SEI Participates in Solar Training and Workforce Development for Veterans Roundtable Discussion

Last month SEI was honored to be invited to Washington DC to participate in a roundtable on Veterans in the Solar Workforce.  This one-day meeting was sponsored by the Solar Foundation and was attended by key personnel from across the solar industry including training providers, hiring agencies, state and federal lawmakers, non-profit organizations, military representatives, and Department of labor and Department of Energy personnel.

Below is a summary of roundtable agenda questions posed and key takeaways:

1. What issues do transitioning military personnel face as they enter civilian life, and how can solar industry partners ease these issues?
   

• It is critical for vets to know how to sell their skills and translate their military experience into a professional resume. Understanding what opportunities are available and how a career can progress and lead to different opportunities is equally important.
• “Same mission, different uniform”. The solar industry can and should capitalize on veterans’ sense of service. Many transitioning personnel are trying to find a career that’s rewarding., They have been working for something that is bigger than themselves, so they need something where they can feel like they’re giving back
• The solar industry is looking to diversify and military personnel have diverse backgrounds and experiences, lots of opportunities in a variety of roles.
• DOD operates similarly to a business in that any resources they put into people that are leaving the military are dollars that can’t be spent on recruiting new personnel.

1. What is the solar industry looking for in new employees, what opportunities are available in the industry, and how can transitioning military best prepare themselves for solar careers?
   

• Demonstrating a passion for the solar mission, that it’s something they want to be involved in and they’re excited about. Passion can go a long way in impressing potential employers.
• How valuable are the NABCEP and OSHA certifications?
  • They add immense value, and can put a candidate over the edge in comparison to someone without certification.
  • Passing NABCEP test shows commitment and ability to learn complex topics,
  • NABCEP credentials give the ability to advance faster and gain management positions
  • For back-office hires (sales, business development, etc.), having some small amount of hands-on solar experience can make a big difference. It’s good for them to understand the technology.
• Military personnel often have experience deploying technology in hazardous conditions and maintaining safety standards. This is very easily applicable to the solar industry.
• To the extent that servicemembers have difficulties translating their resume for a civilian job application, a good part of the responsibilities rests on the shoulders of HR and recruitment teams at solar companies. It’s important that recruiters know how to read a military resume and effectively evaluate and place military personnel. This just takes simple education.
• Many solar developers are looking for someone to lead a team, veterans fit this bill extremely well.

1. What are the best methods to communicate to transitioning military personnel about solar career opportunities? Who are the best POC’s.
   

• Advertising on Social Media and digital tools such as Facebook and Google, as well as improving Search Engine Optimization, have proven to be excellent techniques to successfully get information in-front of exiting military. 
• Finding the “gatekeepers” for every city that can broadcast your message to different important audiences.
• The avenues to get in touch with military personnel are not always the same as the general population. Work with organizations that have specific access to service members, transition offices, and military related recruitment organizations.
• Although digital tools are helpful and cheap, sometimes the best way to reach military personnel is through printed newspapers that are exclusively read on military bases.
• Hiring veterans helps to recruit other veterans, veterans on staff are great talent to recruit their peers.
• Companies need to consider two things: Cost and Visibility. How much is this recruitment going to cost me? How visible am I going to be as a result?

Above and beyond the key takeaways listed above, this roundtable was an excellent forum for key players in the solar industry to get to know each other, discuss common hurdles and strategies for dealing with Government bureaucracy, and exchange information for future collaboration.  SEI was represented at the roundtable by Breccia Cressman, Andrew Sprauer, and Kevin Sova. 

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