The utility industry is standing on the edge of one of the most transformational decades in its history. Clean energy mandates, broadband expansion, electrification, and decarbonization are changing not just how we deliver critical services—but how we think about the people behind them.
At conferences, in strategy rooms, and in hiring meetings, I hear the same thing over and over again: “We can’t move fast enough because we don’t have the people.” It’s not just a talent shortage. It’s a workforce shift. And if we want to keep the lights on, the power flowing, and the data connected, we need to reframe how we build and sustain teams in the utility space.
A Shifting Landscape with Rising Expectations
There’s no question that demand is growing. In the last year alone, the utility sector has seen renewed strain as energy consumption increases—driven largely by AI, EVs, and data centers. Deloitte’s 2024 Utilities Outlook points to a “sharp rebound in electricity demand” that will continue into the next decade. Meanwhile, federal investments like BEAD are accelerating broadband deployment across rural America, requiring thousands of workers for fiber installation, permitting, and design.
At the same time, we’re watching experienced workers retire in waves. The U.S. Department of Energy has long warned of mass attrition in energy roles, with nearly half the workforce set to exit in the next 10 years. Utilities aren’t just losing headcount—they’re losing institutional memory, safety training, and engineering intuition built over decades.
And yet, despite all of this, most utilities are still being asked to move faster. The result? Teams are stretched thin, hiring cycles are too long, and projects stall—not because the tech isn’t ready, but because the workforce isn’t.
Staffing Isn’t Just a Transaction—It’s a Strategy
When we founded HNM Systems, our mission was never to “fill seats.” It was to help our clients—and the industries they serve—achieve their goals by building the right teams with the right people.
That’s especially true in utilities, where the stakes are high. A delayed hire isn’t just a staffing issue—it could mean a postponed fiber rollout in a rural town or a delayed substation project that impacts reliability during a heatwave.
What we’ve learned is that successful staffing isn’t about speed alone. It’s about alignment. When our clients come to us, we don’t hand them resumes. We ask about project scope, safety expectations, work culture, and growth plans. We ask what success looks like six months down the road, not just next week.
For one utility client in the Southeast, we helped identify nearly 100 professionals in under a year—from field technicians to right-of-way agents—by tailoring our approach to their markets, needs, and internal culture. The client had previously struggled to find the right combination of experience and accountability. We delivered both.
And when broadband projects picked up in 2023, we were ready—placing OSP engineers, permit specialists, and splicers into BEAD-funded initiatives across the country. We didn’t just recruit for roles—we looked for adaptability, communication skills, and trainability. The kind of talent that sticks.
Meeting Today’s Workforce Where They Are
We’re also seeing a shift in what today’s workers value. Purpose, inclusion, flexibility, and growth matter—especially to younger professionals who are choosing where and how they work with more intention than ever before.
Utilities can’t afford to ignore that. If we want to build a pipeline of future leaders and technicians, we need to create career paths, not just job openings. We need mentorship and upskilling built into the project plan.
According to an EY survey, 92% of energy executives say reskilling is a top priority—but only 29% are acting on it. That’s the gap. And it’s not just a missed opportunity—it’s a business risk.
We’ve started to lean into this at HNM by working closely with our partners on workforce development—making sure new hires aren’t just placed, but prepared. That includes everything from compliance training to soft skills, because we believe in developing the full person, not just checking a box.
The Path Forward
To build infrastructure that’s resilient, reliable, and inclusive, we have to invest in the workforce behind it. That means working with partners who understand both the complexity of the utility space and the humanity of the people working in it.
It means having the courage to rethink old hiring models in favor of smarter, faster, and more people-centered solutions.
And it means understanding that the future of utilities isn’t just powered by capital or innovation—it’s powered by people.
At HNM, we’re proud to be part of that future. Whether it’s placing skilled field techs in rural communities, sourcing engineers for critical grid upgrades, or supporting project managers who oversee multi-state rollouts, our focus is—and always will be—on building strong teams that make a real difference.
If your organization is ready to think differently about utility staffing, we’d love to talk. Because in the end, success isn’t just about filling roles. It’s about fueling progress.
Learn more about how we support utility and broadband partners at hnmsystems.com.
