The Oil and Gas industry is at crossroads today owing to the impact of technological advancements. The energy industry has seen a surge in technological advancements, which is disrupting the traditional style of working. Automation is replacing workers on a large scale and productivity is increasing manifolds. As a result, new job roles have emerged that require more human-machine interaction and operation.
To conceptualize, manage, and handle the new upcoming projects and reviving the existing ones, every company will require highly ingenious and professional experts who can drive innovation and productivity and hence the role of recruiters has taken the center spot and is the most significant function.
To attract the right talent at the right spot, it is important to have a right recruitment strategy in place. Here are the recruitment trends you can make use of to hire successful candidates:
1. Look within your system- Internal Recruitment
As a recruiter, the first source of hiring potential candidates can be the existing employees. Look for the potential candidates who can be promoted to fill the requirements. You can also shortlist candidates who can be trained and upskilled to the positions available. You can opt for transferring candidates within or outside the department they are currently operating in. Upskilling in the oil and gas industry can be accomplished via on-job training program, or specific programs intended for different roles.
2. Conduct an employee referral program
Launch an employee referral program where the existing employees can refer to a high potential candidate for the job requirements in the company. Link the program with monetary or social incentives to increase participation. This will considerably reduce the hiring cost and time for recruiters and will provide them with a bigger and better talent pool. However, make sure you monitor the effectiveness of the referral program by analyzing the cost of referral program vis-à-vis the other recruitment channels.
3. Track outsourcing opportunities
Analyze the job functions that can be outsourced to a vendor to save cost, time, and effort. For instance, for work requirement in the overseas market, analyze the cost of recruitment and transfer of full-time employees vis-à-vis the cost of outsourcing the project to another vendor. Include the indirect cost like management, training, and infrastructure to ascertain the total cost of hiring versus outsourcing. In most cases, outsourcing will be a cheaper and better alternative and thus the recruiters can look for outsourcing certain tasks like rig workers, technicians, maintenance staff at the offshore project.
4. Recruitment drive at educational institutions
University recruitment has many benefits. A large number of potential candidates are available in one spot, as they are freshers they can easily adapt to the company culture and over the period can become an asset to the organization. You can sign a formal collaboration with the educational institution so that the talent is readily available. Additionally, you can design a course curriculum or workshop for providing practical training to students before hiring for a specific job role. This will improve the perception of the oil and gas industry in the minds of the young talents and will prepare them to perform highly skilled technical work after joining.
5. Seek help from recruitment specialists
Recruitment agencies have a database of the prospects with different skill sets, experience, and expertise. They even perform a background check and might provide you a better fit at a reasonable cost. Some recruitment specialists know the oil and gas industry well and can look for candidates in other industries who can be an ideal match. This approach is especially suited for hiring in senior positions or to fill up the vacancy for highly technical or proficient staff who are rare in the oil and gas industry.
6. Connect to Online Job Boards
Job boards are an online platform where you can post your job requirement and advertise your company. There are two types of job boards, one which is generic and has the job listings from all the industries and the other that has a specific job listing for oil and gas industry. We suggest tapping both the options with more focus on the dedicated oil and gas job boards like NrgEdge. This will help you in hiring the potential candidates who are willing to work in the energy sector.
7. Use Social Media
Social media has become business-oriented and there are dedicated social media sites that focus on professional networking like LinkedIn. Additionally, Facebook and Twitter are also being used for professional purposes. You can use a social media post to publish your job openings. There are companies who have already adopted social media into their recruitment process, for example, ExxonMobil launched #BeAnEngineer campaign to attract engineers and highlight opportunities for the STEM. It also highlighted the stories of engineers from the field. Even Shell recruitment team accepted that they are using social media for hiring talented workforce and it is proving beneficial for them.
Additionally, you can manage the database of prospects via ERP or SAP system so that when you have a requirement, you can refer your internal system to choose the right candidate. As a recruiter, stay aware of the changing needs and expectation of the new workforce. Learn what keeps them motivated and how you can hire and retain the right talent. Make sure you draft the job benefits/perks in a way that highlights the key expectations of the prospects.
If you feel the entire hiring process looks cumbersome, you can connect with us for any recruitment related assistance.
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Now that Occidental Petroleum has beaten Chevron to the acquisition of Anadarko Petroleum – and the strategic assets it holds in the prolific Permian Basin – one would think that the deal is cut-and-dry. Not so. The fallout of the massive US$57 billion deal has begun, and it pits one legendary billionaire against another legendary billionaire.
The Occidental purchase of Anadarko had all the signs of a classic takeover battle, swooping in after Chevron and Anadarko’s boards had approved their own US$48 billion deal. It was made only possible by Oxy CEO Vicki Hollub making a quick private plane trip that resulted in a last-minute US$10 billion capital injection from Warren Buffet’s Berkshire Hathaway that was contingent on the Anadarko purchase working. It did. And with the US Federal Trade Commission approving the deal, Anadarko will become part of Occidental by the end of 2019.
