Key takeaways:
The water and utilities sector is at a pivotal moment, driven by urgent challenges and unprecedented opportunities for innovation and investment. A combination of factors is heavily influencing the future of the sector as well as recruitment within it. These include increased public scrutiny, regulatory pressures and compliance risks, an ageing workforce and infrastructure and a rising demand for resilience, transparency and sustainability. The success of the industry will depend on its ability to embrace innovative solutions.
How can you approach these challenges and transform your business into collaborative solutions, ensuring secure and sustainable access to this vital resource for future generations? Let’s dive into it.
The water and utilities sector has been evolving over the past decades, with some of the changes causing alarm.
Water industry scandals have rocked many countries with issues ranging from environmental negligence and public health risks to fraud and financial mismanagement. In the US, the Flint Water Crisis affected thousands due to corroding pipes that leached lead into drinking water.
Another scandal in Ohio brought to light the contamination of water supply caused by unregulated agricultural runoff. These regulatory gaps, coupled with ageing infrastructure, leave systems fragile and prone to contamination, allowing pollution sources to go unchecked.
Most wastewater treatment plants are decades old and in need of replacement due to deteriorating pipes. This means they are less efficient and don’t meet modern safety and quality standards.
The demand for water is also rapidly increasing, and so water grids need to be expanded. The same systems built in the 1950s-1970s can’t be expected to service the demands of the modern-day water sector. Investing in water infrastructure will help accommodate population growth and increased water usage driven by more intensive farming needs, industrial production and a change in end-user lifestyles.
Not only is the ageing infrastructure a concern in the water industry, but an infrastructure skills gap has also become apparent over the years. Now, fewer workers possess the right skills and knowledge to take on jobs in high demand in the water and wastewater industry. The US faces a challenge as one-third of the workforce is heading towards retirement in the next decade, with not enough new workers entering the field to replace them. The State of the Water Industry Report from American Water Works Association shows that only 10% of the workforce is under the age of 24.
With a growing number of vacancies in energy and water jobs, water recruitment faces major trends. As a retirement crisis looms, there is an urgent demand for skills in fields like data analytics, plant operations, maintenance and environmental compliance. The key issue, however, isn’t just about finding enough new workers to replace the retiring ones; it’s about finding the right workers with the relevant skills. Ageing infrastructure requires restoration and repair, and so the right labor is needed to ensure that upgrades are carried out smoothly.
The forecast for utilities hiring also shows an increase in the usage of new technology and AI to enhance efficiency, improve sustainability and reduce waste. For example, AI can be used for leak detection, which in turn prevents water loss and costly repairs. It can also be used to improve resource management by providing clearer insights for plant managers and operators, so they are able to dedicate their water supply effectively, especially in drought-prone areas.
Another key trend in the water sector is filling the gaps created by low diversity and inclusion rates. The sector is estimated to include 1 million workers, but is currently heavily male-dominated. Statistics show that water recruitment is made up of approximately 85% male workers in the US, and only 15% of females across a wide range of occupations, including management and engineering. With an apparent workforce shortage, trends show that the inclusion of more women is becoming a priority for the industry and water and wastewater recruitment partners have the ability to drive this initiative forward.
Although there are many opportunities in energy and water jobs, a projected 7% decline in employment between 2024 and 2034 presents a significant skills gap. This is due to the ageing workforce, advancements in technology, climate change and stricter regulations.
More workers are retiring, with not enough new workers entering the field to pass on valuable information and skills to them. The old workers then take their years of experience and institutional knowledge with them, and the infrastructure skills gap widens. This causes a chain reaction of problems and can compromise the reliable, safe and efficient operation of critical water infrastructure.
This issue is compounded by advancements in technology, as there aren’t enough skilled workers to operate plants using new technology. The water sector is modernizing but a shortage of professionals who are equipped to leverage the smart water networks and data hinders its progress.
And without the needed skills, innovation becomes stagnant. This means that solutions to rising challenges such as climate change and evolving environmental regulations are less effective. The industry can’t adapt fast enough to overcome them, and so finding the right hires is important.
In today’s hiring climate in the water sector, hiring managers are facing several challenges, including parsing through resumes that don’t communicate clearly. What makes it difficult for them is when candidates simply describe their role without presenting tangible evidence of achievement. They focus more on what they were asked to do in their previous jobs and less on what they delivered, and so some candidates may be rejected because their resumes doesn’t fit the role, even though the candidate themselves does.
