Technical staff
Enexis is facing a large and complex challenge as a result of the energy transition. Meeting this challenge requires a substantial number of highly qualified technical professionals. We are growing at an unprecedented pace, and recruitment remained a key focus in 2025. Enexis is strongly focused on attracting and retaining skilled talent, in line with our ambition to build a future-proof energy infrastructure. To support this, we have various initiatives and strategies in place to help us attract and retain talent. (ESRS S1-1 par 19; ESRS 2 par 65 (MDR-P).
Young talent
Through the Junior Academy, we work closely with educational institutions to identify new talent and offer opportunities for internships and graduation projects. In this way, we engage young professionals at an early stage and give them the space to develop into colleagues who can make a real impact. (ESRS S1 par.37; ESRS 2 par. 68 MDR-A; ESRS S1 par 40(a))
Recruitment campaigns
Enexis conducts targeted recruitment campaigns using a mix of traditional and modern channels, including online platforms and social media. This approach allows us to reach a broad and diverse pool of candidates.
Using a central online recruitment platform, we ensure consistent campaign execution, create talent pools for each target group, and measure our results. Applications submitted via WhatsApp are integrated into the platform, and an advanced assessment tool with competency profiles enables us to interpret candidate results more effectively.
As competition in the labour market intensified, we increased our recruitment marketing expenditure as early as 2024 and deployed innovative technologies to attract more applicants. We continued this approach in 2025. (ESRS S1 par.37; ESRS 2 par. 68 MDR-A; ESRS S1 par 40(a))
Strengthening talent acquisition
In 2025, we took important steps to further optimise our internal processes and strengthen our talent acquisition efforts. One example is the expansion of the Energy Skills initiative, which we run in collaboration with the Refugee Talent Hub, Alliander, and TenneT. This programme focuses on training status holders to become mechanics or technicians in the energy sector.
As recruiting authorised supervisors (electricity field supervisors) proved challenging, Enexis launched additional recruitment campaigns using physical banners at petrol stations. We also organised an accessible webinar for field supervisors, which was promoted both online and through on-site communication at our locations.
For 2025, Enexis aimed to increase technical staff by 384 full-time equivalents (FTEs) and achieve net growth of 154 FTEs. We achieved both targets, realising a gross increase of 418 FTEs and a net growth of 164 FTEs, exceeding the net target of at least 154 FTEs. (ESRS S1 par. 47) (ESRS 2 par. 80a-e) (ESRS S1 par. 46)
Retaining colleagues
Retaining our existing colleagues is just as important as attracting new ones. We are working towards this goal by providing a pleasant and safe work environment, competitive compensation, and ample opportunities for development and career progression. In 2025, employers and trade unions concluded a new collective bargaining agreement. This agreement has a term of 18 months and is valid until 31 December 2026.