The BESS Talent Crunch Solved: Attracting and Retaining Top Talent

The Battery Energy Storage Talent Crunch is Real:

1. Craft a compelling employer brand

Don’t just look for talent. You’ve got to attract them too. How are you communicating your brand, your mission and values?

Work Culture
Don’t overlook sharing your positive work environment with employee testimonials and fostering a vibrant online presence.

Sustainable Integrity
Showcase your commitment to BESS and sustainability through your environmental initiatives and share impact reports.

Impressive Technology
You could highlight your innovation by sharing exciting projects and cutting-edge BESS technologies you’re pioneering.

Senior leaders and experienced talent who have grown used to one technology may jump to yours if the tech is something new, exciting, and innovative. 

Executive Integrity’s targeted recruitment marketing strategies and strategic candidate outreach can put your employer brand in the spotlight as the employer of choice within the sector.

2. Upskill Your Workforce

Continuous development should be a mantra for any BESS company if it’s serious about remaining competitive.

The BESS sector is dynamic, demanding a skilled and adaptable workforce. Invest in upskilling and reskilling programs tailored to your specific needs.

You have to compete for in-demand engineering and construction talent with higher-margin industries such as broadband, transportation, semiconductors, and public infrastructure. If your projects are installed rurally, there is already a smaller labour pool in these areas. So having a clear line of internal development is essential to project deliverability and long-term stability.  

Executive Integrity’s talent mapping and skills gap analysis services help our partners in BESS identify critical skill requirements and design targeted training programs that keep your team ahead of the curve.

4. Attract Purpose-Driven Talent: Align Values, Empower Growth

Competitive packages attract candidates, but purpose ignites passion.

Ensure your recruitment process reflects your BESS company’s core values and mission. By highlighting your impact in job descriptions and showcasing purpose-driven development opportunities, you attract talent who share your vision for a sustainable future.

Retaining your talent is one of the most crucial elements to long-term stability and growth. Most companies will overlook or don’t have access to proven non-invasive psychological assessments before they hire a candidate. Our psychometric and behavioural analysis uncovers a candidate’s values and cultural fit, ensuring a perfect match beyond skills and someone well aligned with your mission.

5. Hire Fossil Fuel Workers

2 energy jobs will be created for every fossil fuel job lost.

Some fossil fuel companies are retraining workers internally to positions in low emissions areas to retain talent and flexibility.

With retraining, many workers could benefit from higher wages in energy. Policymaking should aim to raise standards, build inclusivity, and target energy communities impacted by the transition.

This applies to companies currently transitioning to renewables or are already 100% renewables:

Companies transitioning from FOSSIL FUELS to RENEWABLES
Retrain existing workers into your renewable expansion.

100% RENEWABLES companies
Hire fossil fuel talent and retrain them yourselves with comprehensive training programmes to fuel the transition.

• Arenko Group: They established a strong employer brand through their commitment to employee well-being and diversity & inclusion initiatives.
• Tion Renewables: They offer comprehensive training programs and career development opportunities, ensuring their employees stay at the forefront of the industry.
• Pluspower: They emphasize a collaborative and innovative work environment, attracting talent passionate about shaping the future of energy.

Take the first step in defeating the skills gap