Storing energy and talent

Why do companies need a talent strategy for renewables?

In renewables, companies are growing faster than the supply of leaders can keep up with, forcing them to be especially imaginative in competing for, retaining and developing talent. We believe that without a new paradigm of leadership and an associated talent strategy, this global energy crisis will never be solved.

Are energy and materials companies attracting and retaining talent?

Competition for employees is also heating up. Since 2016, out of all the employees who left their roles in energy and materials companies, 42 percent moved to a different industry. 9 This underlines the very competitive nature of attracting and retaining talent within the sector.

Do energy companies have a talent crisis?

All energy companies must begin to plan for the coming talent crisis. Numbers and supply alone are just the first problem. The new leaders in renewables and oil and gas will need to deepen their skills tool kits as their jobs become increasingly more difficult and complex.

Why is hiring talent a problem in the energy sector?

Hiring talent to backfill critical roles and fill new roles presents a unique set of obstacles in the energy sector. Experienced workers are retiring, mid-tenure employees have new opportunities in adjacent industries, and data indicates that fewer new employees are entering this workforce.

Why do we attract talent?

In a volatile, uncertain, complex and ambiguous world, we attract talent looking for work with purpose. They are drawn by our decarbonization activities but also by our culture that promotes collaboration, diversity, career progress and creativity as we strive to make a great place to work.

How has talent retention changed over the years?

Our Talent Retention report notes that one pioneering energy company, Omaha Power District, has created immersive experiences and support networks for diverse employee groups. This has produced changes from the inclusion of diversity questions in leadership interviews to employee-assisted searches for ethnic minority candidates.