Transitioning into Net Zero: Impacts on Recruitment Strategies for Energy Companies

RESOURCEBy Rullion on 07 January 2025

The global march towards a net zero carbon future is an imperative that is irrevocably reshaping the energy sector. As we navigate towards a more sustainable and carbon-neutral world, energy companies are feeling the impact in more ways than one.

This shift in energy sources and methods presents unique challenges, particularly for recruitment. Companies are scrambling to find a workforce capable of pushing forward with these ground-breaking changes.

As society stands on the cusp of this environmental revolution, let’s delve into the key facets of this transformation and the ramifications on energy sector recruitment.

Net zero and its importance 

Net zero refers to achieving an overall balance between the amount of greenhouse gases produced and the amount removed from the atmosphere. This concept is central to the objective of limiting global warming to 1.5 degrees Celsius, as specified in the Paris Agreement. A sustainable transition necessitates sweeping alterations across a myriad of sectors, but the energy industry remains a linchpin.

Energy sector realignment: a new employment landscape 

The energy sector’s shift from fossil fuels to renewables necessitates a massive realignment of skills and expertise. This transition is not just a replacement of one energy source for another; it’s a paradigm shift in the way energy is produced, stored, distributed, and consumed. It creates an entirely new employment landscape.

On the one hand, roles that were once indispensable in the traditional energy sector are becoming redundant, necessitating worker reskilling and redeployment. On the other hand, the emerging clean energy sector is creating a new wave of opportunities, demanding unique skill sets and competencies.

Emerging roles and skills gap 

By 2030, the energy transition is expected to create 14 million jobs in the energy supply industry and an additional 16 million jobs in the clean energy sector, such as efficiency, automotive, and construction. This totals to 30 million new jobs globally. However, there is also an anticipated loss of 5 million jobs in the fossil fuel industry by 2030. Despite this, the new job opportunities more than compensate for the losses.

Innovations in renewable energy technologies, energy storage solutions, and smart grids are resulting in the rise of numerous new roles. For instance, opportunities are blooming in areas such as wind turbine technology, solar panel installation, and battery storage. Similarly, roles focused on the development and operation of smart grids are becoming increasingly significant.

However, a significant gap is appearing between the demand for these skills and their availability. Companies are struggling to fill roles because of a shortage of workers with the requisite skills and knowledge. This skills gap is one of the biggest challenges energy companies are facing in their transition towards a net zero future.

The challenge of worker reskilling 

Many traditional energy employees possess skills that are transferable to the renewable energy sector. These skills can be applied to areas such as solar, offshore wind, hydro, decarbonisation, carbon capture utility and storage, low carbon gas production and transportation, and the mining of critical materials like lithium, copper, and cobalt.

To prevent severe unemployment, it is crucial for government policymakers to ensure the availability of targeted technical training and skill development. This will help empower fossil fuel workers and ensure a smooth transition to employment in the renewable energy sector.

Companies must also grapple with the question of what to do with workers whose roles are becoming redundant. Reskilling these workers for roles in the renewable energy sector is a plausible solution, but one that requires substantial resources and careful planning.

Moreover, for the reskilling process to be successful, it must be coupled with effective job placement strategies. It’s not enough to provide workers with new skills; they must also be provided with opportunities to use those skills in the real world.

Impact on recruitment strategies 

The energy transition’s impact is being felt acutely in recruitment. Organisations are being forced to rethink their strategies to attract talent with the necessary skills to drive the transition forward. They’re also having to develop ways to retain and reskill existing workers, and to create a culture that values sustainability and innovation.

For instance, businesses are turning to innovative recruitment strategies such as partnering with educational institutions to develop curriculum focused on clean energy skills. They’re also implementing robust training and development programs aimed at upskilling current employees.

Furthermore, to attract the next generation of workers, energy companies are working to align their brand with sustainability and innovation. They’re making it clear that a job in the energy sector is not just about fossil fuels, but about being at the forefront of technological and environmental progress. Effective communication of these opportunities will be crucial in appealing to candidates who are passionate about making a positive impact.

