Enemix launches in Amsterdam

Working in Australia across the construction and engineering sector as a recruitment consultant it is easy to notice there is major emphasis placed on physical safety, which unfortunately often means that psychological safety is lagging far behind. We need to ensure that mental health support is not a “nice to have” in the workplace. It’s an urgent priority — especially in industries like construction, where workers face some of the highest mental health risks in Australia. “Industry reports suggest that Construction workers are twice as likely to die by suicide compared to workers in other industries.” That’s not just a statistic. That’s a red flag for an entire sector. There’s a growing body of evidence showing how deeply mental health issues run in construction: A report published by MATES in Construction in early 2020 found that mental ill-health is costing the industry $1.1 billion annually in lost productivity and turnover, with young construction workers 2–3x more likely to take their own lives than their peers in other industries. Long hours, FIFO/DIDO pressures, job insecurity, and a culture of silence all create a perfect storm. But it's not about the loss of productivity or the cost to the industry - It's about making sure our people in construction return home to their families and have ways to deal with this continued stress. Turning Job Sites Into Support Sites The Black Dog Institute recently launched a groundbreaking initiative targeting mental health in construction workplaces. “We can’t expect workers to come to us — we need to go to them.” — Dr. Mark Deady, Black Dog Institute That shift — from reactive to proactive support is critical. Instead of waiting for crisis, we need systems that catch issues early. Some of the better initiatives that I have come across are: On-site mental health training for teams Peer support programs embedded in culture Regular psychological risk assessments Support options that work for shift work and remote locations Real strength isn’t just about pushing through The construction industry is built on grit, endurance, and resilience. But real strength isn’t just about pushing through. It’s about building a culture where support is normal, not exceptional. If we want to reduce the tragic suicide rates in construction, we can’t keep treating mental health as a side issue. We need to start where people live their working lives: on site, on shift, and in the workplace. Shout out to: Black Dog Institute : Construction Workers Mental Health Initiative MATES in Construction Peer-based suicide prevention and support

If you’ve been in Sydney over the past few weeks, I think you’ll agree that the weather is getting more and more unpredictable recently. I can't tell you how many times I've heard ‘Sydney weather is turning into Melbourne weather!’ but what does that have to do with the Energy Market….? As Australia’s energy mix shifts toward net zero (even if some parties are abandoning their targets), our most critical fuel source isn’t something we can dig up or burn, it’s the weather. Wind and solar are now dominating generation across both the NEM and WEM. At times, they supply over 70% of the grid’s electricity. Rooftop solar alone contributes 17 GW in the NEM — more than any single generation technology in the country. But here’s the catch: as the last few months have proved, the weather is inherently unpredictable, or as the NEM nerds like to say ~ volatile ~ and when your fuel source comes from the sky, forecasting becomes everything. Weather is the Fuel — and It's Unstable by Nature The old system was built around controllable generation: coal, gas, hydro. You could plan it, schedule it, and dispatch it on command. Now, with renewables, output depends on cloud cover, wind speeds, temperature, and even smoke haze. This makes forecasting not just important, but mission-critical. Accurate weather prediction now underpins: System stability Market efficiency Dispatch planning Real-time supply-demand balancing And as more coal exits the grid, the margin for error gets thinner. The Tech Keeping the Lights On Forecasting has come a long way — and it has to. AEMO and other market operators now use a stack of tools that combine: Numerical weather prediction models (NWPs). These are physics-based simulations run on supercomputers, ingesting global meteorological data to predict conditions at a granular scale. Statistical learning models. Algorithms trained on historical weather and generation data to detect patterns and forecast output under similar conditions. Real-time satellite imagery. Especially important for rooftop solar. High-resolution cloud movement helps estimate how much solar PV will actually reach the grid in the next 5 to 60 minutes. Machine learning and ensemble models. These combine multiple forecasts into one smarter, more accurate view. They also provide probability ranges — critical for managing uncertainty, not just averages. This tech stack is evolving rapidly — and must continue to, as the system becomes more variable and complex. From Forecast to Action In practical terms, these forecasts feed into: AEMO’s dispatch engine (every 5 mins in the NEM, every 30 mins in the WEM); Reserve assessments and outage planning; and Market participant strategies — bids, hedges, and demand-side responses. Even small errors can ripple. Over-forecasted solar? You risk curtailments or system frequency issues. Under-forecasted wind? The market scrambles to fill the gap — often at a premium. I've seen a noticeable shift in resource planning and budgets going towards weather forecasting (whether that be in-house analysts, software or consultancy spend). There's always going to be an element of guesswork in forecasting the weather and how it affects the grid, but the more we can trust the forecast, the more confidence we have in operating a fast, flexible, and cleaner grid. It’ll be interesting to following the development of predicative software, and the changing analytical skillsets and team members to follow... give me a shout if your team is also bringing in weather analysts in-house for energy market analysts. So, next time someone says “Sydney weather is turning into Melbourne weather,” just smile and think: that’s not just a wardrobe problem — it’s a market problem. In the energy world, clouds aren’t just in the sky, they’re in the data. After all, in this market, the real power move is predicting the unpredictable.

