In an insightful conversation with Stewart Mullin, the Chief Operating Officer of the&nbsp;<a href="https://gwec.net/" target="_blank" rel="noopener">Global Wind Energy Council (GWEC)</a>, he shared a comprehensive overview of the state of the global wind energy sector and its urgent need for talent. With decades of experience in renewables, Mullin shared valuable insight into GWEC's efforts to address the global talent gap in wind energy, the importance of diversity in the workforce, and the role policies have in supporting the industry's growth.&nbsp;
​GWEC is a global organisation dedicated to promoting wind energy worldwide. With offices in key locations around the globe, the council is at the forefront of addressing the renewable energy sector's challenges. The expansion into new regions, like the recent establishment of an office in Portugal, signifies their commitment to fostering global wind energy development.&nbsp;
​One of the key challenges facing the wind energy sector is the&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-skills-gap-strategies-for-attracting-talent-to-the-renewable-energy-sector?source=google.com" target="_blank" rel="noopener">significant talent gap</a>. With a requirement for over 570,000 technicians by 2027 to meet the deployment of an estimated 670 gigawatts of new wind capacity, Mullin highlights the industry&rsquo;s race against time to attract and train skilled workers. This challenge is compounded by the need for a diverse workforce, particularly the underrepresentation of women in the wind energy sector.&nbsp;
​Mullin emphasises the necessity for a thriving supply chain and profitable developers within the wind energy sector to ensure its attractiveness to potential talent. He notes the importance of security and the challenge of competing with other sectors for skilled professionals. The allure of the wind sector, he believes, lies in its potential to contribute positively to societal and environmental issues, inspiring individuals to join the field with the hope of making a meaningful impact.&nbsp;
​This vision for the wind industry not only highlights its economic and technical needs but also its role in fostering a sustainable future for coming generations, offering a compelling narrative for those looking to&nbsp;<a href="https://cop28.spencer-ogden.com/" target="_blank" rel="noopener">power a greener future.</a>&nbsp;
​The importance of creating pathways for people from various backgrounds is key when it comes to powering the wind energy industry. Whether through formal education, apprenticeships, or transition programs for professionals from other industries, GWEC is actively&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/energising-change-how-talent-migration-is-shaping-the-future-of-energy?source=google.com" target="_blank" rel="noopener">working to attract talent</a>. The introduction of the GWEC Academy, which aims to promote training courses to individuals from all walks of life, is a step towards standardising and enhancing the quality of wind energy education globally.&nbsp;
​The conversation also touches on the significant role of government policies in supporting the wind energy sector. Initiatives like the US Inflation Reduction Act are key when it comes to providing the investment certainty needed for the industry to thrive. Stewart calls for inclusive policies that facilitate a just transition from fossil fuels to renewable energy all over the world, ensuring that there is room for everyone in the new energy landscape.
​Stewart Mullin's insights into the global wind energy sector, and GWEC&rsquo;s efforts, highlight the urgency of addressing the talent gap and the importance of diversity and inclusivity in building a resilient workforce. With the right policies, education initiatives, and industry commitment, the wind energy sector can meet its ambitious goals and play a pivotal role in the global transition to renewable energy.
​If you&rsquo;ve found this article useful and would like to hear more about the talent shortage in renewables, you can dive deeper with our latest report,&nbsp;<a class="Hyperlink SCXW39789096 BCX0" href="https://cop28.spencer-ogden.com/" target="_blank" rel="noreferrer noopener">Powering the Energy Transition.</a>
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<a title="Powering " href="https://cop28.spencer-ogden.com/"><img src="https://cdn.sourceflow.co.uk/ta8sfn9op1xr996hz9ul8iqqeow4" alt="Powering" width="700" height="207"></a>

Stewart Mullin of GWEC on Empowering the Future: Bridging the Talent Gap in Global Wind Energy

Sharing valuable insights, Nick Worpole, EMEA Director at&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/?source=google.com" target="_blank" rel="noopener">Spencer Ogden</a>,&nbsp;speaks about the current challenges and opportunities facing the UK's renewable energy sector, highlighting the issues from a recruitment perspective. As the industry sees rapid growth due to global efforts to fight climate change, finding the right talent has become a significant hurdle. This situation creates a unique scenario for recruitment companies and businesses within the sector to rethink and adapt their strategies.
<h4>The State of Renewable Energy in the UK</h4>
The renewable energy sector in the UK is booming, driven by a worldwide push towards more eco-friendly energy sources. This growth isn't just about new projects and advancements in technology, it includes the financial and business models that support these initiatives. However, the industry is facing a major challenge: a lack of talented professionals. The sector is eager for people who have experience in or&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/cultivating-the-next-generation-of-energy-leaders-a-focus-on-youth-and-innovation?source=google.com" target="_blank" rel="noopener">passion for renewables</a>,&nbsp;but such candidates are scarce because the industry itself hasn't been around that long.
<h4>​​Recruitment Trends and Obstacles</h4>
Recruitment agencies play a crucial role in&nbsp;addressing this talent gap.&nbsp;By looking into traditional sectors like oil and gas to find people with skills that can be&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-gap-insights-from-michael-love-on-transitioning-skills-to-renewable-energy?source=google.com" target="_blank" rel="noopener">transferred to renewables</a>.&nbsp;This involves identifying professionals with relevant experience and helping them transition to roles in growing areas such as offshore wind, solar energy, and green hydrogen projects. The main challenge is not only finding talented individuals but also convincing the renewable sector of the value of these transferable skills. Nick and his team have actively engaged with clients to tackle these issues, with a keen focus on the similarities in skill sets across different energy sectors, emphasising how an experienced electrical engineer from oil and gas, for example, can easily fit into a renewable energy project.
<h4>​Technology Skill Demands</h4>
Advances in renewable technology, particularly in green hydrogen and battery storage, have introduced new complexities into the recruitment process. These areas require specific skills that are not widely available in the job market. Spencer Ogden has been successful in bridging this gap by targeting professionals from related fields, such as those experienced in industrial gas production for green hydrogen projects, or those with a background in grid projects for battery storage roles.
<h4>​Looking Forward After COP28</h4>
Following COP28, the emphasis on&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-skills-gap-strategies-for-attracting-talent-to-the-renewable-energy-sector?source=google.com" target="_blank" rel="noopener">bridging the skills gap</a>&nbsp;in the renewable energy sector has become even more critical, projections suggest that over 139 million jobs will be needed by 2030 to power the energy transition. Worpole stresses the importance of collective efforts to address this challenge, encouraging businesses and professionals to contribute towards making the energy transition efficient and sustainable. While focusing on renewables, it's also important to consider enhancing grid capabilities and exploring nuclear energy to ensure a consistent supply of power throughout the year. Integrating different energy sources like wind and solar with storage solutions like green hydrogen and batteries can provide a stable and reliable energy mix.
​The shift towards renewable energy is not just an environmental imperative but also poses a significant recruitment challenge. By recognising and strategically addressing the talent gap, the renewable sector can continue to expand and contribute to a sustainable future.&nbsp;If you&rsquo;ve found this article useful and would like to hear more of what Nick has to say on the effects of COP28&rsquo;s commitments on talent, you can dive deeper into our latest report,&nbsp;<a href="https://cop28.spencer-ogden.com/" target="_blank" rel="noopener">Powering the Energy Transition.</a>

Tackling the Renewable Energy Sector's Recruitment Hurdles: Insights with Nick Worpole

