Operational sites are the backbone of the power sector, ensuring the smooth functioning and reliability of energy production.
However, hiring the right talent for these critical sites comes with its own unique set of challenges.
In this blog, Kevin Over, Head of Power at Astute, delves into the top five hiring challenges faced by companies in operational sites within the power sector and proposes effective solutions.
Safety-conscious workforce challenges:
Challenge: Operational sites in the power sector require a workforce that prioritises safety due to the inherent risks associated with energy production.
Finding candidates committed to strict safety protocols can be challenging.
Solution: Integrate safety considerations into the core of the hiring process.
Prioritise candidates with a proven track record of adherence to safety standards.
Implement rigorous safety training programmes for all operational personnel and foster a culture that values and rewards safety-conscious behaviour.
Technical expertise and specialised skills challenges:
Challenge: Operational sites demand individuals with specific technical expertise and specialised skills, from Maintenance Technicians to Control Room Operators.
Identifying candidates with the right qualifications can be a hurdle.
Solution: Develop partnerships with technical schools, vocational training programs, and industry-specific training providers.
Offer continuous training and development programmes to keep the existing workforce up-to-date with evolving technologies.
And finally, strategically partner with a recruitment agency that has deep sector knowledge and access to specialist job boards.
This will open your company and job opportunity up to a far wider talent pool.
Talent retention challenges:
Challenge:
The power sector faces fierce competition for skilled workers, and retaining experienced talent is crucial for operational continuity.
High turnover rates can disrupt operations and increase training costs.
Solution:
Implement competitive compensation packages, including benefits and career development opportunities, to attract and retain skilled professionals.
Establish mentorship programs to facilitate knowledge transfer from experienced employees to newer hires.
Regularly assess and address employee satisfaction to proactively manage retention challenges.
If you are unsure about your employee value proposition, or would like to undertake a salary benchmarking exercise, reach out to me directly for a conversation about how Astute can support your business.
Challenges in recruiting in a changing industry:
Challenge:
Traditional power generation technologies like Combined Cycle Gas Turbine (CCGT) face recruitment difficulties.
Modern operational dynamics, with fewer on-shift personnel, pose challenges in cultivating fundamental skills.
Solution:
Establish targeted training programmes to bridge educational gaps for recruits entering the CCGT sector.
Develop comprehensive onboarding processes that prioritise hands-on learning and mentorship to compensate for the reduced shift personnel.
Collaborate with educational institutions to tailor programmes that align with the evolving demands of traditional power generation.
Regularly reassess and adjust recruitment strategies to meet industry-specific educational and technical requirements.
Remote site challenges:
Challenge:
Many operational sites are located in remote or challenging environments, making it difficult to attract and retain a skilled workforce.
Solution:
Highlight the unique benefits of working in these environments, such as specialised training opportunities, career advancement prospects, and the chance to contribute to critical infrastructure.
Offer attractive relocation packages and amenities to ease the transition for employees moving to remote sites.
Implement flexible work arrangements and rotation schedules to enhance work-life balance for on-site staff.
Tackling the hiring challenges in operational sites within the power sector requires a strategic and comprehensive approach.
By prioritising safety, targeting specific technical expertise, addressing talent retention, adapting to technological advancements, and overcoming remote site challenges, companies can build and sustain a robust workforce.
As the power sector continues to evolve, proactive recruitment strategies will be essential for securing the talent needed to ensure the reliable and efficient operation of vital energy production sites.
If you’re a power sector professional looking for your next opportunity, find power industry career opportunities with Astute People.
For a conversation about any recruitment challenges your business might be having, contact Kevin Over directly on 02392288285 or connect with him on LinkedIn.