Traditional approaches will no longer suffice to attract top talent with the necessary expertise in sustainability, renewable energy, and cutting-edge technologies. Leveraging technology, social media platforms, and targeted employer branding will help companies stand out and engage with candidates who share their vision of a sustainable world.

The role of HR in the transition 

HR professionals must proactively identify and nurture talent that aligns with their organisations’ net zero objectives. This involves developing clear career pathways, offering upskilling opportunities, and fostering a culture that values sustainability and innovation. By doing so, HR can ensure a seamless transition of the workforce towards a net zero future.

The crucial synergy between human capital and green technology 

Green technology may be the backbone of a sustainable energy sector, but human capital is equally indispensable. The success of net zero initiatives relies on the expertise, creativity, and dedication of the workforce. Energy companies must invest in their employees, providing them with the necessary tools and resources to drive sustainable innovation. By emphasising the importance of their combined potential, companies can attract top talent who are motivated to contribute to the global sustainability movement.

Final thoughts 

While the transition towards net zero presents a host of challenges, it also presents unique opportunities. By harnessing these opportunities and implementing innovative recruitment strategies, energy companies can position themselves as leaders in the global drive towards a greener, more sustainable future. Moreover, the changes and innovations it brings could usher in a new era of sustainable growth and development for the sector.

Ultimately, the energy companies that will thrive in a net zero future are those that can successfully navigate the recruitment challenges and harness the transformative power of a skilled, forward-looking workforce.

Are you ready to lead the charge towards a net zero future? Energy companies like yours can thrive with the right talent. Fill out our contact form below and we can help you attract and retain the skilled workforce you need to shape a sustainable tomorrow.

Share

More like this

How Rullion and SAP Fieldglass are Powering Workforce Transformation in Renewable Energy

How Rullion and SAP Fieldglass are Powering Workforce Transformation in Renewable Energy

