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GETI 2018 shows nuclear businesses must digitalise to continue competing for talent

GETI 2018 shows nuclear businesses must digitalise to continue competing for talent

LONDON, UK, 20 February 2018: The second annual Global Energy Talent Index (GETI), the world’s largest energy recruitment and employment trends report, is released today, showing that nuclear businesses must digitalise if they’re to avoid a future skills crisis.

The report by Airswift, the global workforce solutions provider for the energy, process and infrastructure sectors, and Energy Jobline, the world’s leading jobsite for the energy and engineering industries, shows that nearly two-thirds of nuclear professionals are considering a switch to another sector, with 40 per cent of respondents stating that they are less happy in their jobs than they were three years ago.

But it’s not all bad news for the sector. Thirty-six per cent of respondents reported an increase in happiness over the past three years, with digitally-enabled flexible working one of the leading drivers of happiness, cited by 43 per cent of respondents. This was even more prevalent among younger professionals, with 63 per cent of those aged 25 to 34 claiming to be happier than they once were.

Despite this, and an understanding among two-thirds of workers that automation means increased efficiency, those working in nuclear were less likely than professionals in other sectors to credit digitalisation as a positive development, with one-in-five uncertain of its impact.

Janette Marx, Chief Operating Officer at Airswift, says: “Last year’s GETI was a huge success as hiring managers valued the insights about the expectations of the energy workforce. This year we’re building on that by diving into one of the most important issues shaping the future of the industry: digitalisation.”

“Nuclear businesses should note the high percentage of professionals open to moving to another sector. Employers need to take action to change that by using digital technologies to foster a culture of flexible and remote working. This will allow them to build the engaged, happy and motivated workforce they need to thrive.”

In addition to providing much-needed insights into sector digitalisation and automation, GETI is also the industry’s most comprehensive salary and mobility survey. Key findings within nuclear include:

  • Salaries and rates have crept steadily upwards, with nearly half of nuclear professionals reporting a pay rise over the past year against just nine per cent who claim their income has fallen
  • Most workers expect an increase in pay over 2018, but only a modest one. Only 12 per cent of respondents anticipate a rise in compensation exceeding five per cent this year, a figure far below that of any other sector
  • Only 76 per cent of professionals would consider moving to another region for work, ten per cent fewer than the industry average

Hannah Peet, Managing Director at Energy Jobline, says: “Competition for talent in energy is fierce, both within sectors and between them. Nuclear businesses need to be on guard.

“The sector sits comfortably in the middle when it comes to pay, so hiring managers should find other ways to attract and retain employees. Digitalisation is the key. Younger professionals get this – almost nine-in-ten see it as good for the future of the sector. Businesses must embrace the benefits if they are to replenish their aging workforce with this next generation of talent.”

Airswift and Energy Jobline surveyed more than 20,000 energy professionals and hiring managers in 163 countries across five industry sub-sectors: oil and gas, renewables, power, nuclear and petrochemicals. The report is available to download at