Work with an MSP to prioritize talent in the renewables industry

According to a recent report, the majority of renewables professionals would consider leaving their roles, with 51% stating that they would move to the oil and gas sector. This figure is up to 14% from last year. 

What's driving this? As a market sector, oil and gas is growing. Typically, this means more competitive rates, better employment benefits, and increased job satisfaction for workers. 

Oil and Gas aside, renewables professionals are also considering leaving the energy industry altogether to move to other sectors, technology being the most popular. Headhunters are hot on the heels of staff who've picked up skills from the increased use of digital technologies in renewables. 

This all means that competition for talent is fierce, particularly in renewables where new projects continue to launch. December 2022 saw lease sales on the west coast, with five new developments. And further lease sales are set to take place in the Gulf of Mexico early this year. 

Prioritize talent. Don't go to war over it

The much-used term 'war of talent' may spring to mind for many here. But we see it more as a 'demand surplus'. And as with anything in demand, you need to be strategic about your sourcing approach. Once you have a plan, you'll be able to navigate through any volatility the market presents. 

By partnering with a Managed Services Provider (MSP), you can develop strategies to attract the talent you need and build in candidate engagement to increase retention. Retaining talent and their knowledge is much more cost-effective than replacing them at the back end of a project. 

Part of this is paying a fair market rate for top skills. Another is tapping into relevant real-time data across projects and using it to transfer workers to other project areas and keep them engaged. An MSP can do all of this and more. 

Tuning into the needs of renewables workers

Of course, the best way to infiltrate the demand surplus is to fully understand and respond to renewables workers' priorities. Here are three things to take into account: 

• Confidence: The market is known for its instability, which unsurprisingly, isn't the biggest draw for workers. You can partner with an MSP to proactively engage workers through positive brand and industry exposure via various advertising tools, including social media. It's the ultimate support system to promote your brand to the best talent. 
• An ESG focus: Environmental, Social, and Governance factors are a huge consideration for many skilled workers, particularly those from younger generations. Renewables has a clear advantage here as a sector, but it's not enough on its own. 
• Competitive salary: Workers don't want to neglect their principles. But low salaries can't cut it in a competitive market, especially when the cost of living is so high. Working with an MSP delivers big cost efficiencies. So, you can develop and offer incentive packages that line up with both the salary expectations and values of workers. 

ONEMSP is tailor-made for wind projects

ONEMSP is a project-focused, out-of-the-box workforce solution that aligns recruitment strategy to project milestones. Retention of project personnel is built into the solution, with schemes like performance incentives given at key milestones. With well-earned rewards in their sight, talented workers stay right where you need them - on your projects. 

More than that, ONEMSP delivers cost efficiencies through effective project alignment. Schedules stay on track. Potential barriers are anticipated and planned for. Agency spend projections remain fully accurate. 

With ONEMSP, you can manage your project-based contingent workforce through one simple solution. Yes, this makes the recruitment process easier. But it also means that your workers have a positive experience while feeling valued by and engaged with your brand. Just as they should be. 

Take a broader approach to recruitment in renewables

In a challenging candidate-driven market, it makes sense to team up with an experienced MSP who understands the industry and what it takes to deliver the right candidates when your project demands it. 

If you want to make the right calls for you and the people you hire, stay one step ahead by prioritizing talent. It's the safest way to sail through the demand surplus.