Oil and Gas Market Recruitment Trends: You Should Know All About In 2023
According to ng partner, there have been some surges in offshore hiring for geophysicists and engineers and plenty of opportunities for HSE professionals for roustabouts.
According to ng partner, there have been some surges in offshore hiring for geophysicists and engineers and plenty of opportunities for HSE professionals for roustabouts. He also said Southwest Africa was the primary geographic coverage, with Angola and Ghana leading the charge for the Gulf of Guinea.
Melillo said there is also a tremendous opportunity for EPC companies, which focus on offshore transmission and construction of injection and storage facilities.
The 2022 Slowdown Will be Sustained
Amanda McCulloch is the chief executive at TMM Recruitment. Her resourcing primarily focuses on onshore positions across accounting and finance, engineering and HR, legal, support QHSE, supply chain, contracts, and technical and industrial disciplines in Aberdeen and shire.
McCulloch spoke to Rigzone and stated that there was a rebound in recruitment during 2022 but that TMM expects the slowdown that occurred towards the end of the year will continue into 2023.
TMM warned that the slowdown, which TMM sees as a result of companies needing to be more cautious and weighing up the tax regime alongside project investment, would be difficult to sustain.
Access to skilled labor and skills is another concern for North Sea companies. McCulloch stated that it would be difficult to attract, recruit and retain skilled workers, especially at the mid-level, due to a shortage.
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This results from the long-lasting effects of the previous downturn, which saw organizations restrict entry-level employment, decrease training, and delay upskilling initiatives.
Employers that communicate energy transition credentials, meaningful work, and a personalized approach to employee engagement will be more successful. McCulloch said organizations must be open to diversifying their talent pools and adapting traditional processes to accommodate more inclusive recruitment.
TMM’s chief executive stated that they anticipate manager-level candidates will be evaluated more often on their people skills during the hiring process. He also said that investments in existing reskilling employees would help fulfill individual career aspirations, meet needs, and reduce attrition.
McCulloch cautioned that employers must be mindful of all aspects related to attraction and retention as this market is one where candidates are used to being found rather than needing actively seeking out jobs.
McCulloch said that an offer of employment elsewhere could entice even the most loyal employees.