Australia's aim to achieve 82% renewable energy generation by 2030 is heavily dependent on its ability to deliver a robust and expansive grid, and yet, as those of us working in recruitment across the grid and transmission sectors can attest, there is a shortfall in talent required to realise this vision. Here is my take on where we are at now and what we need to do to deliver on the government promises. The Workforce Gap in Transmission Projects Major transmission initiatives, such as New South Wales' Central-West Orana Renewable Energy Zone (REZ), are central to the country's clean energy transition. However, these projects face delays due to a scarcity of qualified workers. The Australian Energy Market Operator (AEMO) has highlighted that labor shortages, among other factors, are contributing to significant cost overruns and project delays. Key roles in high demand include: High-voltage electricians and lineworkers Power systems engineers Grid integration and grid connection specialists Environmental and stakeholder engagement consultants Project managers with HV infrastructure experience (500kv) The competition for these professionals is intense, with sectors like mining and technology also vying for their expertise. What’s Contributing to the Shortage Several elements deepen the talent crisis: Aging Workforce: A significant portion of the current workforce is approaching retirement, with insufficient new entrants to fill the gap. Training Bottlenecks: Vocational Education and Training (VET) programs are not producing enough graduates to meet the growing demand. Geographical Challenges: Many projects are located in regional or remote areas, making recruitment and retention more difficult. Competing Industries: Other sectors offer competitive salaries and benefits, attracting potential candidates away from the energy sector (ie mining and recently data centres). Major projects: there are several major projects kicking off around the same time, putting strain on resources and driving up demand for the job titles above, in turn driving up salaries and costs. Strategies for Addressing the Talent Shortage To mitigate these challenges, Hiring Managers should consider: Enhanced Training Programs: Collaborate with educational institutions to develop targeted training and apprenticeship programs. Incentivising Regional Work: Offer relocation assistance, housing subsidies, and other benefits to attract workers to remote project sites. At Enemix we have helped lots of client construct compelling and cost-effective relocation packages for top-tier candidates. Diverse Recruitment: Broaden recruitment efforts to include underrepresented groups, tapping into a wider talent pool. Leveraging Technology: Utilize digital tools and platforms to streamline recruitment and training processes. If you need help with this – you can always reach out to one of the Enemix team. Leveraging International Talent: Due to a lack of talent with 500kv experience in this country we have to look overseas. The key here is to have your visa allocations pre approved in the early phase of resource planning, and doing this due diligence early, as mobilisation and visa processing can take 6 months or more. The Path Forward Australia's energy transition is not solely a technological endeavour; it's a human one. Building the infrastructure for a sustainable future requires a concerted effort to develop and support the workforce behind it. At Enemix, we are committed to connecting skilled professionals with opportunities in the energy sector, ensuring that the nation's renewable energy goals are met with the expertise they demand – ensuring that we can play our small part in helping the government deliver on this vital target. We are always open to having conversations around resource planning, market mapping and tailoring our services to meet the demand of the market and our clients.

Behind-the-meter Vs In-front-of –the-meter: Why the Future of Renewables needs both

We take a look at the latest Global Electricity Review from global energy think tank EMBER

How a mix of market knowledge, established networks and employer branding can help you find your perfect candidate.

The renewable energy sector is it a pivotal point —solar, wind, hydrogen, and battery storage are expanding faster than ever. But here’s the challenge: the competition for top talent is just as fierce as the race to net zero. Companies that want to attract and keep the best people need to do more than offer competitive salaries—they need to build a strong employer brand. So, why does employer branding matter so much in renewables? And what can companies do to stand out? Let’s dive in. The Talent Scramble in Renewables Renewable energy jobs are booming, but there’s a skills gap. Engineers, project managers, data analysts, and sustainability experts are in high demand, and many companies are fishing in the same talent pool. Without a compelling employer brand, businesses risk losing top candidates to competitors—or even to other industries. A strong employer brand isn’t just about looking good on LinkedIn. It’s about: Attracting the right people: Candidates are drawn to companies that align with their values, offer meaningful work, and provide clear career growth opportunities. Retaining top talent: Employees are more likely to stay if they feel connected to the company’s mission, culture, and leadership. Building credibility: A great employer brand boosts a company’s reputation, making it easier to secure investment, customers, and strategic partnerships. What Makes a Strong Employer Brand in Renewables? Here’s what renewable energy companies need to focus on to build a brand that attracts and retains top talent: 1. Purpose-Driven Culture People want to work for companies that are making a difference. Renewables have an edge here—sustainability is already baked into the mission. But it’s not enough to just talk about saving the planet. Companies need to: Clearly communicate their vision and impact. Show how employees contribute to that mission. Celebrate real-world success stories. 2. Competitive and Transparent Pay The renewable energy sector is competing with oil and gas, tech, and other industries for skilled professionals. Offering competitive salaries is crucial, but transparency is just as important. Candidates want to know: Salary ranges upfront. Opportunities for performance-based incentives. Clear pathways for promotions and raises. 3. Career Development and Upskilling With rapid advancements in renewable tech, employees want to know they’ll keep growing. Companies should invest in: Training programs and certifications. Internal mentorship opportunities. Clear career progression paths. 4. A Strong Online Presence Job seekers research companies before applying. A well-crafted LinkedIn page, engaging company website, and positive employee reviews on sites like Glassdoor can make all the difference. Companies should: Share employee success stories. Highlight workplace culture and values. Actively engage with followers and potential hires. 5. Inclusive and Diverse Workplaces Diversity isn’t just a buzzword—it’s a competitive advantage. The best employer brands actively promote: Inclusive hiring practices. Equal opportunities for leadership roles. A workplace culture that welcomes different perspectives.

With the skills gap in renewables energy increasing globally. Reskilling the workforce will be key to the success of global renewable projects but what jobs are ripe for reskilling and what support is the government providing?

The importance of aesthetic in the future of renewable energy design practices.