In our first instalment we looked at why individuals are pursuing a career in Smart Grids and what organisations need to do to attract and retain this talent pool. Our second blog looked at the development needs of our own experienced consulting professionals who have chosen to specialise in Smart Grids. In this third instalment we look at how networks businesses are attempting to attract and retain talent to drive their business forward over the next 10 years.
Across the Utility sector, businesses are investing to take raw skills of graduates and apprentices and provide a career path that aligned to their aspirations of work style and frequency of progression. The evidence of this shift in approach can be measured in many ways.In the UK, utilities have looked to market their appeal as an employer of choice through recognition in schemes such as Sunday Times Top Best Big Companies to Work For and through investment and commitment to Leadership Development. In addition, they are also offering a broad spectrum of lifestyle benefits and a commitment to supporting the individual employee both in work and at home. All these aspects are key concerns for prospective employees when selecting an employer who have the potential to be integral to the transition to a low carbon energy future.
Examples of this shift in approach within network businesses are provided below and while they do represent considerable incremental progress they are still lagging behind employers such as Google, Apple and tech start-up’s that offer innovation-centric careers:
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