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What qualities you should be looking for in a C-suite candidate in the power and energy sector in 2020

4th September 2019 | Phil Johnson

What qualities you should be looking for in a C-suite candidate in the power and energy sector in 2020

Recruiting C-Suite talent in the Power and Energy sector is notoriously difficult. The industry demands a particular type of leader, someone who respects the mercurial nature of the ever-evolving sector, and has an understanding of all the politics and intricacies that go with it.

Recruiting C-Suite talent in the Power and Energy sector is notoriously difficult. The industry demands a particular type of leader, someone who respects the mercurial nature of the ever-evolving sector, and has an understanding of all the politics and intricacies that go with it. 

This combined with the specialist nature of each sub-sector, can mean that the pool of talent available to choose from can be dubiously limited. 

When creating your talent management strategy for 2020 it’s essential to know what to look for in a candidate. In order to do this, it’s important to analyse the trends of the industry and make a choice based upon these factors. 

So, what should your business be looking for?

A candidate with an understanding and experience of renewables and green-energy.

The future of the Power and Energy sector is undeniably green and renewable. Oil may currently be king, but it will be dethroned by its halo-wearing kin within the foreseeable future. 

Oil giant BP commented that “Renewable energy sources will be the world’s main source of power within two decades and are establishing a foothold… faster than any fuel in history” 

If your talent management strategy doesn’t take this into account, it will undoubtedly plant your business firmly in the past, making it difficult for your business to progress both with the times, and financially. 

Talent that has an appreciation for staff welfare and mental health.

The welfare of your workforce could not be more central to the reputation and survival of a business than at any other moment in history. 

The impact of a negative work environment upon mental and physical health has been highly publicised, and documented, over the past few years, with Forbes Magazine reporting that in the UK alone “…mental health problems in the workplace cost the economy approximately £70 billion annually”. 

2020 is set to be a year that should aim to be tackling welfare issues, and in order for your business to gain productivity, your leaders should be working to create a healthier environment.  

A candidate that encourages and represents diversity.

Gender, race, age – 2020 should be the year where none of those factors prevent serious talent from reaching the top. 

There is a wealth of incredibly talented individuals across all genders, races and ages. To be blinkered to the opportunities that a diverse representation of talent can offer your business in 2020 is to be entirely ignorant in the modern marketplace. 

It’s no secret that the Power and Energy sector has long pushed women aside, with women only accounting for 14% of workers in the sector, Kerrine Bryan, a WSP electrical engineer commented “Put simply, I believe the sector will be unable to keep up with the demands of the world if the diversity skills deficit continues.”

The lack of diversity in your C-Suite talent is not simply an “equality” issue – it’s an issue for the stability of your future business due to a lack of varied skill sets, and ways of thinking. 

By ensuring that you Talent Management Strategy is approached with a mindset of equality, and with a candidate in mind that has equality as an ingrained ethos, your company can safeguard itself against self-imposed limitations in the C-Suite. 

A leader in the technology of your sub-sector.

The Power and Energy sector is a veritable tech-powerhouse when it comes to development and implementation of new technologies. 

Efficiency and progress is high on the priority list in the sector, and in order to maintain / improve efficiency and progress each sub-sector of the industry has technology at the forefront. 

Technology is also increasingly important in the renewables sector, with new tech and innovations being consistently rolled out that your C-Suite talent should be aware of. 

By ensuring that your talent management strategy is focused on recruiting a leader in the tech of your sub-sector, you can be reassured that your business will be on the front-foot when it comes to new tech that will keep your business progressing. 

What will selecting a candidate based on the above mean for you business?

Possessing an appreciation of the demands of 2020 can help your business to identify the candidate that would best suit your business’s needs.

Understanding the demands of the future of your business is what makes Goodall Brazier a leader in talent management. 

We are experts at identifying the ideal candidates to drive and create success within your sector, and to help your business reap the benefits of future sector trends in C-Suite leaders. By equipping your business with talent suited to the future of your sector, you can more secure in predictions of success in the years to come.