Solar companies
may draw on resources for local workforce growth, for example through
collaborations with workforce development boards and job centres. The public
workforce development program will help businesses leverage larger talent pools
and expand solar
electrician jobs opportunities to under-represented
communities, such as people of colour, low-income communities and veterans.
Establishing ties with local training initiatives, such as through technical
and community colleges will help improve the talent pipeline for train-to-hire
on a local or national scale.
Solar companies
can also help develop the recruiting climate by playing an active part in
electrician training. On-the-job training is required to get a license from all
electricians, but our research showed that the solar industry could be much
more involved in the training process. Solar companies will create a pipeline
of electrician
jobs specially those who qualified for solar work by
increasing their participation in these apprenticeship programmes. Training
courses, too, will generate new opportunities for non-electricians to
advance.
Many issues that
are more common to the solar industry in many countries have intensified the
hiring problems. One critical consideration is the state specifications on
solar installations for licensed electricians. Each region allows at least one
electrician to be present during installation, and some states have set ratios
for each licensed electrician as to the number of unlicensed installers. These
criteria will cause the hiring process to take installations longer and slower.
For skilled electricians, solar companies compete with other sectors and also
end up recruiting from outside the state.
Tags:
solar electrician jobs