As the demand for sustainable energy continues to grow, the renewable energy sector is experiencing a significant skills shortage. If you&rsquo;re in the industry &ndash; and seeking growth and success - you don&rsquo;t need us to tell you how much of a challenge this poses. Attracting and retaining top talent has become more critical than ever, and companies need effective strategies to meet these demands.
It's a topic we recently tackled more deeply in our report,&nbsp;<a style="color: #84a44e;" href="https://cop28.spencer-ogden.com/">Powering the Energy Transition</a>.&nbsp;This report reveals a myriad of stats and facts including that by 2030, we are likely to have just&nbsp;<a style="color: #84a44e;" href="https://www.pwc.co.uk/who-we-are/our-purpose/building-trust-in-the-climate-transition/supporting-a-fair-transition/the-energy-transition-and-jobs.html">216,000</a> workers available to fill the c.400,000 roles required in nuclear, hydrogen, and renewables.
And&nbsp;<a style="color: #84a44e;" href="https://www.mckinsey.com/industries/electric-power-and-natural-gas/our-insights/renewable-energy-development-in-a-net-zero-world-overcoming-talent-gaps">McKinsey and Co. suggest</a> that over the same timescale, the global renewables industry will need an additional 1.1 million blue-collar workers to develop and construct wind and solar plants, an additional 1.7 million workers to operate and maintain them, as well as 1.3 million white-collar workers such as project developers and managers, finance experts, legal staff, etc.
In short, the secret to success, and attracting and retaining top renewables talent, lies in companies working to reposition themselves in this ever-changing sector. If you are keen to thrive, despite the challenging outlook, then this article is for you. Read on as we uncover some of the different challenges companies face in attracting talent in the renewable energy sector and provide actionable strategies for bridging the skills gap.
<h4 dir="ltr">The Growing Demand for Renewable Energy Talent</h4>
Renewable energy is becoming an essential part of the&nbsp;<a style="color: #84a44e;" href="https://www.sciencedirect.com/science/article/pii/S2211467X19300082">global energy mix</a>, and this growth has created many &ndash; if not an abundance of - job opportunities. The transition to clean energy has been driving the demand for&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/jobs?source=google.com">skilled professionals</a> with diverse skills such as engineers, analysts, installers, and project managers. And, alongside this, it is emerging that young people are increasingly interested in working for companies that have a positive impact on the environment.&nbsp;
In fact, research carried out by graduate careers experts, Prospects, suggests that&nbsp;<a style="color: #84a44e;" href="https://www.prospects.ac.uk/prospects-press-office/91-percent-of-graduates-want-to-make-a-difference-in-their-job#:~:text=A%20further%2086%25%20said%20it,attract%20and%20retain%20young%20people.">86%</a>&nbsp;of graduates feel it is &ldquo;vital that the company they work for has a positive environmental impact&rdquo; and&nbsp;<a style="color: #84a44e;" href="https://www.prospects.ac.uk/prospects-press-office/91-percent-of-graduates-want-to-make-a-difference-in-their-job#:~:text=A%20further%2086%25%20said%20it,attract%20and%20retain%20young%20people.">85%</a> state it is &ldquo;important that a company has sustainable practices.&rdquo; Prospects concluded that a company&rsquo;s sustainable practices were likely to help attract and retain young people &ndash; noteworthy insight for companies looking to build a workforce that is passionate about renewable energy.
However, it remains that the sector has seen a shortage of skilled professionals in recent years. According to a 2022&nbsp;<a style="color: #84a44e;" href="https://www.irena.org/-/media/Files/IRENA/Agency/Publication/2022/Sep/IRENA_Renewable_energy_and_jobs_2022.pdf">report</a> by the International Renewable Energy Agency (IRENA), the shortage of skilled professionals could become a significant barrier to the growth of renewable energy. This scarcity of talent can be attributed to many factors, including the sector's rapid growth and lack of formal education and training programs.
<h4 dir="ltr">Challenges in Attracting Talent</h4>
One of the main obstacles in recruiting talent in the renewable energy sector is that it is still so new. The rapid growth of the renewable energy sector has created a demand for very specialised skills that many potential candidates do not possess. And in many cases, potential candidates are not aware of the opportunities available in this sector, not to mention the fact that both candidates and hirers can overlook suitable transferable skills.
Then there is direct competition with other industries to consider. The renewable energy sector is up against, for instance, tech and finance sectors. Specialist areas like these are known for their lucrative salaries and benefits packages, often attracting highly skilled professionals, making it challenging for renewable energy companies to compete.&nbsp;
But the answer lies in innovation. Renewables companies can compete if they revisit their recruitment strategies, ensuring they stand out from the crowd.&nbsp;
For instance, one approach could be embracing a diversity-led recruitment model. By promoting diversity in the workforce, companies can attract a far wider range of talent which can accelerate their energy transition.
Additionally, if you&rsquo;re not doing so already, it&rsquo;s time to invest in&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-gap-insights-from-michael-love-on-transitioning-skills-to-renewable-energy?source=google.com" target="_blank" rel="noopener">training and development programs</a> to bridge the skills gap. By providing opportunities for learning and growth, you can attract ambitious candidates looking for career advancement. And if you are struggling to source the in-demand skills you need, why not develop them yourself in-house? Next, we will explore tactics like these in greater depth.
<h4 dir="ltr">Strategies for Attracting and Retaining Top Renewables Talent</h4>
<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/navigating-talent-challenges-in-the-renewable-energy-sector-insights-from-james-pipe?source=google.com" target="_blank" rel="noopener">Attracting and retaining top talent is crucial</a>&nbsp;for driving innovation and competitive advantage in renewable energy. But it takes a multifaceted approach. Here are some actionable strategies that can help overcome the hurdles covered above.
<h5 dir="ltr">1. Develop a strong employer brand</h5>
An effective way to attract top talent is by building a strong employer brand. Showcase your company's mission, values, and culture to attract individuals who align with your vision. For example,&nbsp;<a style="color: #84a44e;" href="https://orsted.co.uk/energy-solutions">&Oslash;rsted</a>, a global leader in offshore wind power, has built its brand around a commitment to creating a world that runs entirely on green energy, as well as a supportive working culture. This strong employer brand helps attract professionals passionate about sustainable energy.
<h5 dir="ltr">2. Embrace diversity and inclusion</h5>
<a href="https://intrapreneurnation.com/innovation/creative-innovation-via-diverse-inclusive-teams/#:~:text=When%20people%20from%20different%20walks,and%20effective%20problem%2Dsolving%20strategies.&amp;text=Research%20has%20shown%20that%20diverse%20teams%20are%20better%20at%20solving%20complex%20problems.">Diverse teams</a>&nbsp;lead to innovative solutions. Therefore, adopting a diversity-led recruitment model can be beneficial. This approach not only widens the talent pool but also brings in a range of perspectives that can accelerate the energy transition.&nbsp;<a style="color: #84a44e;" href="https://www.vestas.com/en">Vestas</a>, a global wind turbine company, has a comprehensive diversity and inclusion strategy, which has been instrumental in attracting a diverse workforce.&nbsp;
<h5 dir="ltr">3. Invest in learning and development</h5>
Offering opportunities for continuous&nbsp;<a style="color: #84a44e;" href="https://honehq.com/blog/recruiting-top-talent/#:~:text=Emphasize%20the%20Value%20of%20Development,their%20personal%20and%20professional%20growth.">learning and growth</a>&nbsp;can attract ambitious candidates and encourage them to stay. Siemens Gamesa, a leading supplier of wind power solutions, offers comprehensive&nbsp;<a style="color: #84a44e;" href="https://training.siemensgamesa.com/sginternet/index.jsp">training programs</a>&nbsp;to its employees, helping them stay updated with the latest industry trends.
<h5 dir="ltr">4. Provide competitive compensation and benefits</h5>
To compete with industries known for their lucrative salaries and benefits packages, renewable energy companies need to offer competitive compensation. Besides monetary benefits, consider offering flexible working arrangements, health and wellness programs, and other non-monetary benefits that can enhance job satisfaction and employee retention.
<h5 dir="ltr">5. Create a supportive work environment</h5>
Creating a supportive and collaborative work environment can significantly boost employee retention. Encourage open communication, recognise and reward achievements, and promote work-life balance. For instance,&nbsp;<a style="color: #84a44e;" href="https://www.investor.nexteraenergy.com/news-and-events/news-releases/2020/02-25-2020-140252751">NextEra Energy</a>, a leading renewable energy company, is known for its positive work environment and has been recognised as one of the "World's Most Ethical Companies" by Ethisphere.
<h5 dir="ltr">6. Establish clear career progression paths</h5>
Clearly&nbsp;<a href="https://www.linkedin.com/pulse/6-ways-how-career-pathing-can-help-retain-employees/">defined career paths</a> can help retain top talent by giving them a sense of direction and opportunities for advancement within the company. It can empower individuals and help them envisage themselves with you for the long term, aiding people to achieve professional and personal goals.
<h4 dir="ltr">Building a Sustainable Talent Pipeline</h4>
It is important to focus on building a sustainable talent pipeline to ensure long-term growth and continuity. This involves strategic talent development and succession planning, with an emphasis on&nbsp;<a href="https://www.spencer-ogden.com/blog/2024/02/an-insight-into-renewable-energy-education-and-industry-prospects-with-dr-arjan-abeynaike?source=google.com" target="_blank" rel="noopener">education, internships, and apprenticeships.</a>
<h4 dir="ltr">The Importance of Long-term Talent Development and Succession Planning</h4>
Long-term talent development is not just about filling immediate vacancies; it's about preparing for the future. It involves identifying potential leaders within your organisation and equipping them with the skills needed to take on higher responsibilities.
Succession planning plays a crucial role in this process. It ensures that there are highly skilled and well-prepared employees ready to fill key roles when they become vacant due to retirements, unexpected departures, or business growth. Without effective succession planning, organisations risk facing a leadership vacuum and loss of critical institutional knowledge.
<h4 dir="ltr">Promoting Education: The Foundation of Talent Development</h4>
Education is the foundation of talent development. By investing in employee education, you will ensure your workforce stays updated with the latest industry trends, technologies, and best practices. This could involve sponsoring employees to attend relevant courses, workshops, or conferences.
Additionally, consider partnering with educational institutions. This not only helps students become industry-ready but also allows companies to identify and attract promising talent early on.
<h4 dir="ltr">Internships: Bridging the Gap between Theory and Practice</h4>
Internships provide students with hands-on experience and a taste of the real-world work environment. For your organisation, offering internships is a great way to assess potential hires in a real-world context. It also helps you to build relationships with future talent early on, increasing the chances of attracting these individuals once they graduate.
<h4 dir="ltr">Apprenticeships: Moulding Future Leaders</h4>
Apprenticeships take first-hand learning a step further. They combine on-the-job training with classroom learning, allowing individuals to gain practical skills while earning a wage. For companies, apprenticeships are an effective way to mould future leaders. They allow you to train individuals in specific roles over a longer period, ensuring they develop the skills and knowledge exactly as required by you.
In conclusion, the renewable energy sector is experiencing a significant skills shortage, and the consequence is that attracting and retaining top talent is more crucial than ever. If you are a company looking to build a skilled and diverse workforce, you need to prioritise creating an inclusive work environment, providing professional development opportunities, and a positive work environment. Developing a sustainable talent pipeline through education, internship, and apprenticeship programs can help address the long-term skills gap in the industry. And only through implementing these strategies, will the renewable energy sector bridge the skills gap and continue to grow sustainably.
<a style="color: #84a44e;" href="https://www.spencer-ogden.com/?source=google.com">Spencer Ogden</a>&nbsp;are specialists in this ever-changing sector, and specifically the area of renewables talent acquisition. If you would like to learn more about how to navigate one of the most exciting yet challenging markets, be sure to download our&nbsp;<a style="color: #84a44e;" href="https://cop28.spencer-ogden.com/">report</a>,&nbsp;<a style="color: #84a44e;" href="https://cop28.spencer-ogden.com/">SO Talent Insights: Powering the Energy Transition</a>. Alternatively&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/branches?source=google.com">get in touch</a> with us to learn more about how we can help you attract and retain top renewable energy talent to your organisation.

Bridging the Skills Gap: Strategies for Attracting Talent to the Renewable Energy Sector

