6 Traits to Look for When Hiring Top Energy Talent

2019 is likely to be a competitive year for top energy talent. Here are six traits hiring managers should look for when seeking the best new addition to their existing teams.

  1. Communication Skills

Communication skills are a must in the energy industry, where teamwork is essential and projects must be carried out under strict parameters and even stricter deadlines. Ask candidates about times they’ve relied on strong communication skills or times they saw communication fail, and how they addressed that problem.

  1. Leadership

Even rank-and-file team members can benefit from leadership skills. The ability to see the big picture, inspire others and work toward the greater good allow a new team member to integrate more quickly. Hiring for leadership potential also helps ensure the company has the people it needs to grow into the future.

  1. Responsibility

Responsible workers in the energy industry are essential to safe work sites. They’re also essential for completing tasks and projects on time and within budget. During interviews, explore situations in which candidates were given responsibility and how they responded.

  1. Time Management

Every good energy candidate needs strong time management skills. Interviewers can seek these skills in candidates by asking about times the candidate was under pressure to perform on a short deadline. Ask what happened and seek the candidate’s perspective on how well their response addressed the key issues.

  1. Integrity

Integrity can be defined as the state of one’s inner thoughts or intentions matching one’s outward behavior and demeanor. Candidates with integrity are more trustworthy, make stronger team members, and are more likely to have the ability to fairly evaluate their own work.

  1. Passion

Finally, don’t hesitate to choose candidates who show real passion for their work. Passion indicates a sense of ownership, which is essential to employee engagement. Candidates with passion are those who will ensure the work they do is done well, and their enthusiasm often inspires their coworkers to produce better results as well.

Contact FootBridge Energy Today

At FootBridge Staffing, we specialize in connecting energy industry companies with the best available talent for a wide range of positions. To learn more about our work in the oil and gas industries, contact us today, Toll Free: (877) 807-8400, Email: info@FootBridgeEnergy.com

How to Recruit Top Talent in Today’s Employment Market

Finding good candidates is tough in the current employment market. Many of the best available candidates are already working for competing oil and gas companies, or they have left the energy industry altogether in search of opportunities in related fields.

Here’s how energy industry employers can attract better candidates in order to build stronger teams:

Clarify your value proposition.

Why should top candidates want to work for your company?

Hiring managers who can answer this question in one sentence have a strong value proposition to offer candidates. Incorporate this answer into job postings, make it part of your employment brand, and share it with your recruiter.

Communicating the value of working for your company is essential because many top candidates can choose between several competing offers. They need a clear understanding of what they gain by joining your team. Often, these candidates are interviewing your company just as you’re interviewing them. When you can explain why you offer a great place to work, they’re more likely to take your offer.

Streamline your hiring process.

A hiring process that drags on or isn’t clearly communicated to candidates tends to turn the best candidates away. Top performers in a competitive industry don’t need to wait for a company to “figure it out” when it comes to hiring; they can and do take offers from companies that have streamlined their hiring process.

Talk to your staffing firm to develop a more efficient hiring strategy. Time management, improve interviewing skills for managers, and good communication with candidates are essential. Your recruiter can help your organization improve in all three areas – so you can keep your best candidates engaged throughout the process.

Work with a recruiter.

Staffing firms specialize in building professional networks. In a competitive hiring economy, many of the best candidates are already working for other companies. These “passive candidates” aren’t looking for work, but they’ll consider a change of employer if the fit is right.

Your recruiter knows these passive candidates. Your recruiter understands your company’s unique culture and vision. And your recruiter can reach out to the passive candidates who are most likely to become your next superstar employee.  

Bonus Tip: Call Footbridge Energy

At FootBridge Energy, our recruiters help our energy industry clients find qualified candidates who also offer a great fit for their team and company. Contact us today to learn more.

5 Strategies to Help You Hire Top Energy Talent in 2019

The competitive economy has made it more difficult for energy companies to find the top talent they need to meet their business goals. In 2019, oil and gas companies will need to hire smarter, not harder.

Here are five strategies to implement to improve your hiring in the coming year:

Tell the story of your business.

