labour market update pptx
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Labour Market UpdateOffshore Renewable Energy Skills
Eden Scott | March 14, 2012
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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
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Today’s agenda
Market opportunity
Skills needs and shortages
Transferable skills
Attraction and retention
Case study
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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
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Source: East Coast Renewables
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Working for a Green Britain: Vol 2, RenewableUK, July 2011
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Key skills requirements in offshore projects
• Offshore EIA, Consenting and Development skills
• Engineering and scientific backgrounds
• Construction project management / Installation
• Operations and Maintenance
• Procurement
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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
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Consultancies
Government
Consenting Bodies
DevelopersNew graduates and less experienced staff
Experienced staff
Potential offshore consenting bottlenecks
in summer 2012
Experienced staff
Current market feedback
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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
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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
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Transferable skills opportunity
Oil & gas
Aerospace
Armed forces
Automotive
Subsea defence
Semiconductors / Telecoms
Electronics / manufacturing
Competency-based assessment
Induction and transition
Training
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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