As governments and industries commit to ambitious climate targets, the energy sector is undergoing the biggest workforce transformation in a generation. But the promise of solar, wind, and nuclear energy won’t be realised without one critical resource: people. And right now, the demand for skilled talent far exceeds supply. In a recent conversation between Alistair Haigh, Commercial Solutions Director at Rullion, and Vicky Revis, EMEA Lead at SAP Fieldglass, they explored how workforce management must evolve to support the energy transition. The growing talent demand in renewable energy This big push is seeing the renewable energy sector scaling at a rapid pace. And with this comes a growing urgency for skilled talent to plan, build and operate energy infrastructure across solar, offshore wind, hydrogen, and nuclear. Hiring has been brought into sharp focus. Organisations are working harder to engage directly with talent, align with universities, and sell purpose-driven missions. They're also turning to consultancies like Rullion and SAP to streamline their workforce planning processes and ensure they have the right people in place to meet their goals. Workforce challenges in renewable energy One of the major challenges is the reliance on external talent. Because external contractors, consultants, and service providers account for approximately 50% of the energy sector's workforce, visibility and control over how they are brought into your organisation must be swift, reliable, and process effective. And if you’re still reliant on emails and CVs buried in inboxes, that’s not a sustainable way forward. The energy sector also brings added complexity: health and safety onboarding, fluctuating project needs, and high compliance risk. Margins are tighter than in traditional energy. That makes it vital to strike a balance between accessing the right skills and maintaining cost control, especially when nearly half of the workforce is external. How technology enables workforce agility In the renewable energy sector, workforce needs shift rapidly depending on the stage of a project. Managing this dynamic demand calls for a system that provides full visibility and control across the external workforce lifecycle. That’s where platforms like SAP Fieldglass come in. They enable organisations to standardise and streamline how they manage contingent talent, covering everything from sourcing and onboarding to compliance and invoicing. Managers aren’t buried in admin, and processes become repeatable, scalable, and aligned across suppliers. As Vicky Revis put it, “Technology is not a silver bullet, but when it's supported by strong policy and processes, it creates a sustainable and repeatable system for engaging talent.” Flexibility throughout the project lifecycle Every energy project moves through distinct phases, from early design and planning through to construction, commissioning and operation. Each phase requires a different set of skills and workforce demand. For instance, the build phase may require large-scale contractor mobilisation, while the operational phase focuses more on maintenance and repeatable tasks. There will be different commercial setups, contracting models, and recruitment flows depending on the work required at each phase. Fieldglass helps organisations build those variations into their processes by providing visibility on the best way to engage talent for each stage, benchmarking and setting appropriate rate cards to avoid overpaying for in-demand skills, and automating workflows so managers aren’t expected to become procurement experts overnight. Utilising data for strategic workforce planning As energy infrastructure evolves, so too must the way organisations plan and manage talent. And at the centre of this shift is data. Access to historical data allows hiring teams to understand what happened on previous projects: how much was spent on contingent labour, what caused budget overruns, and how talent mixes impacted delivery timelines. It gives you the opportunity to question what you can learn for new and upcoming projects. Rather than relying on retrospective reporting alone, businesses can now use this data to make more confident decisions in real-time. AI and large language models can identify patterns across workforce trends, project data, and other external factors to help forecast the skills and resources needed for upcoming work. But for AI to work, it needs fuel. The output is only as good as the data you put in. That means ensuring all valuable data, such as timesheets and onboarding notes, change requests, and delivery timelines, are captured in a structured, accessible way. If your data lives in inboxes or is buried on someone’s desktop, it can’t be analysed. The more accurate and complete your data is, the more powerful your insights will be. Reskilling and transitioning talent into renewables With an ageing workforce and growing demand for talent, there’s a huge question around where talent is going to come from and whether there’s a skills shortage. That all depends on how you look at it. For years, adjacent industries have been developing skilled professionals who already have the qualities and transferable skills or knowledge we value in the renewables space. For example, moving rotating mechanical engineers from oil rigs into wind farms is just a matter of reskilling. Data and AI can come in real handy here, too. Instead of reviewing thousands of CVs, organisations can use AI to scan databases, detect patterns in career paths, and surface candidates with the potential to seamlessly pivot into renewables. These tools make it easier to understand which skill sets are adaptable and which individuals could be trained quickly and effectively. Once a shortlist is created, the human element is still needed, especially when it comes to assessing cultural fit, motivation, and readiness to retrain. But AI helps teams get to that point faster, with more confidence and less manual effort. Future trends with new skills and new tools As energy systems modernise and evolve, so will the nature of work. Where engineers once climbed turbines, drones now capture images. And instead of needing just engineers, we now need drone pilots, data analysts, and AI modellers to process the imagery. However, this shift doesn’t replace humans; it redefines where their value lies. You still need people, but now you need data at the heart of your workforce strategy to plan intelligently and act with confidence to make informed strategic decisions. Building a future-ready workforce The renewable energy transformation depends on new approaches to workforce management, one that’s agile, data-driven, and widens the scope of traditional methods. Explore how SAP Fieldglass helps organisations manage external talent with greater control, visibility, and speed. Talk to Rullion for expert support in attracting, engaging, and retaining the skilled renewable energy professionals you need to help you get work done. Book a discovery session or explore our full-suite of workforce solutions. Watch the full interview between Alistair and Vicky.

