The State of the UK Offshore Wind Industry 2020-2030

20th July | No Comments

The State of the UK Offshore Wind Industry 2020-2030 graphic

As an industry, we often find ourselves reflecting on the negatives.

It’s perfectly natural.

To secure business survivability, those operating in UK offshore wind must stay alert to the evolving market. 

As we, as a sector, prepare ourselves for what’s ahead, we hold discussions about:

  1. The impending resource crisis and what can be done.
  2. The surging prices of electricity and gas.
  3. The talent shortages devastating business scalability. 
  4. The increase in regulation and how to adhere to it.

It’s no wonder, then, that many are concerned about the years ahead.

Whilst these threats certainly can’t be ignored, they don’t give a comprehensive and accurate picture of everything going on in UK offshore wind.

The Exciting Growth of UK Offshore Wind

Today, the UK wind energy market is growing by at least 9% every year (Source: Globe News Wire). This has been predicted to eventually solve our energy crisis and introduce 75,000 new jobs to the market by 2030 – bringing the total up to 100,000 people (Source: OWIC).

For the most part, this is overwhelmingly good news. 

Offshore work in the UK has been proven to be a rewarding and exciting venture for many employees, and, the boom in job opportunities will be an overall benefit to the country. But, that doesn’t mean that businesses in the sector won’t face some challenges.

Going forward, even as more candidates become interested in an offshore job, they will still feel the strain of the ongoing shortage of qualified talent. 

They need to be prepared.

If you’re a leader in this space, then HRM and recruitment need to become your number one priority. To attract and onboard talent, you’ll be competing against hundreds of other firms.

(Source: Rystad Energy). 

How to Prepare for Offshore Wind Recruitment in 2022

You must start planning a recruitment strategy long before you have open positions to fill. The last thing you want to do is have talent gaps when you’re trying to launch a project.

Step 1. Generate Interest

As it stands, UK offshore wind is an attractive industry for many candidates. However, they don’t know it yet. It’s your job to encourage labour to make the shift to our sector, which can often be done through a content plan that covers the benefits of working in the industry.

Step 2. Create Opportunities

Then, when you’re working to answer the questions prospective candidates might have, you can start to fuel investment into:

  1. Opening entry-level positions so they can have an easy transition.
  2. Creating a learning and development strategy to help staff pick up the right skills.

Wherever possible, aim to reduce the barriers to entry for young and diverse workers who are undecided on where they want to go. 

Step 3. Pinpoint your Employer Value Proposition

Then, when you’re encouraging talent to consider working in UK offshore wind, you want to ensure they work with you rather than your competitors. 

This might include offering above-market salary and benefits, building brand awareness, or looking internally and focusing on improving your employer brand. Try:

  1. Speaking to your employees about what support they need.
  2. Listening to their feedback and acting on it.
  3. Prioritising their safety, health, and wellbeing above all else.

These steps should each contribute toward securing your reputation as someone worth working for. 

Once you’re confident that the employees you have now are happy and satisfied with their jobs, your recruitment efforts should be much more successful. 

(Source: CIO).

Step 4. Stand Out

When it’s time to start advertising for the roles you need to fill, don’t simply post on the usual job boards and expect that to be enough to attract talent. 

(It won’t be).

Remember, up to 2030, there will be thousands of other choices for them across the sector – so consider how you can make your opportunity stand out.

  1. Take time to design an interesting and informative job description.
  2. Clearly outline your expectations.
  3. Lead with the benefits they can expect.
  4. Be as transparent and honest as possible.
  5. Use a multi-platform digital approach to share open positions.
  6. Make the most of each platform to network directly with potential applicants.

By doing all this, you’ll soon have the attention of your prime candidates. Then, when you review applications and conduct interviews, make sure you deliver the best experience possible.

Step 5. Maintain Relationships

You’ve done all the hard work for attracting qualified talent.

Now, you’ve encountered a problem… you’ve only got one job opening, but multiple candidates would suit the role.  Their applications were great, they have the right level of experience, and the necessary skills, plus they nailed the interview. 

Now you have a difficult choice to make, one that could cause frustration for those not selected.

Approach this matter with caution and be careful not to “cut any strings”. 

  1. Reach out to those who haven’t been selected for the job in person.
  2. Explain why they didn’t get the role.
  3. Hint that you might have another position available in the future.
  4. Inform them you’d reach out again should that be the case. 

Hire Offshore Talent through Select Offshore

Identifying and attracting top talent is going to be a difficult feat for growing offshore wind businesses, so, instead of facing the challenge alone, consider benefit from our expert headhunting skills and extensive network.

Select Offshore delivers maritime professionals who are reliable, communicative, and enthusiastic. We adhere to tricky deadlines to secure project success through:

1. Executive Search
2. Contract Staffing
3. RPO Solutions

Our team strongly believes in celebrating each of the individuals we work with, dedicating time to find them desirable offshore placements.

Is the next one with you? Contact us now.