The offshore wind sector has seen remarkable growth in recent years, establishing itself as a pivotal player in the transition to cleaner and more sustainable energy sources. However, as this burgeoning sector continues to expand, it faces a pressing challenge that threatens to hinder its progress: recruiting skilled professionals in a talent short market.
In this article, we delve into the multifaceted reasons behind the current hiring challenges within the offshore wind sector and provide our winning strategies to secure the best talent in the marketplace:
Establishing connections: The importance of relationship building for passive candidates
Recruitment strategy 1 – invest in long-term relationship-building
Elevate your employer value proposition to rise above emerging brands and job clutter
Recruitment strategy 2 – create a compelling Employer Value Proposition
Establishing connections: The importance of relationship building for passive candidates
The reality is that as a relatively ‘new’ sector the market of candidates is still modest in size when compared to established sectors like oil and gas, for example. On top of this, these candidates are not walking the streets, and they are not always looking to change jobs. They are mostly gainfully employed and being ‘bear-hugged’ by their employers.
This group of candidates is being contacted by recruiters and hiring managers alike on a regular basis and they receive numerous ‘work for us’ messages on LinkedIn every day. They seldom have an up-to-date CV because they don’t need one and they don’t see the value in investing time in one. They have lots of choices available to them and when they are ready to make a career move, they will have plenty of options.
Recruitment strategy 1 – invest in long-term relationship-building
Look at establishing connections with talented professionals in the marketplace with a focus on long-term relationship building. The alternative is to work with a recruitment agency, like Faststream, that specialises in offshore wind recruitment and has already developed relationships and continues to invest in talent pipelines.
One of the most important benefits of using a recruitment agency is their access to and relationships with passive talent. Recruitment Consultants will have exclusive relationships with candidates that they have built up over time. These candidates often rely on their Recruitment Consultant as a trusted advisor in the employment market. These candidates are more passive and will not apply directly to job adverts or be interested in speaking to other head-hunters. When their trusted Recruitment Consultant approaches them about a new opportunity that is tailored to their requirements, they will be more likely to listen. Candidates want to be persuaded gently and so building a relationship over time takes skill and patience.
Elevate your employer value proposition to rise above emerging brands and job clutter
An employer value proposition (EVP) is what you as an employer offer your current and potential employees in exchange for their skills and contributions to your business. It is unique to your business and tells a compelling story, creates a vision, and defines the culture and ambition of the organisation enhanced by providing a full picture of the benefits and rewards on offer which combine to attract, retain, and engage with potential employees.
It is a promise made by you to your employees and what they can expect from you. We encourage our clients to include their company vision, mission, purpose, and values, as well as what you care about and how you treat people, the environment, and society. Your EVP will set the tone of your culture, the career development and training opportunities that you provide as well as the benefits and compensation on offer to make you stand out from the crowd.
Recruitment strategy 2 – Create a compelling Employer Value Proposition
There are many benefits to investing time and money into your EVP and a way to help you rise above emerging brands and job clutter. Here are just a few:
Differentiation - Candidates are spoilt for choice with many opportunities available to them. Your EVP is your chance to differentiate yourself from competitors. There is a limit to the salaries you can offer but by using your EVP, you can attract people to your opportunities for different reasons.
Develop recruitment efficiencies - By clearly defining who you are, what you do and what you care about, your EVP can help to attract people who are a great fit for your business. In fact, more people we speak to are highly rating the importance of working for an employer whose values match with their own.
Improve retention - When an employee feels connected to their employer, they are more likely to continue to be engaged, and motivated and wish to stay with their employer for the long term. A purpose, not just a job.
Drive success - When your employees believe in you and understand the direction of the business, they are more likely to want to contribute to its success.
Diversity, equity and inclusion - If you are working towards creating a more diverse, equitable and inclusive business your EVP can prove this to people. Creating policies and procedures to make this happen and show how you treat people from all walks of life can be very attractive to people.
Please get in contact to discuss our step-by-step way to build your employer value proposition.
