The deployment of the hydrogen sector involves the recruitment of competent people. Specializing in the search for talent in the energy sector, the borea company explains its approach to finding suitable candidates.
For six years, borea has been supporting companies in the energy transition sector to recruit their employees. “Energy at the heart of humans”, this borea motto shows the importance of the human resources skills necessary to successfully complete this transition, in a sector where innovations often coexist with passion to create a new energy model.
Hydrogen sector
“We support companies, start-ups, VSEs, SMEs, but also large groups in often very innovative developments in the renewable energy sector,” indicates Jean-Philippe Burtin, founder of borea. The cornerstone of a project’s success often lies in the skills and know-how of the people who implement it. After wind power, photovoltaics, methanization and energy efficiency, two years ago we turned to the deployment of hydrogen projects, which already represent 15% of our activity. These field projects, well anchored in the territories, require recruitment with a long-term perspective, in a sector where there are many more offers than demands. Our mission is therefore to support our clients in unearthing new talents in the hydrogen sector, a very complex search. »
Profiles
“Our missions focus on three main candidate profiles. “Business developers” who are sales engineers combining technical and commercial, for business development; hydrogen and storage project managers, more technical, but able to lead complex projects; finally, technical managers, for design offices in particular. In fact, borea recruits around 70% engineers, 20% management positions and 10% specialized technicians for the hydrogen sector. We are often asked to recruit people with three or five years of experience… in green hydrogen! But the deployment of the sector being very recent, long experience in this sector is a rare gem, although we find some good hydrogen profiles abroad. Our approach is also to offer the most related profiles, who have skills in the deployment of renewable or conventional energy projects, in the energy storage sector or in the “classic” hydrogen sector, to not cite just a few examples. In addition to skills, we are also looking for candidates who have a strong “learning curve”, who learn quickly and are able to participate in the developments of the company that recruits them. »
Borea’s strength is firstly a precise listening to the customer’s needs, then the analysis of the position, but also of the corporate culture. “Not everyone is made to go to everyone. We pay very close attention to the motivation of candidates, their suitability for the company and their integration potential. The company is looking for skills, but also soft skills. » Recruitment is very time-consuming, especially since in the hydrogen sector you have to look for talent in often cross-cutting sectors. “We are building bridges, we are opening doors to cross-cutting sectors so that the deployment of hydrogen is carried out by talented women and men who will be keen to inspire a real sector of the future. »