In our recent report,&nbsp;<a href="https://cop28.spencer-ogden.com/">Powering the Energy Transition</a>, we delved into the seismic shift the global energy landscape&rsquo;s facing. We&rsquo;re all aware that traditional fossil fuels, which have long been the backbone of our power systems, are gradually being&nbsp;<a style="color: #84a44e;" href="https://www.ft.com/content/a37d0ddf-8fb1-4b47-9fba-7ebde29fc510">replaced</a>&nbsp;by cleaner, more sustainable sources of energy. But this transition is not just about swapping coal for solar or oil for wind. It's about developing a new way of thinking, a new way of solving problems, and ultimately,&nbsp;<a style="color: #84a44e;" href="https://www.mckinsey.com/industries/oil-and-gas/our-insights/powering-up-new-leadership-for-a-changing-energy-environment">cultivating a new generation of leaders</a>&nbsp;in the energy sector.
Actress and environmental activist, Gloria Reuben, is <a style="color: #84a44e;" href="https://www.huffpost.com/entry/a-bus-ride-for-clean-ener_b_465553">quoted</a>&nbsp;as having said, &ldquo;A transition to clean energy is about making an investment in our future.&rdquo; And indeed, this sentiment has never been truer relation to nurturing our future energy leaders. With the daunting challenges posed by&nbsp;<a style="color: #84a44e;" href="https://www.un.org/en/climatechange/science/causes-effects-climate-change">climate change</a>&nbsp;and the increasing demand for sustainable energy, it&rsquo;s become imperative to equip our youth with the knowledge, skills, and passion to navigate this complex field. After all, they&rsquo;re not only the engineers, scientists, and policymakers of tomorrow, but also the visionaries who&rsquo;ll drive innovation and shape the future of energy.
Youth and innovation are two vital ingredients in this recipe for transformation. Young people bring fresh perspectives, enthusiasm, and a natural propensity for innovation. The result? Ground-breaking advancements in both energy technology and policy. Plus, their inherent fluency in digital tech positions them as invaluable players in the age of smart grids, decentralised energy systems, and data-driven solutions.
In this blog post, we&rsquo;ll explore the current state of youth involvement in the energy sector, the educational pathways leading to careers in renewables, and we&rsquo;ll also highlight the pivotal role of innovation in shaping the future of energy. Importantly, we&rsquo;ll discuss how we can cultivate the next generation of energy leaders. Ultimately, they&rsquo;re the key to a sustainable, resilient, and equitable energy future for us all.
<h4 dir="ltr">The Current State of Youth Involvement in Energy</h4>
It&rsquo;s positive to see a growing trend of youth involvement in energy-related courses and programs. An example of this is the&nbsp;<a style="color: #84a44e;" href="https://www.irena.org/Energy-Transition/Partnerships/Youth-Engagement">GROWTH@IRENA</a>&nbsp;summer training programme, which offers undergraduate students the opportunity to engage with renewable energy projects and initiatives.&nbsp;
But did you know the world currently houses the largest generation of youth in history? There are <a style="color: #84a44e;" href="https://www.un.org/en/climatechange/youth-in-action">1.8 billion </a>people aged between 10 and 24. And this generation is increasingly aware of the importance of sustainable energy. Their&nbsp;<a style="color: #84a44e;" href="https://www.linkedin.com/pulse/empowering-future-youth-energy-engagement-sustainable-george-prokopos-hnxxf/">involvement&rsquo;s on the rise</a>, with a notable increase in volunteering activities aimed at improving sustainable energy solutions.
In terms of impact, young people are already making significant strides in the energy sector. For instance, in Indonesia, <a style="color: #84a44e;" href="https://www.undp.org/indonesia/blog/empowering-youth-transforming-passion-action-energy-transition">more than 80%</a>&nbsp;of the youth expressed strong concern about climate change and a desire to actively participate in the energy transition. This shows that the youth are not passive actors but active participants ready to transform their passion into action for the energy transition.
<h4 dir="ltr">The Role of Education and Training</h4>
Education and training play a pivotal role in preparing the future leaders of the energy sector. Existing courses and training programmes (such as those offered by&nbsp;<a style="color: #84a44e;" href="https://www.irena.org/Energy-Transition/Partnerships/Youth-Engagement">IRENA</a>) are instrumental in equipping students with the necessary skills and knowledge to navigate the complex field of renewable energy.
These kinds of programs are <a style="color: #84a44e;" href="https://fas.org/publication/talent-pipeline-for-the-clean-energy-transition/">shaping future leaders</a>&nbsp;by linking existing training funds and programs with industry needs, creating a robust talent pipeline for the clean energy transition. They provide opportunities for hands-on experience, industry exposure, and in-depth understanding of renewable energy technologies and policies.
<h4 dir="ltr">Educational Pathways Leading to Careers in Renewables</h4>
There are a wide variety educational pathways for young people wanting to pursue green careers. Degree programs in fields such as Environmental Science, Engineering (particularly Electrical, Mechanical, or Chemical), Sustainable Energy, and Renewable Energy are foundational stepping stones.&nbsp;
However, it's also possible to transition into a green career, even <a style="color: #84a44e;" href="https://leadersinenergy.org/key-takeaways-on-educational-pathways-to-green-careers/">without a science degree</a>. Specialising in areas like biochemistry, chemical engineering, bioinformatics, or forensic science can&nbsp;<a style="color: #84a44e;" href="https://www.renewableenergyworld.com/blog/career-pathways-and-possibilities-in-renewable-energy/">open doors</a>&nbsp;to renewable energy careers.
Then there are partnerships between educational institutions and research bodies, like the agreement between <a style="color: #84a44e;" href="https://red.msudenver.edu/2023/partnership-expands-pathway-to-careers-in-renewable-energy/">NREL and MSU Denver</a>, which are also creating more avenues for collaboration and internship opportunities.&nbsp;
Clean energy jobs are found across the public, private, and non-profit sectors and can range from entry-level to professional positions. And with the growing demand for renewable energy careers, these educational pathways are becoming ever more critical in equipping the next generation of leaders in sustainable energy.
<h4 dir="ltr">Investing in Higher Education for a Sustainable Future</h4>
Universities and colleges across the globe are stepping up to the plate, offering dedicated programs aimed at equipping the next generation with the skills and knowledge they need to lead us towards a greener, more sustainable future.&nbsp;
Strategic, comprehensive <a style="color: #84a44e;" href="https://www.ren21.net/evolving-education-for-a-renewables-based-economy/">approaches</a>&nbsp;applied in higher education institutions do more than create a future workforce; they integrate renewable energy education into the broader curriculum, fostering a renewables-based economy.
<a href="https://www.masterstudies.co.uk/masters-degree/renewable-energy/uk">Institutions</a>&nbsp;such as the University of Exeter, Imperial College London, and the University of Southampton offer specialised programs in renewable energy. Their courses range from undergraduate degrees to PhDs, providing students with a comprehensive understanding of renewable energy from both theoretical and practical perspectives.
For instance, the University of Exeter offers an&nbsp;<a style="color: #84a44e;" href="https://www.exeter.ac.uk/study/postgraduate/courses/engineering/renewableenergyengineeringmsc/#:~:text=This%20programme%20is%20modular%20and,five%2015%2Dcredit%20optional%20modules.">MSc in Renewable Energy Engineering</a>, where students are exposed to the latest developments in renewable energy, including solar power, wind energy, and bioenergy. Similarly, Imperial College London provides an&nbsp;<a style="color: #84a44e;" href="https://www.imperial.ac.uk/study/courses/postgraduate-taught/sustainable-energy-futures/">MSc in Sustainable Energy Futures</a>, emphasising the role of innovative technologies and policies in achieving a sustainable energy system.
There's also significant growth in apprenticeship schemes related to renewable energy in the UK. For instance, the Energy &amp; Utilities Independent Assessment Service (EUIAS) provides high-quality <a style="color: #84a44e;" href="https://www.googleadservices.com/pagead/aclk?sa=L&amp;ai=DChcSEwje-8CvifGDAxX_nFAGHcKBDNYYABAAGgJkZw&amp;ae=2&amp;gclid=Cj0KCQiAwbitBhDIARIsABfFYIJK2M2k-NtSU9y_MZaYhcYUSxUqL3VOGTxGEaK_v08DXQDiGb6YDr4aApyYEALw_wcB&amp;ohost=www.google.com&amp;cid=CAESVuD2mebW-GLDBB1uHqhVGGacgD_YegIIdL-oWcFRQzt1_Hl_gpTp8FDhzqt3VXmc1wlEI4WQ78JS9wE05DpaKJ3aSjhgM8L2cY1ZzhQ9Jl0MIKBgpo2K&amp;sig=AOD64_2ga-Uhkk-QcixDmzsT37Arrq_nkQ&amp;q&amp;adurl&amp;ved=2ahUKEwiJnbuvifGDAxXXWkEAHeRaDksQ0Qx6BAgHEAE&amp;nis=2&amp;dct=1">end-point assessment</a>&nbsp;(EPA) services for several apprenticeship standards, including Power Engineer. These apprenticeships offer a unique blend of academic learning and on-the-job training, equipping students with practical skills and real-world experience.
Investing in these educational programs and pathways is vital for our future sustainability targets. By doing so, we're ensuring that the next generation is well-prepared to pioneer the transition towards a sustainable future.
<h4 dir="ltr">Innovation in the Energy Sector</h4>
Alongside education, innovation is another crucial catalyst for progress in the energy sector. It drives efficiency, creates new opportunities, and ultimately, propels the transition towards a more sustainable energy future. This is especially true in the case of renewable energy, where technological advancements have the power to overcome existing barriers and unlock untapped potential.
Young people are at the forefront of this innovative drive. Take, for example, <a style="color: #84a44e;" href="http://maanasamendu.com/">Maanasa Mendu</a>, a teenager who invented an affordable wind and solar energy device inspired by a visit to India where she saw many people living without access to affordable clean energy. Or consider&nbsp;<a style="color: #84a44e;" href="https://www.forbes.com/profile/param-jaggi/?sh=3e9b42f19909">Param Jaggi</a>, who, at just 18 years old, invented a device that converts carbon dioxide emissions from cars into oxygen.
These examples underscore the ingenuity of youth and their capacity to innovate in the energy sector. They also highlight the need for platforms and opportunities that can nurture such talent and channel it towards solving the world's energy challenges.
<h4 dir="ltr">Challenges and Opportunities</h4>
Despite their potential, young people face several challenges when entering the energy sector. One large challenge? It&rsquo;s the lack of awareness and understanding about the&nbsp;<a style="color: #84a44e;" href="https://info.lse.ac.uk/current-students/careers/information-and-resources/employment-sectors/energy-and-environment">breadth of career opportunities</a>&nbsp;within the sector. The sector&rsquo;s often perceived as highly technical, deterring those who could bring valuable skills from other disciplines. Additionally, access to&nbsp;<a style="color: #84a44e;" href="https://www.gfse.at/fileadmin/4_gfse/services___policy_briefs/youth_gfse_policy_brief_v2_01.pdf">quality education and training</a>&nbsp;in renewables can be a barrier, particularly for those in developing countries or disadvantaged backgrounds.
However, these challenges are not insurmountable. In fact, they present opportunities for structural change and improvement. The renewable energy sector offers a multitude of opportunities. With the global renewable energy market expected to reach <a style="color: #84a44e;" href="https://www.grandviewresearch.com/press-release/global-renewable-energy-market">$1,512.3 Billion</a>&nbsp;by 2025, there&rsquo;s a growing demand for a diverse range of skills and expertise.
<h4 dir="ltr">The Future of Energy: A Youth-Driven Approach</h4>
The future of energy isn&rsquo;t just about the transition from fossil fuels to renewables, but also about a shift in the demographic driving this change. As evident from various initiatives around the world,&nbsp;<a style="color: #84a44e;" href="https://www.undp.org/blog/four-ways-young-people-can-lead-energy-revolution">young people</a>&nbsp;are increasingly becoming&nbsp;<a style="color: #84a44e;" href="https://energy5.com/youth-driven-energy-saving-strategies-making-a-difference">key in the energy sector</a>.
To better engage young people, the energy sector needs to make a <a style="color: #84a44e;" href="https://energy5.com/youth-driven-innovations-in-energy-efficiency">concerted effort</a>&nbsp;to create platforms that allow them to contribute their ideas and innovations. This includes internships, mentorships, and collaborative projects that provide real-world experience and a chance to make a tangible impact.
Schools, governments, and companies also have a crucial role in encouraging youth participation and innovation. Schools can integrate energy education into their curriculum, instilling an early interest in the field. Governments can support youth-led initiatives and provide funding for research and development in renewable energy technologies. And companies can create opportunities for young innovators, such as innovation challenges or start-up incubator programs.
Looking ahead, the future of the energy sector with a new generation of leaders looks promising. With their passion for sustainability, knack for innovation, and digital savviness, these young leaders are expected to accelerate the transition towards a more sustainable energy landscape. They&rsquo;ll likely drive advancements in energy efficiency, renewable energy technologies, and smart grid solutions. And their commitment to social justice and equality will push the sector towards more equitable energy access and distribution.
As we move forward, it's clear that a youth-driven approach will be instrumental in shaping the future of energy. By investing in our youth, we're not only securing our energy future but also creating a world that is more sustainable, resilient, and inclusive.
In conclusion, the role of youth and innovation in the energy sector is crucial. The world&rsquo;s facing unprecedented energy challenges, and it's clear that the solutions lie not only in technological advancements but also in maximising the potential of our young generation.
Young people bring a fresh perspective, boundless creativity, and a deep-seated commitment to sustainability - all essential ingredients for innovation in the energy sector. Their passion for change, combined with their digital savviness, positions them as powerful drivers of the energy transition.
However, to fully tap into this potential, we need concerted efforts from schools, governments, and companies. We need to provide quality education and training in renewables, create platforms for youth to contribute their ideas and innovations, and support youth-led initiatives. And only by doing so can we cultivate the next generation of energy leaders who are not only capable of driving the energy transition but also committed to creating a more sustainable and equitable world.
The future of energy lies in our youth, and it's up to us to give them the tools, opportunities, and support they need to shape it. As we look ahead, there's no doubt that a youth-driven approach will be instrumental in propelling the energy sector forward. And with the right investment in our youth today, we stand a better chance of securing a sustainable energy future for all.
If you&rsquo;ve found this article useful, why not take a deeper dive into the topic with our report, <a href="https://cop28.spencer-ogden.com/">Powering the Energy Transition.</a>

Cultivating the Next Generation of Energy Leaders: A Focus on Youth and Innovation

