![]() STEM skills are in demand in several booming, high-paying industries, from software to biotechnology to logistics. The competition for talent is fierce, especially for recent graduates and professionals with a background in science, technology, engineering or mathematics. The goal is to cost-effectively add new skills as they become relevant, and capturing desirable competencies in a competitive market. To get there, utilities must strategically recruit new talent at a pace that matches their business evolution. This shift is driven both by external forces (such as the growth of distributed energy resources and changing customer expectations), and internal forces (such as the need to find new revenue streams). But there’s a growing industry need for technicians, energy-efficiency advisers, data analysts, customer operations specialists, cybersecurity professionals and more. For instance, today’s utility workforce tends to be heavy on O&M personnel, skilled craft construction and line workers. “Their accumulated knowledge of the inner workings of highly complex systems and operations is irreplaceable - and most of them are retiring in the next 10 years.”įurthermore, utilities now need access to new types of talent. “There are employees who started in field work and moved up through the ranks in operations,” said Regi. This looming knowledge gap is expected to hit utility operations departments especially hard. But compared to those industries, the aging-out effect is huge for utilities, both in scale and impact.” “This has happened in other major industries, such as manufacturing and telecom. “Utilities rely heavily on the knowledge of their internal subject matter experts - people who have worked for the organization for many years, perhaps for their entire career,” said Jonida Regi, a utility workforce and talent expert for PA Consulting Group. Indeed, the aging of the utility workforce is a major concern. A nimble talent management strategy can help utilities capitalize on emerging technical and business opportunities, while also helping them keep on top of industry disruption. Over the next decade, roughly one-third of the utility industry workforce will retire, and 105,000 new employees must be hired by 2030. ![]()
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