6 Reasons You Should Work With a Specialized Recruiting Firm to Find a Candidate

Finding candidates can be tough, especially when hiring rates in the oil and gas industries speed up. A recruiting firm that specializes in placing engineering and other professionals in the oil and gas industry can help you develop and maintain the recruitment and retention “edge” you need.

Here are six reasons you need a specialized recruiter on your side:

Shorten Time to Hire (and Land Better Talent)

Your recruiter can help you streamline the hiring process while improving its rigor. The result: You shorten the time a position stands open, draining your team of resources and productivity. You also increase your chances of being the first to make an offer to a top candidate—and thus being the first to hear “I accept!”

Stand Out to Top Candidates

Recruiters who specialize in the energy industry know who the industry’s outstanding professionals are—and they know how to craft job postings, interview invitations and offer packages that appeal to these star candidates. Your recruiter can help you catch the eye of great candidates.

Attract Candidates Who Best Fit Your Current Team

The top employees in any organization are not only motivated and passionate, they also fit well with the company’s existing culture. They rely on the connection between that culture and their own approach to work to help them thrive. Your recruiter understands the nuances of culture and fit, and can help you find candidates whose goals and approach to work resonate with your team.

Access the Temp or Specialized Help You Need

Recruiting firms also maintain relationships with a deep pool of specialists who work in temporary or contract positions. If you need seasonal help or help with a specific project, contact your staffing firm to find the best people for the job.

Get (and Stay) Competitive

Top candidates don’t always go to the company offering the highest compensation—but they won’t accept any offer that isn’t competitive. Your recruiter knows what a competitive salary and benefits package looks like and can offer a multitude of suggestions for making your compensation offerings more competitive while staying within your staffing budget.

Match Hiring to Long-Term Goals With Strategic Staffing

The best recruiters focus on the long term. They understand the power of each hiring decision to affect your company’s trajectory, and they work to ensure each decision fits into your organization’s long-term vision.

At FootBridge Energy Services, our recruiters specialize in connecting oil and gas industry clients with the best talent available. Contact us today to learn more about our energy recruitment services.

Top Staffing and HR KPIs You Should Be Tracking

To stay competitive in your industry, a focus on recruiting and retention are key. And while variables related to staffing and human resources can be tracked, knowing which ones to attend to—and what to do with the data you collect—can be daunting. Here’s what you need to know about key performance indicators (KPIs) and their value to your staffing strategy.

What Are KPIs?

KPIs, or “key performance indicators,” are specific quantifiable measurements of an organization’s performance. Every department has KPIs relevant to its work, and any department that can track its KPIs successfully and identify cause-effect relationships within them has the power to effect meaningful, targeted change.

In human resources, the most emphasized KPIs are those related to the organization’s long-term business goals or other critical measurements of success. Many of these are directly related to staffing.

Track These! The Top 5 Stats to Track

To improve hiring, retention, engagement and productivity, here are the top five KPIs to watch:

  1. Time to Fill. How long does a position stand open while your hiring team looks for a new candidate?
  2. Acceptance and Engagement Rates. On average, how many candidates do you have to extend job offers to before one accepts? How many drop out of the hiring process before you have the chance to decide whether to make the offer?
  3. Turnover Rates. How quickly do employees come and go? How long do they stay?
  4. Cost Per Hire. How much does it cost to find a new employee? To train them? Cost per hire is directly related to turnover and other staffing KPIs.
  5. Salary Competitiveness Ratio (SCR). How competitive is your compensation? Divide the average company salary by the average salary offered from competitors in your industry. Results close to one are more likely to attract the best talent.

How Your Recruiter Can Help You Track (and Improve) These Numbers

Recruiting firms don’t merely recommend candidates. They also help their clients improve the quality, engagement and productivity of their teams in the short and long term.

To do this, recruiters focus on building relationships with their clients and with available talent. To maximize the value of your relationship with your recruiter (and improve your KPIs), regular communication is essential. Talk to your staffing partner. Share information. And watch their results improve.

At FootBridge Energy Services, our recruiters specialize in helping our energy industry clients track and improve their KPIs through the value of targeted, personalized hiring. Contact us today to learn more about our oil and gas recruitment services.