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RECOMMENDATIONS

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As the broader economy recovers and confidence continues to grow, employers must be agile in their approach to dealing with their workforce. There are clear signs people are now very willing to move where they see opportunities for better remuneration or work-life balance.

Here we detail six areas to focus on as you consider how to engage and work with your greatest asset – your people.
 

  • Ask employees about the benefits that are important to them and act on their input. Attractive benefits are central to a strong employee proposition and the retention of valued team members. Employee surveys are relatively straightforward to put together and review but the results must be acted upon. Also, ensure you communicate the issues and explain what you have done to address them. You may be surprised how easily some of the findings of a questionnaire can be addressed
  • Speed up your recruitment process. Be thorough but make decisions and communicate with urgency to demonstrate your commitment to the individual. Plan the first and second stages of any recruitment process close to each other and ensure the right people are available to speak with and offer input to short-listed candidates 
      Request your copy of the 2014 Hays Energy Salary Guide
  • Show your existing employees they have a future career path, develop plans for their personal progression and review them honestly and regularly. Performance reviews should focus on the key performance indicators associated with the role and on the individual and their view on how their career is progressing. These conversations can offer real insight to help you develop your future teams and allocate resource whilst offering the opportunity to act early to address any concerns the employee has

 

  • Be prepared to think ‘outside the box’ with your recruitment. Consider people from other sectors who have genuinely transferable skills they can bring to your organisation. Take time to research this appropriately and develop a candidate attraction strategy which allows you to reach them effectively

 

  • Prepare to be more accommodating in the benefits and flexible working options you offer to entice permanent staff and retain existing valued employees. Technology brings increased flexibility and with that comes an expectation from employees that their work can fit in more readily with their lifestyle requirements

 

  • Take time to research the market rate salary to ensure your organisation is perceived well by potential employees and reduce the subsequent administrative burden of fending off counter offers. Offering a realistic market rate and overall package will give you a good chance of bringing the best candidates to interview and of retaining their interest throughout the recruiting process

About Hays Energy
Suitably experienced energy professionals are always in demand to work across many different sectors and locations. We have the industry specialists and overall scope of operation to meet your permanent and temporary recruitment requirements, regardless of what they may be.

Our geographical reach and detailed database enables you to choose from the widest range of experienced energy candidates. Our thorough understanding of their ability and suitability helps you identify the people you need to get the job done.

We specialise in:

  • Nuclear
  • Renewables
  • Traditional power generation
  • Transmission & distribution


Our exciting collaboration with LinkedIn® plays a central role in our strategy to deliver smarter recruitment through deeper relationships. We have more search power too – using Google® technology, our consultants can search and review profiles from our own database and LinkedIn simultaneously – accessing more than 60 million skilled professionals globally.

We have the experience, knowledge and scale to provide you with the managerial, technical and practical expertise to help your organisation flourish.

In addition to our core recruitment solutions, we have a range of specialist services to support your business needs:

Assessment & Development – our range of services to help you make a more informed decision when hiring.
Career Transition – we offer assistance for loyal staff moving on with their careers when faced with redundancy or redeployment.
Digital Solutions – an enhanced suite of candidate attraction products, designed to find the right candidates and showcase your employer brand.
Onboarding – help integrate your new employees into their new work environment before they officially start.
Talent Solutions – delivers intelligent resourcing through a combination of market insight, technical excellence and unrivalled methodology, providing recruitment outsourcing that will transform your business.
 

  Request your copy of the 2014 Hays Energy Salary Guide

About The Energy Institute
The Energy Institute (EI) is the leading chartered professional membership body for the energy industry, supporting over 19,000 individuals working in or studying energy and 250 energy companies worldwide. The EI provides learning and networking opportunities to support professional development, as well as professional recognition and technical and scientific knowledge resources on energy in all its forms and applications.

The EI’s purpose is to develop and disseminate knowledge, skills and good practice towards a safe, secure and sustainable energy system. A registered charity, the EI serves society with independence, professionalism and a wealth of expertise in energy matters.

The EI is licensed by:
The Engineering Council to award Chartered, Incorporated and Engineering Technician status
The Science Council to award Chartered Scientist status
The Society for the Environment to award Chartered Environmentalist status

It also offers its own unique Chartered Energy Engineer, Chartered Petroleum Engineer and Chartered Energy Manager titles.

www.energyinst.org
 

 

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