Recruiting for the Carbon Generation


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Recruiting for the Carbon Generation and how we need to become the Low Carbon Generation and provide sustainable resource Management in a Sustainable Industry.

In doing so we will need to overcome the skills shortages we face in an effort to turn back the clock on Global Warming by reducing our Carbon Emmissions by using Renewable and Alternative Energy sources

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  • Recruiting for the Carbon Generation

    1. 1. Resourcing for the Carbon Generation Overcoming skills shortages for a sustainable industry Barry Potier, Helen Charles-Morgan & Caroline Wake Special Guest Boni Chileshe – Atkins Energy
    2. 2. Introduction <ul><li>Barry Potier </li></ul><ul><li>Co-founder & Operational Board Member of Resourcing Solutions AND not a Recruiter! </li></ul><ul><li>Compliance Quality, Health & Safety Facilities </li></ul><ul><li>Information Technology Marketing Sales Support </li></ul><ul><li>Environmental Forum </li></ul><ul><li>Wildlife Conservationist and passionate about the future of Renewable Energy </li></ul>
    3. 3. About Resourcing Solutions <ul><li>Resourcing Solutions founded 1996 </li></ul><ul><li>Specialist Recruitment Consultancy in the </li></ul><ul><li>Rail, Engineering, Construction, Telecoms, </li></ul><ul><li>Power and Renewable Energy markets </li></ul>Talk to the Experts Talk to Us
    4. 4. Skills shortages a brief history <ul><li>First recorded watermill in UK 718 and windmill 1185 </li></ul>
    5. 5. A brief history - 1698 <ul><li>First steam powered engine using wood helps to drive forward the textiles, light engineering and manufacturing industries </li></ul>
    6. 6. <ul><li>First and second industrial revolutions and the use of coal fired engines and steel manufacturing fires up heavy industry and massive construction projects </li></ul>A brief history 1780 -1850
    7. 7. How they resolved the Skills Shortages - The good and the bad <ul><li>Study tours </li></ul><ul><li>Revolutionising the apprenticeship system </li></ul><ul><li>Philosophical societies </li></ul><ul><li>Formation of trade unions </li></ul><ul><li>Prolific use of child labour </li></ul>
    8. 8. <ul><li>1820 -1840 </li></ul><ul><li>Exodus of British skilled workers </li></ul><ul><li>to continental Europe </li></ul><ul><li>1892 – 1913 </li></ul><ul><li>Exodus of Europeans </li></ul><ul><li>to the ‘New World’ </li></ul>Migratory and transient workforces
    9. 9. Migration of workers 1892 - 1913 <ul><li>12 million people processed through Ellis Island </li></ul>
    10. 10. 1 st modern Recruitment Agent <ul><li>Birth of the 1 st recruitment agent a “ Padrone” </li></ul><ul><li>Def. A man who exploits or finds work for immigrant workers </li></ul>
    11. 11. 70’s & 80’s Oil and Gas Industry <ul><li>Fun, vibrant, exciting THE place to be </li></ul><ul><li>Transitory workforce driven by best projects and best pay rates </li></ul><ul><li>Development of ‘Specialist’ recruitment agencies </li></ul><ul><li>Use of International Resource Pools </li></ul><ul><li>Oil Price crisis leads to increased interest Alternative Energy sources </li></ul>
    12. 12. Introduction <ul><li>Boni Chileshe </li></ul><ul><li>Regional Operations Manager </li></ul><ul><li>Atkins </li></ul>
    13. 13. Experience from industry <ul><li>The Problem </li></ul><ul><li>Quantity, Quality and Cost </li></ul><ul><li>The Impact </li></ul><ul><li>Programme overspends, buoyant Contract Market and re-skilling </li></ul><ul><li>The Scale </li></ul><ul><li>Graduate numbers, engineering and science up-date </li></ul><ul><li>Sustainability </li></ul><ul><li>Fewer graduates and economical departments and Universities </li></ul><ul><li>Alternative Solutions </li></ul><ul><li>Industry academies, school promotions and Government funding </li></ul><ul><li>Food for thought </li></ul>
    14. 14. Power for the people <ul><li>Caroline Wake </li></ul><ul><li>Recruitment Specialist Renewables & Power Generation </li></ul><ul><li>Previously IT recruiter in a mature and saturated industry utilising traditional recruitment methodology </li></ul><ul><li>IT clients confident candidates can be found </li></ul><ul><li>Flexible approach with multiple training platforms and skills were considered transferable </li></ul><ul><li>Simple recruitment model works for IT </li></ul><ul><li>It doesn’t for Renewables </li></ul>
    15. 15. Reaching new heights <ul><li>European wind industry sector created </li></ul><ul><li>33 new jobs everyday for the past 5 years </li></ul><ul><li>In 2020 this amount will double to </li></ul><ul><li>325,000 jobs </li></ul><ul><li>Sounds impressive, but how are we going to fill these positions? </li></ul>
