by Lucy Nicoll, Associate Director at Eden Scott
MUCH like the rest of the country, our city is experiencing a shift in demand for talent to help ensure our local and national economy can compete and thrive for decades to come.
The digitisation of many industries and the growth of artificial intelligence is raising questions about the future of work, as is the transition from traditional fossil fuels to renewable energy.
Plenty of evidence suggests a skills shortage will only grow as the renewable energy sector expands unless action is taken.
Some argue that the ‘new jobs’ promised as part of our country’s move to renewables have yet to materialise. However, estimates from the Offshore Wind Industry Council suggest the industry will employ over 97,000 people UK-wide by 2030, and the northeast renewable sector will employ 77,000 by 2050.
The good news for Aberdeen is that many of the skills already exist, and a range of strategies can help our talented workforce meet the changing needs of this new world of work.
Talent Diversification
Core skills and expertise in areas such as offshore construction, project management, and engineering are embedded in the workforce in and around the northeast, requiring adaptation rather than diversifying skills to meet the needs of the renewables industry.
This is also the case regarding the management of teams, orchestrating multiple contractors on large-scale projects, which are all ongoing within the oil and gas market.
However, as with virtually every other industry, the energy industry requires strong digital skills to grow. The introduction of AI and robotics for areas such as underwater detection, among others, is changing job requirements.
Most employees will need vastly enhanced digital skills, specifically a more robust understanding of data analytics. The volumes of data influencing the decision-making processes will heighten demand for teams of digital analysts.
There is also a demand for machine learning and artificial intelligence skills for the management and development of the technology which is changing the face of the industry.
Along with this growing need for digital skills is the requirement for soft skills such as communication, problem-solving, and empathy, among others. Again, this isn’t specific to the energy sector, but these skills are increasingly in demand as technology takes over many manual tasks.
Investment in Renewables
There has been some reluctance on the part of employers and, therefore, employees to invest in training with the uncertainty in the long-term future of the renewable energy sector around the northeast.
However, recent announcements from the Scottish Government around a commitment to developing Moray and the northeast including a fund of £500m to create renewable energy centres of excellence, should inspire confidence.
Ally that with the country’s ambition to deliver at least 20 gigawatts of additional low-cost renewable electricity capacity by 2030 and the development of 20 sites around Scotland’s coastline through the Scot Wind Leasing Rounds, managed by Crown Estate Scotland, the volume of work in this country will be unprecedented.
A range of measures is being introduced to make the transition from traditional jobs in the fossil fuel industry to renewable energy jobs much more achievable, including the Just Transition Plan. Engaging with unions, businesses, and communities has ensured that workers across the sector have the chance to participate.
So, what can you do as a business to help your team adapt their skills and recruit the talent you need to grow?
Skills assessment
While there is no easy fix for this challenge, now is an excellent time to assess your team’s capabilities to identify skills gaps. You may have a highly-skilled team, but do their capabilities relate to tomorrow’s revenue streams?
In a previous edition of ABN, I spoke about the concept of right skilling – identifying the skills employees need to perform their jobs well and equipping them with those skills. Now more than ever, employers must delve deeper into how they can help employees meet the changing demands of the economy.
Identifying skills gaps helps you understand where you need to focus your hiring efforts. During a time when budgets are challenged, sourcing candidates with a refined set of skills that directly relate to your requirements (current or future) is of the utmost importance.
Employee Engagement & Satisfaction
The process of right skilling will also need to balance employee satisfaction, which is critical to retaining talent.
Regular reviews of responsibilities help employees understand their current role and provide a clear path for advancement. By setting clear expectations, acknowledging success, and supporting through challenges, employers can ensure that their team members feel motivated to contribute their best.
Clearly, the reward package is another critical component of employee satisfaction. This doesn’t exclusively relate to salaries, although it is worth digging deep to reward your best and brightest during challenging times. You can offer your team multiple benefits to support their workplace satisfaction.
It’s worth considering anonymous employee surveys to understand the benefits your team members want – this will help you focus your rewards efforts and avoid wasting resources on benefits that aren’t relevant or appropriate to your employees.
Future career prospects also play a pivotal role in employee retention. Transparent conversations about professional development opportunities are crucial to building trust. Employees need to feel assured that their employers are invested in their long-term growth. By demonstrating a commitment to their employees’ futures, employers can foster a sense of loyalty within their teams.
Bringing in this support system will also boost your reputation and help you attract high-performing candidates, giving you a competitive advantage.
The sector is growing; are you ready?
It is clear that we all need to review the skills we have in our teams to ensure they are appropriate for growth and transition.
The exciting thing is we have most of the talent we need in and around the area, and with the investment and long-term growth plans, it will be an attractive proposition for future talent to flourish.
