How to hire an energy conservation representative

How to hire an energy conservation representative, step by step

Here's a step-by-step energy conservation representative hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an energy conservation representative job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new energy conservation representative
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The energy conservation representative hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an energy conservation representative to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an energy conservation representative that fits the bill.

   Here's a comparison of energy conservation representative salaries for various roles:

   Type of Energy Conservation Representative	Description	Hourly rate
   Energy Conservation Representative		$22-41
   Energy Audit Advisor	An energy audit advisor specializes in providing analytical services to help commercial and residential establishments maintain energy-efficient operations. They are usually working for energy service companies where their responsibilities include gathering and analyzing extensive data, conducting research and analysis, facilitating tests, and performing audits and risk assessments... Show more	$22-54
   Energy Analyst	An energy analyst is responsible for monitoring energy efficiency for industrial and commercial purposes. Energy analysts evaluate the minimum and maximum extent of energy usage to the properties, recommending resources and materials to sustain energy, especially on technical installations... Show more	$25-49

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Energy Efficiency
   • HVAC
   • Renewable Energy
   • Customer Service
   • Customer Inquiries
   • Inbound Calls
   • Water Waste
   • Outbound Calls
   • Customer Accounts
   • Door Sales
   • Developmental Disabilities

   Responsibilities:

   • Contact medicare eligible recipients to sell medicare advantage plans through in-home meetings, community seminars and direct telesales.
   • Verify medicaid waive eligibility for non-emergency transportation.
   • Demonstrate strong understanding and enthusiasm around technology, especially around Comcast products and services.

3. Make a budget

   Including a salary range in your energy conservation representative job description is a great way to entice the best and brightest candidates. An energy conservation representative salary can vary based on several factors:

   • Location. For example, energy conservation representatives' average salary in wyoming is 35% less than in district of columbia.
   • Seniority. Entry-level energy conservation representatives earn 47% less than senior-level energy conservation representatives.
   • Certifications. An energy conservation representative with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an energy conservation representative's salary.

   Average energy conservation representative salary

   $63,956yearly

   $30.75 hourly rate

   ---

   Entry-level energy conservation representative salary

   $46,000 yearly salary

   Updated December 5, 2025

4. Writing an energy conservation representative job description

   A job description for an energy conservation representative role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an energy conservation representative job description:

   Energy conservation representative job description example

   SDG&E is an innovative San Diego-based energy company that provides clean, safe and reliable energy to better the lives of the people it serves in San Diego and southern Orange counties. The company is committed to creating a sustainable future by providing its electricity from renewable sources; modernizing natural gas pipelines; accelerating the adoption of electric vehicles; supporting numerous non-profit partners; and, investing in innovative technologies to ensure the reliable operation of the region's infrastructure for generations to come. SDG&E is a subsidiary of Sempra Energy (NYSE: SRE).
   
   Our highly trained and responsive employees with their diverse skills, talents and ideas are the reason we can deliver on our commitment and are building America's best energy company. They are also the reason why we have been recognized with the industry's most coveted awards. Our employees undertake challenging work, and receive highly competitive compensation and benefits. As one of the region's largest employers, we're always searching for talented and bright people to join our team. After all, it takes the best to build the best. Learn more about benefits HERE.
   
   Diversity and inclusion are core values of SDG&E. Empowering our employees to be their whole selves at work is our competitive advantage. This is where new ideas come from and meaningful collaboration gets an authentic start. By bringing together people with different perspectives, diverse backgrounds and real commitment to their own individuality, we have built a stronger business. Learn more about our commitment to diversity and inclusion HERE.
   
   For more information, visit SDGEnews.com or connect with SDG&E on Twitter (@SDGE), Instagram (@SDGE) and Facebook.
   Primary Purpose:
   
   To make independent decisions and appropriate recommendations on customer programs that will best benefit customers who qualify for SDG&E's customer programs. Analyze, respond to and follow up on residential requests as they pertain to customer programs. Support customer service by responding to customer requests via phone and email.
   
   Duties and Responsibilities:
   
   * Provides information to customers regarding CARE/Medical Baseline application process.
   * Call Center functions, provide resolution to complex CARE/Medical Baseline inquiries
   * Provide income level guidelines to CARE/Medical Baseline customers
   * Supports CARE Processing team by processing applications during application upticks
   * Increase customer participation by answering program questions
   * Provides additional information about other programs/tools to encourage participation.
   * Supports voicemail and responds to customer inquiries
   * Some data entry for customer programs includes preparation of letters for disqualifications, recertifications
   * Distributes brochures, applications and other collateral as requested by customers
   * Makes outbound calls to support customer participation
   * Bilingual - English and Spanish speaking customers.
   * Performs other duties as assigned (no more than 5% of duties).
   
   Required Qualifications:
   
   * Knowledge of business practices and strong written and oral communication skills communication skills normally acquired through college level courses.
   * Must reside in Southern California or be willing to relocate upon hire.
   * We offer a hybrid work environment. Although the schedule may vary, typically this will allow you to work from the office two to three days per week and work remotely on the remaining workdays.
   
   Preferred Qualifications:
   
   * 2+ years' experience working with the public or other customer service capacity.
   * Call center experience preferred.
   * Basic computer knowledge (including Word and Excel) and ability to work in multiple systems simultaneously while handling customer/contractor inquiries.
   * Ability to build and maintain constructive relationships with customers, contractors, and people in the workplace.
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.
   
   HYBRID: Work a combination of onsite and remote days each week, typically 2-3 days per week.Customer ServiceFull-time Oct 21, 2022

   Copy this example

   

5. Post your job

   To find energy conservation representatives for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any energy conservation representatives they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level energy conservation representatives with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your energy conservation representative job on Zippia to find and recruit energy conservation representative candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with energy conservation representative candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new energy conservation representative

   Once you've selected the best energy conservation representative candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new energy conservation representative first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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