recruiting for the carbon generation
DESCRIPTION
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 sourcesTRANSCRIPT
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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
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Introduction
Barry Potier Co-founder & Operational Board Member of Resourcing Solutions AND not a Recruiter!
Compliance Quality, Health & SafetyFacilitiesInformation Technology Marketing Sales Support
Environmental Forum
Wildlife Conservationist and passionate about the future of
Renewable Energy
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About Resourcing Solutions
Resourcing Solutions founded 1996
Specialist Recruitment Consultancy in the
Rail, Engineering, Construction, Telecoms,
Power and Renewable Energy marketsTalk to the Experts
Talk to Us
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Skills shortages a brief history
First recorded watermill in UK 718 and windmill 1185
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A brief history - 1698
First steam powered engine using wood
helps to drive forward the textiles, light
engineering and manufacturing industries
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First and second
industrial revolutions and
the use of coal fired
engines and steel
manufacturing fires up
heavy industry and
massive construction
projects
A brief history 1780 -1850
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How they resolved the SkillsShortages - The good and the bad
• Study tours
• Revolutionising the apprenticeship system
• Philosophical societies
• Formation of trade unions
• Prolific use of child labour
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1820 -1840 Exodus of British skilled workers
to continental Europe
1892 – 1913Exodus of Europeans
to the ‘New World’
Migratory and transient workforces
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Migration of workers 1892 - 1913
12 million people processed through Ellis Island
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1st modern Recruitment Agent
Birth of the 1st recruitment agent a “Padrone”
Def. A man who exploits or finds work for immigrant workers
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70’s & 80’s Oil and Gas Industry
• Fun, vibrant, exciting THE place
to be
• Transitory workforce driven by
best projects and best pay rates
• Development of ‘Specialist’
recruitment agencies• Use of International Resource Pools
• Oil Price crisis leads to increased interest Alternative
Energy sources
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Introduction
Boni ChilesheRegional Operations Manager
Atkins
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Experience from industry
The ProblemQuantity, Quality and Cost
The ImpactProgramme overspends, buoyant Contract Market and re-
skilling
The ScaleGraduate numbers, engineering and science up-date
SustainabilityFewer graduates and economical departments and Universities
Alternative SolutionsIndustry academies, school promotions and Government
funding
Food for thought
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Power for the people
Caroline Wake Recruitment Specialist Renewables & Power Generation
Previously IT recruiter in a mature and saturated industry utilising traditional recruitment methodology
• IT clients confident candidates can be found• Flexible approach with multiple training platforms and
skills were considered transferable
• Simple recruitment model works for IT
It doesn’t for Renewables
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Reaching new heights
European wind industry sector created 33 new jobs everyday for the past 5
years
In 2020 this amount will double to 325,000 jobs
Sounds impressive, but how are we going to fill these positions?
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Riding the crest of a wave
The renewables sector is only going to grow
Therefore so will the problem
Wind technology is established
But it is very hard to source candidates
Global demand increasing
Effective employee selection and sound personal
development high priority
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Going with the flow
Do you go with the flow?
Advertise your jobs at great
expense, time & money and look forward
to the 350 IT Project Managers
that will apply for your vacancy
Or do you apply a new theory……………. Or is it an old theory?
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Introduction
Helen Charles-MorganBranch Manger Energy Division
Ashby, Midlands
Renewable Energy & Power
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Let’s look at the situation now
• What is your experience likely to be?
• What our clients need to do to help us
• What we will do and our methods and initiatives that will help us to achieve your goals
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What is your experience likely to be?
How long are you going to put up with this…..
• Inappropriate and unsolicited CVs• Email invasion• Cold calling from unrelated sector recruiters• Same candidate CV from multiple sources• Preferred Supplier Lists and managed services
operated in toxic environment• Lack of interview controls• Poor candidate management and engagement
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What our clients need to do to help us
• Meet with us to discuss your vacancies in detail
• Understand your organisation and culture
• Obtain detailed job descriptions and remuneration
packages
• Discuss cross skilling, conversion and training
initiatives
This will help to promote your organisation as an “Destination Employer” to future
employees
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The methods & initiatives that will help us to achieve your goals
To source the best fit candidates we will:
• Search our database and online CV databases• Headhunt• Network• Advertise on job boards, our own website and job
aggregators• Referrals• And use social networking sites using the great new
tools, Twitter, LinkedIn, Facebook
What we will do
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The future of recruitment
• What does it look like now?• The changes that will need
to be made• The new look service
offering and the technology that supports this
• Building of a genuine low carbon community
• Collaboration, collaboration, collaboration
• And what happens if we don’t?
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What does it look like now?
CANDIDATES – JOB SEEKERS
EMPLOYERS – JOB VACANCIES
Advertising Web boards, Hard copy
Social NetworkingLinkedIn, Facebook, Twitter
Tools Mass job board propogator
RECRUITMENT AGENCY / CONSULTANCY
Web AND Job Board CV DatabasesSocial NetworkingLinkedIn, Facebook, Twitter
Extensive DatabaseSearch & SelectionToolsCV Parsing
RESOURCER / RPO
MARKETINGCONSULTANTCONSULTANT
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And pictorially…..
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Back to the Future
Lessons LearntStudy Tours
Collaboration of skilled workers and cross training
Apprenticeships and Training5 year courses supported by Government and funded by industry (E.ON plugin2engineering) and agencies!
Philosophical SocietiesModern day professional networking with built in exclusion zones and reduction in cyber noise levels
Cross Skilling and ConversionLearn from other industries where companies have already been doing this e.g. Network Rail
Transient and Immigrant WorkforcesUse of skilled workers in critical skills shortage scenarios supported by language and cultural enhancement programmes
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Collaboration, Collaboration, Collaboration
Closer working relationshipsClients and consultanciesCompany to companies
Corporation to corporationCountry to country
Continent to continentCulture to culture
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If we don’t………….!