Hiring Guide: Top Solar Project Talent in the US

Beyond Job Boards: 4 Unconventional Sourcing Strategies

2. Solar-Specific Online Communities:

Platforms with sector-specific communities like SolarReviews and Solar Energy International are where solar professionals gather. By engaging in these communities, you can target skilled individuals directly and highlight your company culture, making your firm more attractive to potential candidates.

3. University Partnerships:

Building relationships with universities and technical schools that boast strong renewable energy programs can be a game-changer. Offering internships or sponsoring student events can help you tap into the next generation of solar talent early on.

Key Universities in the US to consider are:

4. Niche Solar Recruitment Solutions:

Often the best talent is not actively looking for new opportunities, they are excelling in their current role (so why move!).

Specialized solar recruiters like ourselves at Executive Integrity know where to find these individuals, understand the niche skills required in the industry, and can help you navigate the competitive US solar talent landscape effectively.

1. NABCEP Certifications:

Professionals holding certifications from the North American Board of Certified Energy Practitioners (NABCEP) are often seen as the gold standard, especially for installer roles. While not always mandatory, these certifications signal a commitment to quality and adherence to industry standards.

2. Laser Focused Solar Specialization Within Roles:

The solar industry values deep expertise. For instance, an electrical engineer with a focus on solar power conversion or battery storage integration brings specialized knowledge that can significantly benefit your current and future solar projects.

3. Data-Driven Problem Solvers:

Talent with a proficiency in analyzing solar data and translating it into actionable insights is becoming increasingly more important. Candidates who are comfortable with data analysis tools and possess a passion for optimizing project performance are invaluable to project success.

4. Building Information Modeling (BIM) Proficiency:

As BIM technology revolutionizes solar project planning and design, candidates experienced in solar-specific BIM software become increasingly crucial for forward-thinking projects.

1. Skill-Based Assessments:

Supplement traditional resumes with practical tests that gauge a solar candidate’s technical knowledge and problem-solving skills.

At Executive Integrity, we utilised McQuaig Psychometric and Behavioural testing to analyse how candidates will perform in the role before our client’s interview! We also have each candidate conduct video key competency-based questions to ensure they are a job-fit.

2. Portfolio Reviews:

For roles like Solar Installers, reviewing portfolios of past work can offer insights into a candidate’s experience level, attention to detail, and adherence to safety standards.

This can be separate to their resume, so it is crucial to request this pre-interview to save time and optimise your screening process.

3. Behavioral Interviewing:

Understanding how a candidate has navigated past challenges can be as important as their technical skills. Behavioural interviewing techniques can reveal insights into their problem-solving approach, communication style, and teamwork abilities.

This can help to see past whether they can simply ‘do the job’, and uncover how well they will align with your culture, values, and expectations for the perfect employee.