Recent workforce assessments indicate that hiring difficulties persist as a significant challenge for solar companies. Nearly one-third of employers report that filling positions is very challenging, particularly for roles in installation, project development, electrical work and engineering. These positions require a combination of technical knowledge and hands-on experience, and many employers find that the available labor pool often lacks this balance.
While the share of firms reporting difficulty finding qualified workers has decreased in some sectors, competition for talent remains high. Companies increasingly recognize the need for proactive recruitment and partnerships with local high schools, vocational programs and community colleges, though developing these pipelines requires significant time and investment.
The shortage of specialized skills has driven many organizations to rely on external contractors for maintenance and specialized tasks. A survey found that 54% of U.S. companies outsource most of their solar maintenance, and 71% plan to continue outsourcing in the near future. For other countries, such as Spain and Germany, reliance on third-party maintenance reaches nearly 90%. Additionally, about 30% of companies reported that their maintenance strategies are either reactive or underdeveloped, highlighting gaps in internal capabilities.
Despite challenges, firms are taking steps to build internal expertise. Nearly 60% of companies surveyed indicated a focus on training technicians in advanced diagnostic tools to reduce system downtime and improve reliability. However, the widespread reliance on external partners in the U.S. and abroad underscores the broader skills gap and the urgent need for long-term workforce development initiatives to ensure that solar companies can scale effectively while maintaining operational resilience.
The solar industry’s skills gap extends beyond simple hiring difficulties, affecting multiple aspects of business and sector growth. Understanding these impacts underscores the importance of addressing the gap for companies and the broader clean energy transition:
Solar companies can take these proactive steps to strengthen their workforce and reduce hiring challenges.
Developing formal apprenticeship programs allows solar companies to combine paid on-the-job training with structured technical education. Registered Apprenticeship Programs (RAPs) help new workers gain hands-on experience while building knowledge of solar systems, electrical work and project management. Partnering with trade schools or technical colleges ensures apprentices receive instruction that directly matches industry needs, and employees often remain with companies longer due to early engagement and career development opportunities.
Solar firms can strengthen their talent pipeline by collaborating with community colleges, technical schools and training centers. These partnerships help ensure curricula teach skills that reflect real-world job requirements. Using tools such as the Solar Career Map can guide students and prospective employees along paths to entry-level and mid-level roles. Credential programs that focus on specific technical skills provide an alternative to four-year degrees, making solar careers more accessible to a broader range of candidates.
Incentive structures encourage skill development and workforce participation. Companies can apply for government funding programs, such as the American-Made Upskill Prize, which supports training for domestic solar manufacturing. Internally, organizations can offer rewards for completing training modules or for employees who mentor newcomers. Incentives help motivate staff while building a more capable and experienced workforce.
Expanding recruitment to underrepresented groups strengthens the workforce and ensures equity. Partnerships with community organizations, veteran groups and union programs help broaden the candidate pool. Offering accessible training programs and clear career advancement pathways enables a more diverse set of individuals to build sustainable solar careers. Such strategies contribute to social equity and long-term industry growth.
Retaining skilled workers benefits both companies and projects. Mentorship programs allow experienced employees to guide newer staff, building institutional knowledge and technical expertise. Providing ongoing training ensures teams stay current with evolving technologies, such as energy storage and medium-voltage systems. Rotational assignments across installation, maintenance and commissioning roles can strengthen versatility, engagement and long-term retention.
Closing the solar skills gap can benefit companies and the broader renewable energy sector. By investing in training, partnerships, inclusive hiring practices and career development, solar employers can build a capable and resilient workforce that supports faster project completion, lower costs and equitable growth as clean energy demand increases.