James Pipe, Executive Director at Spencer Ogden, speaks about the significance of the commitments made at COP28 and its implications for the renewable energy sector, particularly when it comes to talent acquisition and addressing skill shortages.&nbsp;Pipe highlights the importance of COP28's focus on renewables, marking a significant shift in recognising renewables as a crucial asset class for decarbonisation and electrification efforts.
​James sheds light on the&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/addressing-talent-challenges-in-renewable-energy-insights-and-strategies-post-cop28" target="_blank" rel="noopener">talent challenges</a>&nbsp;exacerbated by COP28, particularly in the context of the existing shortage in the renewables market. With ambitious targets set to grow to 11 000 GW of renewable generation assets by 2030, the demand for skilled professionals, especially in electrical engineering and project management, is expected to soar. This poses a global challenge in sourcing and attracting talent across various sectors.
​<a style="color: #84a44e;" href="https://www.spencer-ogden.com/?source=google.com" target="_blank" rel="noopener">Spencer Ogden</a>&nbsp;has been proactive in addressing talent shortages through various initiatives. One notable strategy involves tapping into cross-sector talent pools, particularly individuals skilled in offshore and gas markets, and transitioning them into renewables, such as the offshore wind industry. By educating both talent and clients about the transferability of skills, Spencer Ogden aims to bridge the gap between demand and supply in the renewables workforce.
​To mitigate skill gaps, Pipe emphasises the importance of cross-sector skill transition,<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/cultivating-the-next-generation-of-energy-leaders-a-focus-on-youth-and-innovation" target="_blank" rel="noopener">ongoing education</a>&nbsp;and&nbsp;<a style="color: #84a44e;" href="https://www.spencer-ogden.com/blog/2024/02/bridging-the-gap-insights-from-michael-love-on-transitioning-skills-to-renewable-energy" target="_blank" rel="noopener">training for existing talent</a>, and collaboration with educational institutions to prepare individuals for roles in the renewables sector. By adopting a collective approach, the industry can effectively address the critical skill shortages that hinder its growth.
​Despite challenges such as inflationary pressures and material costs, the renewables market presents a promising landscape post-COP28. With a clear focus on climate action and ambitious targets set to drive renewable energy adoption, the sector offers significant opportunities for career growth, innovation, and investment. COP28's spotlight on renewables underscores the urgency and importance of talent development and acquisition in the renewable energy sector. Through strategic initiatives and collaboration, industry stakeholders can navigate talent challenges and capitalise on the vast potential of renewable energy to drive global sustainability efforts forward.
 If you&rsquo;ve found this article useful and would like to hear more of what James has to say on the effects of COP28&rsquo;s commitments on talent, you can dive deeper with our latest report,&nbsp;<a href="https://cop28.spencer-ogden.com/">Powering the Energy Transition.</a>

Navigating Talent Challenges in the Renewable Energy Sector: Insights from James Pipe

<h3>​Michael Love, Head of Skills Policy at&nbsp;<a href="https://opito.com/" target="_blank" rel="noopener">Opito</a>, shared crucial insights on the transition of skills from traditional energy sectors to support the growth of the renewable energy industry. Having been with Opito for over 5 years and being a key figure in delivering&nbsp;the North Sea Transition Deals 'Integrated People and Skills Strategy', Michael shares a full-scale look at how important adapting skills is to support the growth of renewables.</h3>
​Transferring Oil and Gas Skills to Renewable Energy
Love emphasised the significant potential for professionals in the oil and gas industry to transition their skills to renewable energy. He noted that a significant portion of the UK's oil and gas workforce possesses incredibly transferable skills that can fill key gaps in the renewable energy sector. Providing skills such as technical expertise, people management, leadership, and digital, they can be effectively utilised in renewable energy sectors.
​Adapting Training for Renewable Energy Skills
Opito is at the forefront of adapting its training programs to meet the growing demand for renewable energy skills. With a 50-year legacy, Opito has introduced credit-rated energy transition qualifications focusing on key sectors like wind power, hydrogen and carbon capture. They&rsquo;re also key players in establishing Energy Skills Passport, to help streamline skill transfer and qualification recognition across energy sectors. This initiative is particularly focused on the UK market but has the potential to influence global standards. The Energy Skills Alliance compliments this by aiming to create skills for a net zero future, reducing industry barriers to facilitate the free movement of professionals across sectors like nuclear, wind, and oil and gas.
​The Demand for Renewable Energy Skills
Michael provided a sector-by-sector breakdown of expected&nbsp;<a href="https://www.spencer-ogden.com/blog/2024/02/addressing-talent-challenges-in-renewable-energy-insights-and-strategies-post-cop28?source=google.com" target="_blank" rel="noopener">skill demands in renewable energy</a>.&nbsp;For example, the offshore wind sector could support up to 90,000 jobs in the UK by 2030, with strong demand for consenting skills, mechanical and electrical disciplines, as well as engineering roles. Similarly, carbon capture and hydrogen sectors will require project management, process engineering, and gas safety skills, among others.
​The Importance of Cross-Industry Collaboration
Stressing the importance of cross-industry collaboration, Michael highlighted the need for a unified approach across distinct energy sectors. He speaks about the challenges posed by differences in qualifications, regulations, and funding streams in the UK's devolved education system. Opito's integrated people and skills strategy, developed through extensive industry engagement, aims to address these challenges and facilitate a smooth talent transition into renewable energy. For professionals considering a move to renewables, Love advised evaluating industry experience to identify pivot areas, both in technical and softer skills. For companies, he recommended making environmental, social, and governance credentials clear and focusing on diversity, inclusion, and flexible working to attract talent.
​Addressing Talent Availability for COP28 Goals
In response to achieving the COP28 goal of 11,000 gigawatts of renewable energy power by 2030, Love acknowledged the existing talent pool but stressed the&nbsp;<a href="https://www.spencer-ogden.com/blog/2024/02/energising-change-how-talent-migration-is-shaping-the-future-of-energy?source=google.com" target="_blank" rel="noopener">need to attract more professionals from various engineering and scientific sectors.</a>&nbsp;He highlighted their "Meeting Future Skills Demand" action plan, which focuses on developing an offshore energy vocational education framework and integrated approaches for graduate and postgraduate attraction. The Energy Skills Alliance's initiatives, such as developing a vocational education framework and integrated approaches for graduate attraction, also play crucial parts in addressing the skill shortages.
​Michael Love's insights offer a roadmap for the energy sector&rsquo;s transition to a net zero economy, highlighting the crucial role of skills transfer, training adaptation, and cross-sector collaboration in achieving the ambitious goals of renewable energy expansion, with the Energy Skills Intelligence Hub playing a pivotal role. Both Opito and the Energy Skills Alliance underscore the belief that collaborative efforts yield more effective and enduring results in the energy transition.
If you&rsquo;ve found this article useful and would like to hear more of what Michael has to say on the effects of COP28&rsquo;s commitments on talent, you can dive deeper into our latest report, <a href="https://cop28.spencer-ogden.com/">Powering the Energy Transition.</a>
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Utilising Skills to Fill The Gap: Insights from Michael Love on Transitioning Skills to Renewable Energy

<h3>Cross-industry talent migration is a growing trend. It&rsquo;s a term that describes how professionals move from one industry to another, taking their skills and expertise with them. And in the energy sector - as we pointed out in our&nbsp;<a href="https://cop28.spencer-ogden.com/">recent report</a>&nbsp;on the implications of the ambitious targets set at the recent&nbsp;<a href="https://unfccc.int/news/cop28-agreement-signals-beginning-of-the-end-of-the-fossil-fuel-era">COP28 conference</a>&nbsp;- this process is particularly important.</h3>
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Why? Because, as most of us are aware, the energy sector is undergoing major changes. Our report also highlighted the challenges faced by the energy sector, and the fact that to survive and evolve, it needs to find sustainable solutions, develop new technologies, and improve efficiency. The key to doing this? It&rsquo;s seeking a wider range of skills often found outside of the traditional energy talent pool.
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In this blog, we'll look at why cross-industry talent migration is so important, how to attract this talent, and the challenges involved.&nbsp;
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Whether you're an industry leader, HR professional, or are someone who&rsquo;s thinking about moving into the energy sector, this article will provide valuable insights. So, let&rsquo;s delve into the importance of cross-industry talent migration for the future of the energy sector.
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<h2 dir="ltr">The Current State of the Energy Sector</h2>
Currently, the energy sector&rsquo;s at a critical intersection. Traditional resources are becoming less popular due to environmental concerns, and on the other hand, renewable energy sources are quickly gaining traction. This shift is transforming the industry, requiring new skills and perspectives that simply aren't always available within the existing talent pool.&nbsp;
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At the moment, the energy sector's talent landscape is largely comprised of professionals with backgrounds in fossil fuels and more traditional energy generation methods. And while these individuals undoubtedly bring invaluable experience and understanding of the industry's history and operations, the sector's evolution now demands&nbsp;<a href="https://www.linkedin.com/pulse/power-fresh-perspectives-energy-transition-felipe-germini/?trk=article-ssr-frontend-pulse_more-articles_related-content-card">fresh perspectives</a>&nbsp;and skills.
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But the need for talent from other industries is complex. Firstly, there&rsquo;s an increasing emphasis on clean energy solutions requiring&nbsp;<a href="https://es.catapult.org.uk/news/survey-reveals-digital-data-skills-gap-in-the-energy-sector/">technological innovation</a>. Traditional engineering skills alone, are no longer enough. And professionals with backgrounds in tech and digital industries are in demand for their expertise in areas like AI, machine learning, and data analytics, that can help businesses contribute to the development of smarter, more efficient energy systems.
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Secondly, the move away from fossil fuels calls for a change in business strategies. Talent from sectors like&nbsp;<a href="https://fintechmagazine.com/articles/how-can-finance-accelerate-transition-to-renewable-energy">finance</a>&nbsp;or marketing could provide fresh insights into creating sustainable business models, attracting investment, and communicating the value of renewable energies to consumers.
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And finally, the energy sector needs to navigate complex regulatory landscapes and forge stronger relationships with stakeholders. Professionals from legal, policy-making, or public relations backgrounds can offer the necessary expertise to manage these aspects effectively.
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Ultimately, the energy sector needs a talent transformation. And to succeed it needs to look beyond its traditional boundaries and welcome professionals from diverse industries to drive its evolution towards sustainability and efficiency.&nbsp;
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<h2 dir="ltr">The Need for Cross-Industry Talent Migration</h2>
In an industry as dynamic as energy, attracting talent from various sectors holds immense potential. This cross-industry talent migration can provide several benefits that can drive the sector forward.
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To start with, professionals transitioning from other industries can introduce unique skills and knowledge. We&rsquo;ve already touched on how finance experts could provide insights into managing budgets efficiently or securing funding for innovative projects. Or how tech professional could contribute expertise in cutting-edge technologies like AI and machine learning. But what about&nbsp;<a href="https://trainingindustry.com/magazine/may-jun-2019/the-importance-of-diversity-of-thought/">diversity of thought</a>&nbsp;too?
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When people with different backgrounds, experiences, and perspectives come together, they challenge the status quo and stimulate new ideas. And it&rsquo;s this kind of diversity that could lead to breakthroughs in how the energy sector operates; from discovering more efficient ways to generate and store energy to devising creative strategies to market renewable energies.
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And let&rsquo;s not forget how cross-industry talent migration can help the energy sector adapt to changing landscapes. As the world shifts towards sustainability, the sector must navigate new regulations, consumer expectations, and market dynamics. Professionals from industries that have undergone similar transitions, such as automotive or manufacturing, could provide valuable guidance in managing this change.
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<h2 dir="ltr">Methods of Attracting Talent</h2>
Attracting talent from other sectors requires an innovative and strategic approach. Here are some strategies that can help the energy sector attract diverse talent.
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Competitive Compensation: Offering competitive salaries and benefits is crucial. However,&nbsp;<a href="https://www.gallup.com/workplace/236267/ways-attract-candidates-unpopular-industries.aspx">compensation</a>&nbsp;extends beyond just monetary rewards. It can include flexible working arrangements, health and wellness programs, and opportunities for personal and professional growth.
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Clear Career Progression Paths: Professionals often switch industries to seek better career opportunities. By providing clear career progression paths, the energy sector can&nbsp;<a href="https://www.businessnewsdaily.com/5189-attract-skilled-workers.html">attract</a>&nbsp;ambitious professionals looking to make a significant impact.
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Robust Training Programs: For professionals transitioning into a new industry,&nbsp;<a href="https://www.firstcitizens.com/commercial/insights/management/innovative-ways-to-attract-talent">learning and development opportunities</a>&nbsp;are essential. The energy sector can offer robust training programs to help these professionals acquire industry-specific skills and knowledge.
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In addition to these strategies, the energy sector can learn from companies that have successfully attracted talent from other industries. For instance,&nbsp;<a href="https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/03/28/need-to-attract-top-talent-try-these-12-smart-hiring-strategies/">Tesla</a>, a leader in the renewable energy sector, has been successful in attracting top talent from various industries, ranging from automotive to tech. Tesla's success can be attributed to its innovative culture, competitive compensation, and strong leadership.
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<h2 dir="ltr">Challenges in Cross-Industry Talent Migration</h2>
There&rsquo;s clearly endless potential in cross-industry migration but it can also present certain challenges. Here are some of the most common:
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Cultural Differences: Every industry has its own unique culture and work practices. Professionals transitioning into the energy sector might find it challenging to adapt to these cultural differences. This could lead to misunderstandings or conflicts within teams.
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Retraining Needs: Professionals from other industries may lack specific skills or technical knowledge required in the energy sector. This necessitates comprehensive retraining programs, which can be time-consuming and costly.
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Resistance to Change: Established professionals in the energy sector might resist the influx of new talent from other industries. They may feel threatened by these newcomers or be reluctant to change established ways of working.
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Despite these challenges, they can be mitigated with careful planning and consideration. Tactics may include:
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Addressing Cultural Differences: Companies can conduct orientation programs to help new hires understand the industry culture. Regular team-building activities can also encourage understanding and collaboration among diverse team members.
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Managing Retraining Needs: Instead of seeing retraining as a cost, companies should view it as an investment in their workforce. Use online learning platforms or partner with educational institutions to provide effective training.
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Overcoming Resistance to Change: Change management strategies can be employed to deal with resistance. This includes communicating the benefits of diversity, providing support to existing staff, and involving them in the integration process.
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<h2 dir="ltr">Talent Migration Success Stories</h2>
Cross-industry talent migration works. And that&rsquo;s why it&rsquo;s becoming increasingly common in the energy sector. As companies strive to innovate and adapt to the ever-evolving energy landscape, they&rsquo;re recognising the value of diverse perspectives and skills. Here are some notable examples of successful cross-industry talent migration:
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<ol>
<li>
British Petroleum (BP):<a href="https://www.weforum.org/people/dev-sanyal/">Dev Sanyal</a>, the executive vice president of gas and low carbon energy at BP, previously worked in the telecommunications industry. His experience has been instrumental in&nbsp;<a href="https://www.bp.com/content/dam/bp/business-sites/en/global/corporate/pdfs/investors/bpweek/bpweek-low-carbon-electricity-energy.pdf">driving BP's low carbon initiatives</a>.
</li>
<li>
Tesla: Tesla's former senior director of engineering,&nbsp;<a href="https://www.linkedin.com/in/nickkalayjian/">Nick Kalayjian</a>, came from the tech industry, having previously worked with Apple Inc. His expertise in high-tech consumer electronics played a critical role in shaping Tesla's innovative electric vehicle technology.
</li>
<li>
Orsted:<a href="https://www.wemeanbusinesscoalition.org/blog/jakob-askou-boss-senior-vp-at-orsted-on-accelerating-the-global-green-energy-transformation/">Jakob Askou B&oslash;ss</a>, Senior Vice President for Corporate Strategy &amp; Stakeholder Relations at Orsted, was formerly engaged in the media industry as a journalist and later as Head of Press for the Danish Minister for Climate and Energy. His unique background has empowered him to foster strong relationships between Orsted and its stakeholders, supporting the company's transition into a renewable energy leader.
</li>
<li>
Shell:<a href="https://www.next-wavepartners.com/consultants/mark-gainsborough?source=google.com">Mark Gainsborough</a>, former Executive Vice President for New Energies at Shell, brought invaluable insights from his previous experience in the aviation industry. He played a significant role in steering Shell towards cleaner energy solutions.
</li>
</ol>
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In conclusion, cross-industry talent migration brings a wealth of benefits. It nurtures innovation by introducing fresh ideas and perspectives. It also addresses skill gaps, particularly in emerging areas like renewable energy and digital technology. As the energy sector continues to evolve, companies that embrace cross-industry talent migration are likely to be at the forefront of innovation and growth.
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Not many landscapes are evolving at the speed of renewables. And the need for innovative approaches and fresh perspectives in the sector is more crucial than ever. One key strategy? It&rsquo;s cross-industry talent migration. By bringing in professionals from diverse sectors such as telecommunications, technology, media, and aviation, energy companies are driving innovation and growth in their respective spaces. The likes of BP, Tesla, Orsted, and Shell are proving it&rsquo;s value.
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Cross-industry talent migration not only fills skill gaps but also enhances innovation by introducing new ideas and perspectives. It's a strategic move that's proving instrumental in navigating the complex challenges and opportunities of the energy sector. And as we look to the future, it's clear that the energy industry's success will increasingly hinge on its ability to embrace diversity and learn from other sectors.
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Have you considered how cross-industry talent migration could bolster your company's strategy and position it for success in the dynamic energy landscape of tomorrow? Check out our full report,&nbsp;<a href="https://cop28.spencer-ogden.com/">Powering the Energy Transition</a>, for more insights into how to not only survive but thrive the transition to renewables. And let&rsquo;s take inspiration from those leading the way. It&rsquo;s time to innovate, adapt, and learn to transition to renewables.

