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Enough Already! Time to Retire Outdated Recruiting Methods That No Longer Work In the Oil and Gas Industry

When it comes to technology advancements, the oil and gas industry is among the most progressive in the world. Horizontal drilling, deepwater drilling, fracking – developments like these have helped fuel the growth of the industry.

Bridge the Gap

Expert-Led Recruiting Bridges the GapBut let’s be honest here: as progressive as the industry has been technologically, it has some catching up to do on the recruiting front. The single best thing oil and gas companies can do to improve recruiting is bridge the gap between hiring managers and human resources. HR representatives lack the technical expertise to understand the complex and nuanced qualities a hiring manager needs in a new employee. As a result, the information they pass along to recruiters – who also lack technical expertise – is not specific enough to generate a qualified pool of candidates.

Expert-Led Recruiting

This very issue was the reason The FerVID Group was formed – to bring expert-led recruiting into the industry as a means to clone the hiring manager for the HR team. Bridging the gap between hiring managers and HR greatly improves any search with more accurate information flowing between the parties, and better quality candidates right out of the starting gate.

Still the information that’s moved across the bridge between HR and the department they are supporting can be improved. Here are two ways oil and gas companies can do that:

Keep the communications lines open. Evaluating a candidate’s resume is usually a transactional, one-way event. A hiring manager scans a resume and delivers a “thumbs up” or “thumbs down.” End of story. Unfortunately, attractive candidates are often passed over because little or no feedback gets back to the recruiter or candidate.

Keep Qualified Candidates Interested

Candidates today, thanks to social media, are both highly interactive and information-centric. They’ve come to expect an extended conversation, of sorts, about their experience and qualifications, with questions, observations and information passing from hiring manager to recruiter to candidate and back again. If a hiring manager trusts their recruiter to deliver qualified candidates, then offering feedback on candidates can only improve the effectiveness of the search. Offering feedback will allow the candidate to provide more information or – and this is key – it keep a qualified candidate interested in the opportunity until a decision can be reached.

Fine-Tune Your Value Proposition

For as long as many can remember, the brand equity tied up in a company’s name was enough to attract top candidates. Think IBM in the 1980s and 1990s. That’s changed in the last several years as companies increasingly find themselves competing for talent among men and women whose motivations are diverse – some want an aggressive career paths while others value work/life balance. (While it’s true that today’s weak economy has given hiring managers an advantage, the best candidates always have the upper hand.) Today big name companies in traditional industries – oil and gas, included – are finding themselves competing for top candidates against start-ups and niche companies.

Going forward, the companies that are able to identify, define and sell the right value proposition are the ones that will attract the best candidates. Simply put, the company and the position must be marketed like any other product or service to get the decision-maker to choose in the favor of the hiring company.

2 Responses to “Enough Already! Time to Retire Outdated Recruiting Methods That No Longer Work In the Oil and Gas Industry”

  1. Inayath Basha C says:

    Pretty interesting.

  2. tom lee says:

    Good website! I really love how it is simple on my eyes and the data are well written. I’m wondering how I might be notified when a new post has been made. I’ve subscribed to your feed which must do the trick! Have a nice day!

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