我如何招募顶级能源部门人才？

[Editor's note: Dear Shannon is a career advice column for sustainability professionals and wanna-be professionals. If you have a question for Shannon, send it to her at[电子邮件保护]. Let us know your thoughts on the column in the comments section below.]

Dear Shannon,

I am the new director of energy and carbon for a large telecom company and have quite a big team structure with an energy budget of around $50 million per year. I know that the jobs market is competitive right now, but I still have trouble recruiting top talent for energy roles. Part of the challenge is the required coordination with our HR department. Could you advise me on how to structure a tool and process to help HR help me recruit and hire up-and-coming leaders in the energy sector?

—Sandra, London

嗨，桑德拉，

You have a considerable budget, so it is clear you already have board level buy-in and a mature energy program to propel forward. Your relationship with your internal business partners is crucial to your success as a leader within your company—the most important asset you have to deliver is your people.

Despite being seen as "overhead," HR departments hold a lot of power as they are the gatekeepers to finding, developing and keeping top talent. Your investment in creating a collaborative and personable relationship with HR will serve you well, far beyond the recruitment of new leaders in the energy sector.

To be truly effective, however, I need to stress that it will take considerable time and resources from you and your team. Below I outline five steps that will help you maximize your long-term recruitment success.

1. Seek to synergize with HR

与任何可持续性策略或旅程竞彩足球app怎么下载一样，能够影响和谈判是高级领导的关键技能。您需要花时间与人力资源领导和人力资源团队建立与人力资源的长期关系。从办公室外面的一段时间开始吃午餐或咖啡，以了解该人力资源董事或团队成员如何在个人身上进行刻连接。首先将他或她变成您的冠军。

然后举行一小时的互动计划会议，以绘制和集思广益，在雇用顶尖人才过程中对人力资源的重要内容。对于许多人力资源工作人员来说，您是（内部）客户，他们需要见面，他们可能会在其他部门的空中承受压力。他们可能会感到惊讶的是，您关心他们的优先事项（张贴工作，通过简历进行洗牌，安排访谈），并且这种额外的关注和关心可以在他们的竞争优先级的情况下为您带来“首选客户”的竞争优势。

接下来，帮助他们在招聘过程中了解您的前五名驱动因素或需求，并清楚地传达您希望人力资源与您积极交付，而不是为了您。

通过保持连接并进行每隔几周的沟通来维持这种休闲，清晰的对话。这将有助于人力资源人员将您的需求保持在他们的脑海中，而您的需求是苛刻的。

2. Be ahead of trends in the energy and carbon sector

如您所知，能源和碳领域的变化很大，碳市场平坦，而智能电网技术正在蓬勃发展。传统上，基于采购，设备和技术知识，能源管理一直是狭窄的角色。需求管理的引入使人们需要一项更广泛，更复杂的技能，因为角色从技术转变为战略。

随着频率的增加，能源团队的任务是利用“大数据”和预测分析来管理使用。根据新英国能源部长约翰·海斯（John Hayes）的说法，“能源政策应采用旨在更好地促进智能电网，需求管理技术和可再生能源项目的本地所有权的'新范式'。”

These trends will force you to constantly redesign and rethink your talent requirements.

One of your key jobs as a senior sustainability practitioner is to identify risks and opportunities before they are turned into competitive advantage by other telecoms or turned into laws by government. These sectoral challenges and the language used may be outside of the business scope of many HR managers. Only communicate the technical jargon and trends to them when necessary.

3. Design realistic job specs

在市场上，我们看到对商业和技术技能新组合的需求不断增加。对于候选人和人力资源团队来说，这可能会令人困惑，因为这两个人可能总是在同一个人中找到。在设计工作规格时要小心，以确保理想的候选人能够现实地存在，并确保您正在构建角色并指定实际上在市场上可用的所需标准。

The easier you can make HR's job in finding this talent, the better. Offer to help write the spec if HR usually does this, as they will never understand the job like you and your team does. As mentioned earlier, ask to do final edits on the spec before it gets published.

When writing the draft spec content, keep the language accessible and not too wordy. The responsibilities and the experience will possibly overlap and repeat, so do try to keep the text concise and clear. Later in the recruitment process you can drill down on the real technical questions that may challenge a candidate, but if introduced too early it could derail an HR exec before the process has even started.

4. Empower your team to help

您组织内的能源业务应参与团队招聘策略的执行。您的一些线路经理应积极参与整个招聘过程的所有步骤，包括简历分类，首次访谈，“结束”候选人，并将要求表定义为最后一句话。这种深入的合作和团队合作可能听起来很浓缩，但是受启发的人才是您最重要的资产。

The energy budget should have some amounts earmarked to incentivize and reward its senior people for their investment in the recruitment process and make it a parameter in their annual evaluation. All talent-critical businesses, such as investment banking and management consulting, do this with good results.

5.基准您的竞争对手

Perhaps offer to conduct or commission a salary benchmarking study or use an external recruitment agency to do a candidate-mapping exercise. If you are looking for very specialized technical skills unique to your energy and carbon team, it would be useful to work with HR to procure the best external agencies to help. Perhaps your budget, not HR's, could cover this?

确定最新和新兴领导者正在出现的顶级大学。你可以与他们互动吗？这些潜在的候选人在阅读和出版哪些社交媒体？谁是与您的技术或商业需求有关的关键问题的思想领袖？

Again, being ahead of the curve on how top talent is coming onto the market—甚至在他们毕业之前—使您比同龄人具有竞争优势。

Good luck building this core internal relationship and let me know how it goes.

Image of job interview by Sebastian Gauert viaShutterstock.