How can we attract (and retain!) more candidates in the Energy sector?

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Olivier Croce

Olivier Croce

Founder & Managing Director

Published on




This article is a summary of the eponymous live show with Tenergie, which you can replay here 😉

The shortage of specific skills: the major recruitment challenge in the Energy sector?

At the beginning of May, Glwadys Chazal, Director of Human Relations at Tenergie It's difficult to find experienced professionals, especially senior professionals, because the skills required are relatively new to the market. Specialized educational programs are only just beginning to produce graduates trained to meet the specific needs of this fast-growing field. As a result, companies have to compete fiercely to attract the few qualified professionals available - who are inevitably in demand.

To succeed in this context, it is essential that they invest in training and continuous development programs for their employees. Positioning ourselves as trainers means helping to fill skills gaps and develop the talent needed across the entire sector.

"There's an imbalance between supply and demand. Today, you have a lot of requests from companies to hire employees with expertise in the energy sector, and there aren't enough candidates on the market."

So how do you attract more applicants?

School relations and academic partnerships

Glwadys emphasizes the importance of building strong relationships with educational institutions to attract young talent. At Tenergie, serious games and case studies are set up in schools to familiarize students with the challenges and opportunities of the renewable energies sector.

These academic partnerships enable companies to present their businesses and skills needs to students right from the start of their training. By getting involved early in the educational process, companies can positively influence students' career choices and ensure that they develop the skills required to succeed in the sector.

Employer branding and value proposition

On her side, Marie Philip-GrazianiTalent Partner at Skeelz, stresses the importance of a strong, consistent employer brand. A clear Employee Value Proposition (EVP) is essential to attracting talent. This means that the company must be transparent about what it offers candidates, right from the start of the recruitment process.

A well-defined EVP helps candidates understand what they can expect from the company in terms of culture, values, professional development and benefits. This clarity is crucial to attracting candidates who are not only qualified but also aligned with the company's mission and values.

P for process

A fast, efficient recruitment process is also central to attracting the best talent. Marie stresses the importance of agility in recruitment, especially when skills are scarce and candidates in high demand (which is just as well!).

To stand out from the crowd, companies need to offer a fluid, responsive candidate experience. The rule: less than a week between an appointment and a decision, to reflect the efficiency and responsiveness of the company itself. 

Keys to building loyalty


Offer opportunities for internal mobility and career development. At Tenergie, internal mobility charters are in place to encourage employees to progress within the company. Skill paths are clearly defined, enabling employees to move from one position to another according to their aspirations and skills.

For example, a project manager may progress to the position of design office engineer, or an employee may move from developing rooftop projects to plant retrofit projects. These career paths are supported by skills assessments and tailored training programs, ensuring coherent and continuous progression.

👉 To find out more about Tenergie's interview, click here.

What role for managers?

Managers play a crucial role in talent retention. Marie stresses the importance of having manager-coaches capable of supporting their teams in their professional development. At Tenergie, managers are trained to be true human resources partners, working closely with employees to identify their needs and aspirations.

Managers play a key role in implementing mobility and training plans, ensuring that employees are supported throughout their career. This collaborative approach helps to create a working environment where talented people feel valued and encouraged to develop their skills.

"Managers need to be real coaches for their teams. They play a key role in supporting employees and implementing mobility and training plans."


The renewable energy sector is constantly evolving, and companies need to be ready to adapt quickly to new technologies and innovations. Glwadys Chazal mentions the importance of keeping up to date with innovations in the sector and continually adapting employees' skills to new requirements.

This means investing in regular training and upgrading programs to ensure that employees are always at the cutting edge of technological advances. This approach not only maintains a high level of competence within the company, but also stimulates employee interest and commitment by offering them opportunities for continued growth.

"It's crucial to stay up to date with industry innovations and continually adapt employees' skills. This maintains a high level of competence and stimulates employee interest."

Adding value to your culture

To retain talent, it is also crucial to emphasize corporate culture and values. At Tenergie, the mission-driven company plays a central role by making a strategic commitment to a clear raison d'être and pillars: decarbonizing, mobilizing, federating and transmitting. These commitments are enshrined in the company's articles of association, and are regularly audited to ensure they are implemented.

This approach enables employees to identify with the company's values and feel part of a wider mission. By valuing the corporate culture and aligning daily actions with stated values, Tenergie succeeds in creating a working environment where employees are motivated and committed.

Recruiters, HR: our advice

Let's not forget the importance of curiosity. Understanding the peculiarities of the energy sector is crucial to identifying the necessary skills and anticipating future needs.

An effective way to cultivate this curiosity is to participate in forums, conferences and professional networks dedicated to renewable energies. These platforms offer opportunities to exchange best practices, share challenges and collaborate on innovative solutions.

Understanding business 

To recruit effectively, it's essential to understand the company's core business. Marie emphasizes that recruiters need to be familiar with the specific activities and professions of their sector. This understanding enables them to better assess candidates not only on their technical skills, but also on their interpersonal skills and their fit with the company's culture.

Valuing soft skills is also crucial. Skills such as project management, adaptability and communication are often transferable from one sector to another, and can be valuable assets in renewable energies. Seeking out candidates with these qualities can help fill gaps in specific skills.

Creating networks and talent pools

Marie recommends creating and maintaining talent networks. Establishing ongoing relationships with potential candidates, even if they are not immediately available for a position, can prove highly beneficial in the long term. These talent pools enable us to anticipate future needs and speed up the recruitment process when positions become available.

Organizing networking events, webinars and company information sessions can help attract and maintain the interest of potential candidates. These initiatives also reinforce the employer brand and position the company as an employer of choice in the sector.

Co-optation and employee advocacy

Existing employees can be valuable allies in recruiting new talent. Encouraging co-option provides access to networks of qualified candidates through employee referrals. Offering incentives for successful referrals can motivate employees to take an active part in the recruitment process.

Employee advocacy, where employees share their experiences and speak positively about the company on their personal networks, is also an effective strategy. It strengthens the employer brand and attracts candidates who are already aligned with the company's values and culture.

Would you like to recruit more Energy profiles? Our teams are ready to listen!