How to Get Your Recruiting Costs Under Control

Recruiting can take you away from core tasks that help you to reach your goals – and it’s expensive. Build strategies that lower recruiting costs while continuing to access and acquire the best possible people. You can focus on business and rest assured that you have the talent you need for success without blowing your budget.

Here are Some Ideas to Try:

Retaining Current People. Keeping the talent you have is much more cost-effective than recruiting new people. Hiring and training a new employee can cost as much as three times the salary of the lost employee. Build systems that keep your people in place by encouraging ongoing communication and benchmarking your compensation against competitors.

Employee Referrals. What better source of talent is there than current trusted employees? People tend to know others with similar abilities, or they may have colleagues at other companies or know talented people through networking groups. The only cost to you is a referral bonus, should you decide to offer one.

Planned Staffing. Don’t be caught by surprise. Anticipate your staffing needs in advance. This can help you make better hiring decisions allowing you to take your time sourcing and interviewing for a critical role. You can also determine which positions can be filled by contractors. Contract employment gives you access to talent with the specific skill set and experience you need, even if it’s only for a short-term project. This prevents you from having to keep people on the permanent payroll longer than you need them.

Partnering With a Specialized Recruiter. Building relationships with solid, trustworthy recruiters is a must in most any business. Working with an industry-specialized recruiter is even better. In the energy industry, you need a recruiter who understands your specific job requirements, pain points common in the industry and the plethora of regulations involved.

Don’t Take Shortcuts. As tempting as it is to do anything that will drive your recruiting costs down, it’s important that you still focus on quality. Settling for less than an ideal employee can cost you much more in the long run. Find out more about potential pitfalls in our previous post, Understanding the True Costs of a Mediocre Employee.

Is Top Talent Really That Important? Some tasks can be performed by workers who may not reach your normal standards. Is it worth the cost savings to hire lesser quality employees or should you always hold out for the best – even if it costs a bit more. Learn what the team at FootBridge Energy Services has to say in How Much is Good Talent Really Worth?

Do you need a partner who can help you develop and execute more cost-effective recruiting strategies in the energy industry? Contact the experts at FootBridge Energy Services. We can help you reach your business goals while maintaining the health of your bottom line.

What Companies Are Looking For In Their Engineers

As an engineer, you understand how important your talents are to the strength of a company. Engineers innovate and create – they can be instrumental to a company reaching its goals and projections. Employers are focused on hiring the right engineers with the right skills and experience. They can’t afford to make mistakes. You need to demonstrate in your resume and interview that you are the right person for the job.

What Do Employers Want?

Experience. It’s hard to overstate the importance of the right experience. When you are looking for a job, be sure that your resume details each relevant aspect of your experience. Customize your resume for each job posting. At your interview, be prepared to discuss projects that will be of interest to the interviewer. Problems you solved, challenges you overcame, credentials that apply.

Problem-Solving Ability. Normally people with analytic ability are the ones attracted to engineering – if it doesn’t come naturally to you, your career could be an uphill battle. Demonstrate your skills in your interview examples and include bullet-pointed references to problems you have solved in your resume.

Ability to Work as Part of a Team. As an engineer, you will frequently be called upon to work on projects with other people – those who understand engineering and those who don’t. Be willing to share credit with fellow engineers and to collaborate with team members from other departments. List group projects on your resume and be prepared to discuss how well you were able to work with your teammates.

Communication Skills. As important as it is to be a competent engineer, it’s critical that you are able to communicate well with both engineers and non-engineers. You need to be able to understand the objective of the projects and also explain results and obstacles.

Adaptability. As an engineer in the energy industry, you will frequently be required to travel to where the work is. This means having the ability to travel, often for extended periods of time, to complete specific projects. You must be able to fit into different organizations and departments and contribute from the first day on the job.

Likeability. This might seem obvious, but employers want to hire people that they like! A top engineer who is surly or standoffish might get results, but at what cost? During your interview, be friendly and engaging, even if you are normally a bit of an introvert.

Need a hand translating your experience and hireability to employers? FootBridge Energy Services can help. Contact our energy recruiting professionals today, and we can help you to find the right opportunity and present yourself in the best light.