Closing the Skills Gap for HV Electricians in Offshore Wind

As the UKs offshore wind industry surges ahead toward its ambitious target of 50 GW by 2030, the sectors most pressing challenge is not just technological, its human. The race to build, connect, and maintain vast offshore wind farms depends on a steady pipeline of skilled professionals. Nowhere is this more evident than in the recruitment of electricians and high voltage (HV) cable jointers two roles that are critical to the sectors success, yet increasingly difficult to fill.

Recruitment in offshore wind is no longer a simple matter of matching CVs to vacancies; its about guiding candidates through a labyrinth of training requirements and ensuring they are truly offshore ready.

The Scale of the Challenge: A Widening Skills Gap

The UK is a global leader in offshore wind, with more than 14 GW of installed capacity. However, this leadership position is threatened by a stark reality: the sector faces a significant skills shortage, particularly in specialist electrical roles. Industry forecasts suggest the UK will need to recruit around 70,000 new offshore wind workers by 2030.

The recruitment challenge is multifaceted. The candidate pool is limited due to the physically demanding nature of offshore work, which often requires extended time away from home in challenging conditions. Furthermore, the technical requirements are stringent, and employers are looking for candidates who not only have the right qualifications but also a mindset suited to a safety critical, team oriented environment. The result is intense competition between employers for a limited number of qualified candidates.

The Candidate's Journey: Navigating a Labyrinth of Training and Certification

One of the biggest hurdles in offshore wind recruitment is the complex landscape of training and certification. Before a candidate can set foot on a turbine, they must complete a series of mandatory courses.

The essentials include:

• Global Wind Organisation (GWO) Basic Safety Training (BST): This is the baseline requirement for anyone working offshore, covering manual handling, fire awareness, first aid, working at heights, and sea survival.
• GWO Basic Technical Training (BTT): For electricians and HV jointers, this adds modules in electrical, mechanical, and hydraulic skills.
• Specialist High-Voltage Training: HV cable jointers need specialist training for handling cables at 33 kV, 66 kV, or even higher voltages, which in the UK may include EUSR registration or City & Guilds qualifications.
• Medical Requirements: Candidates must pass an OGUK medical and often a Chester Step Test to demonstrate their fitness for offshore work.

Each of these requirements represents a potential barrier. The upfront cost of GWO courses alone can run into the thousands of pounds, deterring many qualified candidates. Access to approved training centers can also be a challenge, and the recognition of overseas qualifications can be another sticking point that slows down the recruitment process.

From Obstacles to Opportunities: A New Approach to Recruitment

The most successful recruitment strategies are those that put candidate support at the heart of the process. Leading firms like Mane Energy have found that this requires a proactive approach. Best practices include:

• Clear Communication: Providing detailed information about required certifications, timelines, and costs from the outset.
• Partnerships with Training Providers: Working with accredited centers to secure places for candidates and negotiate group rates.
• Funding and Sponsorship: Employers can offer to cover the cost of training for promising candidates, a powerful incentive for those considering a move into the sector.
• Guidance and Mentoring: Assigning mentors to new recruits helps them navigate the certification process and settle into offshore life.

By investing in candidate support, companies not only widen the talent pool but also improve retention. Retaining skilled electricians and HV jointers is just as important as attracting them, which requires ongoing upskilling and clear career progression pathways.

The challenge is great, but so is the opportunity. By investing in people through clear recruitment processes, accessible training, and ongoing development, the offshore wind industry can build the skilled, resilient workforce it needs for a sustainable future.

Learn more about opportunities in the energy sector: www.mane.co.uk/energy/