Are you taking the right steps to recruit and retain employees? Hiring trends and challenges in the energy and utilities sector

What hiring trends and challenges are impacting the energy and utilities sector?

The energy and utilities sector is facing extreme pressure as experienced workers retire, new technology emerges, and workforce expectations continue to change. It is crucial to understand these trends and challenges — and develop a strategy to ensure your organization has the capacity it needs to succeed in the future.

Labour shortage

There are currently three veteran workers for every youth worker in the energy and utilities sector — and companies are now struggling to hire new talent as long-term employees retire. A report by Electricity Human Resources Canada indicates that electricity companies are experiencing challenges in recruiting engineering-related positions, utility management positions, and more.

It is important to reconsider your approach toward recruitment and retention as demand for many skills remains high. It will be necessary to invest in communicating the appeal of the energy and utilities sector to the next generation entering the workforce, particularly since many entry-level positions in the sector require post-secondary or technical education. Building partnerships with educational institutions can help you connect with new talent. These partnerships will enhance your employee brand and keep it at the forefront of potential employees’ minds.

Additionally, immigration could help address the current industry labour shortage. Consider how to connect with immigrant communities or offer training programs to help newcomers to Canada gain in-demand skills in the energy and utilities sector.

Workforce expectations

The sector is not only facing challenges to fill entry-level positions — but also grappling with high turnover rates, which often point to a mismatch between employee expectations and reality. Many employees are seeking supportive working environments, a sense of purpose around their work, and leaders who help them grow.

This shift in workforce expectations requires you to examine both your approach to leadership and your workplace culture. Providing leadership training or other development opportunities to your employees can support recruitment and retention.

Exploring ways to lead with a human connection, such as by investing in additional training for your leadership team, can help boost employee engagement and retention. It can also help you navigate differences as newcomers to Canada enter the workforce.

Impact of new technology

New technology is emerging to support the transition to clean energy, such as smart grids, changing power systems, and distributed energy resources (DERs). Additionally, the introduction of artificial intelligence (AI) has caused significant changes in the energy and utilities landscape.

While these new technologies will not replace skilled workers, employees may require new skills to work effectively with AI and other technologies in the future. Leaders in the energy and utilities sector will need to evaluate their plans to leverage these technologies and how this will impact job descriptions and competencies. It may also be beneficial to provide training on how to use new technology.

Decline in job applications

Energy and utilities companies need to take the right steps to sell both the appeal of the sector and the appeal of being part of the new energy future to potential employees. Job applications for energy and utilities positions are declining, and it is necessary to revisit your job posting approach to attract new applicants.

It is important to remember that applicants are also screening your organization during the hiring process. It takes between three to five minutes for potential candidates to assess your organization and determine whether they will even apply for a position. Therefore, it is crucial to ensure your job postings make an impact.

Sharing details beyond the skills you are looking for — such as your vision, mission, and values — can add personality to your job postings and help applicants imagine working at your organization. Reducing technical jargon in your job postings and reviewing your application systems to identify roadblocks can also help make the process more accessible.

Posting available positions on your social media channels as well as your website will help expand your reach and connect with candidates. Additionally, more individuals are willing to relocate for employment. Consider posting in areas outside of where the job is located and offering relocation assistance to increase your pool of applicants.

Take the next steps

It is critical to understand the hiring trends and challenges in the energy and utilities sector to overcome obstacles and ensure your workforce has the skills it needs to reach its goals. However, understanding these trends is only the first step — and our next article in this series will examine how to develop a comprehensive workforce planning strategy to achieve your objectives.

For more information about developing a strategy to support the future of your workforce, contact MNP’s consulting team. We have the experience to help you create an effective strategy and ensure you reach your goals.