Energising Change: How Talent Migration is Shaping the Future of Energy

<h4>Dr Arjan Abeynaike, a senior lecturer at the University of Otago in New Zealand, recently shared his insights into the evolving landscape of renewable energy in education and how academia is adapting to industry demands. With a rich academic background, including a PhD in Chemical Engineering from Cambridge and experience working in multiple global renewable institutions, Dr Abeynaike brings a comprehensive perspective to the table.</h4>
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<h3 class="Paragraph SCXW133740468 BCX0" align="left">The Shift in Academic Focus Towards Renewable Energy</h3>
Dr Abeynaike highlights that there&rsquo;s been a noticeable shift in academic focus over the years. Initially, energy programs, like the one at the University of Otago, emphasised energy efficiency. However, the current emphasis is directly on renewable energy and decarbonisation, reflecting shifts in both the industry and society. This shift is something we&rsquo;re seeing all over the globe, with more universities than ever offering courses in renewable energy and students being encouraged to pursue a greener career plan.
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<h3 class="Paragraph SCXW133740468 BCX0" align="left">Student Interest vs. Industry Demand</h3>
​Contrary to initial expectations, Dr Abeynaike notes that there hasn't been a significant increase in student enrolment in these programs, despite a growing societal interest in sustainability. But perhaps this gap is down to a simple lack of awareness about the existence of specialised courses in renewable energy. And if so, increasing awareness and promoting these programs to high school age students is a crucial step when it comes to aligning student interest with industry needs. That&rsquo;s where the need for an introductory, or pre-university course could be beneficial for those considering a future in renewables.
​
<h3 class="Paragraph SCXW133740468 BCX0" align="left">Career Advice for Students in Renewable Energy</h3>
​Having been a lecturer since 2018, Dr Abeynaike advises students aspiring to enter the renewable sector to be proactive and open-minded. The renewable industry, while growing, is still relatively small compared to established sectors such as oil and gas. Opportunities in renewables might not be as available, meaning a more active approach to seeking them out is required. And Dr Abeynaike further suggests considering roles in non-renewable companies that are transitioning towards sustainable practices, as this can also provide valuable experience.
​
<h3 class="Paragraph SCXW133740468 BCX0" align="left">Interdisciplinary Approach to Renewable Education</h3>
The lecturer underscores the importance of interdisciplinary education in addressing the challenges of renewable energy and decarbonisation. While specialist energy graduates are crucial, skills from various engineering and science disciplines are also vital. This broad-based approach is essential in building a workforce that&rsquo;s capable of meeting ambitious global renewable energy targets.
​
<h3 class="Paragraph SCXW133740468 BCX0" align="left">University-Industry Collaboration</h3>
​On the topic of university-industry collaboration, Dr Abeynaike feels more could be done to strengthen these ties. Internship and pre-grad opportunities, as well as aligning course content with industry needs are areas for improvement. He cites the example of Otago University&rsquo;s "Living Labs&rdquo; - an initiative where students are given the opportunity to work on real-world projects over the summer under academic supervision. This provides them with actual, relevant experience and helps to encourage renewable institutions to take on graduates. They&rsquo;re seeing huge success in their &ldquo;Living Labs&rdquo; model and the hope is that it will progress as an example of an effective partnership.
​​
<h3 class="Paragraph SCXW133740468 BCX0" align="left">The Road Ahead for Renewable Energy Education</h3>
​Reflecting on the ambitious global targets for renewable energy (like those set at COP28) Dr Abeynaike acknowledges the challenges ahead. The time frame is tight, and the recruitment industry will have to be innovative in meeting talent demands. Graduates from a range of disciplines will be needed to address the challenges of decarbonisation and renewable energy growth.
​
Dr Abeynaike's insights offer a comprehensive view of the current state and prospects of renewable energy education. As the demand for sustainable energy solutions grows, the role of academia in shaping the next generation of professionals becomes increasingly significant. The University of Otago's approach of blending academic rigour with real-world applications serves as a beacon for others to follow in this crucial global endeavour.
​
If you&rsquo;ve found this article useful and would like to hear more of what Dr Arjan Abeynaike has to say on the effects of COP28&rsquo;s commitments on academia, take a deeper dive with our latest report,&nbsp;<a class="Hyperlink SCXW133740468 BCX0" href="https://cop28.spencer-ogden.com/" target="_blank" rel="noreferrer noopener">Powering the Energy Transition.</a>

An Insight into Renewable Energy Education and Industry Prospects with Dr. Arjan Abeynaike

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The closure of COP28 in Dubai marked a pivotal moment as delegates struck an unprecedented deal steering the global community away from fossil fuels. Here are our key takeaways from the conference:
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Deciphering the COP28 Agreement on Fossil Fuels: COP28 culminated in a significant agreement, emphasizing legal decisions under the UN Framework Convention on Climate Change. While discussions commenced with the early settlement on the loss and damage fund, the central focus revolved around the treatment of fossil fuels in the global stocktake text&mdash;a response to the Paris Agreement's imperative to limit global warming to 1.5&deg;C. The text acknowledges the imperative for substantial, swift, and continuous reductions in greenhouse gas emissions, urging nations to contribute, on a national basis, towards global efforts in alignment with the Paris Agreement. Concerning fossil fuels, the agreement calls for their transition in energy systems in an equitable manner, aiming for net-zero emissions by 2050. Experts scrutinize the language used in the text, noting the shift from the preferred "phase-out" to "transition away" and the specified timeframe, raising debates about the agreement's direction and pace.
</li>
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Implications of the COP28 Deal on Fossil Fuels: The accord signals a clear warning to industries and investors, indicating the waning prospects for oil, gas, and coal&mdash;previously earmarked for a "phase down" at COP26. Notably, oil-producing nations like Saudi Arabia contested the phase-out options, while emerging economies sought transition support before committing to phase-out strategies. Observers anticipate a transformative shift from fossil fuels, emphasizing the irreversibility of this move. Campaigners highlight remaining industry-friendly "loopholes" and challenges ahead, including unproven carbon capture and storage technology.
</li>
<li>
Embracing Renewable Energy: The global stocktake text champions a significant call to triple renewable energy capacity and double annual energy efficiency improvements by 2030&mdash;an applauded victory by energy experts. This recognition marks a crucial step toward constructing a cleaner energy system, pivotal in swiftly reducing fossil fuel dependence. Leaders in renewable energy underscore the monumental nature of this outcome, identifying it as a realistic and vital adjustment to expedite the global energy transition.
</li>
<li>
Climate Finance and COP28: Fundamental to climate action is the provision of adequate financing, especially for developing and vulnerable nations. While COP28 agreed upon implementing actions under the Global Goal on Adaptation, experts lament the diluted language in soliciting continuous and enhanced international support for developing countries, despite the urgent need for financial aid. However, despite these shortcomings, experts acknowledge a forward path to fortify global efforts for adaptation and resilience, calling for heightened ambition and unity among participating nations.
</li>
<li>
COP28's Influence on Future Climate Summits: Amidst escalating global concerns and skepticism surrounding the UN summit's efficacy, COP28's achievements prompt both praise and critique. While some celebrate the significant strides made, others, like the Center for International Environmental Law, condemn it as a "fossil-fueled failure." The debate persists regarding alternative forums to manage fossil fuel decline, detached from vested interests.
</li>
</ol>
While high-profile commentators commend COP28's progress, divergent opinions surface, advocating for different decision-making structures. Notably, voices remain that real climate action does not solely rely on conferences or treaties, urging immediate action and collective effort to effect change.​
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COP28 reaches landmark agreement to transition away from fossil fuels: What are the key insights?

