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RECRUITMENT


SKILLS & PERSONALITY SPECIFICATION In order to hire the right person it is imperative you identify the skills and experience required as well as the personality traits best suited to your organisation and the job at hand. Taking the time to write a comprehensive job description can save you a far greater amount of time in the long run, interviewing unsuitable or uninterested candidates. A good job description should include information covering the day to day tasks of the role, the prerequisite level of skills and experience required as well as the character traits required to succeed in the role.


As the renewable energy industry is relatively young there is a limited supply of candidates with experience within it. These skilled individuals are a commodity, and are subject to the laws of supply and demand just like any other. In order to keep a cap on staff costs it may be necessary to consider individuals from comparable industries with relevant and transferable skills. Many individuals in the conventional power and the oil & gas industries are incredibly motivated to make a move into renewables and right the wrong of their past! As a recruitment company focussing on the renewable energy industry we are inundated with such candidates applying to advertisements. They presently outnumber those with experience in the renewable sector at a rate of 17 to 1. These individuals will often consider lower salaries in order to break into the sector and can also be highly skilled in all of the areas required for the position.


CANDIDATE ATTRACTION In order to ensure you can make an effective selection you must ensure you have a big enough pool to choose from. There are a variety of ways to attract candidates to your organisation and a combination of these approaches is the best way to ensure you consider all possible options available.


A well written and well placed advert will attract candidates who are actively seeking a job and have a close eye on the marketplace, however, this will not attract those that may be interested in coming to work for you but are too busy in their current post to scour magazines and the internet.


Working closely with a specialist recruitment company in the renewables sector will allow you to extend your search to cover a wider pool of candidates. Partnering with 1 or 2 recruitment companies is probably best, if you work with too many not only will it become confusing and difficult to manage, you will also run the risk of over exposure, where the same candidates will be contacted by several different recruiters about your vacancy thus damaging your company image. If you chose the right recruiter it will also save you a great deal of time sifting CV’s and trying to decide who to invite for interview.


‘A COMPETITIVE PACKAGE’ High levels of staff turnover can vastly hinder your business, and while salary is the not the only factor in employees jumping ship, it does play an important part. The internet offers your employees the chance to view literally hundreds of jobs in the renewable energy sector that maybe paying more or less than their current wage. It is important that you regularly carry out salary benchmarking to ensure you are paying your employees the right amount based on their skills and geographic location. It is no good bringing in highly skilled staff through the front door if you are loosing them to your competitors through the back door. So retention is just as important as attracting the right individuals in the first place.


Recruitment companies will also use a variety of techniques to entice the very best people to your door covering advertising, database search and head hunting. Typically we will consider upwards of 100 candidates for each position we work and sift these applications down to the best 5 to present to our clients.


It is also imperative that you have a good ‘employer brand’. A company that is seen in the market as being a bad place to work will always struggle to attract and retain employees. If you get your employer brand right you will always have a steady flow of candidates knocking at your door enquiring about vacancies. Taking the time and spending some money on a good careers section on your website can save you thousands in recruitment and advertising costs.


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Wind Energy NETWORK


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