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How you should be approaching energy recruiting in 2024, per Houston expert

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Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the energy sector may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

This article originally ran on InnovationMap.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing the energy industry’s potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce 

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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Lithium refiner expands into Houston with new Energy Corridor office

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Battery-grade lithium carbonate manufacturer Stardust Power has expanded into Houston’s Energy Corridor, the company tells Energy Capital.

The company’s new office will serve as a project execution hub to support operations and planning for the company’s forthcoming lithium refinery in Muskogee, Oklahoma, according to a news release. The Greenwich, Connecticut-based, publicly traded company says the facility will be one of the largest lithium refining operations in the United States. The refinery is expected to have production capacity of up to 50,000 metric tons per year and seeks to address the critical shortage of U.S. lithium refining capacity.

Battery-grade lithium carbonate is commonly used in electric vehicle batteries and energy storage systems.

The company says it chose Houston as the location for its new execution hub for its rich history of expertise in engineering, a robust energy infrastructure ecosystem, and access to a leading talent pool for engineering, procurement and construction professionals. The Houston project hub will work closely with the company’s existing office in Oklahoma City.

“The Houston office strengthens our operational footprint at a critical phase of development,” Chris Celano, COO of Stardust Power, said in the release. “By building out a dedicated project management hub in one of the most experienced energy markets in the world, we are positioning the Company for execution as we advance the Muskogee refinery.”

Currently, the Houston office plans to accommodate a workforce of about 20 people with the possibility to add staff upon reaching project milestones, according to a representative from the company.

“This expansion reflects our commitment to deliver domestic, battery-grade lithium that supports U.S. energy security and industrial growth,” Celano added in the release.

In August, Stardust Power secured an offtake agreement to supply up to 20,000 metric tons of battery-grade lithium carbonate by 2030 from the Muskogee, Oklahoma, refinery to New York-based battery technology company Charge CCCV. Stardust reports that the deal adds to a separate non-binding agreement for up to 25,000 metric tons annually for 10 years with an undisclosed global trading company.

European cleantech company breaks ground on Houston manufacturing site

coming soon

Spanish renewable energy company Power Electronics broke ground on its new 53-acre Houston campus on Sept.24.

The new site is expected to create over 400 local jobs and deliver 40 gigawatts of production capacity per year. The company said in a news release that the campus is expected to be the largest manufacturing site for power conversion systems in the U.S. Power Electronics specializes in solar, energy storage, data centers and electrification technologies.

A completion date and operational start date have not yet been announced.

“For the first time in many years, the United States will be able to meet its growing need for sustainable power generation capacity and energy resilience through local manufacturing, supported by the most advanced technology in the world,” David Salvo, CEO of Power Electronics, said in the news release. “Our [40-gigawatt] Houston Campus will help shape the future of energy and AI growth globally."

Once operational, the manufacturing site will feature two buildings of approximately 150,000 square feet and 700,000 square feet. They will house production, logistics, R&D, corporate offices, training and electronic manufacturing departments.

The company says the Houston campus will be its most automated inverter production site by using advanced technologies in production to streamline day-to-day processes. Inverters convert direct current (DC) electricity that is generated by solar panels and batteries to alternating current (AC) electricity used by electrical grids.

Power Electronics' global headquarters is in Valencia, Spain, with U.S. operations in Houston, Tampa, and Gilbert, Arizona. Its North American headquarters is located at its existing North Houston office on East Airtex Drive. Community Impact News reports that the new manufacturing site is located in the Cy-Fair/Jersey Village area.

Power Electronics shared on LinkedIn that the new Houston campus represents its commitment to its American business and will allow it to serve the market with "greater scale, proximity and local expertise." It currently has more than 116 gigawatts installed in the U.S. and is working toward a global goal of 105 gigawatts of annual global production capacity.

Major oil exporters agree to keep production steady in November 2026

Oil News

Seven major oil-exporting countries agreed Sunday to keep production steady in November at a time when the Iran war has driven the price of benchmark Brent crude oil above $100 a barrel.

The so-called OPEC+ subgroup — Saudi Arabia, Russia, Iraq, Kuwait, Kazakhstan, Algeria and Oman — will meet again on November 1 to review conditions in the oil market.

The fighting with Iran, which began with U.S. and Israeli attacks on Feb. 28, has disrupted global oil supplies and driven prices higher.

The group of seven wealthy democracies said Friday that they plan to release 100 million barrels of oil and fuel products in the coming weeks, starting with “substantial” amounts of diesel.

Diesel prices recently hit record highs in the United States, squeezing farmers, truckers and consumers who depend on the fuel.

The G7 promised a “frontloaded substantial release” of diesel within the next 20 days and the rest over four months.

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