Bringing the Best Talent to Oil and Gas

Big change is happening in the Oil & Gas industry as new technology emerges and new demands are made on the industry to increase efficiency and reduce negative impacts.

One of the most obvious shifts in talent acquisition today in Oil & Gas is the change in skill sets required. Today STEM talent, or science technologies, engineering, and maths, is the most desired education background in combination with digitally skilled employees. Skilled computer scientists good with both upstream and downstream data are in high demand. Profiles of candidates with deep data analysis skills are replacing the previous logistics and efficiency managers.

A second challenge is the ability for Oil & Gas to shape their operating model to attract these STEM employees. Their recruitment model is highly important – companies need to be informed of the change in:

  • Critical skills
  • Location requirements
  • Demand and
  • Scarcity in the recruitment environment.

Oil and gas is often in competition with other development and energy industries vying for the same candidates.

On the external side, the company needs to make sure it is matching its needs with the needs of candidates and the solution is two-fold – data collection and analysis of candidates available in combination with best-practice human resource management

Attracting women to oil and gas is another dimension to the challenge of recruiting in oil and gas. As the skills gap widens, women are entering the workforce in increasing numbers. The oil and gas industry needs to become more attractive to female STEM graduates and professionals. Although 62% of professionals believe that there is now a greater amount of women working in the industry, 23% said there was a poor attempt by companies to increase job diversity.

The responsibility and challenge for the Oil and Gas industry is to recognize the changing market in both the industry itself and the professionals in the workforce. Firms must then tailor their operational and organizational models to have talent fighting over positions, rather than firms fighting over talent.