The renewable energy sector is experiencing explosive global growth, driven by climate issues and energy transition policies. According to the “World Energy Investment 2023” report from the International Energy Agency (IEA), global investments in renewable energy reached $1.7 trillion in 2023, surpassing fossil fuel investments for the first time. Additionally, at COP 28, 130 countries committed to achieving an ambitious goal to combat climate change: tripling renewable energy capacity by 2030.
This momentum offers exceptional employment opportunities worldwide but also presents a major challenge for companies: the ability to attract and develop their talent. The rapidly transforming sector requires leaders to be agile and responsive.
Experienced talent expects their company to have a deep understanding of current issues in order to lead large-scale and impactful projects. They also focus on the company’s reputation, resources, and the board’s ability to adapt to “crisis” markets. Furthermore, in a changing legal landscape, anticipation and quick response to regulatory “stop and go” measures prove to be a real competitive advantage.
A booming sector, but increasingly demanding talent
While the expansion brings positive employment prospects, it also intensifies competition for recruiting qualified professionals. Companies compete to attract top talent, often from highly specialized technical and scientific fields.
On the flip side (much to the dismay of HR departments), this dynamic leads to increased candidate volatility. The promise of attractive salaries, ambitious projects, and innovative corporate cultures entices professionals in place to be lured by competing offers. “Candidate loyalty is being severely tested in this booming sector. Companies must go beyond simple financial incentives to retain their talent,” explains Rebekah Latour, Practice Director at NAOS International.
Versatile and agile profiles capable of leading multisector projects
A unique feature of recruitment in the renewable energy (RE) sector is the demand for multidisciplinary skills combined with sharp technical expertise. Unlike other sectors, RE recruitment often requires profiles that possess not only specialized technical knowledge (such as wind, photovoltaic, or hydrogen engineering) but also a strong sensitivity to environmental issues and the ability to work in constantly evolving environments.
The importance of soft skills and adaptability
In RE, companies seek candidates who can adapt to emerging technologies and changing regulations. Adaptability, an innovative mindset, and strong problem-solving skills are particularly valued. These soft skills are essential as the sector rapidly evolves with the integration of new technologies like artificial intelligence for energy grid optimization or energy storage solutions.
Listening to market demands by technical and innovation decision-makers is also crucial. Indeed, aligning with market needs and production will pay off in the medium term.
The demand for versatility and international mobility
Another unique aspect is the versatility expected from candidates. Projects in RE often require coordination between various disciplines (technical, financial, regulatory), pushing recruiters to favor profiles capable of understanding and integrating multiple project dimensions. Furthermore, the international dimension of many projects requires geographical and cultural mobility, making international experience and language skills particularly valuable.
Knowledge of local regulations and policies
Finally, a key feature is a deep understanding of local and international regulations. Renewable energy projects are heavily influenced by public policies, subsidies, and environmental regulations. Recruiters, therefore, prefer candidates with a good grasp of these aspects, capable of anticipating and navigating complex legislative frameworks to ensure project compliance and success.
These recruitment specifics make the RE sector a demanding and attractive field for diverse and highly qualified talent, where the combination of technical and human skills plays a key role in company success.
Retention levers: corporate culture and career development
To counter this talent volatility, HR decision-makers must adopt strong retention strategies anchored in a long-term vision. One key lies in building a strong and engaging corporate culture. A LinkedIn study reveals that 70% of professionals consider corporate culture a decisive factor in their choice to stay with or leave a company. In the renewable energy sector, where values of sustainability and positive impact are often central, companies have a unique opportunity to create a work environment aligned with the personal aspirations of their talent.
Rebekah Latour emphasizes, “Candidates are looking for employers whose values resonate with their personal convictions. This goes beyond environmental aspects; it also involves how the company treats its employees, its social commitment, and its transparency.” Creating a strong sense of belonging requires authentic communication, team-building initiatives, and HR policies that value diversity, inclusion, and workplace well-being.
Career development is another crucial lever. In a technological and innovative sector like RE, professionals aspire to continuous learning and rapid advancement. Offering clear career paths, personalized training programs, and internal mobility opportunities meets these expectations and strengthens talent loyalty.
Compensation alone is no longer enough: toward a holistic approach to talent retention
While compensation remains an important criterion, it is no longer sufficient to guarantee candidate loyalty, particularly in fast-growing sectors like renewable energy. A Glassdoor study indicates that today’s employees place more importance on non-financial benefits, such as flexible work options, personal development opportunities, and recognition. For companies, this means adopting a holistic approach to talent retention, incorporating elements that go far beyond salary.
“Employers must learn to attract and retain their talent as they would their customers: by offering a unique, personalized, and consistent experience,” adds Rebekah Latour. This includes flexible remote work policies, mentorship programs, mental health and wellness benefits, and initiatives that highlight each employee’s contribution to impactful projects.
Moreover, recognizing work done plays a key role in employee satisfaction.
Thinking of retention as a strategic investment
Talent retention in the renewable energy sector is a strategic challenge that requires a comprehensive and personalized approach. Decision-makers must rethink how they manage careers, incorporating elements of corporate culture, continuous training, and employee experience. In a sector where candidate appeal is strong, standing out through an ambitious retention policy becomes a major competitive advantage.
“Companies that manage to build engaging and authentic work environments, and that invest in their talent’s development, will succeed in transforming the current volatility into long-term loyalty,” concludes Rebekah Latour. For sector players, it’s no longer just about attracting the best but creating the conditions for them to want to stay.