Lean Recruiting: Clear Communication

As discussed in our previous two posts in this three part series, implementing a lean recruiting process is vital for company success in the energy industry.  We’ve explored the importance of setting and following a hiring timeline with tips on how to stay on track throughout the process, however, sometimes what seems like the simplest part of the equation is overlooked: communication. While communication is the foundation to any successful relationship, it is especially important in niche recruiting. Although recruiters are experts in their industry, each company is unique and recruiters are able to work best when they know exactly what type of candidate a company needs.

While most companies are not intentionally dishonest with their recruiters, many do tend to be short with them. Providing the best information you can enables your staffing partner to improve the quality of candidates they offer as well as work more effectively and efficiently on your behalf. Some of the best methods for improving your communication with your recruiter include:

  • Fully describing your needs. Clear job descriptions accompanied by an honest portrayal of your company’s culture and the types of employees who succeed in it will provide your recruiter with an invaluable wealth of information for screening candidates and improving the overall quality of search results.
  • Separating needs from wants.  Non-negotiable skills, experiences, and qualities exist for any position; however, some of these skills, experiences and qualities may be preferred but not absolutely required. Distinguish the difference between needed qualities and wanted qualities in an employee to help your recruiter find the best candidates who possess both.
  • Seeing the big picture. Sharing your company’s strategic staffing plan with your recruiter can help improve the quality of candidates for both your current needs and future goals. This long-term mentality can also help you build an ongoing partnership with your recruiting firm.

Clear, honest, and direct communication is essential to helping your staffing partner find your ideal candidate.  If you are unsure about your staffing needs, discuss it with your staffing partner; they are experts in identifying staffing needs and finding the right people to fill your open positions. If you are in need of top quality job candidates in the energy industry, contact the energy staffing experts at FootBridge Energy today!

Lean Recruiting: Follow Your Timeline

As previously discussed, setting a timeline is the first crucial step to implementing a streamlined recruiting strategy; however, a timeline can only work as well as it is followed. Once your timeline has been determined, it is absolutely essential that it is followed by all members of your hiring team. Failing to follow your timeline could ultimately result in missing critical checkpoints or deadlines, miscommunication with your recruiter, or even missing out on securing the energy industry’s top talent — something your company simply cannot afford.

The key to sticking to a lean recruiting strategy is timeliness. While it is important to understand the importance of investing the appropriate amount of time on your hiring process as a whole, it is equally as imperative to allot the correct amount of time to each step on your timeline – no more, no less. Not only will this hold both your hiring team and recruiting firm accountable, it will greatly improve your success rate when it comes to meeting your hiring goals. Consider these fundamental checkpoints as you get started:

  • Timely review of candidates’ resumes and information. Having your timeline in place should provide you with a basic idea of when to expect the top candidates’ credentials from your recruiter. Block off time as soon as possible to review this information with your core team to determine which candidates you would like to invite for an interview. If other companies are moving faster in their hiring process than yours, you could very well lose your top choice candidate to a competitor. Remember, take the time you need but move diligently.
  • Timely and honest feedback with your recruiter. If your recruiter does not have an accurate idea of the types of candidates you want, you won’t get the candidates you want. This is why clear communication is so critical. If you aren’t impressed with the candidates your recruiter has recommended, say so. Provide as much honest feedback as possible to ensure your recruiter can find the right type of candidate for your company. The sooner the recruiter can recognize these traits, the sooner they can find your candidate and fill your position.
  • Timely decision making. When your timeline was originally created, you should have included a start to finish timeframe for making a hire. Even when this seems difficult, try as much as possible to stick with the deadline you set for yourself. This will motivate you to keep moving through your process with your goal in sight and reach.

Whether you are in need of contract workers or permanent employees, working with your staffing firm to stick to a designated timeline is one of the best practices to ensure your likelihood of snagging the top candidates in the energy sector.  Determining a realistic timeline will allow you to rest easy knowing that your hiring needs are in the capable hands of your recruiter so you can focus on running your business.  If you are looking for additional energy industry hiring resources, contact the energy staffing professionals at FootBridge Energy today!

Lean Recruiting: Setting a Timeline

When a position opens in your company, it is only natural to want to fill that position as quickly as possible. Due to high demand for skilled workers and new jobs being created daily, this sentiment especially rings true for hiring managers in the energy industry. What many companies unfortunately seem to miss, however, is the importance of developing a hiring timeline for recruitment.  During the hiring and selection process, there are many critical steps to consider in order to ensure you hire the most-qualified, best-fit candidate for your open position; this is why it is vital to invest the necessary time in your hiring process and make it a top priority.

