Mid-level talent

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Mid-level Talent

In the Oil and Gas Industry

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The oil and gas industry is experiencing a revival following the drastic slow-down of the last recession as well as several global economic down-turns. As a company’s operations begin to grow, the need for mid-level talent increases.

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WHAT HAPPENED?

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• In the mid -1980’s, the number of people pursuing educational and career paths relative to the oil and gas industry began to dwindle.

• This issue continued until recently creating a “blank area” of talent between those with 30+ years of experience and those with 10 or less.(Bradley)

• In 2009, the economy drastically faltered on the heels of the U.S. recession.

• It was then that “the mid-tier [was] severely reduced in many organizations.” (Haserot)

• Today, professionals with 10-30 years of experience are highly sought, yet the hardest talent to find

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The Importance of Mid-Level Talent

• In the Oil and Gas Industry, mid-level talent has become highly recognized as essential to successful operations.

• In order to sustain operations, companies struggle to recruit, retain and develop sufficient mid-level talent.

• Oil and gas companies that have a strategic approach relative to securing the necessary talent will probably be “the winners in [an] increasingly talent-constrained environment”.

Shaping the Supply of Talent, John McCreery and Peter Jackson, Bain & Company, December 8, 2011

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THE DIFFICULTY

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As a company’s operations begin to grow, the need for mid-level talent increases, and as mentioned earlier, throughout the oil and gas industry new opportunities are arising thanks to the production of Shale Gas .

Finding Mid-Level Talent

According to A Human Resource Executive editorial, the skills and talent shortage was the #2 issue in 2011, up 20 spots from 2009.

Today, it continues to be a major problem faced by many companies. Making the search more difficult is the “talent gap” that emerged in the mid-1980s. Around that time, the number of people pursuing educational and career paths relative to the oil and gas industry began to dwindle.

Having been the first “dismissed” during the recession, those considered “mid-level” are less likely to move around once they feel secure within their work environment.

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Where is the Talent?The number of professionals with 0 – 7 years of experience has increased, but the bulk of the workforce maintains 30+ years of experience New Oil and Gas Talent Needed, Robert Bradley Jr., Master Resource, June 20, 2012

This creates several issues that make it difficult to retain employees with 5-15 years of experience

• An aging workforce• Fewer workers with the right skills• Moving workforce

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Tackling the Shortage• Companies can utilize the

available talent in other countries and hire expatriates

• Bring retired professionals out of retirement

• Build relationships with young engineers

• Offer mid-level talent opportunities for advancement and growth within the company

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• G.A.S. has 6 regional offices with operations in 21 countries. In 2012, the G.A.S. Global Resource Team approved over 50 Visas and secured 17 Foreign Visas. Moreover, the company supported 90 inbound and outbound Expats arranging over 150 trips to and from the U.S. for its employees.

• G.A.S. was established in Houston, Texas in 1970. Today, the company’s 43 foundation offers clients access to long-standing relationships throughout the industry.

• Moreover, G.A.S. is focused on building and cultivating relationships. G.A.S. recruiters are discipline specific; they have a full understanding of the professions for which they recruit as well as a ever growing network of connections with both new and experienced workers.

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LEARNING FROM AUSTRALIA’S LNG SECTOR

Australia is dealing with a major talent shortage. The LNG sector has especially been affected by a low number of qualified candidates. However, companies have decided that a little creativity can go along way when recruiting for hard-to-find talent.

Some creative questions that are being asked of potential employees:

- Name the previous industry that you worked.

- Why are you interested in LNG?

- What skills do you have that you believe are transferrable/beneficial to LNG and - how have you used those skills in your most previous role?

- Did the last company you worked for offer any additional upskilling support/training?

- What do you find most intriguing/exciting about working in the LNG sector?

By evaluating how much a candidate understands about LNG as well as skills relative to the industry, despite limited experience, a company can find qualified candidates who will adapt and learn quickly and be a benefit to projects – even during a skills shortage.

Creative Recruitment for the LNG Workforce, Gas Today, February 2013

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• How could the approach taken by the LNG sector in Australia be applied to the U.S. oil and gas industry’s shortage of mid-level talent?

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Whether you are looking for qualified candidates or searching for your next job opportunity – domestically or internationally – contact

G.A.S. today!

Creative Recruitment for the LNG Workforce, Gas Today, February 2013

New Oil and Gas Talent Needed, Robert Bradley Jr., Master Resource, June 20, 2012

Professionalism Threatened by Mid-Level Scarcity, Phyllis Weiss Haserot, Next Generation, Next Destination, February 20, 2012

Shaping the Supply of Talent, John McCreery and Peter Jackson, Bain & Company, December 8, 2011

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