Managers also face difficulty due to:
This can cause delays in projects and timelines because companies don’t have the resources or expertise to expedite water recruitment without compromising quality.
Private energy firms often have more access to new technology, which attracts the younger, digitally savvy professionals. This leaves traditional firms in a bind because it’s harder for them to replace their retiring workforce without enticing the younger generation.
While there are a few jobs that can accommodate remote work, the water sector relies on on-site presence for operations and maintenance. Thoughtful implementation of new work models like hybrid work options could address workforce shortages.
Public sector roles generally follow an incremental pay increase based on salary, meaning legacy employees are at a higher pay grade while new hires start at a lower grade. This disparity could discourage young engineers from applying for water and energy jobs.
New workers have different desires, especially in water and energy jobs, compared to those from decades ago. They are looking for more holistic work packages that support both professional and personal growth. Environmental concerns are also prevalent, as young people often may not associate the utilities sector with green and sustainable practices, and this negative stereotype affects employment rates.
As the sector is modernizing, so are the needs of its workers. At the top of the list for many new workers is good work-life balance and flexibility. Candidates are looking for opportunities where they have flexible working hours to support their mental and physical health and to reduce burnout and stress. Statistics show that 84% of engineering professionals, including wastewater engineers, cite this as a priority when considering jobs.
New workers are also seeking support, growth and purpose. They want to know that they are valued and empowered by management. They want to be supported by a new kind of leadership where their contributions and accomplishments are recognized and they have a sense of belonging in the company.
They also seek companies that encourage and enable their workers to upskill with training programs. Today’s water engineering talent want clear paths for advancement because it gives them purpose and lets them know their work is meaningful.
Finding the right talent is crucial because they are the lifeblood of any organization. They can boost productivity, drive innovation and bring unique ideas, skills and a strong work ethic that aligns with the business’s goals. However, many organizations make mistakes that cost them in their hiring processes.
During the water recruitment process, companies fail to realize the importance of feedback. And this could be a warning signal that drives potential hires away. Take, for example, a rejected candidate. They might understand that they didn’t get the job, but they could struggle with the silence after the rejection. They may feel devalued, and the last thing a company wants is for the word to spread that they don’t value their employees.
Another revision companies can make is to use adverts that are employee-centric rather than business-centric. This is a great way to attract the right talent because they show potential employees what it feels like to be a part of the team and not just what output is expected from them.
Using a specialist water and wastewater recruitment agency is a sure way of attracting the right talent because they understand what the role truly is today and its requirements. Agencies know how to connect with the right talent and are able to sell the experience of working with a company rather than just the vacancy. In this way, they focus on retention.
You may have found the secret to attracting the right talent, but it’s also crucial to know how to keep them, and the answer may surprise you. Most people think it’s profit that keeps workers, but in actual fact, it’s the business culture. Workers want to know that they are valued and that their leaders show up for them. They want to know that they’re not treated like second-class citizens but rather like essential contributors.
When organizations can look at their employees and take the time to understand how working for them creates a positive environment, they’ll succeed at lowering their turnover. Employees are likely to stay if companies show them that they take equal consideration for the human experience as they do for business goals and financial success.
Companies need to ensure their employees that they are able to take a break without judgment, are supported during busy periods and are acknowledged for their hard work. This will signal that they matter and form long-term resilience as workers manage stress effectively and recover from challenges while still maintaining productivity.
Hiring becomes easier and more effective when it’s treated like a journey and not a transaction. That’s why companies need to understand each stage of the hiring process in order for it to be a success. Choosing to work with a specialist recruitment partner can make this easy, as they have expertise in talent acquisition.
They also have specialized services for different sectors. Hiring in the water sector isn’t the same as hiring in another industry, and you can’t apply the same practices to all industries. A specialist water and wastewater recruitment partner will apply their deep understanding of the industry and its challenges to attract the right talent across all stages of your business’s value chain, ensuring a long-term partnership with employees.
Anyone can find talent, but finding the right engineering talent, especially when trust, safety and continuity are important, is what matters the most. Reassess your workforce strategy with our guidance, and you’ll attract and retain the best.
