Energy Jobline’s Post

There’s no doubt that the energy industry is currently going through unprecedented changes that will benefit businesses and jobs alike – with thousands of new roles likely to be created over the next few years. It’s a sector that offers bountiful career opportunities, but does it require you to completely retrain in a different discipline if you choose to move from one area to another? Maybe not. Find out which skills are transferable across most sectors of the energy industry: https://bit.ly/43yujSf #WePowerEnergy #renewables #energy #energyjobs #hiring

As the renewable energy sector in Australia and around the globe continues to expand, a critical challenge emerges that could either fuel or hinder our progress towards a greener future: the availability of skilled talent. At Brunel, we're acutely aware of the talent shortages that energy companies, including ourselves, face as one of the largest obstacles to growth. This talent deficit arises from two primary issues: The demand for a broad spectrum of roles, from entry-level to highly specialized positions like Grid Connection Engineers and Development Manager, exceeds the available workforce. This scenario creates intense competition for talent not just within, but also across different industries. Specialized roles in renewables require specific skills that are not readily available in the labor market, complicating the recruitment process for these niche but crucial positions. Furthermore, the potential for skilled professionals from the oil and gas industry to transition into renewables offers a ray of hope. Their expertise, particularly in areas like geothermal and bioenergy, and skills in subsea and offshore operations, align well with the needs of the renewable sector. Brunel's Energy Outlook 2023 Report highlights that talent shortages are a significant concern in the APAC region, Africa, and North America. The lack of adequate succession planning, insufficient education and training, and the aging workforce are key factors contributing to this challenge. To combat these shortages, a comprehensive approach to talent attraction and retention is essential. The renewable energy sector's jobs, many of which are site-specific and command higher salaries compared to other industries, present unique advantages. Additionally, the sector's alignment with the values of making a positive societal impact and offering flexible working conditions aligns well with the preferences of the modern workforce. At Brunel, we're committed to not just identifying the challenge but actively participating in the solution. We offer robust training programs and career pathways to ensure our workforce is skilled and prepared for the future. Our efforts are not just about filling positions but fostering a sustainable and skilled workforce capable of driving the renewable energy sector forward. If you would like a copy of the full Brunel Energy Report, please follow this link - https://lnkd.in/gYWSJbET Chris Minehan Matthew Robertson #renewables #Solar #Wind #BESS #Hydrogen #Hydrocarbons #Energy #recruitment #talent

New blog 🌟 Being part of a rapidly growing renewable energy industry that is focused on achieving a more sustainable future means that the renewable energy recruitment business is booming. JL Executive Recruitment is keen to harness this energy and develop young renewable energy recruiters to meet these future business demands when clients require support with renewable energy talent solutions. In this blog, we explore the opportunities in this sector for graduates with an interest in renewable energy ➡ https://lnkd.in/em7qxDVg #renewableenergyjobs #recruitment #headhunting #greenenergyjobs

The International Energy Agency (IEA) has checked where the news jobs in the energy sectors are happening. More than half of employment growth over this period was in just five sectors: 🌅 Solar PV 🍃 Wind 🔋 Electric vehicles (EVs) and batteries 🔥 Heat pumps 💎 Critical minerals mining. Of the five sectors, solar PV is by far the largest employer, accounting for 4 million jobs, while EVs and batteries were the fastest growing, adding well over 1 million jobs since 2019. However, as has been flagged frequently by IDA, the industry is struggling to attract enough skilled people to deliver the targets for the green transition. How does your organisation work on attracting enough human resources for delivering your goals? #futureofenergy #workforcedevelopment #greentransition

❓ Question: "As someone in the energy industry, what do you think can be done to boost the numbers working in renewables (vs oil & gas)? Is it a matter of increasing training opportunities, or is it more complex than that?" 🤔 The question of how to boost the numbers working in renewables vs oil & gas (O&G) is an interesting one with a few more considerations beyond increasing training opportunities. Here is why. 1. Profit margins: It should come as no surprise that operating profit margins on O&G assets is beyond what is currently obtainable in the renewables industry. Translating this to employment packages, it means that like-for-like job prospects in O&G will probably have better compensation than for renewables 2. Industry and value chain maturity: Even though certain aspects of the renewables industry (solar, offshore wind) are more mature that others (tidal), the industry is still broadly early stage in comparison with O&G. Technology is evolving at a rapid pace, regulatory landscape is dynamic and subject to regional politics, supply chain is fragmented, and key players are still trying to figure out how to make it work. It may be difficult for talent to see a clear future within renewables 3. Talent supply: Many of the talent in the renewables space are either experienced hires from other industries (usually O&G) or graduates with degrees that may not be directly relevant to renewables. Focused, deliberate training is therefore required to close competence gaps. As a talent recruiter in the renewables sector, you might want to: 1.     Be flexible, yet specific about your desired skill level and fit criteria. 2.     Back up the recruiting criteria with a properly designed and fit-for-purpose training programme for new hires. Expectedly, trainings will vary for entry level vs experienced hires. 3.     Design the job description and remuneration package for experienced hires with consideration for their background. Roles need to meet the basic minimum to attract talent from more mature industries 4.     Think carefully about talent mobility and sponsorship, especially if sourcing talent from abroad 5.     Ensure that mentorship opportunities and future career prospects are clearly communicated to candidates. Most people choose companies based on how they anticipate their career will evolve in that environment rather than how attractive the current role is #Thoughtpiece #renewables #oilandgas #energy #talent Disclaimer: This piece is entirely based on my personal professional experience. Drop a comment if something resonates, or if you have an allergic reaction to any point(s). I’m open to discussion 😉

International Energy Agency (IEA) World Energy Employment 2023 report shows that since 2019, more than half of new energy jobs have been in just 5 sectors 1️⃣ Solar PV 2️⃣ Wind 3️⃣ EVs & Batteries 4️⃣ Heat pumps 5️⃣ Critical minerals Job growth was seen all over the world, a sign of the strong momentum behind clean technologies ➡️ https://iea.li/3uk6XE5 #energyjobs #energywork #energyindustry

The number of jobs in the global energy sector rose in 2022 as growing investment in clean energy technologies drove demand for new workers in every region of the world, according to a new International Energy Agency (IEA) report that offers a benchmark for employment across all energy industries. The agency said more than half of employment growth over this period was in just five sectors: solar PV, wind, electric vehicles and batteries, heat pumps, and critical minerals mining. #EnergyConnects #energynews #energyindustry #news #oott #cleanenergy