Top 3 strategies for oil HR managers to attract staff
The global oil and gas industry is currently facing a serious skills and human resources deficit due to the plethora of new projects being developed around the world. NOCs, IOCs, energy companies and independents are all facing severe shortages of experienced and skilled personnel as they expand their operations and enter new markets… Not only are experienced technical staff required, companies also need to attract graduate level staff to bridge the generation gap in the industry.
Here are my top three strategies for attracting staff in the oil and gas industry:
1. Engage with universities and the graduate population
Engaging with university level students and new graduated is a sure fire to develop the potential of a new generation of oil and gas leaders. By engaging with potential staff at graduate level, offering internships or development opportunities, companies can attract junior technical staff to their business much easier.
However, the oil and gas industry needs to become a more appealing career opportunity for graduates and this will only happen if operators and service companies work together to improve the image of the industry. Students and graduates need to feel inspired to join the industry and believe it can offer good career opportunities.
2. Develop an employer brand
GDF Suez are a prime example of a company who have developed an employer brand, a brand which attracts experienced staff, a new generation of workers and also increases levels of staff retention.
By developing an employer brand an operator can create a community within their business, an employee community where staff can feel like they are more than just an employee.. where they are part of something bigger, thus increasing their loyalty to a business. Operators are also able to effectively communicate with potential staff through current employees, offering first hand examples of why people should want to join their business.
3. Offer excellent career development opportunities
This is something that applies to any company and not just companies in the oil and gas industry. A guaranteed way to attract new staff is to outline career development opportunities from the outset, after all many people decide to leave their jobs because they don’t see a future in their job.. by showcasing development opportunities potential staff will be much more likely to consider a move.
Do you agree with these strategies? What strategies would you put in place to attract staff?
If you found this interesting you might also want to find out what the top three challenges facing oil hr managers are, here
To find out more about this and more please see the Oil and Gas Human Capital conference at: www.terrapinn.com/humancapital
at 8:47 pm
Great strategies! All very true. I can’t think of anything more important than #3 – I would think that most people are looking to grow and prosper in their career rather than remain stagnant and in the same position at the bottom of the ladder for decades, so offering development opportunities is vital.
I would add company perks and benefits to the list – nothing quite convinces someone to apply for a job more than the perks that come with it. Low-budget examples would be ample vacation time, comfortable office space, and flexible scheduling. A job definitely has to have more of a reward than just the paycheck.
-JMM
at 4:06 am
Set up a free vocational training center and hire positive attitudes and hone them to your needs. or wait for the perfect match LOL
Now once they are there, you will need to keep them balanced happy ergo productive. Like a machine you can actually biologically balance a human for optimum performance. Easy to set up at any camp.
Body Mind & Spirit. Humans need to know there is someone there to address all three areas. Study the history of individuals living in desolate areas, the Spiritual area properly addressed, not dogma filled an important void.
at 6:23 pm
So this article is saying do not bother with experienced energy industry persons, only recruit at colleges ? Seems the industry is following this trend and then complaining that they cannot find skilled capable people to fill positions….try hiring experienced personnel. Having been in the energy industry for many years, college students have a lot to learn about the energy industry.
at 9:19 am
Hi Susan,
I agree – experienced energy personnel are certainly the best way to fill current vacancies.
But from what I understand there is a shortage of skilled personnel making it difficult for these positions to be filled. Therefore the industry is working closer with the college population to meet future demand. Is that something you would agree with?