By Rullion on 20 June 2025

NEWS
Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland

Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland

Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland This month (May 2025), Rullion has won Social and environmental impact of rail supply chain recognised in Alstom’s Supplier CSR awards in the UK and Ireland | Alstom. This accolade recognises our data-driven ED&I partnership in rail. This partnership combines aligned values with hands-on action to implement an effective inclusive hiring strategy. This recognition celebrates the power of aligned values, practical action, and a shared vision for the future of inclusive hiring. With over 6,000 employees and 37 sites, Alstom is the UK and Ireland’s leading provider of new trains and train services. Beyond their rail expertise, they are champions of equity, diversity, and inclusion (ED&I) in the transport industry. These values resonate deeply with our team at Rullion. As the industry navigates new technologies and changing workforce demographics, having flexible and innovative workforce solutions for industries like Rail and Transport, is essential to attracting, developing, and retaining top talent. This award is more than a milestone for us. It celebrates the collaborative effort shaping a more representative workforce across critical infrastructure. Creating an inclusive workplace requires more than good intentions. It requires action. Lindsay Harrison, Chief Customer Officer at Rullion: “On stage at the award ceremony, I spoke about breaking down barriers and today I’m proud to see Rullion and Alstom doing exactly that, every day.” Why This Award Matters Winning Alstom UK & Ireland’s Driving Equal Opportunity Award demonstrates how our data-driven ED&I recruitment partnership delivers measurable impact on diversity in rail, setting a new standard for inclusive hiring pipelines. From day one, our partnership with Alstom has been rooted in mutual trust and a shared belief that diverse teams create stronger businesses and better outcomes. We are proud to work alongside Alstom because of their authentic, values-led approach to ED&I. Whether it is supporting the Women in Rail Awards, embedding inclusive behaviours at every level, or aligning their workforce with the communities they serve, they lead by example. Alstom’s belief that diversity is key to innovation and long-term success is something we live and breathe at Rullion as well. That is what makes this award so meaningful. It recognises not just what we have done, but how we have done it together. Monitoring with Purpose, Protecting Privacy Understanding representation begins with the right data. However, how data is used matters just as much as what data is collected. At Rullion, we track ED&I data for both permanent staff and contractors - covering gender, ethnicity, age, disability, sexual orientation and religion. To safeguard privacy, we group insights by function or business unit rather than individual job title. This approach uncovers trends without risking confidentiality. We track ED&I data for both permanent staff and contractors, covering gender, ethnicity, age, disability, sexual orientation, and religion. To safeguard privacy, particularly in niche roles often held by only one or two individuals, we group insights by function, business unit, or client programme rather than individual job titles. This method ensures that the insights are useful while keeping identities anonymous. This approach allows us to identify patterns, address gaps, and measure progress over time. It empowers us to act with intent while protecting the privacy of those we support. As Liz, our ED&I Lead, puts it: “Our strength lies in blending data-led insights with real empathy. This award proves that when we partner purposefully, we make lasting change.” We apply the same rigorous standards internally. Recently, we introduced diversity monitoring across our recruitment processes, tracking candidate data from application to offer. This gives us a clear view of how inclusive our hiring journey is at every stage. Already, we’re seeing actionable insights - from application rates to conversion patterns - that help us identify barriers and implement targeted improvements. With clients, we go even further. Using our CRM system, we track ED&I data throughout the contractor lifecycle. For organisations like Alstom, we’ve developed bespoke Power BI dashboards that reveal real-time trends across gender