Improvements to Oil and Gas Recruiting

With advancements in technology, the oil and gas industry is one of the most progressive sectors in the world. However, the techniques for recruiting have fallen woefully short of this high standard. This is largely caused by the oil and gas recruiters lacking the expertise in the technical details to recruit candidates with the nuanced and complex skills and qualities required for the roles. This can be a problem throughout the whole human resources recruitment process, which fails to provide enough of a pool of qualified and suitable candidates to proceed to interview.

 

Expert Oil and Gas Recruiters

 

Engaging expert oil and gas recruiters can resolve this problem to a large degree. Having the recruiting process be expert led can allow a greater flow of more accurate information throughout recruitment and produce a larger pool of better quality candidates for the role.

 

Candidates can be pre-screened for suitability, which can save time and make the whole process more efficient. Pre-screening the applications for skills and experience needed for the role, can ensure that all candidates for interview have the all the prerequisites and are able to fulfill the role. It then allows the interview panel to select the candidate best suited to the role, rather than the most convenient applicant. It also ensures that all attractive and qualified candidates proceed through the recruitment process, rather than be missed due to the time pressure of scanning large numbers of unsuitable applicants.

 

Expertise in the field of recruiting is also beneficial for offering feedback. Candidates in today’s recruiting market have come to expect feedback in the form of questions, observations or general information. If this can be delivered by an expert recruiter, it will not only keep qualified and suitable candidates interested while a decision is being reached, but will actively improve the effectiveness of the recruitment search.

 

Promote the Correct Value Proposition

 

For decades, the brand reputation and equity linked to a company’s name was enough to draw interest and attract the best candidates; the best example of this is the company IBM during the 80’s and 90’s. However, in the last few years this dynamic has changed and many companies are increasingly finding that they need to compete for talent amid the diverse motivations of the women or men that they would pursue. Some candidates are looking for an aggressive career path while others are looking to balance home life and work more equally. So, while a weak economy can provide an advantage to hiring managers, in that they will have more candidates vying for the position, the best and most talented candidates will always maintain an advantage and be in demand.

 

The companies of today including those with big names in traditional sectors or industries are now finding themselves in competition with niche and start-up companies for the top or best candidates. A company which can identify, define and promote the correct value proposition will be in a position to attract the best skilled and top candidates. In real terms, this means that the position, brand and company should be marketed in the same way as a service or product to convince the top candidates to choose the hiring company.

 

Creating a Sense of Urgency

 

Simply because the best candidate for the role may be in great demand, it is important that the recruitment process has a sense of urgency. Obviously this does not mean rushing through recruitment and potentially making a mistake, but taking advantage of all the developments in modern technology to streamline the recruitment process.

 

Pre-screening plays a role in this, but it is important to use all available resources to ensure time efficiency. Methods such as video interviewing can assist with candidates who live outside the area. This allows for all the benefits of a face to face interview without the inconvenience of long distance travel. These interviews can also be kept on file and reviewed again by different members of an interviewing panel to assess the suitability of a candidate before committing to a formal interview.

 

The ability to effectively recruit and retain top performing candidates is imperative to the accomplishments and success of any company. This places oil and gas recruiters under considerable pressure to hire the best suited candidate for the role. The most effective way to achieve this is by using a recruiter who has a full understanding of the industry and the specific challenges and requirements. Not using this approach can be counterproductive and become quite costly in the long term.

  (function(){ var s=’hubspotutk’,r,c=((r=new RegExp(‘(^|; )’+s+’=([^;]*)’).exec(document.cookie))?r[2]:”),w=window;w[s]=w[s]||c, hsjs=document.createElement(“script”),el=document.getElementById(“hs-cta-746216d2-20b1-4ec8-9a45-1d076c4e8c8c”); hsjs.type = “text/javascript”;hsjs.async = true; hsjs.src = “//cta-service-cms2.hubspot.com/cs/loader.js?pg=746216d2-20b1-4ec8-9☑-1d076c4e8c8c&pid=242569&hsutk=” + encodeURIComponent(c); (document.getElementsByTagName(“head”)[0]||document.getElementsByTagName(“body”)[0]).appendChild(hsjs); try{el.style.visibility=”hidden”;}catch(err){} setTimeout(function() {try{el.style.visibility=”visible”;}catch(err){}}, 2500); })();

Recruitment Rocket

Improvements to Oil and Gas Recruiting