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<h3 align="left">Mobilising to South America</h3>
Drilling contractors run under strict manning and certification regulations, where extensive penalties can be issued to offshore drilling rigs that have unskilled personnel on board. Such consequences can lead to substantial loss in revenue and potential bankruptcy.
<h3 align="left">Challenges</h3>
A leading oil services company contacted Spencer Ogden to assist in an urgent situation involving a conventional drillship that was stationed in a Trinidadian Shipyard for refurbishment and repairs. The drillship had overstayed the maximum allotted time in the shipyard and was being forced by officials to either vacate or incur a penalty of $600,000 USD per day.&nbsp;
Spencer Ogden were asked to source and supply experienced rig based personnel, whilst ensureing all travel and arrival onsite was less than eighteen hours from commencement. Upon arrival, the drillship needed to leave the shipyard to make its trip to Venezuela.
<h3 align="left">Solutions</h3>
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A Sourcing and vetting of highly skilled experts with relevant experience, valid certifications, medicals, background checks, and drug screens&nbsp;
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Using Spencer Ogden&rsquo;s experienced mobilisation team to get personnel onsite in record time
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&nbsp;Invoicing &amp; payroll in accordance with all local and international tax laws
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<h3 align="left">Result</h3>
By creating a bespoke solution, Spencer Ogden were able to solve a unique problem for the client.&nbsp;
This impressive example of customer service and personnel commitment resulted in Spencer Ogden becoming the client&rsquo;s preferred supplier to support all its international contract and permanent personnel.&nbsp;
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Candidates contacted: 800+
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Candidates shortlist screened: 509
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Candidate CV&rsquo;s submitted: 392
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Candidates interviewed: 325
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Candidates offered: 199
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Candidates hired: 185
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A Race Against Time

<h3 align="left">An American Revolution</h3>
The introduction of President Obama&rsquo;s Climate Action Plan saw America take a leading stance on reducing carbon pollution and increasing energy efficiency. In 2010, the United States&rsquo; first clean coal plant was approved, becoming a first-of-its-kind electricity plant to employ gasification and carbon capture technologies on a large scale.
<h3 align="left">Challenges</h3>
Due to the innovative nature of this project, all personnel needed to be from a specific petro chemical or refinery background with extensive commissioning and start up experience. As this was a new project, with a new client early in the lifecycle terms needed to be agreed quickly and contractors onboarded efficiently to meet initial deadlines.
<h3 align="left">Solutions</h3>
Spencer Ogden used their expertise in the necessary geographical location, and expertise in the industry to bring the best highly skilled talent in a short timeframe. Terms were completely executed within 10 days allowing Spencer Ogden to build up a pipeline of talent quickly and start onboarding over 20 contractors in the first month.&nbsp;
In order to onboard/deliver on all of our SLAs in the timeframe required, we internally hired an additional payroll specialist and two compliance co-ordinators. This ensured all compliance was in place to payroll and onboard contractors for the client.
<h3 align="left">Result</h3>
Efficiency was key to the success of this project. Spencer Ogden maintained an 82% interview to hire ratio for a range of commissioning and start up positions. Due to Spencer Ogden&rsquo;s onbaording infrastructure and pro-actively making additional internal hires our placement success was 97% throughout the project with all contractors receiving correct payment and per diems.
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Candidates contacted: 600+
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Candidates shortlist screened: 330
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Candidate CV&rsquo;s submitted: 213
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Candidates interviewed: 128
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Candidates offered: 108
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Candidates hired: 105
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Cleaner Coal

Over the last decade, Australia has created one of the largest energy investment portfolios per capita in the Western world. Multi-billion dollar liquid gas alongside deepwater oil has transformed the region into becoming one of the most competitive markets for skilled workforce on the planet.&nbsp;
The challenges that Australia has faced over the last few years include changing personal tax regimes and the rising cost of living. Differing compliance laws across several states has created a complex challenge for many energy companies. In this particular instance, Spencer Ogden were contracted to supply technical labour across the country.
<h3>​Challenges</h3>
​Spencer Ogden were employed to support a major contractor, by providing experienced personnel to major LNG projects such as: Ichthys, Wheatstone, Gorgon, APLNG, GLNG, DLNG, QCLNG in the below disciplines. This was during a peak demand period where skilled workers were on site for more than three years across a variety of skillsets.&nbsp;
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Installation/Commissioning&nbsp;
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Service &bull; Maintenance&nbsp;
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Measurements &amp; Control
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<h3 align="left">Solutions</h3>
​A key challenge of this assignment was to create a competitive attraction and retention strategy.&nbsp;
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&nbsp;Recruitment sourcing and vetting of highly skilled technical experts&nbsp;
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Employment contracts compliant with state regional variations&nbsp;
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Mobilisation and support of personnel during assignment period&nbsp;
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Payroll meeting in-state compliance for social securities and taxes
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<h3 align="left">Result</h3>
​Spencer Ogden were successful in placing multiple personnel on Australian projects, and were able to consistently deliver technical support at all pivotal stages of the project. In this case, Spencer Ogden&rsquo;s team were continually expanding its service to support the client&rsquo;s every need.
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Candidates contacted: 1000+
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Candidates shortlist screened: 533
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Candidate CV&rsquo;s submitted: 281
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Candidates interviewed: 148
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Candidates offered: 79
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Candidates hired: 76
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Excellence the Australian Way

The Yamal LNG project is one of the most complex liquefied natural gas operations that has ever taken place. Situated above the artic circle, it was an isolated project that required the construction of a shipping port, airport, and resident facilities building.
<h3 align="left">Challenges</h3>
A key client of Spencer Ogden was looking for credible manpower partners to help fill a crucial skills gap. At the time, the client was working with 15 different agencies that were from a variety of locations. The line managers were experiencing many difficulties with managing the influx of prospective candidates that required processing.&nbsp;
A solution was needed to streamline the whole recruitment process from CV submission, selection and offer management to ensure a smooth payroll and contractor mobilisation.
<h3 align="left">Solutions</h3>
The Spencer Ogden Asia Pacific team leveraged their global network of talent and expertise, and were able to offer a wide range of recruitment solutions to the client.&nbsp;
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Sourcing and screening the relevant talent for each department&nbsp;
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Effectively overseeing offer management&nbsp;
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Payroll solution compliant with regulatory requirements&nbsp;
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Full mobilisation service arranging all work permits and visas for foreign workers&nbsp;
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Dedicated account management
</li>
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<h3 align="left">Result</h3>
From the initial request of a dozen planners, the contract was extended to include QHSE, construction, engineering design and commissioning personnel. In total, Spencer Ogden delivered over 280 assignments, including a compliant payroll solution.&nbsp;
The collaboration was appreciated by the client, who then went on to select Spencer Ogden as one of three recruitment agencies to support all of its remaining projects across Singapore and Indonesia.
<ul>
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Candidates contacted: 2000+
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Candidates shortlist screened: 851
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Candidate CV&rsquo;s submitted: 717
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Candidates interviewed: 462
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Candidates offered: 306
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Candidates hired: 282
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Mobilising Against the Elements

SUEZ is a world leader in smart and sustainable resource management. By providing advanced water and waste management solutions, SUEZ enables cities and industries to optimize their resource management and strengthen their environmental and economic performances, in line with regulatory standards.
<h3 align="left">Challenges</h3>
Due to high organic growth across the US, SUEZ needed to quickly fill a number of complex roles with qualified personnel who were capable of supporting the expansion of its field services operations unit.&nbsp;
Following a rigid contract-to-hire recruitment model, the ideal candidate needed to have previous experience with a range of advanced technologies, including reverse osmosis, ion exchange and ultra filtration.
&nbsp;Alongside this, successful candidates needed to understand the prospect of working on a diverse range of sites including, power plants, nuclear stations, oil and gas units, technology facilities, and in some instances, servicing FMCG factories.
<h3 align="left">Solutions</h3>
Upon consultation with the client, Spencer Ogden created a detailed hiring strategy that took into consideration numerous deliverables to meet the client&rsquo;s urgent project deadlines.&nbsp;
The following package was tailored for SUEZ to meet its hiring needs:&nbsp;
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Deliver three qualified profiles to the client within 48 hours&nbsp;
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Enforce a robust headhunting approach for specialist positions&nbsp;
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Utilise Spencer Ogden&rsquo;s Contractor and Compliance department to assist client with navigating complex employment laws across all states across the US&nbsp;
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Handle manpower where prevailing wage environments are in operation&nbsp;
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Bespoke travel and lodging assistance&nbsp;
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PPE support
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<h3 align="left">Result</h3>
By delivering an efficient hiring strategy, Spencer Ogden provided a total of 40 qualified personnel within a series of tight time scales. Due to the large volume of successful placements, Spencer Ogden is now considered a valued hiring partner and is currently working on several long-term projects with SUEZ.&nbsp;
<ul>
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Candidates contacted: 200+
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Candidate CV&rsquo;s submitted: 67
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Candidates hired: 40
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Scalable Recruitment Solutions

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Across Asia, fossil fuel has become the preferred source of fuel with meeting the region&rsquo;s growing demand for electricity. One of the most active EPC companies within the development of thermal energy generation power projects appointed Spencer Ogden as a supplier on numerous project sites throughout Asia.&nbsp;
<h3 align="left">Challenges</h3>
Spencer Ogden has supported this leading EPC throughout the full projectlife cycle, with examples including an entire contract management team and volume local manpower. Spencer Ogden needed to provide full expatriate solutions that were compliant with the varying visa and country requirements.
<h3 align="left">Solutions</h3>
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<li>
Active candidate sourcing, utilising detailed Spencer Ogden resources and specialised market knowledge&nbsp;
</li>
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Mobilisation to project location, with all of the necessary transportation and working documents arranged
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Payroll financing within country, along with taxes and insurances
</li>
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In country support with accommodation arrangements&nbsp;Continued support throughout the duration of the project&nbsp;
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<h3 align="left">Result</h3>
Spencer Ogden&rsquo;s Power team has a specialist consultants within every engineering discipline throughout the power plant project lifecycle. This enables us to deliver candidates that fulfil the technical requirements of the client, while also taking into consideration the finer details, that results in the delivery of efficient and effective solution.&nbsp;
To date, Spencer Ogden&rsquo;s Power division has provided volume local engineering teams to some of the largest power plant projects in Indonesia and Vietnam, while also sourcing senior expatriate engineers for a number of remote project locations throughout Asia.&nbsp;
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Candidates contacted: 1000+
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Candidates shortlist screened: 460
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Candidate CV&rsquo;s submitted: 132
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Candidates interviewed: 62
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Candidates offered: 33
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Candidates hired: 29
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Thermal Power Plant Project

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With offices in the UK, Europe, Asia, Australia and the US we deliver first-rate recruitment services to key clients across our core sectors - Natural Resources, Sustainability &amp; Infrastructure. Whether you’re thinking about contract positions or permanent roles, we lead the market when it comes to placing talent where it’s needed.  Spencer Ogden’s consultants are experts across our core sectors, knowing the right people for the job – and the right jobs for our people.

