labour market update pptx
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Labour Market UpdateOffshore Renewable Energy Skills
Eden Scott | March 14, 2012
Formed in 2003 by three director-level recruitment professionals
3 UK offices (Singapore in pipeline)
Extensive UK/European client and candidate network
Clients range from major PLCs to SMEs across all sectors
Some 63 consultants with a consultative, client-focused approach
Dedicated Renewable Energy team
Permanent and contract positions across full project life cycle
Entry-level staff to board roles
Today’s agenda
Market opportunity
Skills needs and shortages
Transferable skills
Attraction and retention
Case study
Market opportunity: Long term, growing demand for talent
Currently some 22,000 renewable energy jobs in Scotland
Projected 48,000 by 2020
– Up to 20,000 in offshore wind sector alone by 2020
– 2,600 wave and tidal (UK is leader with 7 of 8 full scale
prototypes installed throughout the world)
Source: Towards a Low Carbon Economy in Scotland, Scottish Government, March 2010
Source: East Coast Renewables
Working for a Green Britain: Vol 2, RenewableUK, July 2011
Key skills requirements in offshore projects
• Offshore EIA, Consenting and Development skills
• Engineering and scientific backgrounds
• Construction project management / Installation
• Operations and Maintenance
• Procurement
Key areas of demand in current offshore projects
Planning and development
Offshore commercial and contracts management
Construction and installation
Design and manufacturing
Operations and maintenance
Support services
Consultancies
Government
Consenting Bodies
DevelopersNew graduates and less experienced staff
Experienced staff
Potential offshore consenting bottlenecks
in summer 2012
Experienced staff
Current market feedback
7%
7%
13%
13%
13%
13%
53%
53%
93%
Talent migrating to other sectors
Inability to offer career prospects
Company reputation/brand
J ob content / scope
Talent migrating to geographies
Industry sector
Location
Salary and related benefits
Lack of experienced / qualified candidates
Percentage of respondentsEden Scott Renewable Energy Survey 2010
Main challenges in attracting talent
Key reasons for shortages
Lack of STEM subject uptake
Sector awareness
New industry – groundbreaking technologies
Global competition for talent
Failure to embrace and exploit existing talent pools and
also retraining and upskilling potential
Transferable skills opportunity
Oil & gas
Aerospace
Armed forces
Automotive
Subsea defence
Semiconductors / Telecoms
Electronics / manufacturing
Competency-based assessment
Induction and transition
Training
Most effective talent retention methods
7%
27%
33%
33%
33%
33%
40%
47%
Counter offers
Incentives
Non- financial recognition
Rewards and benefits packages
Training and development
Changes to job content / scope
Salary increases
Promotion
Percentage of respondentsEden Scott Renewable Energy Survey 2010