Working with a trusted energy staffing partner is the best way to determine an appropriate hiring timeline to successfully hire a candidate from start to finish. When working with an energy industry recruiter, you should keep both your immediate and big picture goals in mind and communicate openly with your recruiter throughout the entire process. Take a look at the following outline to glean insight on setting your own hiring timeline in place with an experienced energy staffing firm:

  • Before posting. Create and revise the job description and requirements including determining whether the position should be filled as a direct hire or contract hire. Create a profile for your ideal candidate, refine the job description with your recruiter, and gather feedback from current employees. Discuss advertising options and develop a plan with your recruiter. Also, think about which current employees will be involved with the selection process, including application reviews, phone interviews, in-person interviews, etc. Finally, confirm posting duration with your colleagues and recruiter to ensure everyone is on the same page.  Proper planning time spent up front will save money and time over the life of the hire process.
  • During recruiting. Block off time for all employees involved in the selection process to carry out their responsibilities and still complete their own job duties. Finalize your interview guidelines with your recruiter and train any employees who will be involved in the process. Work closely with your recruiter to determine appropriate referrals, review application materials, and determine top candidates to schedule phone interviews.  Be sure to develop a timeline for applicant review and feedback.  Applicants are faced with multiple job opportunities and consider many factors when deciding between positions. This means that companies need to remember that the hiring process is a direct representation of the company and give applications a glimpse of how it works and operates.
  • After posting. Schedule top level candidates for phone interviews as soon as possible, and based on phone interview success, determine the next tier of top candidates to invite back for in-person interviews. Evaluate each candidate individually and finalize reference checks with your recruiter. Identify your top candidates and select the most-qualified, best-fit person for the position.  Present the final offer to the recruiter for them to discuss with the applicant.  No official offer should ever be made unless you are certain it will be accepted.  Ensuring this is the job of your recruiter. Once hired, the next step is to onboard the properly.

Spending the time early on to ensure an effective staffing timeline is in place will save your company valuable time and money in the long run. Working with an experienced recruiter in the energy sector is the most efficient way to make sure your timeline is reasonable and will produce the top candidates in the energy industry.  To get started on your own hiring timeline for your company, contact the staffing experts in the energy sector at FootBridge Energy today!

Understanding the Economic Impact of Keystone XL

Over the past four years, construction of the full Keystone XL pipeline project has been up for debate. While many economic, energy, and environmental factors are being considered, Keystone XL is ultimately projected to make the U.S. stronger and safer without significantly impacting the environment or people along its route. Although the final decision is still being thought over, many people do not fully understand the contributions that Keystone XL would offer job seekers as well as the economy as a whole.

The Keystone XL pipeline would make the U.S. economically stronger by creating jobs and providing broad economic stimulus. Additionally, the pipeline would make the U.S. more economically secure by bringing in more than 800,000 barrels of oil per day to the Gulf Coast and U.S. Bakken region refineries.  According to a recent review, Keystone XL would contribute the following:

  • 42,100 average annual jobs throughout the United States over a one or two year construction period
  • $2.05 billion in employment wages
  • $3.3 billion in direct spending on construction and materials
  • $65 million in short-term revenues for government from sales and use taxes in states that levy them

U.S.-Canadian trade activity is another great benefit that would be brought on by the Keystone XL pipeline.  Canada spends approximately 89 cents on U.S. goods for every dollar that the U.S. spends on Canadian goods, including oil. By purchasing a little more than 200 million barrels of oil per year from Canada instead of another oil supplier, the trade differential would reach approximately $9 billion per year in potential U.S. exports, translating into approximately 48,297 U.S. jobs each year.  Currently, it is estimated that U.S.- Canadian trade activity generated solely by Keystone XL would increase U.S. GDP by $172 billion over a 25-year period, increasing U.S. employment alone by 117,000 jobs.

Energy activity resulting in more jobs, greater income, and spinoff economic stimuli are all projected results of the Keystone XL pipeline.  In a booming period of industrial growth such as this, it’s important to work closely with a niche company who understands the industry inside and out. FootBridge Energy prides itself in placing top candidates in the energy sector with some of the best companies in the field. If you are ready to take advantage of everything a job in the energy industry can offer, contact the energy staffing experts at FootBridge Energy today!