Big challenges need big solutions: Coming together to solve the talent challenges in the energy sector

As suppliers, our relationship with our clients in the energy space has always been fairly straightforward. They come to us with a need or request relating to a specific project, and we act swiftly to help them find the best solution. But as the myriad new challenges faced by organisations have intensified, like many, we have had to rethink our thinking. In recent years, we have been prompted to take a longer-term, more analytical view of the talent question - working closely with clients to find out where the biggest pressure points are, understand the underlying problems having an impact on their HR function, and think outside the box to ensure a steady flow of expert specialists to help us address some of the biggest challenges in the sector - and the world.

Here I’ll be sharing what exactly this looks like at STAR, as well as key pieces of advice for organisations, candidates and talent specialists who wish to be a part of the solution.

Keeping up with our clients

I often reflect on the journey that we have been on to find our niche as market leaders in the energy space. Most of us have always been aware of the importance of areas like life sciences and renewables, but it has taken us until now to adopt these sectors as part of our offering - and I love that these core businesses are reflected in our new branding; after such a seismic time in human history, it seems fitting that we are stepping into the future with a new identity that befits the type of organisations we work with. We have to be disruptive and innovative, because our clients are. I think the lesson here for any business is that it’s important to know where you fit into the bigger picture. We may not be in the foreground of solving sustainability challenges or public health crises, but we still have an incredibly valuable role to play, connecting our clients with the specialists needed to support their vision and ensure each project runs as smoothly as possible. What we do matters. And so does how we do it. At STAR, by providing contractors, freelancers and specialists for specific projects, rather than temp and perm staff, we are able to help our clients stay nimble and flexible - which is exactly what is needed in such a rapidly-changing industry. 

Why is talent so important in our sector?

Lots of our clients are innovators in the energy space - where things are evolving quickly. They are under pressure to produce cleaner energy, using raw materials such as hydrogen - and the stakes are high for all of us. The big changes happening in the energy sector are being reflected in the world of talent. The market is huge, the people who can do it are only so many. Our clients have plenty of big ideas, but there is also a massive skills shortage. Covid has placed additional pressure on the sector, everyone wants to push forward with projects but, in Europe, that means everyone is after the same talent. The will is there, but there simply aren’t enough talented people to help our clients achieve their ambitious goals.

How can companies thrive - even in a skills shortage?

When there are several complex challenges faced by the market, we need organisations to be open to a mix of diverse solutions, such as embracing the right people with technically imperfect skillsets, bringing retired specialists back on board for individual projects, working with students and trainees, working with people from other countries in Europe, and, now that many are working remotely, using English on European projects to ensure there is a wider talent pool to fish in (as wide as the whole of Europe and beyond!). We need to really stretch our thinking around what’s possible, for example, hiring an experienced professional and a less-experienced sidekick to learn from them on the job is a great way to ensure the funnel stays full in the future. I think my key piece of advice for recruiters and clients alike is that, while I know it can be difficult to think beyond the project in front of you, and that training the next generation of talent can seem abstract, this kind of thinking is your best insurance against a dearth of talent in the future. Where the challenges are big, the solutions need to be big too.

What about talent?

I’d also like to take this chance to share my top tips for those seeking new opportunities. Even the most forward-thinking organisations and recruiters can only take you so far in terms of carving out a career with real longevity for yourself. Whatever the sector, individuals should view themselves as a small organisation, and be constantly working on things like their personal brand, skillset and employability to ensure access to the choicest projects. Ask yourself, “How can I apply my current skills to gain proficiencies in new areas?”. “Is there any training I can attend outside of my current organisation?”. “Is there anyone whose career trajectory interests me whose brain I can pick?”. Staying open to learning, from wherever it comes from, is one of the single best things we can do to take control of our own futures.

Get out there and do it

As we know, as recruiters, the best way of learning about a job is to get out there and do it. When you are working in niche industries, I would always recommend getting out there in the field, visiting plants, factories etc to make sure you really understand what your client’s business looks like and what the requirements of the project are. You get invited to an interview based on your resume, but you get hired based on your personality. While there are nuances in the level of expertise needed, I think we can focus more on making matches, personalities that are a great fit for businesses and likely to learn quickly. If we are faced with a skills shortage, let’s simply change the skills we are looking for.

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