Recruitment has always been one of the most challenging HR or human resource functions, irrespective of the industry type. When it comes to a specialised field such as oil and gas recruitment , the impediments are no less. The problems lie especially with the fact that it is difficult to attract fresh talent. There are three main reasons behind this, the first amongst them being the fact that industrial activity has increased dramatically around the world. This has automatically increased the number of jobs and thus reduced the number of trained personnel available for the job. In addition, the oil and gas industry has been greatly affected in the past couple of decades owing to the common public perception and its cyclicality. Moreover, another cause of worry is the fact that the ‘baby boomer' generation is gradually approaching their retirement and the younger generation is not experienced or in adequate numbers to fill the void.
Therefore, it is necessary to implement a new strategy, one that can match up to the aggressive growth targets of the industry, and thus does not choke the process of recruitment all together. The current situation demands that the traditional methods of reactive recruitment give way to a more proactive recruitment procedure. The new recruitment strategy for jobs in oil and gas should take into account certain factors. These include:
Retention Policies: One of the major problems faced by the oil and gas industry is a high attrition rate. Several other issues are expected to crop up if adequate attention is not paid to retention policies.
Aggressive growth plans: Aggressive growth plans have been pursued in some of the major oil industry belts. These include the Asia Pacific region, Russia, and the North Africa & Middle East region. This requires the adoption of aggressive people planning strategies as well, intended for the achievement of both long term and short-term objectives.
Time Management: A high attrition rate consequently leads to greater time required for effective management, the management of administrative and supervisory personnel and affects overall productivity.
Effect on Safety and Quality: A number of rig providers and organisations are worried about the fact that the employment of inexperienced staff will increase the chances of an accident and thus lead to frequent safety hazards. In addition to this, the new employees need to be trained properly to tackle safety concerns.
High Recruitment Costs: It has been estimated that the cost of recruitment for an oilfield service company is extremely high. The recruitment costs are not apparent at the first instance but if not curtailed at the right time can have a huge impact on the company's resources.
Protection of Intellectual Property: Several organisations are focused on research and development. The protection of confidential data is of paramount importance to them. Therefore, the loss of intellectual property with the departure of employees has an adverse impact on the entire organisation. The oil and gas sector is certainly not immune from this crisis.
A new strategy can only be implemented after examining all these factors and by reviewing the operations of the respective organisations.
Therefore, it is necessary to implement a new strategy, one that can match up to the aggressive growth targets of the industry, and thus does not choke the process of recruitment all together. The current situation demands that the traditional methods of reactive recruitment give way to a more proactive recruitment procedure. The new recruitment strategy for jobs in oil and gas should take into account certain factors. These include:
Retention Policies: One of the major problems faced by the oil and gas industry is a high attrition rate. Several other issues are expected to crop up if adequate attention is not paid to retention policies.
Aggressive growth plans: Aggressive growth plans have been pursued in some of the major oil industry belts. These include the Asia Pacific region, Russia, and the North Africa & Middle East region. This requires the adoption of aggressive people planning strategies as well, intended for the achievement of both long term and short-term objectives.
Time Management: A high attrition rate consequently leads to greater time required for effective management, the management of administrative and supervisory personnel and affects overall productivity.
Effect on Safety and Quality: A number of rig providers and organisations are worried about the fact that the employment of inexperienced staff will increase the chances of an accident and thus lead to frequent safety hazards. In addition to this, the new employees need to be trained properly to tackle safety concerns.
High Recruitment Costs: It has been estimated that the cost of recruitment for an oilfield service company is extremely high. The recruitment costs are not apparent at the first instance but if not curtailed at the right time can have a huge impact on the company's resources.
Protection of Intellectual Property: Several organisations are focused on research and development. The protection of confidential data is of paramount importance to them. Therefore, the loss of intellectual property with the departure of employees has an adverse impact on the entire organisation. The oil and gas sector is certainly not immune from this crisis.
A new strategy can only be implemented after examining all these factors and by reviewing the operations of the respective organisations.
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