiting in the energy sector is far from straightforward. Here’s what I’ve come to understand: 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝗲𝗱 𝗦𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 The energy sector demands a unique set of skills that are not easily acquired. Engineers, technicians, and project managers must possess highly specialised expertise and be up-to-date with the latest technologies. → This isn’t something that can be learned overnight. 𝗔𝗴𝗲𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 A significant number of experienced professionals in the energy sector are nearing retirement. As they leave, a substantial gap is left behind, which is difficult to fill with younger, less experienced candidates. ↳ This generational shift is creating a talent shortfall. 𝗚𝗲𝗼𝗴𝗿𝗮𝗽𝗵𝗶𝗰𝗮𝗹 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 Energy projects are frequently situated in remote locations. This makes it harder to attract top talent who may be reluctant to relocate to isolated areas. → People prioritise their quality of life, and sometimes, working in the energy sector doesn’t fit with that. Perception of the Industry 𝗧𝗵𝗲 𝗲𝗻𝗲𝗿𝗴𝘆 𝘀𝗲𝗰𝘁𝗼𝗿 𝗶𝘀 𝗻𝗼𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝘃𝗶𝗲𝘄𝗲𝗱 𝗮𝘀 '𝗴𝗹𝗮𝗺𝗼𝗿𝗼𝘂𝘀.’ Unlike tech or finance, energy roles don’t often make headlines for their innovation or high salaries. ↳ This perception issue makes it tougher to attract new talent. 𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝗽𝗮𝗰𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗮𝗱𝗮𝗽𝘁𝗮𝘁𝗶𝗼𝗻, 𝘄𝗵𝗶𝗰𝗵 𝗰𝗮𝗻 𝗯𝗲 𝗼𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗶𝗻𝗴 𝗳𝗼𝗿 𝗺𝗮𝗻𝘆. → The constant need for upskilling can discourage potential candidates. Economic Uncertainty 𝗧𝗵𝗲 𝗲𝗻𝗲𝗿𝗴𝘆 𝘀𝗲𝗰𝘁𝗼𝗿 𝗶𝘀 𝗵𝗶𝗴𝗵𝗹𝘆 𝘀𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗲 𝘁𝗼 𝗲𝗰𝗼𝗻𝗼𝗺𝗶𝗰 𝗳𝗹𝘂𝗰𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝘀. When the economy faces challenges, energy projects often take a hit as well. ↳ Job stability can be a concern, making the sector less attractive to some. So, what can be done? → Invest in training schemes for young professionals. → Collaborate with educational institutions to create a talent pipeline. → Improve the industry’s image to attract new talent. → Offer competitive salaries and benefits to make relocation more appealing. Implementing these changes won’t be easy, but it’s vital for the future of the energy sector. What are your thoughts? What challenges have you encountered when recruiting for the energy sector? Let’s discuss this in the comments.

🌬️ How Can Companies Attract Top Talent for Offshore Wind Energy Roles in the USA? 🌬️ As the offshore wind energy sector in the USA continues to expand, attracting top talent is more crucial than ever. With 7 years in recruitment, I've seen a few strategies that work wonders: 1. **Offer Competitive Packages**: Top talent often looks beyond just salary. Benefits like flexible work hours, remote work options, and professional development opportunities can be game changers. 2. **Promote Company Culture**: Highlight your company's commitment to renewable energy and sustainability. Talented professionals want to work where they can make a difference. 3. **Invest in Training**: Offshore wind is a specialised field. By offering comprehensive training programs, you can attract professionals from other sectors who are eager to pivot into renewables. 4. **Leverage Recruitment Experts**: Partnering with agencies that specialise in renewable energy can streamline the hiring process and connect you with the best candidates. By focusing on these areas, companies can build strong teams to drive the offshore wind energy sector forward. Let’s harness the wind and create a greener future together! 🌍🚀 #RenewableEnergy #OffshoreWind #SustainableFuture

It’s no secret that the renewable energy workforce is facing skill shortages. The Clean Energy Council has shared that the wind and solar industries have the highest demand for workers right now, with hydrogen and battery storage following closely. This demand is expected to increase rapidly over the decade (according to the Clean Energy Australia Report 2023). Paired with the fact that the industry is still new, this can pose challenges for hiring managers and recruitment consultants to find workers who possess the required specialised skills. So we’ve gathered innovative strategies to attract top talent in the competitive renewables industry: ⭕ Connect with passive candidates on LinkedIn, with the aim to engage their interest when they may not be directly searching for a new job. ⭕ Work with the client to develop stronger branding propositions for employees - that make candidates want to work with them. For example, promoting their innovation by committing to sustainability, flexible working and state-of-the-art technology. ⭕ Utilise diversity and inclusion (D&I) hiring tactics, which widens the talent pool and makes the client more attractive to the candidate. ⭕ Promote employee training programs to candidates, offering opportunities for learning and growth. This can assist with the skills shortages and reduce friction in an industry transition. ⭕ Negotiate between the client and candidates to ensure the compensation and benefits are competitive enough to attract top talent. This goes beyond salaries, and is more frequently including flexible working options and health and wellness initiatives. #recruitmentstrategies #renewablerecruitment #skillshortage #connectingforbetter