How Utilities can Expand their Talent Pool

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Utility companies are facing a similar problem as companies in other industries – how to expand their talent pool in the face of low unemployment, the so-called “great resignation,” and the impending retirement boom.  Ever since the COVID-19 pandemic, companies from many sectors have been experiencing something akin to a labor shortage, and as of the time of this writing, there does not appear to be an end in sight.

Tactics for Talent Pool Expansion in the Face of a Labor Shortage

Utility companies provide an essential service and need a robust pipeline of incoming talent.  In fact, according to the U.S. Bureau of Labor Statistics, there will be over 13,000 openings for line workers and repair technicians annually over the next 10 years.

And this begs the question: how exactly can this need be fulfilled given the current situation?  Well, the answer is, the benefits of a utility career need to be communicated to boost awareness.  Here are a few techniques for doing this:

• Partnering or expanding outreach to high schools, colleges, trade schools, and community job training programs.
• Expanding recruitment efforts to non-traditional workers such as women, minorities, ex-military personnel, ex-convicts, etc.
• Utilize different recruitment channels – for example, while LinkedIn is a traditional ‘go-to’ source for job recruitment, this network is not typically utilized by Gen Z (ages 18-24) who often prefer more modern networks like Tik Tok.
• Make the recruiting message more relevant and appealing – for example, by focusing on great pay, work-life balance, exposure to innovative technologies, etc., rather than the heroic activities of a restoration crew working 24 hours straight.
• Step up employee retention efforts with additional opportunities for training, advancement, bonuses, etc.

In the final analysis, utility companies need to add to their talent pool, not only for day-to-day activities but also for storm recovery and other emergency duties.  And the best way to do this is to move beyond traditional recruitment practices.  When it comes to expanding the talent pool, utilities need to adapt to the changing labor environment and employee expectations.