Recruiting for the Renewables Generation
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The document discusses skills shortages in the renewable energy industry and potential solutions. It provides a brief history of how skills shortages were addressed in previous industrial revolutions through apprenticeship programs and worker migration. It then examines current challenges in filling renewable energy jobs and proposes collaborating more closely across companies, industries, and countries to develop training programs and share skilled workers. Failure to address these shortages could hamper growth in the renewable sector.
Recruiting for the Renewables Generation
- 1. Resourcing for the Carbon Generation Overcoming skills shortages for a sustainable industry Barry Potier, Helen Charles-Morgan & Caroline Wake Special Guest Boni Chileshe Atkins Energy
- 2. Introduction Barry Potier Co-founder & Operational Board Member of Resourcing Solutions AND not a Recruiter! Compliance Quality, Health & Safety Facilities Information Technology Marketing Sales Support Environmental Forum Wildlife Conservationist and passionate about the future of Renewable Energy
- 3. About Resourcing Solutions Resourcing Solutions founded 1996 Specialist Recruitment Consultancy in the Rail, Engineering, Construction, Telecoms, Power and Renewable Energy markets Talk to the Experts Talk to Us
- 4. Skills shortages a brief history First recorded watermill in UK 718 and windmill 1185
- 5. A brief history - 1698 First steam powered engine using wood helps to drive forward the textiles, light engineering and manufacturing industries
- 6. First and second industrial revolutions and the use of coal fired engines and steel manufacturing fires up heavy industry and massive construction projects A brief history 1780 -1850
- 7. How they resolved the Skills Shortages - The good and the bad Study tours Revolutionising the apprenticeship system Philosophical societies Formation of trade unions Prolific use of child labour
- 8. 1820 -1840 Exodus of British skilled workers to continental Europe 1892 1913 Exodus of Europeans to the New World Migratory and transient workforces
- 9. Migration of workers 1892 - 1913 12 million people processed through Ellis Island
- 10. 1 st modern Recruitment Agent Birth of the 1 st recruitment agent a Padrone Def. A man who exploits or finds work for immigrant workers
- 11. 70s & 80s Oil and Gas Industry Fun, vibrant, exciting THE place to be Transitory workforce driven by best projects and best pay rates Development of Specialist recruitment agencies Use of International Resource Pools Oil Price crisis leads to increased interest Alternative Energy sources
- 12. Introduction Boni Chileshe Regional Operations Manager Atkins
- 13. Experience from industry The Problem Quantity, Quality and Cost The Impact Programme overspends, buoyant Contract Market and re-skilling The Scale Graduate numbers, engineering and science up-date Sustainability Fewer graduates and economical departments and Universities Alternative Solutions Industry academies, school promotions and Government funding Food for thought
- 14. Power for the people Caroline Wake Recruitment Specialist Renewables & Power Generation Previously IT recruiter in a mature and saturated industry utilising traditional recruitment methodology IT clients confident candidates can be found Flexible approach with multiple training platforms and skills were considered transferable Simple recruitment model works for IT It doesnt for Renewables
- 15. Reaching new heights European wind industry sector created 33 new jobs everyday for the past 5 years In 2020 this amount will double to 325,000 jobs Sounds impressive, but how are we going to fill these positions?
- 16. Riding the crest of a wave The renewables sector is only going to grow Therefore so will the problem Wind technology is established But it is very hard to source candidates Global demand increasing Effective employee selection and sound personal development high priority
- 17. Going with the flow Do you go with the flow? Advertise your jobs at great expense, time & money and look forward to the 350 IT Project Managers that will apply for your vacancy Or do you apply a new theory. Or is it an old theory?
- 18. Introduction Helen Charles-Morgan Branch Manger Energy Division Ashby, Midlands Renewable Energy & Power
- 19. Lets look at the situation now What is your experience likely to be? What our clients need to do to help us What we will do and our methods and initiatives that will help us to achieve your goals
- 20. What is your experience likely to be? Inappropriate and unsolicited CVs Email invasion Cold calling from unrelated sector recruiters Same candidate CV from multiple sources Preferred Supplier Lists and managed services operated in toxic environment Lack of interview controls Poor candidate management and engagement How long are you going to put up with this..
- 21. What our clients need to do to help us Meet with us to discuss your vacancies in detail Understand your organisation and culture Obtain detailed job descriptions and remuneration packages Discuss cross skilling, conversion and training initiatives This will help to promote your organisation as an Destination Employer to future employees
- 22. The methods & initiatives that will help us to achieve your goals To source the best fit candidates we will: Search our database and online CV databases Headhunt Network Advertise on job boards, our own website and job aggregators Referrals And use social networking sites using the great new tools, Twitter, LinkedIn, Facebook What we will do
- 23. The future of recruitment What does it look like now? The changes that will need to be made The new look service offering and the technology that supports this Building of a genuine low carbon community Collaboration, collaboration, collaboration And what happens if we dont?
- 24. What does it look like now? CANDIDATES JOB SEEKERS EMPLOYERS JOB VACANCIES Advertising Web boards, Hard copy Social Networking LinkedIn, Facebook, Twitter Tools Mass job board propogator RECRUITMENT AGENCY / CONSULTANCY Web AND Job Board CV Databases Social Networking LinkedIn, Facebook, Twitter Extensive Database Search & Selection Tools CV Parsing RESOURCER / RPO MARKETING CONSULTANT CONSULTANT
- 26. Social & Professional networking
- 27. Back to the Future Lessons Learnt Study Tours Collaboration of skilled workers and cross training Apprenticeships and Training 5 year courses supported by Government and funded by industry (E.ON plugin 2 engineering) and agencies! Philosophical Societies Modern day professional networking with built in exclusion zones and reduction in cyber noise levels Cross Skilling and Conversion Learn from other industries where companies have already been doing this e.g. Network Rail Transient and Immigrant Workforces Use of skilled workers in critical skills shortage scenarios supported by language and cultural enhancement programmes
- 28. Collaboration, Collaboration, Collaboration Closer working relationships Clients and consultancies Company to companies Corporation to corporation Country to country Continent to continent Culture to culture
- 29. If we dont.!