Navigating the Talent Pipeline: Holistic Hiring in Energy

Introduction

In the fast-paced and connected world of the energy industry, hiring the right people is key to a company's success. That is why it is so important to use a thorough and all-around approach to recruitment. I explore the concept of employer branding and how that can help companies' standout, and dive into how this 360-degree recruitment method is making a big difference in the energy field, especially for corporate roles.

I look at how this approach helps companies navigate the complex and diverse pool of talent from around the world and keep up with the changing needs of the workforce. Just like how the business side of the energy industry - things like sales, planning, growth strategies, following the rules, analysing the market, and managing the company - drives the industry forward, having a solid recruitment strategy is crucial for bringing in the right people to lead and innovate for the future.

Within, I share some thoughts and first-hand experience on how 360-degree recruitment is changing the game in finding and keeping talent in the energy sector, making sure businesses stay in tune with the global energy demands and the latest tech developments.

 Defining 360 Recruitment 

360 recruitment, in the context of the energy industry, refers to a holistic approach that integrates multiple facets of the recruitment process to ensure a comprehensive and effective talent acquisition strategy. It encompasses various stages, including job requisition, candidate sourcing, screening, interviewing, selection, hiring, onboarding, and even post-placement follow-up. Typically, there are seven stages in a 360-degree recruitment cycle which include:

• Preparing 
• Sourcing 
• Screening 
• Interviewing
• Selection 
• Hiring 
• Onboarding 

As you can see, this is a detailed method that goes beyond the traditional recruitment practices by considering not only the technical qualifications and experience of candidates, but also their cultural fit, soft skills, potential for growth, and alignment with the organisation's values and goals. Sometimes the more human aspects of the individual can be overlooked as a result of strong technical skills, but matching a candidates personality with the business culture, ensuring there is a harmonious relationship, is one of the key areas we pride ourselves on.  

In addition, 360-degree recruitment recognises the importance of utilising diverse channels and strategies for candidate sourcing. At WeConnect Energy, our targeted sourcing methods distinguish our 360-recruitment process, which typically includes using relevant industry-specific job boards, social media outreach, and networking events. Our assessment and interview process are designed with the client in mind, and we ensure that only the most qualified candidate’s progress. We can ensure this through a combination of technical assessments, behavioural interviews, and concise reference checks. This diversity in sourcing methods helps ensure access to a wide pool of talent with diverse backgrounds and skill sets, which is particularly crucial in the energy industry where specialised expertise and innovation are highly valued.

The Global Talent Pool 

The concept of a global talent pool is integral to energy recruitment and our team of consultants here at WeConnect Energy tap into an extensive network of candidates, many of whom possess the international experience required for senior level corporate roles. These professionals are often mobile and willing to relocate, a necessity in a sector were operations and office can frequently span continents. As a result of 15+ years of network building, we can connect with some of the brightest and forward-thinking minds in the energy industry. This established global talent pool is essential to recruitment in the energy sector and how WeConnect Energy operates.  

The International Renewable Energy Agency (IRENA) highlights the importance of utilising this global talent pool to meet the renewable energy sector's increasing demand for skilled professionals. 

In addition to our expansive networks, our multi-cultural team made up of 7 nationalities, when combined with our global presence, really allows us to understand local nuances, regulations, and market conditions. This is particularly relevant in our core regions like the UK and UAE, where the energy sector's requirements and challenges differ significantly. Our international talent acquisition strategy is designed to meet these diverse workforce needs, ensuring compliance with local employment laws and cultural sensitivities. By fostering a deep understanding of regional intricacies and constructing strong partnerships within these markets, we consistently deliver tailored recruitment solutions that align seamlessly with our clients' objectives and crucially, contribute to their continued success.  

"360 recruitment provides a framework for addressing the immediate talent requirements while also preparing for future industry shifts."

‍The Future of Global Workforce 

The global energy workforce is continuously evolving, shaped by factors like technological advancements, environmental policies, and geopolitical shifts. The importance of adaptability and staying attuned to these changes cannot be overstated. Organisations and individuals within the sector must remain flexible and ready to respond to emerging opportunities and challenges. 

