Solar Panel Manufacturing Companies in India Struggle to Source Talent from Engineers to Technicians
Solar panel manufacturing companies in India are expanding rapidly, driven by government incentives, rising energy demands, and increased global attention on renewable energy. Yet, despite the optimistic outlook, there’s a growing talent gap that threatens to slow down production and limit output. These companies are actively seeking engineers, quality inspectors, machine operators, and floor technicians—but finding and retaining the right talent remains an uphill task.
Several factors contribute to this challenge. The skillsets required are specialized, and many candidates do not meet the operational demands of high-volume manufacturing. Additionally, regional disparities in vocational training, limited availability of experienced professionals, and competition from other industrial sectors worsen the problem. Companies face delays in project timelines, higher onboarding costs, and inconsistent workforce quality.
According to recent industry data, the renewable energy sector in India may require over 1 million new jobs by 2030, many of them in manufacturing. However, the talent pipeline is not growing at the same pace. While initiatives exist to address skill shortages, implementation remains slow, especially at the shop-floor level.
Solar Panel Manufacturing Companies in India Face a Widening Skills Gap
India’s solar sector has grown exponentially over the last decade. With the government’s push for 500 GW of non-fossil fuel capacity by 2030, solar panel manufacturing is expected to play a pivotal role. However, workforce development has not kept pace.
Entry-level roles like line operators and welders are increasingly difficult to fill due to limited exposure to industry-relevant training. On the other hand, technical roles—such as process engineers, quality assurance professionals, and automation specialists—require hands-on experience with specialized tools and software. Graduates from technical institutes often lack the required practical exposure.
As per recent estimates, the manufacturing segment alone may require over 200,000 trained personnel in the next five years. However, less than half of India’s current training institutions offer modules relevant to solar manufacturing. This disconnect makes it hard for companies to source talent with the right combination of theory and practice.
Solar Equipment Makers in India Struggle with Regional Talent Availability
Another major issue is geographic disparity in talent supply. Many manufacturing units are set up in states offering subsidies and industrial support. However, skilled labor is not evenly distributed across these regions.
For instance, companies in southern and western India report better access to diploma-holders and ITI graduates, while northern states face constant shortages. As a result, some firms resort to importing talent from other states—adding to relocation costs, longer onboarding cycles, and lower retention rates.
In one case, a solar equipment manufacturer in western India had to delay the commissioning of a new assembly line by over 60 days due to the unavailability of qualified automation engineers. Despite offering above-market salaries, the firm struggled to attract applicants with relevant experience in PLC programming and machine calibration.
Such delays directly affect production schedules, compliance with delivery timelines, and overall client satisfaction. The lack of a consistent local talent pool continues to be a bottleneck for many.
Solar Panel Production Firms in India Need Role-Specific Hiring Strategies
A common mistake many manufacturers make is relying on generic hiring approaches. Mass recruitment drives often fail to identify candidates with job-specific competencies. For example, hiring for R&D roles requires a different strategy compared to recruiting for production or QA roles.
A solar panel firm in central India recently adopted a hybrid recruitment model—combining campus hiring for junior roles and third-party staffing firms for mid-level positions. This approach reduced time-to-hire by 30% and improved workforce stability over a six-month period.
Experts suggest that companies need to work more closely with industrial training institutes and create modular programs customized for solar manufacturing. Internships, apprenticeships, and dual-training models are seen as practical ways to close the skill gap. In-house training academies and mentorship programs have also shown promising results, especially when led by experienced technicians and engineers.
Key Locations with Solar Manufacturing Enterprises Presence
Solar panel manufacturing units are concentrated in key industrial hubs across the country. Prominent locations include:
- Tamil Nadu (Chennai, Coimbatore)
- Gujarat (Surat, Vadodara)
- Maharashtra (Pune, Nashik)
- Karnataka (Bengaluru, Tumakuru)
- Telangana (Hyderabad)
- Rajasthan (Jaipur, Bhiwadi)
- Uttar Pradesh (Noida, Greater Noida)
These cities offer a mix of industrial infrastructure, incentives, and logistics advantages, but access to local talent varies significantly from one region to another.
Profiles in High Demand Across the Industry
Across operations, Indian Solar Module Manufacturers are actively hiring for roles such as:
- Production Engineers
- Process and R&D Engineers
- Electrical Design Engineers
- Quality Control/Quality Assurance Executives
- Maintenance Technicians
- Machine Operators
- Assembly Line Workers
- PLC Programmers
- Material and Inventory Controllers
- Solar Testing and Inspection Technicians
The diversity of roles reflects the complex and technical nature of solar manufacturing, requiring both skilled blue-collar and white-collar professionals.
Case Study: Improving Hiring Outcomes with Technical Assessments
One mid-sized solar manufacturer facing a shortage of skilled assembly technicians decided to implement a technical assessment as part of its recruitment process. Candidates were evaluated on basic circuit knowledge, manual dexterity, and familiarity with production equipment.
The result? Not only did the company improve the quality of new hires, but post-hiring attrition dropped by 40% within three months. More importantly, production efficiency improved as new employees required less time to become productive.
This example illustrates that structured hiring processes—not just higher salaries—can make a significant difference in solving staffing challenges.
Experts in workforce planning suggest that companies adopt a phased approach. First, identify mission-critical roles where hiring gaps lead to the greatest impact. Then, create targeted interventions—such as partnerships with skill development programs, vocational schools, and industry bodies.
Continuous feedback loops between HR, operations, and training units also help refine hiring practices. Some manufacturers have even begun collaborating with universities to develop short-term certification programs focused on renewable energy manufacturing.
Retention is another overlooked factor. Firms that offer career progression, continuous learning, and safe working conditions tend to report lower attrition and better employee engagement—both key to long-term stability.
Building a Workforce Ready for Growth
Solar panel manufacturing companies in India have a clear growth path but face critical staffing challenges that cannot be ignored. From engineers to technicians, sourcing the right talent requires a strategic, structured, and regionally aware approach. Companies that invest in skill development, adopt role-specific recruitment methods, and foster internal learning systems are more likely to build a workforce capable of supporting expansion and meeting future demand.