Energy recruitment is not so straightforward as many other recruitment sectors. The sector has its unique pitfalls and difficulties. When you are hiring for energy and oil companies, it’s not a case of just getting a candidate to work.
Recruitment for energy companies is a global undertaking with many issues to overcome. It can also be a serious logistical and geopolitical headache.
If this weren’t enough to deal with, energy recruitment is struggling due to a limited talent pool.
The 2019 Global Energy Talent Index (GETI) reported that nearly half of the 17,000 respondents believe the industry is currently suffering from a talent shortage, while 28% thought the sector would be hit in the next five years.
The industry also suffers from a negative perception. So it’s not only younger people who found the sector less appealing. In particular, young girls have not viewed the industry positively.
Just 13% of the energy sector are female. Not every woman wants to be outnumbered one to seven in the workplace. Or battle a male-dominated environment and culture. Thus it has a knock-on effect of further deterring women from entering the field.
Industries such as energy and engineering have been becoming less appealing over the years, and the trend is beginning to cause serious problems. Most millennials would rather design and code remotely on a beach than work on an oil rig.
The positive news is that the industry is aware that it needs to be more attractive to young people and young girls, and is taking steps to do so.
Due to staff shortages, HR departments are inundated with energy recruitment agencies. So what steps can you take to make sure it’s your agency’s recruitment strategy that wins through?
Knowing your market
To succeed in any sector of recruitment, you need access to market intelligence when hiring for an oil or energy company. Moreso than other areas, you need to be aware of salaries in different regions and countries across a wide range of roles.
If you are staffing a major project, then you may find the deal breaker is being able to provide transport and accommodation for staff. Additionally, being able to provide safety equipment and tools is also a great advantage to many energy companies.
You also need to be abreast of hiring laws and regulations. Compliance is key. HR departments need help to navigate through different employment laws and visas in several countries.
Many local laws can seem to be on the side of domestic workers. Flouting local regulations is not an option.
For instance, in Nigeria, in July 2018, the Minister of Labour and Employment, threatened oil and gas companies with having their licenses revoked for promoting unfair labor practices.
A senior government body later reported Forte Oil, Seplat, AITEO, and NIPCO for flouting local labor laws.
You also need to be able to manage global contracts smoothly and seemingly effortlessly. Many energy projects start in one country. And then transition to a second country. Before finalizing in a third country on the opposite side of the globe.
That means mobilizing and recruiting for different roles as the project goes on. You need to be able to transport some of the workforce, not just safely but legally. And with the minimum amount of disruption possible.
Experience and Marketing
Building up a portfolio of local firms and projects you have managed is a surefire way to get business. Once you have successfully staffed projects, you can showcase your capabilities for similar projects and energy firms.
Energy recruitment is all about proving you can get a difficult task completed successfully so that HR departments can have peace of mind.
Access to talent pools
Building a pre-existing talent pool of energy labor is one of the toughest jobs energy recruitment agencies face with a talent shortage. It takes being candidate focused. And a relentless recruitment strategy.
Don’t be afraid to offer up attractive hiring rates and packages for skilled workers that are prepared to work on contracts overseas.
HR departments face a similar battle to recruiting as yourself. They know competitive packages are necessary. It takes time and a great deal of concerted effort to build and maintain a talent pool. So make sure you charge accordingly.