5 Essential Metrics to Track When Hiring in the Energy Sector

Hiring and retaining the right people is essential to the success of any business. It’s especially important in the oil and gas industries, where specialized knowledge and strong interpersonal ties on project teams are integral to the work.

Here are five metrics managers must track to understand and improve their hiring outcomes:

Time to Hire

On average, how long does it take to hire someone within your organization, from the date you post the job to the date the new employee starts work? Does it take longer in certain positions? If so, which ones?

Time is one of the biggest costs during the hiring process, as every day a position is open represents lost productivity. By tracking time to hire, you can identify and reduce inefficiencies. Your recruiter can help.

Cost to Hire

Time costs money in lost productivity, but other hidden costs are attached to hiring new candidates as well. What is the return on investment on each of your candidate outreach methods? Where do most of your new candidates come from, and how much are you spending?

Examining costs can help you focus limited resources on the outcomes that provide the best results, and give up methods that simply aren’t working for your team.

Applicant to Interviewee Ratio

When your company posts an opening, how many applications hit your applicant tracking system? How many of these are filtered through for your consideration? Of those, how many do you end up considering seriously – or scheduling interviews for?

Job postings tailored to the demands of the job and a fine-tuned automated system can ensure your applicant pool offers more qualified candidates, improving the quality of those you hire.

Dropout Rates

How many applicants withdraw their applications or say “thanks, but no thanks” when you finally contact them for an interview – or worse, with an offer? Where do most of the dropouts occur in the process?

Dropout rates provide rich insight into inefficiencies and other weaknesses in your hiring process. Companies that don’t track them, however, lose the chance to fix these problems.

Compensation Levels

What are your company’s compensation ranges for each position? How do these break down into benefits, wages, salaries, commissions and other compensation forms? How do they match up with competing companies?

While you don’t always have to offer the highest salary to attract the best talent, your overall compensation package must be competitive. By examining the numbers, you can find ways to make your offerings more attractive to top performers without breaking your budget.

At FootBridge Energy Services, our recruiters can help you create a strategic staffing plan that tracks necessary metrics and utilizes them to improve your hiring outcomes. Contact us today to learn more about our energy recruitment services.

Energy Sector Job Interview? How to Craft Better Answers

After a lean 2016 and 2017, the energy sector has started actively seeking new talent once again. If you’re an engineer interested in working in the energy industry, 2018 is a good year to fine-tune your resume and start applying for job opportunities that spark your passions.

Landing your dream job, however, takes work. Among other things, you’ll need to prepare for and present answers that highlight your strengths. Here’s how to craft stronger interview answers.

Get personal.

Since many interviews contain similar questions, it’s tempting to create and practice stock answers. Set yourself apart from other candidates by resisting this urge.

Instead, prepare for each interview as if you’re having a personal one-on-one conversation with a unique employer. Research the company, study the job description and learn about the organization’s values and internal culture. Then, build interview answers that speak to this company’s specific attributes.

Focus on your accomplishments.

Anyone can promise an interviewer they can or will do the tasks listed on a job description. Candidates who discuss how they have already succeeded at similar tasks, however, are the ones interviewers remember.

Jot down three to five of the biggest accomplishments in your education or career to date. Then, use the job description to match up the skills and tasks this employer wants with those accomplishments. Create short discussions that use terms in the job description to talk about what problems you faced, what you did and what the results were.

Know what you want to ask.

As you research the job and the company, and think about your accomplishments in the context of this job, certain questions may come to mind. Will you have access to mentors on the job? Will you get the chance to participate in experimental projects, or to lead a team? How does this company support your continued growth as an engineer?

Write these questions down, and ask them during the interview. As the product of your own thought process during preparation, they’ll fit more naturally into the interview itself than any generic questions you might think up for the purpose.

At FootBridge Energy Services, our recruiters can help you connect with some of the best oil and gas companies in the industry – and create interview answers that will help your skills stand out. Contact us today to learn more about our oil and gas job opportunities.