Going beyond transactional recruitment

<h2>Going beyond transactional recruitment</h2>

In a landmark moment for the global energy transition, the 28th Conference of the Parties (COP28) to the United Nations Framework Convention on Climate Change (UNFCCC) agreed to transition away from fossil fuels, triple renewable power and double energy efficiency by 2030. The right talent with the right skills will be key to the energy transition. Spencer Ogden set the standard; we were the first recruitment business to focus on the renewables sector which accounts for over 70% of our business. Along with Sustainability our other two core sectors; Natural Resources and Infrastructure are a continuing part of the energy value chain. The global energy transition is an extremely important and ambitious undertaking, and our depth of experience enables us to partner with and advise our clients who are on this journey.

The Global Energy Transition

We have been setting the PACE since 2010. Our core values: People, Accountability, Collaboration and Excellence have guided us to become the award-winning market leading business that we are today.

As a business cognisant of our impact on the environment and one that is working towards a sustainable future, we are proud to work with two impact partners: Seven Clean Seas, a Bali-based Ocean impact organisation dedicated to ridding the oceans of plastic pollution and Cool Earth; a UK based charity which works with rainforest communities to halt deforestation, increase carbon storage potential, and develop the local community. Read more about our partnerships and the work we are doing with both organisations.

CtaTextSided_001

We love what we do - and we’re proud of it

As global recruitment experts in sustainability, natural resources and infrastructure we are working&nbsp; with our clients and candidates to create careers to power a sustainable future.

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News and Insight

Please choose a region to view our branches or one of the help links below for more information.

Contact Us

Candidates partner with Spencer Ogden for their next career move for several reasons:

Why Choose Us?

Spencer Ogden supports its contractors throughout the assignment cycle. This includes onboarding through our bespoke contractor portal and a dedicated point of contact who will respond to any queries that arise during an assignment away from your home location.<h4> We're here to support you.</h4>We are committed to ensuring our contractors feel safe and supported and we offer access to our risk preparation tools, as well as emergency SMS or email updates should the assignment be in a high risk location. 24/7 emergency support is also provided for any contractor travelling outside their home country or to an offshore location. We understand that moving somewhere new for a short-term job can be stressful, so we make this as seamless as possible by giving contractors access to our country specific app. This includes information on cultural practices, emergency service information and key local facts and figures, including weather reports. This allows you to focus on your assignment without having to spend time researching your new location.For more information, get in touch with your regional support centre:ASIA: <a href="mailto:ccs.asia@spencer-ogden.com" target="_blank" rel="noopener">ccs.asia@spencer-ogden.com</a> AUSTRALIA: <a href="mailto:ccs.au@spencer-ogden.com">ccs.au@spencer-ogden.com</a> EMEA: <a href="mailto:emeacompliance@spencer-ogden.com" target="_blank" rel="noopener">emeacompliance@spencer-ogden.com</a> Germany: <a href="mailto:germanycompliance@spencer-ogden.de" target="_blank" rel="noopener">germanycompliance@spencer-ogden.de</a>

Mobilisation

Candidates

Spencer Ogden has implemented a seven-step formal recruitment process that is followed by all our&nbsp; consultants globally to ensure an effective recruitment process.

The Recruitment Process

Testimonials

We are proud to provide consistent, high-quality services to our clients and candidates. The case studies below showcase our depth of experience across Sustainability, Natural Resources and Infrastructure.

Case Studies

As global recruitment experts in sustainability, natural resources and infrastructure we are working with our clients to create careers to power a sustainable future. We connect our clients with the right talent and skillset to take your organisation forward. Clients choose to work with Spencer Ogden for several reasons:

Accreditations:

<h6>Bids &amp; Tenders:</h6>Interested in working with Spencer Ogden on a bid or project? Email us <a href="mailto:bids@spencer-ogden.com" target="_blank" rel="noopener">BIDS@SPENCER-OGDEN.COOM</a>

<table style="border-collapse: collapse; width: 100%; height: 483.334px;" border="1"><colgroup><col style="width: 50%;"><col style="width: 50%;"></colgroup><tbody><tr style="height: 466.667px;"><td style="height: 466.667px;">The ISO 9001:2015 is an internationally renowned certification. It recognises the presence of stringent quality-management systems functioning within the operational structure of an organisation. This accreditation emphasises to clients that optimised customer service is a direct result of the management procedures in place. Spencer Ogden was awarded the ISO 9001:2015 certification based on the rigorous quality-control procedures and policies built into the company&rsquo;s global framework. The extensive criteria cover the key areas contributing to the delivery of quality management. All levels of management within the company are holistically committed to ensuring these high standards are regularly maintained and</td><td style="height: 466.667px;">monitored; carrying out regular auditing processes such as individual appraisals, team meetings, and management reviews. The company&rsquo;s business objectives have been effectively integrated into the company&rsquo;s long-term quality plan. Not only does this highly respected accreditation provide additional reassurance of Spencer Ogden&rsquo;s operational infrastructure, it also underlines the quality of service we offer. From project inception to delivery, quality is of utmost importance with substantial importance and demonstrated in all areas of the business.</td></tr><tr style="height: 16.6667px;"><td style="height: 16.6667px;">&nbsp;</td><td style="height: 16.6667px;">&nbsp;</td></tr></tbody></table><h6>Bids &amp; Tenders:</h6>Interested in working with Spencer Ogden on a bid or project? Email us <a href="mailto:Bids@spencer-ogden.com" target="_blank" rel="noopener">BIDS@SPENCER-OGDEN.COM</a>

The ISO 9001:2015 is an internationally renowned certification. It recognises the presence of stringent quality-management systems functioning within the operational structure of an organisation. This accreditation emphasises to clients that optimised customer service is a direct result of the management procedures in place. Spencer Ogden was awarded the ISO 9001:2015 certification based on the rigorous quality-control procedures and policies built into the company&rsquo;s global framework. The extensive criteria cover the key areas contributing to the delivery of quality management. All levels of management within the company are holistically committed to ensuring these high standards are regularly maintained and

monitored; carrying out regular auditing processes such as individual appraisals, team meetings, and management reviews. The company&rsquo;s business objectives have been effectively integrated into the company&rsquo;s long-term quality plan. Not only does this highly respected accreditation provide additional reassurance of Spencer Ogden&rsquo;s operational infrastructure, it also underlines the quality of service we offer. From project inception to delivery, quality is of utmost importance with substantial importance and demonstrated in all areas of the business.

ISO 9001:2015 certified

We are trusted by

We partner with our clients to build long lasting relationships

Clients

Please use the following links to download our terms of business. For other regions please follow up with your local office.

Our Terms of Business

Our global offices in key areas around the world give our dedicated Mobilisation teams the ability to offer a broad range of support services for the mobilisation, assignment period and de-mobilisation of all contractors. We are here to consult on what you need to do prior to mobilisation, sharing our extensive knowledge of other geographies and different cultures. We are here to make sure the transition into a new territory and job role is a seamless one.&nbsp; We&nbsp; also help you to manage challenging situations for our candidates upon arrival&nbsp; in a new country, so they can&nbsp; feel confident upon starting work when expected.

Over 40% of our contractors have extended or remobilised onto new projects with Spencer Ogden more than once. Our international knowledge, high-risk support and compliant solutions provide the pillars for an exceptional level of service which, in turn, allows us to offer a bespoke end-to-end solution to meet our client’s' needs.

Comprehensive global mobilisation services

Our dedicated Contractor Team offers a flexible range of contractor solutions and global mobilisation. They’ll manage everything or just fill the gaps, from payroll and immigration to accommodation and driving licences. A note on sponsorship: If there’s a suitable contract position available, we can sponsor overseas nationals for the role, subject to the relevant Codes of Practice.

A flexible, autonomous approach

We have invested in providing our clients with support in high-risk locations before travel, during assignment and de-mobilisation post assignment. Working with our partners, Ace and Red24, we provide 24/7 worldwide support for our contractors, which includes the ability to monitor contractor’s locations and provide constant security updates relevant to their assignment. The features we can offer in high risk locations include but are not limited to:<ul><li>Pre-travel risk assessments</li><li>Live travel monitoring</li><li>24/7 emergency support</li><li>Local security support</li><li>Insurance</li><li>Travel support&nbsp;</li></ul>

High-risk locations

<h2>Here to break new ground</h2>Our consultants have access to a unique pool of proactively sourced candidates, building relationships in order to continuously develop our extensive database of&nbsp; hard to find, highly skilled professional technical contractors. Our consultants understand that speed and process is key. By understanding our contractors’ specialist skill sets and aspirations, alongside client requirements, we only get in touch when a job suits both parties. Our clients have exclusive access to our wide network of niche and specialist talent.

Employers &amp; Candidates, find your perfect match. Let’s talk now.

Unlock Your Potential. Together

Our international network of 13 offices ensures we’re registered to operate in your&nbsp; local market. This also means we can provide 24/7 support to contractors and clients in the world’s most challenging locations.

Contract Solutions

For more information, get in touch with your regional support centre:

We pride ourselves on delivering a high quality service to our clients and contractors.

Contractor Care

We pride ourselves on delivering a high quality service to our clients and contractors. We appreciate our reputation is underpinned by our people and always endeavour to make sure the set-up and continuation of a contract goes smoothly. We place equal emphasis on supporting you throughout your contract as we do in securing the role for you in the first place.&nbsp; We will always be available if you need anything along the way, and our integrated Recruitment, HR and Time-sheeting systems means that our consultants and finance teams can answer and deal with any queries quickly, with key information about your contract always on-hand.&nbsp; Explore below to help guide you, whether you are new to contracting, or an existing or seasoned contractor.

A reputation underpinned by our people.

<h2>Here to break new ground</h2> Our consultants have access to a unique pool of proactively sourced candidates, building relationships in order to continuously develop our extensive database of&nbsp; hard to find, highly skilled professional technical contractors. Our consultants understand that speed and process is key. By understanding our contractors’ specialist skill sets and aspirations, alongside client requirements, we only get in touch when a job suits both parties. Our clients have exclusive access to our wide network of niche and specialist talent.

Contractor Solutions

Our recruiters are experts in their field so they can help you with your job search.

Disciplines

​We are proud to highlight our open recruitment process in each job advert that we share. We encourage individuals within neurodiverse or LGBTQIA+ communities, or those with any other protected characteristic, to apply to our job advertisements. We understand the difficulties that some individuals face in applying for work, therefore we commit to ensuring any reasonable adjustments are granted.

Recruitment and selection

We are committed to providing equal opportunities to all employees, contractors, workers, and job applicants. We believe a diverse workforce powers innovation and is vital to our success and we recognise the importance in creating an environment where everyone is treated fairly. ​We ensure our hiring and internal development processes are inclusive and meritocratic, recognising the importance of equity in the success of our teams. Our ED&amp;I board regularly review ways that we can improve, with representation from all areas of our business leading these discussions. As of 2023, we are a Disability Confident Employer (level 1) and are in the process of achieving level 2 status. ​By putting ED&amp;I at the heart of our development, we create a safe and welcoming environment to work in.

We mean business when it comes to the development of our people. We strive to create diverse, and inclusive teams worldwide. Our global award-winning learning and development function is designed to give our people the opportunity to thrive in their chosen roles at Spencer Ogden.

Diversity, Equity &amp; Inclusion

Workforce composition and promotions are monitored to ensure equality of opportunity at all levels of the company. Where appropriate, steps are taken to identify and remove unjustified barriers and to meet the requirements of disadvantaged or underrepresented groups. Managers are given appropriate training on equal opportunities and selection best practice.