People love a good story: don’t be shy in sharing yours
People are increasingly drawn to storytelling in recruitment due to its profound ability to forge emotional connections. In an era marked by the epidemic of loneliness, narratives become powerful agents for alleviating this societal challenge. Stories evoke feelings that resonate on a personal level, offering a sense of belonging and shared experience. Stories can provide a more genuine connection for any job seekers looking for a sense of belonging and purpose.
Recruitment Strategy 3 – storytelling will help you connect
This approach allows you to forge deeper connections with potential hires and stand out amidst the competition in a saturated job market. It transcends the conventional method of listing job descriptions and qualifications. Instead, it involves weaving a compelling narrative that resonates with candidates, increasing the likelihood of them choosing and committing to your recruitment process.
Research indicates that stories significantly enhance the recall of businesses and brands. Utilising storytelling in a series of 'micro-moments' within your advertising endeavours can prolong your presence in the minds of job seekers. If individuals become invested in your narratives, it creates a more positive association, influencing their decision-making process. Additionally, storytelling has the remarkable ability to humanise your business, making it more relatable and personable in the eyes of your audience.
Crafting a Concierge-Service Model for Recruitment Success
In offshore wind recruitment, candidates benefit significantly from VIP treatment due to the specialised nature of the sector and the competitive market for skilled professionals.
Moreover, VIP treatment serves as a strategic approach to showcase a business's dedication to fostering lasting relationships with employees. In a sector known for its global talent acquisition and extended project durations, this personalised experience contributes to a positive reputation within the offshore wind community. Word-of-mouth endorsements from candidates who have experienced VIP treatment can amplify a business's standing, positioning it as an employer of choice in a sector that values both technical proficiency and a supportive, collaborative work environment.
Recruitment Strategy 4 – VIP treatment
Embedding a concierge-service model for your recruitment processes offers several advantages, enhancing the overall candidate experience and contributing to the success of recruitment efforts. A concierge approach adds a personalised touch, streamlines processes, and demonstrates a commitment to meeting candidates' unique needs.
Enhanced candidate experience - A concierge service model prioritises the individual needs of candidates, providing a tailored and positive experience throughout the recruitment process. This personalised attention can leave a lasting impression and contribute to a candidate's perception of the business.
Competitive edge - In a competitive job market, VIP treatment sets your business apart. It signals that you value your candidates and are willing to go the extra mile to make the recruitment process smoother and more enjoyable.
Efficiency and streamlined processes - A concierge service model streamlines administrative tasks and logistics, allowing candidates to focus on showcasing their skills and qualifications. This efficiency can lead to faster decision-making and a more agile recruitment process.
Brand image - This approach contributes to a positive employer brand. Candidates who experience a high level of service are more likely to share positive feedback, enhancing the business's reputation and making it an attractive employer in the eyes of future candidates.
If you would like to take the candidate experience to the next level, here are our top tips on how to make this happen:
Personalised communication - Tailor your communication to individual candidates, providing them with clear information about the recruitment process, timelines, and expectations. Use personalised emails, calls, or even video messages to establish a connection.
Logistical Support - Assist candidates with practical aspects of the recruitment journey, such as travel arrangements, accommodations, or virtual interview setups. Anticipate their needs and proactively address potential challenges.
Be flexible – Try to arrange interviews around the candidate’s unique schedule not yours. Be flexible on timings and location, provide sufficient options and try to pre-empt delays, catching up in-between meetings if necessary is a good idea and can also help you to develop better rapport with a future hire.
Feedback mechanism - Establish a feedback loop where candidates can share their experiences and suggestions. Use this information to continually refine and improve your concierge service model.
Customised onboarding – Once a candidate accepts an offer, extend the concierge service to the onboarding process. Provide a dedicated point of contact, help with paperwork, and ensure a smooth transition into the business.
Training for Recruitment Teams - Provide training for recruitment teams to ensure they understand and embody the concierge service ethos. Encourage a mindset of prioritising candidate experience and going above and beyond expectations.
Final thoughts
In the dynamic landscape of offshore wind recruitment, success lies in innovation and a commitment to excellence. Whether you choose to build relationships with recruitment specialists, refine your employer value proposition, tell compelling stories, or implement a concierge service model, the goal is clear – to create effective and long-term recruitment strategies that enable you to hire skilled professionals to support you to grow and develop your business.
