Strategic workforce planning involves having the right people with the right skills at the right time. Partnering with technical colleges and universities throughout the nation has proven to be a successful talent acquisition strategy for RENEW, opening a large and diverse applicant pool.
Tasia Dass, Senior Recruiter, and Micah Noteboom, Technical Recruiter, are two of RENEW’s “People Leaders” dedicated to expanding these relationships and programs.
Tasia and Micah partner with operations managers to develop a recruitment calendar, where they divide and conquer to attend career fairs, give employer introductions, conduct on-site interviews, host shop tours, and sponsor events across a network of schools. These activities allow students to get to know the brands, comprehensive service offerings, and career opportunities across all TAKKION companies.
Having both human resources and operations present at these events sets RENEW up for successful interactions. HR can tell the story, showcase key openings, and get students excited about the differences they can make in the energy sector, while operations can speak to the technical specifics and what “a day in the life of a wind (or) solar technician” really looks like.
“The opportunities for these students are endless, but the schools themselves benefit from the partnership as well,” Dass said. “Our leadership team has served on a number of advisory boards and helped provide industry-specific standards to be incorporated into their curriculum. Our summer industry event raises between $10-$15K annually to give back to local technical colleges for workforce development.”
Through these social connections across the nation, RENEW averages 20-30 interns per year. Noteboom shared, “Our internship program is mutually beneficial to the student and our company. We are able to see if they would be a good cultural and technical fit once they finish school. While on the flip side, the student can also get a feel for our industry, the job scope, and determine whether that’s a career fit for them in the long run.”
Interns get paired with seasoned technicians for mentorship, safety, and hands-on experience. Once the internship (typically three (3) months in duration or coinciding with the respective school schedule) is complete, managers work with HR to determine which individuals will receive a full-time offer. “We have multiple team members in managerial roles that have started as interns with our company. It’s exciting to see their growth and development first-hand,” Dass said. “Our strong and positive reputation in the industry, along with our employee referrals, helps spark a ton of interest in our internship and career opportunities.”
As customer needs change, so does workforce planning. As new facilities are built, new potential partnerships are identified. Most recently, the addition of RENEW Enid Remanufacturing has created some new, exciting partnerships for building the future workforce in Oklahoma.
