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

If pursuing a job in energy and utilities appeals to you, but you need a few more reasons to take the plunge, you have come to the right place. In this post from we look into the five best reasons you should consider pursuing a job in Energy and Utilities https://ow.ly/8UJy50PO24c #jobs #utility #energy #utilityjobs #energyjobs #power #onetech #workwithonetech

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

With the government setting ambitious targets, the renewable energy sector is experiencing a surge in hiring. Companies like Sterlite Power are seeing a 20-30% rise in demand for skilled professionals this year. From solar engineers to wind turbine technicians and project managers, the need for talent spans both technical and business roles such as analysts and consultants. This boom has led to consistent hiring growth, reaching 19% over the past six months. However, the industry faces challenges with talent supply and competitiveness, creating a significant opportunity for the recruitment industry. By starting your own recruitment business with Antal International, you can help bridge this talent gap and support the growth of the renewable energy sector. Interested in tapping into this dynamic market? Consider starting your own recruitment business with Antal International. 🌱 #RenewableEnergy #HiringBoom #RecruitmentOpportunity #JoinAntal #GreenJobs Drop an email to join the Antal International network. 📧 : nimesh.manek@antal.com Joseph Devasia Shinu Jose Recruitment Trainer and Coach Vinu Nair Dhruv Dubey Anisha Hussain Ankita Anshu

❓ 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 😉

There isn't an industry that isn't subjected to talent shortages but the renewables sector faces some unique challenges. With ambitious Net Zero targets and a plethora of new players and big globals seeing Australia as a high-growth space, everyone is looking for the same people at the same time which not only creates a shortage of talent but drives up wages, particularly for niche skills such as grid connection, commissioning and project development. Brunel has put together a detailed energy report highlighting these issues, some strategies to combat the talent shortage, and our involvement in these solutions. Get a copy through the link below: https://lnkd.in/gwddbnjR

𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗶𝗻𝗴 𝗮 𝗰𝗮𝗿𝗲𝗲𝗿 𝗰𝗵𝗮𝗻𝗴𝗲 𝗼𝗿 𝗮𝗶𝗺𝗶𝗻𝗴 𝘁𝗼 𝗮𝗱𝘃𝗮𝗻𝗰𝗲 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝘄𝗶𝘁𝗵𝗶𝗻 𝗿𝗲𝗻𝗲𝘄𝗮𝗯𝗹𝗲 𝗲𝗻𝗲𝗿𝗴𝘆? By contributing to this survey, it will allow you to:  ✨Assess how your salary compares to peers in the industry,  ✨Negotiate a better salary package,  ✨Determine your career path; and,  ✨Transition more easily into renewables ⏩ It takes 𝗹𝗲𝘀𝘀 𝘁𝗵𝗮𝗻 𝟯 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 and you will receive the results in the report. 🍃 This survey is conducted in collaboration with LSP Renewables and the Renewable Construction Academy 🤫 Your information will be confidential and your survey will remain anonymous. You don’t have to complete your name on the survey. Help advance careers in the renewables industry and take the survey here: 🔗https://lnkd.in/gBz4JHpX  #RenewableConstructionAcademy #careers #renewableenergy  #Educationforagreenerfuture #LSPRenewables #Salarybenchmarking #Survey #offshorewind #windenergy  

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

During the LEAP HR: Oil and Energy conference in Texas, David Ingleson, our Sector MD, delved into the HR challenges faced by the energy sector. Read his key takeaways and insights on the future of energy in the US. #Talent #HR #Staffing #Hiring #Energy #Renewables #US #USAJobs #AMSExpertInsights

During the LEAP HR: Oil and Energy conference in Texas, David Ingleson, our Sector MD, delved into the HR challenges faced by the energy sector. Read his key takeaways and insights on the future of energy in the US. #Talent #HR #Staffing #Hiring #Energy #Renewables #US #USAJobs #AMSExpertInsights