The future will see an increased emphasis on renewable roles and the rise of AI within this sector. LinkedIn's "Jobs on the Rise 2024" report emphasises the transformative impact of artificial intelligence and automation on the workforce, creating new opportunities and challenges. The report identifies the fastest-growing jobs in the U.S., what I found most surprising is that more than two-thirds of these roles did not exist 20 years ago. Interestingly, I have first-hand experience in hiring for some of these non-traditional roles, including a Director of Strategy, Portfolio & Market Intelligence, and I am coming across more C-Suite roles such as Chief People Officer (CPO) and Chief Revenue Officer (CRO), new roles that are making their mark in the corporate world.  

Furthermore, the same report also provides insights into remote and hybrid work availability, common skill requirements, current job openings, and resources for individuals interested in pivoting to these areas. As the energy landscape shifts, so too will the requirements of its workforce, making a robust and adaptable recruitment and selection process more important than ever. 

One facet that has piqued my interest is the dichotomy between the Exploration and Production (E&P) sector and the Renewable Energy sector as this presents a fascinating dilemma for candidates in corporate roles. While job offers in E&P often come with substantial remuneration packages, candidates are increasingly drawn to the pull of the Low Carbon and Renewables sectors. Despite potentially lower financial incentives, the appeal of contributing to sustainable energy solutions may outweigh the monetary reward for many individuals.  

As my colleague Daniel Brook has previously written about, this shift reflects a broader trend in the energy industry, where environmental consciousness and the drive towards renewable sources of energy are reshaping career aspirations. Candidates are increasingly prioritising factors beyond financial gain, such as alignment with personal values, the opportunity for meaningful contributions to society, and the potential for long-term career growth in emerging sectors.

Contrastingly, professionals with significant career experience may be less likely to change industries, this is usually influenced by factors such as career stability, accrued expertise and benefits, and familiarity with traditional energy practices. While financial considerations remain relevant across all demographics, the shift towards renewable energy reflects a broader trend in the industry, with younger generations placing a greater emphasis on their societal impact and environmental protection in their career choices.

As a result, companies operating in both E&P and Renewable Energy sectors must adapt their recruitment strategies to attract a diverse range of professionals. While competitive compensation remains important, companies should when possible, highlight the mission-driven nature of work, opportunities for innovation. By understanding and addressing the varying priorities of different demographics, organisations can increase the ability to attain professionals.  

Central to this is the concept of Employer Brand, which the CIPD define as the way a business differentiates themselves in the labour market to attract talent. For companies operating in the renewable energy sectors, the ability to build a brand associated with progress and innovation is by default, considerably easier than those operating in the more traditional E&P or Upstream sector. I have witnessed candidates’ differing attitudes towards certain brands, even prior to sharing a job description, some brands immediately attract different responses.

An example of an E&P company building this correctly is Shell. They are a leading player in this space, who really stand out for its commitment to innovation and sustainability within the E&P sector. Their strong focus on technological advancements and sustainable practices enhances their reputation as a forward-thinking employer but also attracts top talent. This robust employer branding strategy benefits Shell by fostering a culture of excellence and innovation, crucial for maintaining its competitive edge in the ever-evolving energy landscape.

The promoting of a sustainability slant can sometimes come across insincere or met with a level of scepticism (think greenwashing) by both job seekers and the wider market alike. To overcome this, companies can focus on effectively communicating a commitment not only sustainability, but innovation and a stimulating work environment. This may better position them as forward thinking and help to attract and retain top talent, irrespective of sustainable or environmental stewardship elements.  

Conclusion

In conclusion, the energy sector presents unique challenges and opportunities in talent acquisition and management. The use of a 360-degree recruitment approach is crucial for WeConnect Energy to help navigate the complexities of a diverse global workforce effectively, allowing us to identify and attract top-tier candidates while ensuring alignment our clients values and goals.

The global talent pool plays a pivotal role in energy recruitment, with professionals possessing international experience in high demand. Understanding local nuances, regulations, and market conditions is essential, especially in core regions where energy sector requirements vary significantly.

At WeConnect Energy, we pride ourselves on our comprehensive approach to recruitment, ensuring that our clients and candidates are well-equipped to meet the challenges of today and tomorrow. We uphold the utmost confidentiality in our executive search process to ensure privacy and trust. If you are interested in elevating your executive team, or want to secure the perfect role for you, then feel free to get in touch with me or explore WeConnect Energy's executive services further.