More than 13 years ago, Kevin M. and I crossed paths while working together at Kent County Council. Even back then, Kevin stood out—not only for his creative mindset but also for his eagerness to learn new skills and help those around him develop. He was always willing to support those who were training, which made him a valuable asset to any team. Fast forward to today, Kevin has carved a name for himself in the world of sustainability and green energy. I recently had the opportunity to sit down with him to discuss the state of the market, particularly around recruitment in this rapidly evolving space.
In this interview, Kevin shares his insights on the current demand, skill gaps, and the future of green energy and sustainability recruitment. His answers provide a deeper understanding of the opportunities and challenges facing the industry today.
Current Demand Trends
Question: What specific roles within sustainability and green energy are in the highest demand right now, and what trends are driving this demand?
Kevin: Right now, there’s a significant demand for problem solvers, particularly practical engineers who can bring hands-on solutions to the table. The industry needs professionals who exhibit transparency, take ownership of projects, and possess a risk-averse attitude. It’s not just about being skilled; it’s about being able to implement real-world solutions in a sustainable way. These traits are becoming increasingly critical as companies seek to meet ambitious environmental targets while managing the practical risks involved in transitioning to greener energy systems.
Skill Gaps
Question: Are there any noticeable skill gaps in the talent pool for green energy and sustainability positions? If so, which skills or certifications are most lacking?
Kevin: There’s a clear gap in the dual electrical and gas certification area. Many professionals in the sector are reluctant to take on the necessary training to upskill in both areas. People simply don’t want to learn new skills. This reluctance creates bottlenecks in recruitment because the industry increasingly demands individuals who can manage both electrical and gas systems, especially as green energy solutions become more integrated.
Talent Pool Quality
Question: How would you describe the quality and availability of talent in the sustainability and renewable energy sectors? Is the market more candidate-driven or employer-driven?
Kevin: It feels like the market is going backward. There are many who call themselves “sustainability consultants,” but they often lack the practical skills needed for implementation. There’s too much theory and not enough hands-on expertise. When it comes to a skills shortage, it’s not just about technical ability but also accountability. We’re seeing a lack of clarity in job roles and expectations, which means that the talent pool isn’t meeting the real demands of employers. There’s also insufficient qualification verification from previous programs, making it hard to trust candidates’ experience levels.
Impact of Regulations
Question: How have recent changes in environmental policies, both locally and internationally, impacted recruitment efforts in green energy and sustainability?
Kevin: Government targets like the 2050 net-zero goal are absolutely achievable, and we’re seeing real progress in places like Wales, where the government has heavily invested in green incentives. However, recruitment hasn’t kept pace with these initiatives, particularly in the electric vehicle (EV) space, where there’s a noticeable lack of specific training available. This gap, coupled with a work ethic that seems to shy away from learning new skills, is problematic. To attract talent, we need to start looking at innovative ways to make these roles more appealing—social media and influencers could play a big part in this by promoting the industry as ‘cool’ and desirable.
Emerging Technologies
Question: With advancements in areas like energy storage, hydrogen, and carbon capture, how are these innovations influencing the types of roles and skill sets companies are looking for?
Kevin: There’s a real opportunity to fully commercialize the market, but right now, it’s still very theoretical. These technologies are evolving so quickly that companies need professionals who can pivot and adapt to new innovations. For those willing to diversify their skills, there’s an amazing chance to not just innovate but also make significant financial gains. As the market matures, we’ll see an even greater need for specialists in these cutting-edge fields, particularly those who can bridge the gap between theory and practical application.
Remote Work and Flexibility
Question: Are companies in the sustainability and green energy sectors offering remote work or more flexible work arrangements to attract talent? How does this compare to other industries?
Kevin: Yes, remote work is now a standard expectation, especially for more experienced roles. The new generation of professionals, however, should still be encouraged to spend more time in the office, ideally five days a week until they become more self-sustainable in their roles. The flexibility offered to seasoned employees is certainly attractive, but for younger recruits, that hands-on experience and learning environment are crucial to developing the skills necessary for success in this field.
Salary and Compensation Trends
Question: Have you observed any significant changes in salary expectations or compensation packages in sustainability and green energy roles? Are salaries becoming more competitive?
Kevin: Honestly, many of the jobs in the sector aren’t paying enough to attract the right talent. If you want to bring in the best ESG (Environmental, Social, Governance) consultants, you have to be willing to pay. Salaries can vary greatly, from £40k to £130k, depending on the role and the level of expertise required. But for top-tier professionals, companies need to realize that competitive compensation is essential.
Corporate Culture and Purpose
Question: How much does an organization’s environmental, social, and governance (ESG) values impact its ability to attract top talent? Are candidates actively seeking out companies with strong sustainability credentials?
Kevin: Candidates, especially the ones who are truly passionate about sustainability, want to feel that the company genuinely believes in its ESG policies. It’s not about being a fanatic, but companies that treat ESG as a mere tick-box exercise quickly get found out. The right talent wants to work for organizations that are walking the talk, not just paying lip service to sustainability.
Future Outlook
Question: Looking ahead, what trends do you foresee shaping the recruitment landscape in sustainability and green energy over the next 5 to 10 years?
Kevin: The industry is evolving rapidly—it’s changing on a daily basis. Financial incentives for individuals and businesses will likely shape the future. Rising energy costs and social pressures could lead to more investment in infrastructure and innovation. On the recruitment side, tenders will increasingly require businesses to have solid ESG policies in place. There’s also a glaring need to improve EV infrastructure—right now, it’s woefully inadequate, and that’s going to be a major focus moving forward.
Kevin’s insights shed light on both the exciting opportunities and the persistent challenges in the sustainability and green energy recruitment market. As the world pushes toward more ambitious environmental goals, the industry will continue to grow, evolve, and demand a new generation of skilled professionals ready to make an impact.