identity, ethnicity, disability, and more. All data is anonymised and fully aggregated. But this isn’t data for data’s sake. We combine insights with quarterly reporting and practical recommendations, from inclusive attraction strategies to accessible job descriptions and interview support. It’s about making recruitment better for everyone. A Tailored, Client-Centric ED&I Partnership Model Our partnership with Alstom combines real-time diversity dashboards, quarterly data reviews and joint action plans - ensuring every rail project recruits talent that reflects the communities we serve. Every client we work with has different ED&I goals. For some, it is about boosting gender diversity in technical roles. For others, it is about creating more pathways into leadership for underrepresented groups. That is why we never take a one-size-fits-all approach. Instead, we align with each client’s specific reporting standards, terminology, and strategic aims, all while ensuring data handling remains ethical and GDPR-compliant. With Alstom, that partnership model has come to life. From day one, we have worked together to build a data strategy that fits their operational needs and reflects their values. Real-time dashboards help track progress. Our recruitment insights shape decisions. Regular reviews help ensure progress stays on track. That is what inclusive delivery looks like: collaborative, flexible, and grounded in real-world action. Partnership in Practice: Collaborating With Alstom What makes our partnership with Alstom stand out is its clarity of purpose. Together, we have taken steps that go beyond compliance. We shape recruitment strategies, remove barriers, and improve representation across their contractor population. From creating real-time dashboards to tracking candidate demographics, suggesting tangible changes in hiring workflows, and proactively recommending inclusive attraction methods, it is a truly collaborative effort. It has had measurable impact. We have seen improvements in application diversity, candidate progression, and feedback from underrepresented groups. We have worked together to open doors and keep them open. We are not stopping here. Our partnership with Alstom is ongoing, evolving, and focused on what is next. Meet Our ED&I Engine: The Rullion Musketeers Inclusion starts at home. And at Rullion our ED&I Musketeers make inclusion part of everything we do. Since 2021, this volunteer-led workstream has driven our internal ED&I strategy. From coordinating awareness days and designing training resources to gathering colleague feedback and driving cultural change, the Musketeers keep inclusion front and centre. It is not about grand gestures. It is about sustained, everyday action that makes people feel seen, respected, and supported. Here is what we have achieved so far: In 2021 and 2022, we rolled out our first company-wide ED&I survey, launched the ED&I Resource Centre, and aligned monthly activity with national awareness days across race, gender, and disability. In 2023 and 2024, we earned Disability Confident Level 2 status, reinforcing our commitment to accessible and inclusive work environments. In 2024 and 2025, we focused on neurodiversity and social mobility, including dedicated campaigns, learning resources, and a more inclusive approach to internal recruitment. These efforts feed directly into our ED&I 2025 Plan, which outlines clear goals across recruitment, communications, employee engagement, and external partnerships. What’s Next for Rullion & The Rail Sector Being recognised with the Driving Equal Opportunity Award by Alstom is a huge honour. It shows what is possible when shared values and practical action come together. It reminds us that the work does not stop. There is still more to do, more to learn, and more barriers to break down. We are proud of the journey so far and excited about what comes next, not just with Alstom but with every organisation that shares our vision of a more inclusive future. Because inclusion is not a trend. It is the foundation for what comes next. Gareth Smith, Client Services Manager - Alstom: “Winning this award with Alstom shows that inclusive recruitment is not just a nice-to-have, it is necessary to drive productivity on every rail project we collaborate on.” Ready to build a more inclusive, data-driven recruitment strategy? Let us talk about how we can support your ED&I goals and help you create a workforce that reflects your values and communities. Contact us today to start the conversation.

