Since the “war for talent” was first declared in the 1990’s, organizations the world over have been attempting to gain a competitive advantage by attracting and retaining top talent. From a plethora of models defining potential, through to complex supply and demand models, no stone has been unturned in the effort to triumph in this unending battle. Utilities throughout the US have a rapidly aging workforce and a burning demand for fresh talent. This figure speaks for itself: some 50% of the workforce is eligible to retire within the next few years.
Unfortunately the utilities industry is not often seen as the enticing, challenging environment that college graduates and more seasoned workers aspire to join. Simply put, the utility “brand” is not strong enough to attract the people the industry needs the most. To revamp their profile and attract a new generation of employees, utilities need to show that the vital, complex service they provide is one befitting the most enthusiastic and talented of individuals.