In-house hiring departments are common in large oil and gas firms. However, because they are serving the entire firm, these hiring teams are required to function as generalists.

This is good for a huge corporation that can afford to take its time making personnel selections and utilize its brand to attract the industry’s best prospects. It’s an extravagance that smaller oil and gas firms can’t afford.

Oil and Gas Industry Recruitment

When you hire a recruitment firm, you’re also hiring their experience as well as their thorough interview and hiring procedures. They bolster their teams with subject matter experts, giving them personnel who are particularly suited to assess and evaluate prospects with similarly specialized backgrounds. A specialist recruitment business may use this judgment to provide highly focused and successful prospective workers for its clients to pick from.

Determine Your Needs

You have a few alternatives for advertising positions yourself in an oil and gas industry however, this strategy isn’t without its drawbacks. Job boards are extremely competitive, so they may not be the best place to look for hard-to-find opportunities. Listed below are a few examples:

• Traditional job platforms such as Indeed, Glassdoor, and ZipRecruiter may readily feature highly specialized opportunities alongside entry-level employment. Skilled individuals continue to utilize these job sites while looking for work, if only because they have a huge pool of candidates to pick from.
• There are specialist employment boards for certain sectors, such as oil and gas. The cost of posting a position on these sites is frequently cheaper than the cost of hiring a recruiter on retainer.
• Networking is still effective. Whether you’re using LinkedIn to reach out to contacts, asking your current workers for referrals, or setting up a hiring booth at a trade show, traditional methods of reaching out to specific sorts of competent individuals still work.

On the other side, you might not have the time to oversee the recruiting process yourself. Recruiting services may charge a higher per-hire fee than doing the effort yourself, but when you consider the worth of your time, the prices level out. Because they have the resources and candidate pool previously created via their work with other customers, a specialist recruitment agency can frequently supply you with a pool of competent applicants on short notice.

The first step is to determine whether you really need a recruitment firm and can benefit from their access, expertise, connections, and pool, or whether you’d prefer to do the labor yourself.

Pick a Model

The next step is to decide on a recruitment strategy. Recruiting firms often follow one of two business strategies.

The contingent model is one in which the recruitment firm gets compensated only if its application is picked. A corporation that works with a contingent agency usually works with many of them at the same time. Each agency is motivated to submit as many applicants as possible to the total pool in order to increase the odds that their candidate will be picked for a position.

This technique works effectively for filling lower-level openings and entry-level roles, but not usually for senior-level executive positions. Working with contingent agencies is good if you need people to fill seats and can teach them on the intricacies of their duties later. If you’re investing a lot of money on a single applicant and want to be sure they’re the greatest fit for the job, you’ll probably want to use the other approach.

The retained search approach is a closer partnership between the recruitment firm and the oil and gas firm. It’s a more conventional form of outsourcing in which one business handles all of the client’s focused and devoted recruiting. The recruitment firm gets paid on a retainer basis and attempts to become familiar with their client’s business. They end up becoming a cross between a recruiting firm and a brand advocate.

A retained recruitment agency may identify applicants with a high likelihood of matching not just the skills needed, but also the entire ethos and cultural fit, thanks to their close connection with the client organization. The disadvantage of this paradigm is, of course, the process’s speed. Recruiting with a focus on finding the appropriate match can take much longer than the contingent model’s broad-but-thin approach.

Look for Specialists

You can’t recruit just anyone in a highly trained and specialized business-like oil and gas. To fill your openings, you’ll need to discover people that are highly qualified, trained, and informed. You wouldn’t hire a recent college graduate as your top petroleum engineer, and you shouldn’t engage a generalist recruitment firm to fill specialist positions.

Find Lists

You may identify and construct a list of possible recruitment companies to interview for your recruiting needs in one of three methods.

To begin, look for listings on the internet. If you can think of something, chances are someone else has already done it. Aggregators for businesses are an example of this.

These listings are extensive directories of recruiting firms that provide information about the firms. You’ll find information on who they are and who they serve, as well as contact information, links to their websites, and other pertinent details. It simplifies the process of locating and comparing businesses.

You may also inquire around. While the pharmaceutical sector is competitive, there’s no reason why you can’t just ask other business owners or HR managers how they approach their recruiting. You can do so in private by email or another mode of communication.