By Erika Symmonds, Director of Workforce Development, GRID Alternatives
America’s solar industry needs workers–the National Solar Jobs Census forecasts industry employment will grow 14% in 2016. Considering this outlook preceded the Investment Tax Credit extension, a move GTM Research estimates will boost installations 54% through 2020, real 2016 growth will likely be even higher.
This presents an obvious challenge for an industry, in which one in five employers already considers it “very difficult” to find qualified employees; it also presents an opportunity to build a diverse workforce reflecting our industry’s values.
Here are five strategies for building a strong workforce pipeline my organization, GRID Alternatives, has learned in 12 years as a solar contractor and workforce development nonprofit that’s trained over 25,000 volunteers.
Spread the word, our industry is growing!
Start by communicating with local workforce investment boards (WIBs) and job training organizations. Many WIBs rely on government data where solar jobs get mixed in with categories like electricians, plumbers, laborers or construction. Workforce training organizations may be unclear on how quickly the industry is growing in their region, so outreach can educate them about solar job opportunities. Outreach also helps encourage training that builds skillsets for the solar field.
Diversify your search to diversify your workforce
Does your current workforce reflect the diversity of your region? If not, think broadly about recruitment to reach the largest and most diverse talent pool. Provide employment information to community-based organizations, community colleges, social service organizations, housing authorities, veterans groups and military bases, and professional groups connected with lower-income communities and groups under-represented in solar to reach individuals seeking career opportunities. Don’t just call and send e-mails–go meet people!
Attend job fairs in diverse communities and send diverse representatives to recruitment and speaking opportunities. Prospective employees want to feel welcome at a workplace, but might not apply if they don’t see people whom they feel they can relate to. Your marketing materials should also reflect the inclusive and diverse workforce you are striving for, but without misrepresenting who you are as a company.
How a job posting is written can also impact response. Job postings should be clear on required skills versus ideal skills to attract candidates who may not have solar-specific skills but have related skills and/or aptitude for learning. Posting should also include inclusive language: “all qualified applicants are encouraged to apply, including people of color, women, veterans, and individuals with disabilities.”
Consider recruiting directly from training programs like those established at schools nationwide by the Solar Instructor Training Network, or local job training organizations, which provide robust training (much of it hands-on) to highly diverse populations. GRID Alternatives partners with nearly 70 such organizations nationwide to provide solar training, and many of the graduates finish roof-ready.
Contractors in California, Colorado, New York, New Jersey and the Mid-Atlantic can recruit workers directly from GRID Alternatives. Last year we launched the RISE (Realizing an Inclusive Solar Economy) initiative in partnership with SunEdison to train 4,000 women and people of color in solar within two years. Many have been hired already but more are being trained every day, and contractors can access them in our free online resume bank.
Test the intangibles
Some of the most important installation skills are intangible, and can’t be learned in a book or classroom. Contractors hiring unskilled workers should test trainees in actual work environments as soon as possible to determine if training’s worth pursuing.
The biggest intangible to seek is ability to learn technical skills. No matter how much someone is trained, they’ll need to continue learning in the field, and ability to pick things up quickly is a key to their success and yours. Being comfortable at heights is also huge–trainees may feel great in a classroom environment on a mock set-up, but get on a rooftop and say, “I don’t think this is for me.”
Once trainees demonstrate intangibles and learn core skills, focus on technical knowledge. Apprenticeships are incredibly effective. Whether an unofficial or registered apprenticeship, trainees benefit through hands-on experience side by side with someone already in the field, and opportunities to complement that experience with technical or classroom training.
Retention is everything
Once recruits are identified, contractors should train for success, starting with safety. Core safety training includes fall protection, proper ladder setup, communicating with team members if something goes wrong, proper attire, and recognizing signs of overheating or overexposure. Because contractors want trainees who can simultaneously work safely and quickly, these skills are especially important when recruits are trying to prove themselves.
Safety is just one way to show you care for your staff and recruits. In a solar industry competitively seeking to fill employment slots, building a reputation as a caring employer valuing safety, fair compensation and advancement opportunities for employees pays off in retention and recruitment. So does a workplace welcoming the diverse backgrounds, experiences and talents of its workforce. When you’re able to retain workers, you’ve got a better training and support base for new recruits as they come on board.
Collaboration is key
Industry collaboration is critical when it comes to building a workforce pipeline. Solar companies can invest in workforce development programs providing solar training to diverse populations; support solar education in K-14 schools like SunPower’s Solar Science Academy and the GRID-SunPower Solar Futures partnership; collaborate on job fairs like the successful Solar Power International event in 2015; and post comprehensive job listings where diverse candidate pools can access them.
Untapped talent is all around us–young adults ready to start their careers, formerly incarcerated individuals ready to start over, veterans returning home seeking to put their talents to use in a fulfilling way, workers transitioning from struggling sectors seeking an opportunity in a growing sector, and women.
Twenty percent year-over-year job growth looks like the new normal for solar. The industry can work together to rise to this challenge, and make the most of an opportunity to become the strongest and most diverse energy sector in the U.S. economy.
By Erika Symmonds, Director of Workforce Development, GRID Alternatives