Recruitment and Talent Acquisition for Energy and Utilities
Requisition to joining, the same way every time.
What this looks like in energy and utilities
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Recruiting for Projects and Operations
Two hiring patterns, one employer brand.
What this coversHide
Recruiting for Projects and Operations
Two hiring patterns, one employer brand.
What this coversHideEnergy businesses hire in two rhythms: project mobilisation in bursts, and operations recruitment against authorisation requirements that take time to build.
Project hiring
- Mobilisation requirement by discipline and phase
- Redeployment from completing projects considered first
- Contractor and own-staff mix decided deliberately
- Site location and rotation stated honestly upfront
Operations hiring
- Competency and authorisation requirements defined
- Time to authorisation factored into the timeline
- Shift pattern stated clearly at offer
- Internal progression considered before external hiring
Considering redeployment from completing projects before opening external recruitment is the step that most reduces both cost and attrition, and it requires someone to hold a view across projects.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.