By Rullion on 30 May 2025

NEWS
Rethinking Nuclear Waste: Liz Muller’s Mission to Revolutionise the Industry

Rethinking Nuclear Waste: Liz Muller’s Mission to Revolutionise the Industry

In episode three of Rullion Reflections, our video interview series spotlighting the people shaping the future of the UK nuclear industry, Sibel Akel, Marketing Director at Rullion, speaks with Liz Muller, CEO and co-founder of Deep Fission. Liz’s entry into nuclear wasn’t through the usual route. She didn’t come from a nuclear engineering background or start her career in a traditional utility. Instead, she was driven by a deeply personal and persistent question: where does nuclear waste go? “It was one of those questions I grew up with,” Liz recalls. “My father was in the nuclear industry. People like Luis Alvarez were family friends. The conversation around nuclear was just... part of my world.” This question sparked an idea that became a mission. Today, Liz leads Deep Fission, a startup developing deep borehole disposal technology that could drastically reduce timelines, lower costs, and fundamentally reshape how the world manages nuclear waste. Where Does Nuclear Waste Go? Growing up surrounded by scientists and Nobel Prize-winning thinkers gave Liz early exposure to the big questions that would eventually define her career. “The science around nuclear energy is incredible,” she says. “But the waste issue has always cast a shadow. If we don’t solve that, public resistance will remain, and so will project delays.” Despite this interest, Liz initially chose a different route where she studied environmental policy and working in consultancy. But the waste question never left her. Turning a Problem Into a Purpose In time, Liz reconnected with her father, a physicist and serial innovator. Together, they began exploring new methods to solve the nuclear waste conundrum. Their solution? Leverage directional drilling (proven in the oil and gas industry), to place nuclear waste deep underground in corrosion-resistant canisters. “The models the industry has been using haven’t really changed since the 1970s. People said nuclear was too slow to evolve, too entrenched. That just made me more determined to show that change is possible,” Liz explains. That determination led to the creation of Deep Isolation and, later, Deep Fission. These companies aim to solve nuclear waste management through horizontal boreholes drilled more than a mile underground - a method that could be significantly cheaper, faster, and safer than building massive geological repositories. “It’s transformative,” Liz says. “We’re talking about disposal that can happen in weeks, not decades.” Deep Fission’s technology is already gaining attention and could be commercially operational by 2029. Their work is helping shift the global narrative around what’s possible in nuclear waste disposal. A New Problem to Solve: Cost As public sentiment and political support for nuclear improves, driven by climate goals and energy security. The demand for clean, reliable power is growing fast. “Nuclear isn’t just about replacing coal or gas anymore,” Liz notes. “It’s becoming critical for powering AI, data centres, and the electricity demands of a digitised future.” Despite that, the industry still faces a major hurdle: affordability. “There’s been a lot of progress in reactor design, modular construction, and safety systems,” she says. “But cost (after waste) is the biggest challenge. We haven’t had the real breakthrough in economics yet. That’s where Deep Fission comes in.” The company is also exploring advanced systems like thorium reactors and high-temperature gas reactors that could one day be deployed inside boreholes themselves, eliminating even more surface footprint and infrastructure. “We’re not just building technology,” Liz says. “It feels like we’re building an ecosystem.” Case Study: Applying Innovation in Practice Deep Fission recently partnered with a European government to conduct a feasibility study on borehole disposal for legacy nuclear waste. The study involved assessing regional geology, conducting public engagement workshops, and designing a pilot borehole. The results? The project timeline was cut from an estimated 15 years to under five. Community support grew after education sessions clarified how the process worked and how safety would be ensured. A full-scale trial is now scheduled for early 2026. This case highlights the real-world viability of Liz’s approach, and its potential to transform nuclear waste management globally. Creating Careers and Welcoming Talent As the nuclear sector transforms, it needs new people to help shape its future. That’s where nuclear energy careers are evolving - into exciting opportunities for engineers, policymakers, data scientists, and even those outside traditional STEM fields. “There’s so much talent out there,” Liz says. “We’re not just hiring in the US. We’re hiring across the world. The UK nuclear industry has so much potential, especially for women in nuclear and younger generations.” Her advice to those exploring jobs in nuclear or clean energy jobs in the UK? “Find your people. Attend events. Talk to others working on the same challenges. That network is everything.” “And find mentors. The nuclear industry is one of the most welcoming industries I’ve been part of.” On Mentors and Mindsets When asked who’s inspired her most, Liz doesn’t hesitate. “Definitely my dad,” she says. “He has the kind of mindset where he enters every new challenge with a beginner’s mind. That’s vital for startups, because in six months, everything about the company can change.” She also credits her mother, an architect and small business owner, for showing her how to fully commit to both professional and personal ambitions. “She taught me the value of going all in. If you’re going to do something, give it your whole heart.” The Future of Nuclear is Personal Liz Muller proves you don’t need a conventional background to make a lasting impact in nuclear. What you need is curiosity, resilience, and a willingness to ask bold questions, starting with the one that changed her life. Where does nuclear waste go? Thanks to a blend of deep science, new technology, and global collaboration, the answer may be found in miles-deep boreholes, not in more decades of political delays. Powering the Future of Nuclear Starts with People At Rullion, we work with pioneering organisations across the UK nuclear industry to find, attract, and support the people who are driving change. Whether you're scaling new technologies, meeting regulatory milestones, or shaping the next generation of clean energy jobs in the UK, we're here to help. Looking for talent in nuclear? We understand the challenges: an ageing workforce, niche skill shortages, and rising competition from adjacent sectors like renewables and data. That’s where we come in. Let’s talk about how we can help you Get Work Done. Book a free consultation Watch the full interview with Liz Muller 🔗 Connect with Liz Muller on LinkedIn 🔗 Connect with Sibel Akel Saoulli on LinkedIn

By Rullion on 30 May 2025