Progression and development

In November 2020, Spencer Ogden joined forces with seven other recruitment companies to create Programme One; A revolutionary initiative which works to remove entry barriers for underrepresented, Black minorities across the recruitment industry. Through a structured mentorship programme, members of our teams have benefitted, both as mentors and mentees, to gain the help they need to succeed in recruitment.&nbsp; ​Programme One&rsquo;s strategic ambition sets out to remove the barriers to recruitment for 500 or more Black recruiters into our sector annually.&nbsp;In 2023, our partnership developed even further, and we now actively work with Programme One to recruit into our offices. We hope to build this relationship further and continue to promote diversity and opportunity. ​If you would like additional information, support, or advice, please contact us at: <a href="mailto:info@programmeone.com">info@programmeone.com</a>

Programme One

​LGBTQIA+ is our newest network. We encourage our employees both new and old are to get involved in when they join! Our LGBTQIA+ Network&rsquo;s mission is to celebrate and embrace the LGBTQ+ community while providing a support network for LGBTQ+ employees. This network aims to drive individual and collective accountability for progressive workplace change. The network has achieved a lot since beginning its journey, the types of changes are below.<ul><li>Joined forces to attend the first ever peer-to-peer LGBTQ+ professional business network, &lsquo;Campaign&rsquo; launched by Pod Talent, specifically for professionals in the recruitment industry</li><li>Raised understanding internally, including the importance of pronouns on email signatures and LinkedIn</li><li>Celebrating awareness days such as LGBTQ+ history month and Pride&nbsp;</li><li>Fundraising through our peer-to-peer recognition scheme to support LGBTQ+ Mosaic Young Persons Trust who works to support, educate and inspire London&rsquo;s LGBTQ+ youth</li><li>Sharing LGBTQ+ language internally to educate our people on LGBTQ+ language</li></ul>

Our Networks

We are powering the global energy transition by creating careers across the entire energy value chain from generation to distribution and the infrastructure to support this and the growing population.

Powering the global energy transition

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Making A Positive Impact

Environmental, Social &amp; Governance

We are always looking to demonstrate our market expertise to help fine tune your recruitment plans and business strategies.

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The case studies below demonstrate the exceptional service we apply to every placement.

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Partnerships to Power a Sustainable Future

Over the past 13 years, our business has had a positive impact on candidates and clients in parallel with our own journey to success. Our ESG pillars support us in our endeavours as we focus on corporate social responsibility, supporting the natural environment in which we live and work, while upholding high ethical standards. ​At Spencer Ogden, we commit to going beyond standard requirements to support our sustainability objectives. We hold ourselves accountable for the environmental impact our business operations have on the environment, recognising that elements such as heating and business travel negatively impact on our CO2 emissions. Therefore, we have invested in carbon credits to offset that impact. In 2021, we successfully became a carbon neutral business, certified by Climate Partner. However, we want to go further and do more.

Making A Positive Impact

​This year, we proudly pledge to become carbon net-zero by 2030 and have signed up to the Science-Based Target initiative (SBTi) to achieve this goal. We have purchased Renewable Energy Certificates (RECs) in addition to carbon credits, to actively reduce our scope two emissions. Our Denver office&rsquo;s electricity supply runs solely from 100% wind-sourced renewable energy. &nbsp; Additionally, as of 2021, we are a carbon neutral business. As we continue our development in the renewable energy industry, we understand the value in integrity of environmental consciousness in business. That is why we have also added the below initiatives to reduce our environmental impact: <ul><li>Established an ESG Committee with global, cross-departmental, and multi-level representation</li><li>Outlined a clear sustainable travel policy governing the requirements of essential business travel</li><li>Assigned Energy Champions in each region to lead our transition to green energy</li></ul>

​Our Pledge To Net-Zero

Our mission is 'To leverage our global position and conduct socially and environmentally responsible business which benefits communities and follows clear principles of equitability, diversity, progression, and sustainability'.

Environmental, Social &amp; Governance

Spencer Ogden is proud to work with two impact partners who both support environmental and social development to create a better world for future generations. To increase our positive impact, and donations, each partnership is creatively integrated with the internal performance of our teams.

Our Charity Partners

Improving our global impact and the projects we support is governed in line with our endorsement of the following UNSDGs:

​UN Sustainable Development Goals

When we think about what defines us, we think about the way in which our business is governed and the standards we hold ourselves accountable for. Our resolute compliance team strive continuously to ensure our contractors, bids and overall processes protect the best interests of our clients, candidates, and employees. Our ESG team ensures environmental standards are governed and maintained with integrity. The quality of our business operations has been reinforced by our ISO 9001:2015 accredited status which we have held since 2015. Our Quality Management team rigorously audit internal performance across relevant departments to ensure our standards, from onboarding to leadership and introduction to agreement, is the highest it can be. Our commitment to reducing our environmental impact is bolstered by our ISO 14001:2015 accreditation. It forms the basis for our environmental governance and wider environmental strategy, focusing on emissions reductions, waste management, and transitioning to renewable energy. We aim to facilitate environmental change through our work with clients leading the energy transition, as well as our actions internally. Following the challenges presented by the Covid 19 pandemic, we have updated and expanded our risk register and mitigation framework to ensure we anticipate and plan for future liabilities. Our commitment to our people and partners rests upon our ability to ensure our longevity in developing surroundings and markets. As a result of this, we regularly review and calculate our responses to all risks we encounter as a business

Governance

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People.

Over 65% of our current leadership team started as trainee consultants.

Spencer Ogden offers unparalleled progression opportunities and is recognised as the best in class learning and development curriculum worldwide. It&rsquo;s designed to support the advancement and growth of our people by aligning our training programs at every level of employment.

When you join Spencer Ogden, you will be provided with a dedicated career framework and supported by a development plan. This clearly outlines what you need to do to achieve your next promotion, gain a pay increase and where and how you can develop yourself as you progress through the stages.

#GrowWithSo

We mean business when it comes to the development of our people. Our global award-winning learning and development function is designed to give all our people the opportunity to thrive in their chosen roles at SO.

Grow with us

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<h2>Featured Jobs</h2>

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We celebrate our success with regular competitions, incentives and parties. From top biller&rsquo;s lunches at some of the best restaurants local to your Spencer Ogden office, to an all-expenses paid weekend away where you can expect to visit some of the most desirable places. Previous locations have included Las Vegas, Morocco and Bali.

Our Rewards

<a href="https://www.instagram.com/spencerogden_apac/" target="_blank" rel="noopener">Follow us #LIfeatSO</a>

Find Us

Life at SO is more than recruitment. We’re a collective group of doers, movers and shakers and our culture is a crucial aspect to our success. While we do work hard, we also know how to have fun along the way.

Life at SO

#LifeAtSO

A career at Spencer Ogden is more than just recruitment. We have created a culture and an environment where the development of our people and their wellbeing is at the forefront of our focus.

It's more than just recruitment.

Our Perks.

With decades of experience our senior leaders manage the strategic direction and operations of our company.

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Joining Spencer Ogden means you are here because you want to build a meaningful career where you can make a difference, and where difference is valued as part of a diverse and inclusive culture. You’re also here to help us to power a sustainable future. We’ve grown faster than the market and with our world class training programmes, you’ll learn and grow at the same pace. Having become the pioneering recruiter in the energy and infrastructure sector, we are uniquely placed to support that vital transition to clean, green energy. But the job is far from done. Join us and become a part of something much bigger.​

<h2>Build a meaningful career at SO</h2>

Spencer Ogden is an award-winning specialist global energy and infrastructure recruitment company. We’re powered by leading industry experts who have helped us to grow an international network that unlocks opportunities for all of those we work with.

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Cool Earth’s work with rainforest communities builds education and sanitation infrastructure in Papua New Guinea, the Amazon, and the Democratic Republic of Congo (DRC), prioritising community-led, adaptable support in each location.Our support for Cool Earth intertwine’s with the recognition and reward aspect of our culture here at Spencer Ogden, particularly our internal peer-to-peer PACE recognition scheme. For each <a class="c-link c-link--focus-visible" href="https://www.spencer-ogden.com/our-values?source=google.com" target="_blank" rel="noopener noreferrer" data-stringify-link="https://www.spencer-ogden.com/our-values?source=google.com" data-sk="tooltip_parent">PACE</a> recognition given globally between peers, Spencer Ogden commits to donating £3 towards supporting Cool Earth’s work in the rainforests. So, every time our colleagues recognise each other’s performance in line with our company (PACE) values, they can be proud to have supported environmental and social change at the same time!<h5>Since our partnership began, we have donated over £9,786; the equivalent of protecting 915 trees, building toilets and sanitation facilities in 2 schools or health centres, or covering enrolment and book costs for over 271 students for a year. Our 2023 goal is to increase our partnership by identifying new ways we can partner to reach our target donation amount of £4,785.</h5>

Spencer Ogden x Cool Earth

71% of the earth’s surface is water and 11m tonnes of plastic enter the ocean every year. Seven Clean Seas (SCS) build scalable solutions for plastic pollution. Starting in Singapore as a community organisation they now have global reach with worldwide funding towards their pioneering ocean and river cleaning technologies. Spencer Ogden have participated in multiple volunteering programmes, clearing beaches in Singapore and most recently we took part on an impact trip to Batam, Indonesia where members of our team witnessed firsthand the on the ground solutions SCS are putting in place to tackle plastic pollution.This partnership is mutually beneficial to our people, the oceans, and the sustenance of jobs in Asia. We have committed to fight the ocean plastic pollution crisis through plastic offsetting. For every successful candidate placed into a job, Seven Clean Seas will remove 1kg of plastic from the ocean.<h5>Together, we have removed over 10,261kg of plastic since 2021, and have aligned our 2023 target of 6173kg with our corporate growth budget. As we grow, so does our partnership and we look forward to supporting Seven Clean Seas even further in their development.</h5>

Spencer Ogden x Seven Clean Seas

<h2>Our Partners</h2>The global energy transition highlights the importance of having a positive impact on the environment in which we live and work. As a business who are creating careers to power a sustainable future, we are extremely cognisant of this.&nbsp;We are proud to partner with: Seven Clean Seas, a Bali-based Ocean impact organisation dedicated to ridding the oceans of plastic pollution and Cool Earth; a UK based charity which works with rainforest communities to halt deforestation, increase carbon storage potential, and develop the local community.

Spencer Ogden is proud to work with two impact partners who both support environmental and social development to create a better world for future generations.

Charity Partners

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We deliver tailored recruitment solutions across three key areas within the built environment sector: power generation, power distribution and civil infrastructure. The global population is forecast to grow to 9.8 billion in 2050 with more than half of the population in Asia, and a larger population requires more infrastructure. The global energy transition will also require a huge amount of infrastructure and Spencer Ogden are providing the best talent to power this.

Building a Resilient Energy Infrastructure

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ISO 9001:2015

We have offices in strategic locations across the globe, allowing our experienced recruitment consultants in Oil &amp; Gas, Chemicals and Sustainable Materials to fulfil our client&rsquo;s requirements across the full spectrum of the industry. We supply across three main areas in the Oil &amp; Gas industry: upstream, which handles the exploration and production of oil and gas; downstream which deals with refining, distribution and supply of products; and chemicals, which covers the production, and supply of petrochemical products.

<h2>Harnessing Natural Resources</h2>

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Programme One

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Slavery and Human Trafficking Statement

Spencer Ogden are powering the global energy transition. Our worldwide renewable energy network which gives us access to the talent our clients need, combined with the high-calibre projects our candidates are looking for, allows us to be at the forefront of sustainability recruitment. Our renewable energy recruitment consultants are well positioned to support our customers looking for careers in sustainability across all phases of the project life cycle, from financial inception to operational execution.

Natural Resources Careers

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Electrical Engineer

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Project Cost Accountant / Controller

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Construction Planner

Project Manager

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