But not everyone is happy about the situation. Some investors and shareholders of Occidental believe that it badly overpaid for Anadarko, and were rankled by the deal bypassing a shareholder vote on the matter. The chief critic of this is activist Carl Icahn, who owns a US$1.6 billion stake in Occidental, who slammed it as ‘misguided’ with the CEO and Board ‘betting the company to serve their own agendas’. Icahn has already filed a lawsuit demanding access to Occidental’s books and records, and has just take the fight to a new level.
Last week, Icahn filed regulatory paperwork to call for a special shareholder meeting where he hopes to oust four of Occidental directors and modify the company’s charter through stockholder consent from ever engineering a similar takeover. Icahn wants Spencer Abraham, Eugene Batchelder, Margaret Foran and Avedick Poladian out from the Board, holding them responsible for the ‘fiasco’. He has, of course, nominated his own preferred replacements, including one of his portfolio manager’s Nicholas Graziano, his general counsel Andrew Langham, former Jarden finance chief Alan LeFevre and former president of Shell John Hofmeister. While Icahn has publicly acknowledge that the Anadarko takeover will probably go ahead, his aim is for the new Board to oversee ‘future extraordinary transactions to ensure that they are not consummated without shareholder approval where approval.’
Will it work? Before the proxy fight can go ahead, Icahn must get at least 20% of shareholders to agree to a meeting. That’s a tall order, given that the current crop of directors and Boards were re-elected at the May annual meeting, although with lower support. But there is certainly some appetite, given that Occidental’s stock has dropped nearly 17% since the initial April hostile takeover, reflecting market mood that it had bitten off more than it could chew.
All of this is playing out against a backdrop of pessimism in the Permian. Although the shale revolution had brought American crude production to record highs and sent its crude exports to a new record of 3.3 mmb/d in June, there are now cracks showing. With limited infrastructure, low prices and over-exploitation, the Permian boom is slowing down. Once an investor’s darling, financing has now become far tougher for Permian players, as the high production fall off rate means that companies have to spend more and more money to just maintain production. It’s a situation that is particularly negative for the small, nimble players that powered the initial shale revolution who lack the deep pockets to optimise shale assets over a longer production period. All across the Permian, independent players have lost between 50-100% of their market value, making them ripe for acquisition by majors and supermajors. Deals like the Anadarko one make sense in this context, but with the financial risk increasing, these blockbuster deals may never lead to blockbuster returns. Carl Icahn may not be able win his battle for the Occidental board, but he is certainly making a serious – and very valid - point.
The Occidental-Anadarko deal:
According to the Nigeria National Petroleum Corporation (NNPC), Nigeria has the world’s 9th largest natural gas reserves (192 TCF of gas reserves). As at 2018, Nigeria exported over 1tcf of gas as Liquefied Natural Gas (LNG) to several countries. However domestically, we produce less than 4,000MW of power for over 180million people.
Think about this – imagine every Nigerian holding a 20W light bulb, that’s how much power we generate in Nigeria. In comparison, South Africa generates 42,000MW of power for a population of 57 million. We have the capacity to produce over 2 million Metric Tonnes of fertilizer (primarily urea) per year but we still import fertilizer. The Federal Government’s initiative to rejuvenate the agriculture sector is definitely the right thing to do for our economy, but fertilizer must be readily available to support the industry. Why do we import fertilizer when we have so much gas?
I could go on and on with these statistics, but you can see where I’m going with this so I won’t belabor the point. I will leave you with this mental image: imagine a man that lives with his family on the banks of a river that has fresh, clean water. Rather than collect and use this water directly from the river, he treks over 20km each day to buy bottled water from a company that collects the same water, bottles it and sells to him at a profit. This is the tragedy on Nigeria and it should make us all very sad.
Several indigenous companies like Nestoil were born and grown by the opportunities created by the local and international oil majors – NNPC and its subsidiaries – NGC, NAPIMS, Shell, Mobil, Agip, NDPHC. Nestoil’s main focus is the Engineering Procurement Construction and Commissioning of oil and gas pipelines and flowstations, essentially, infrastructure that supports upstream companies to produce and transport oil and natural gas, as well as and downstream companies to store and move their product. In our 28 years of doing business, we have built over 300km of pipelines of various sizes through the harshest terrain, ranging from dry land to seasonal swamp, to pure swamps, as well as some of the toughest and most volatile and hostile communities in Nigeria. I would be remiss if I do not use this opportunity to say a big thank you to those companies that gave us the opportunity to serve you. The over 2,000 direct staff and over 50,000 indirect staff we employ thank you. We are very grateful for the past opportunities given to us, and look forward to future opportunities that we can get.
Headline crude prices for the week beginning 15 July 2019 – Brent: US$66/b; WTI: US$59/b
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