    16. 16. Riding the crest of a wave <ul><li>The renewables sector is only going to grow </li></ul><ul><ul><li>Therefore so will the problem </li></ul></ul><ul><li>Wind technology is established </li></ul><ul><ul><li>But it is very hard to source candidates </li></ul></ul><ul><li>Global demand increasing </li></ul><ul><li>Effective employee selection and sound personal </li></ul><ul><li>development high priority </li></ul>
    17. 17. Going with the flow <ul><li>Do you go with the flow? </li></ul><ul><li>Advertise your jobs at great </li></ul><ul><li>expense, time & money and look forward </li></ul><ul><li>to the 350 IT Project Managers </li></ul><ul><li>that will apply for your vacancy </li></ul><ul><li>Or do you apply a new theory……………. </li></ul><ul><li>Or is it an old theory? </li></ul>
    18. 18. Introduction <ul><li>Helen Charles-Morgan </li></ul><ul><li>Branch Manger Energy Division </li></ul><ul><li>Ashby, Midlands </li></ul><ul><li>Renewable Energy & Power </li></ul>
    19. 19. Let’s look at the situation now <ul><li>What is your experience likely to be? </li></ul><ul><li>What our clients need to do to help us </li></ul><ul><li>What we will do and our methods and initiatives that will help us to achieve your goals </li></ul>
    20. 20. What is your experience likely to be? <ul><li>Inappropriate and unsolicited CVs </li></ul><ul><li>Email invasion </li></ul><ul><li>Cold calling from unrelated sector recruiters </li></ul><ul><li>Same candidate CV from multiple sources </li></ul><ul><li>Preferred Supplier Lists and managed services operated in toxic environment </li></ul><ul><li>Lack of interview controls </li></ul><ul><li>Poor candidate management and engagement </li></ul>How long are you going to put up with this…..
    21. 21. What our clients need to do to help us <ul><li>Meet with us to discuss your vacancies in detail </li></ul><ul><li>Understand your organisation and culture </li></ul><ul><li>Obtain detailed job descriptions and remuneration packages </li></ul><ul><li>Discuss cross skilling, conversion and training initiatives </li></ul><ul><li>This will help to promote your organisation as an “Destination Employer” to future employees </li></ul>
    22. 22. <ul><li>The methods & initiatives that will help us </li></ul><ul><li>to achieve your goals </li></ul><ul><li>To source the best fit candidates we will: </li></ul><ul><li>Search our database and online CV databases </li></ul><ul><li>Headhunt </li></ul><ul><li>Network </li></ul><ul><li>Advertise on job boards, our own website and job aggregators </li></ul><ul><li>Referrals </li></ul><ul><li>And use social networking sites using the great new tools, Twitter, LinkedIn, Facebook </li></ul>What we will do
    23. 23. The future of recruitment <ul><li>What does it look like now? </li></ul><ul><li>The changes that will need to be made </li></ul><ul><li>The new look service offering and the technology that supports this </li></ul><ul><li>Building of a genuine low carbon community </li></ul><ul><li>Collaboration, collaboration, collaboration </li></ul><ul><li>And what happens if we don’t? </li></ul>
    24. 24. What does it look like now? CANDIDATES – JOB SEEKERS EMPLOYERS – JOB VACANCIES Advertising Web boards, Hard copy Social Networking LinkedIn, Facebook, Twitter Tools Mass job board propogator RECRUITMENT AGENCY / CONSULTANCY Web AND Job Board CV Databases Social Networking LinkedIn, Facebook, Twitter Extensive Database Search & Selection Tools CV Parsing RESOURCER / RPO MARKETING CONSULTANT CONSULTANT
    25. 25. And pictorially…..
    26. 26. Social & Professional networking
    27. 27. Back to the Future <ul><li>Lessons Learnt </li></ul><ul><ul><li>Study Tours </li></ul></ul><ul><ul><li>Collaboration of skilled workers and cross training </li></ul></ul><ul><ul><li>Apprenticeships and Training </li></ul></ul><ul><ul><li>5 year courses supported by Government and funded by industry (E.ON plugin 2 engineering) and agencies! </li></ul></ul><ul><ul><li>Philosophical Societies </li></ul></ul><ul><ul><li>Modern day professional networking with built in exclusion zones and reduction in cyber noise levels </li></ul></ul><ul><ul><li>Cross Skilling and Conversion </li></ul></ul><ul><ul><li>Learn from other industries where companies have already been doing this e.g. Network Rail </li></ul></ul><ul><ul><li>Transient and Immigrant Workforces </li></ul></ul><ul><ul><li>Use of skilled workers in critical skills shortage scenarios supported by language and cultural enhancement programmes </li></ul></ul>
    28. 28. Collaboration, Collaboration, Collaboration <ul><li>Closer working relationships </li></ul><ul><li>Clients and consultancies </li></ul><ul><li>Company to companies </li></ul><ul><li>Corporation to corporation </li></ul><ul><li>Country to country </li></ul><ul><li>Continent to continent </li></ul><ul><li>Culture to culture </li></ul>
    29. 29. If we don’t………….!