At Green Power Denmark, Deputy Managing Director Jan Hylleberg has no doubt that more companies should do as Seasight Solution in Hvide Sande does. DOI.dk has previously written about 35-year-old Laila Teibe Johansen. As a mother of three daughters, she applied for and received an apprenticeship as a blacksmith, although in her own words she did not know much more about welding than that you should look the other way. When asked about her own skills, she said at the job interview.
- I can cook, clean and use a PC, said Laila Teibe Johansen, who also wanted to learn new things.
In December 2022, she had barely finished her apprenticeship, but Seasight Solution was so pleased with her that she was offered a position as a project manager. Today, she thrives in her job, even though it wasn't exactly in the cards that she would be a small blacksmith and later a project manager.
The story of a perhaps unusual recruitment fits well with what needs to be more of, Jan Hylleberg thinks.
- It's an example of what we need to have much more of. We recently had a survey done that shows that there will be a particularly great need for more engineers, electricians and project managers in the coming years. And we need many more types of competences, says Jan Hylleberg, who emphasizes the need for broader recruitment:
- We must in particular have more women in the sector and attract more adult apprentices who come with a different background and nationality.
The desire to work can ensure access to the industry
Where it was previously difficult to gain access to an attractive industry, and motivation alone was not enough, it is precisely the courage to recruit broadly that is the future. And Seasight Solution is showing the way with recruitment, which at first may have seemed brave - but ended up as a huge success.
- This is the type of recruitment that must find its way to the entire energy industry, and here Laila is such a good example of how it should be done. You have to attract people with a different background, says Jan Hylleberg.
There is also a reason why the industry is willing to change its recruitment policy.
- We also know from our study that there are many positions that are not filled after job postings. That is also why the industry is aware that broad recruitment is needed. Anyone who wants to do something has a good chance of being hired, says Jan Hylleberg, who sees that the industry's members have already started to recruit broadly and diversely.
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