The water and wastewater industries have been experiencing clear growth in recent years. With an increase in population, rising sea levels due to climate change and more sustainable water management practices, there is a growing demand for water infrastructure, and the sector is rapidly evolving. The growth also means an increased demand for energy and water jobs, but this isn’t cause for celebration just yet.
Why? Because of the hidden challenges and looming workforce crisis that threaten the industry. Recruiting and retaining talent is a main issue, as statistics show that between 30% and 50% of the water industry’s workforce will retire in the next decade, with not enough younger people to replace them. Pair this with ageing infrastructure, increasing water scarcity and evolving environmental regulations, and we could have a big problem on our hands.
So how can we effectively address these challenges? Let’s try to understand how you can drive the sector forward.
Various types of roles and positions need to be filled in the water industry to make a significant impact on water quality and availability worldwide. These range from operations and maintenance to engineering and data and technology jobs.
This may leave you wondering why there are shortages of workers to fill these roles if there are so many jobs open. And the reason is because it’s not just about filling a position, but filling it with the right person. A skills gap has become apparent over the years, with fewer workers possessing the right skills and knowledge to take on jobs in high demand in the water and wastewater industry. These jobs include:
Reports show that the water industry in the UK is struggling to fill 35% of its skilled roles, and it’s estimated that 63 000 vacancies will need to be filled by 2027. The US faces similar issues with a rising demand for new workers as a significant number of the current workforce heads toward retirement. It’s estimated that up to 10 000 workers will need to be replaced in the next decade.
The global demand for clean water supply has significantly increased over the years, with it being expected to outstrip supply by 40% by 2030. Because of this, the race to provide adequate water infrastructure and reduce water scarcity has begun. New water management systems and technologies are leading the way, but there is still one barrier that is slowing the progress. And that is the talent pool.
Around the world, skilled workers in the water industry are aging and companies can’t find suitable replacements fast enough. One of the reasons for this is the lack of education young professionals have on the value of the industry, as well as adequate training in its respective fields. Educational institutions are struggling to align courses that can teach the practical skills needed for workers to succeed in the water and wastewater industry.
The water recruitment struggle is enhanced by new and stricter regulations, creating a higher demand for skilled professionals to ensure water quality. UK rules, like the Water Special Measures Act which mandates that storm overflows should be monitored continuously and real-time data published, create new positions for Environment Officers, data analysts and regulators.
Another reason is the lack of outreach to diverse groups. The United Nations Economic Commission for Europe (UNECE) reports that only 21% of workers in the global water industry are represented by women. An Inclusion Measurement Framework reports that only 7% of water recruitment in the UK is made up of ethnic minorities. In the US, ethnic minorities are largely underrepresented in leadership and higher-paying roles, with only 12% being in these positions. Including diverse groups in water recruitment strategies allows for a bigger talent pool with the right workers.
With worker shortages in the water industry among the top 10 concerns in the US, you may be stressing over how to ensure you attract and retain talent. But following these best practices will help ensure that you secure the right people to grow your company.
You can do this by offering apprenticeships or mentorships, providing accessible resources and courses and integrating learning into work. This is crucial in attracting potential talent and encouraging your current employees to stay with you. It boosts productivity and innovation because employees gain new skills and knowledge, bringing about fresh ideas and more streamlined workflows.
Start off by defining your Employer Value Proposition (EVP) to showcase the benefits and experiences your company offers employees. This will reflect your values, culture and overall mission, ensuring that you attract workers with aligned values and that will stay with you and succeed.
When you post your energy and water jobs, use fair and effective recruitment practices. Be transparent and communicate your requirements clearly. Using recruiters is a great way to find the right people. The Sterling Choice are specialists in recruitment psychology, market dynamics, and human behaviour who challenge your hiring logic, which in the long run results in longer tenures and stronger impact.
If you’re a worker in the water industry, or looking to get your foot in the door, you can navigate your career path with ease by getting yourself the relevant education, certifications and learning the right skills. This first step will help build your foundation and prepare you for success.
Networking actively with others already in the industry is another way to upskill and learn about the opportunities available. Targeting utilities hiring and niche recruitment sites, like The Sterling Choice, is a sure way to find a role that aligns with who you are because they have deep industry expertise as well as access to leading organisations. They can help you build strong networks and better long-term retention.
Ready to find the right employee to drive your company forward? Speak with a sector specialist, and we’ll help you get on your way.
Water and wastewater Treatment Plant Operators are one of the hardest roles to fill because of the decades of institutional knowledge and experience they have. Apart from their literacy and technical skills, Plant Operators have critical thinking skills that are essential for the daily management and monitoring of the plants.
Other roles that are hard to fill in water treatment are Instrumentation and Control (I&C) Technicians, Data Scientists or Analysts and Water Resources Engineers. Each of these water and energy jobs requires trained and experienced workers, which is becoming harder to find.
2. Why is wastewater recruitment so competitive?
Wastewater recruitment is competitive primarily because of the skills shortage. There aren’t enough young workers entering the workforce to replace retiring workers, and so the demand for these roles is high.
Jobs in the wastewater industry are recession-proof and offer excellent job security. This makes them highly desirable and competitive.
3. Hiring challenges in the UK water industry
The main challenges in water recruitment in the UK are the demographics and aging workforce. Statistics show that only 8% of workers in this sector are under the age of 24. This means a large portion of experienced workers are leaving and taking their knowledge and skills with them.
There is also insufficient education, apprenticeships and opportunities for learning available to new talent. This discourages young workers from entering the industry’s workforce because they don’t have the knowledge and skills needed to meet its growing demands.
4. How to attract talent to utilities and infrastructure roles
To attract talent in utilities hiring, companies need to first promote the value of the industry so young workers can see the positive real-world impact it has. Companies should also offer apprenticeships and graduate opportunities to close the skills gap. Offering upskilling opportunities will attract and help retain talent as this promotes job satisfaction, increases earning potential and creates job security.
Improving recruitment and onboarding processes will also improve utilities hiring. Companies should share their values and culture to attract candidates who align with them. A streamlined process for screening and managing applications also helps to ensure everything runs smoothly. Working with a water recruitment specialist can ensure you attract the right talent, not just available talent.
