Using intelligence to improve quality: Career International decodes the strategy of acquiring key talents in short supply in the new energy field

On March 22, the National Energy Administration issued the "Guiding Opinions on Energy Work in 2024", proposing to thoroughly implement the dual-carbon goals and tasks and accelerate the cultivation of new energy formats and models. As a typical representative and key area of ​​the energy sector, high-quality development of new energy is the only way to achieve high-quality economic and social development. Against this background, the demand for key talent positions in the new energy industry has become increasingly prominent. On the 27th, at the "New Talents, New Quality Future" series of events hosted by Career International, Ma Jianghao, business general manager of Career International, shared the current talent flow trends in the new energy industry based on his forward-looking insights into the talent market for many years, and put forward strategies and suggestions for acquiring key talents in short supply in the new energy field.

The new energy industry has entered an adjustment period and key talents are still in short supply

Under the dual superposition of international cooperation and national strategy, China has become the fastest growing country in the world in terms of new energy development. At present, China is not only the largest new energy vehicle market, but also an innovation center with industry-leading companies and a mature new energy supply chain. After experiencing the ups and downs of last year, the new energy industry has slowly entered a period of adjustment. The growth rate of most sectors in the industry has tended to slow down, and many sectors are facing restructuring or reshuffle, but they are still in a stable development trend. In terms of sectors, the installed capacity of renewable energy power generation continues to rise, and the new energy storage sector has ushered in a spring of development; as a downstream industry at the important application end, the market share of new energy vehicles is increasing, and the development momentum is strong; while photovoltaics and lithium batteries have slowed down due to factors such as production capacity and technical route disputes.

Throughout the adjustment process of the new energy industry, the demand for talent has also "risen first and then fallen" along with the development trend of the industry. Korn Ferry believes that in the first half of last year, the production capacity expansion of various new energy companies has driven strong demand for talent, and the company's social recruitment market has been active; the adjustment period in the second half of the year has slowed down the demand for domestic business teams, and the demand for various types of overseas talent has increased. Key talent in the photovoltaic and energy storage sectors is still in short supply. In the photovoltaic sector, a large number of photovoltaic companies have increased their demand for overseas factories and global sales. The salary increase for overseas sales job hopping is as high as 10-30%, and the salary increase for photovoltaic R&D directors job hopping is as high as 30-100%. In the energy storage sector, the demand for R&D and sales positions continues, and energy storage system integration, energy storage batteries, and energy storage PCS are popular directions. The salary increase for PCS software and hardware engineers job hopping is 30-50%, and the salary increase for energy storage R&D directors job hopping is as high as 50-100%.

"Recruitment" leads to success and helps introduce key talents

Attracting key talents has always been one of the core competitiveness of an enterprise's innovative development. Ma Jianghao took the electronic power research and development engineer (PCS) as an example to share the common pain points he found in the front-line recruitment of the new energy industry and proposed coping strategies. Career International statistically analyzed nearly 30 companies with recruitment needs for electronic power research and development engineers (PCS) that it served last year. By comparing the number of offers issued by the companies and the actual number of candidates who joined the company, it was found that the probability of candidates giving up the job reached nearly 50%. In this regard, Ma Jianghao said that through this single post, he found that many new energy companies encountered difficulties in recruiting in actual recruitment. He said that there are many reasons for the difficulty in recruiting, such as the original unit of talents promoting and increasing salaries to retain talents, the low willingness of talents to move across regions, higher-paying offers or better company platforms, etc.

So how can we efficiently and quickly introduce talents for key positions? Ma Jianghao suggested that companies should focus more on and continuously follow up on target candidates, monitor the dynamics of the industry and candidates in real time, and at the same time, improve the effectiveness of talent introduction by promoting the employer brand through multiple channels, conducting regular talent inventory, making good talent reserves, and building a talent echelon.

As a technology-driven overall human resources solution service provider, Career International's recruitment project team has strong professional capabilities. A central energy enterprise is in a critical period of digital transformation and is in urgent need of a digital CTO who can lead the change. Faced with multiple challenges such as unclear departmental responsibilities, vague talent profiles, long recruitment cycles, and salary levels below industry standards, Career International's project team conducted in-depth interviews with business departments and senior management to clarify departmental responsibilities and target candidate profiles, and connected with internal recruitment consultants focusing on digital positions for delivery. After a short period of continuous recommendation and coordination, it finally successfully recruited a digital CTO who was highly consistent with the corporate culture and development strategy, and quickly completed the recruitment of 7 key subordinates, building a complete core position talent team, and providing strong talent support for the digital transformation of the central energy enterprise.

This year's "Government Work Report" included new energy storage for the first time, pressing the "accelerator" for the development of new energy storage. During the major strategic opportunity period for the development of my country's new energy industry, Career International will continue to provide solid human resources support for the new energy industry to accelerate the formation of new quality productivity with its global service network, professional consulting team, leading overseas market service capabilities and technology ecological platform.