The Essential Guide to Staffing in the Oil & Gas Industry

Hiring in the oil & gas industry is much different today than it was two years ago. The 2014 oil crash ravaged a once prosperous field and led to mass layoffs. Oil companies laid off over 290,000 employees between 2014 and 2016. Now that the industry is recovering, though, the industry is starting to hire back workers.

However, those labourers may be more difficult to find. Many skilled professionals may take a “once bitten, twice shy” approach to the industry. After all, they got laid off the last time they took a supposedly surefire job in the oil industry. What’s to stop it from happening again?

If you need to hire these workers, you need to reassure them they have a future with your company. These policies go beyond the remit of a hiring manager, but you can still take action to show valuable candidates you’ll value their service. Read on to learn how you can attract great workers in spite of recent events.

Broaden Your Search

How are you recruiting for your projects? Are you attempting to poach qualified candidates from other companies or outside of your industry? What if these labourers are happy where they are?

When you need a professional with a very specific set of skills, you have to meet them on their level. You can’t expect them to flock to you, so broaden your search. Expand your recruiting efforts outside of your country. There may be a worker in another nation who could fill the role.

You should also expand your outreach efforts onto social media. More professionals are using networks like LinkedIn to seek employment, so you may be able to gather a reasonable candidate pool on these sites.

Experience isn’t the Most Important Factor

Sometimes you can’t compromise on experience. Giving a young worker a senior-level position is a recipe for disaster. When you hire for entry- or mid-level positions, though, it might pay to compromise on experience.

Engineers or skilled workers who have worked in other fields might be able to translate their skills to the oil & gas industry. Some of the industry’s leading companies are even willing to hire geography and math majors rather than geologists and engineers. These professionals may not have worked in your industry before, but a great training process can help them adapt to their new positions.

Ask Why a Candidate Is Applying with You

It’s not hard to find candidates for entry-level positions. Recent graduates are still streaming out of energy programs at a relatively rapid clip, so you should still be able to recruit them relatively easily. However, most companies don’t just hire for the short term. If you want a worker who can grow within your company, you need to evaluate your overall strategy and search for someone who suits it.

That’s why you need to gauge candidates’ loyalty in a job interview. Ask them what they know about your company and how their interests and experience align with what you do. If these traits don’t line up with your expectations, they may not last long at your firm.

Work with a Dedicated Recruiting Firm

Finding qualified professionals is never easy, but recruiting firms can help streamline your hiring process and speed up the process. They can identify the traits that will help a candidate succeed in the oil & gas industry vs other industries. You won’t have to settle for subpar applicants or delayed processes when you work with the right staffing agency.

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Robert Poole

Robert Poole

Robert is the Director National Sales at The Ian Martin Group.
Robert Poole