With the solar industry growing rapidly, attracting skilled talent is more important than ever. But in a today's market, offering a competitive salary isn’t enough. Engineers have distinct preferences when it comes to job selection and companies that align with these priorities will stand out. The “Understanding the Engineer in 2024” survey we put together, provides valuable insights into what engineers prioritise in their careers, offering solar companies a roadmap to attract top-tier talent.
Career advancement is a top priority for engineers, with 38% citing it as a key factor when considering new roles. Solar companies can leverage this by offering clear career paths, mentorship programs and opportunities for engineers to take on leadership roles. Structuring development plans with transparent milestones for promotions and responsibilities will demonstrate a long-term investment in their engineers' growth.
Engineers place significant value on continuous learning and skill development, making it a critical consideration for job seekers Solar companies can offer regular training programs, certifications, and opportunities to work with cutting-edge technology to attract those engineers who want to remain at the forefront of innovation. This not only boosts the technical capabilities of the team but also sends a message that the company values personal growth.
A staggering 92% of engineers consider company culture an essential factor when applying for a role. Solar companies should focus on creating a collaborative, inclusive and supportive work environment. This includes fostering open communication, recognising achievements, and ensuring engineers feel valued. Emphasising a culture that promotes teamwork and innovation will help build a reputation as an employer of choice.
Work-life balance has become increasingly important, especially in the post-pandemic era, with 77% of engineers identifying it as a crucial consideration when evaluating new roles. Solar companies can attract top talent by offering flexible work arrangements, such as hybrid or remote work options and ensuring manageable workloads to prevent burnout. A strong focus on employee well-being not only improves retention but also enhances productivity and job satisfaction.
While salary isn’t the top factor for engineers, offering competitive compensation is still vital to attracting and retaining talent. The 2024 survey indicates that 47% of engineers expect salaries between £41k and £60k annually, with 23% expecting even higher pay. Solar companies should benchmark their salary packages against industry standards and consider offering performance bonuses, stock options or other financial incentives to attract top engineers.
Engineers thrive in structured, organised environments, with 46% favouring this kind of work setting. At the same time, collaboration is also important, with 30% indicating they prefer environments where teamwork is emphasised. Solar companies should create well-defined project plans, clear workflows and foster an environment where engineers can collaborate across teams. Such an approach ensures efficiency while also promoting innovation and collective problem-solving.
To not only attract but also retain talent, solar companies must be aware of what prompts engineers to leave their roles. The top reasons include a lack of career advancement opportunities (32%), toxic work environments (25%), poor pay (18%) and job insecurity (15%). Addressing these issues head-on by offering growth opportunities, maintaining a healthy workplace culture and providing job security will position solar companies as attractive long-term career destinations.
For solar companies looking to secure top engineering talent, the key lies in understanding the priorities of engineers and aligning their offerings accordingly. If your looking for top talent to join your team contact us today;
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