Employment branding leverages the strengths of a company’s internal culture to attract like-minded candidates. Focus on communicating the benefits of working with your organization through job postings, the company’s website and your social media outreach. Candidates whose work approach resonates with your internal culture will be more likely to apply.

Know who you want.

A competitive hiring market is a great opportunity to update job descriptions. Talk to staff who hold or have held the position as well as supervisors. Then, revise job descriptions so they accurately reflect the day-to-day demands of the job and the skills required. More accurate descriptions improve job postings, so that more candidates with the requisite skills apply.

Make a competitive offering.

Is your salary and total compensation package competitive with other companies in the industry? Many great candidates turn away when these numbers don’t measure up against other offers. Your recruiter can help you obtain the data you need to ensure that compensation offerings are attractive and competitive.

Reduce time to hire.

A long hiring process creates additional chances for your top candidates to lose interest or accept an offer from a competing company. Create a staffing strategy that allows you to keep the process moving, keep candidates engaged, and hire more efficiently without sacrificing quality.

Work with a recruiter.

Staffing firms specialize in understanding the challenges of hiring and in helping each client leverage their strengths to meet those challenges head-on. Your recruiter can help you find better candidates, shorten time to hire and position your company as a leading candidate choice in a tough job market.

At FootBridge Energy Services, our recruiters specialize in connecting our clients with some of the best available talent in the energy industry. To learn more, contact us today.

Avoid These 3 Mistakes When Hiring in Energy

Need to recruit? Don’t fall victim to common mistakes hiring managers make. In today’s tight talent market, it’s essential to tighten up your hiring process to make sure you don’t lose out on top talent in the energy industry.

Three hiring mistakes to avoid:

Long hiring process

Chances are, top prospects in the energy industry are juggling multiple offers or holding out for just the right one. Before you launch your next search, put systems in place to move through the process efficiently. Update your job description to ensure it’s accurate for the open position and use language that will entice people to apply. If multiple decision-makers are involved, check to see they will be available throughout the process. There is nothing more frustrating to a candidate than having to wait until a stakeholder gets home from vacation or a conference to find out where they stand. Make a hiring decision promptly, so the candidate doesn’t move on to other opportunities.

Not communicating with your recruiter

Your recruiter is your lifeline to the talent pool, so it’s important to stay in touch. Let them know if the candidates they send are not quite up to par and why, if you need to tweak the job description to make a more accurate match or how you are doing in the decision-making process. The advantage of working with a recruiter is they can handle the legwork and remove some of the stress from the hiring process. The only way to have a truly effective partnership is to have frank conversations and keep up a steady stream of conversation.

Not seeking passive candidates

Let’s be honest. With unemployment at record lows, the people you want to hire are already working for someone else. You may feel uncomfortable “poaching” employees or not know where to look to find people with the specific skills you need. Your recruiter can reach out to passive candidates and knows where to find them. Recruiters spend years building up a network of contacts because they know many candidates can be placed more than once over the course of their careers, and often, today’s job seeker is tomorrow’s hiring manager. It’s in a recruiter’s best interest to stay in touch. This gives you an advantage when your job postings are going unanswered or attracting the wrong people.

At FootBridge Energy Services, our experienced recruiters specialize in acquiring top talent, even in the toughest markets. Trust them to guide the process and they will help you remain ahead of the competition and avoid hiring mistakes. Contact us today to learn more about our energy staffing solutions.

Panel Interviewing Secrets: Who to Have on Your Panel and Top Questions to Ask

Panel interviews can help you separate outstanding candidates from merely competent ones – or they can be a waste of everyone’s time.

The difference? Choosing wisely when deciding who to include on the panel and what questions to ask. Here’s what to consider.

Seek a cross-section of panelists.

Choose interviewers who represent different perspectives on the hiring position. For instance, the position’s direct manager and team leaders will want to know about the candidate’s experience and day-to-day work style. Potential co-workers can offer insight by asking questions about personality, cultural values and approach to work. Executives can focus on “big picture” fit and help ensure the candidate understands the overall goals and values of the team.

Clarify panelists’ responsibilities before the interview.

In addition to representing the interests and perspective inherent to their positions, each panelist should understand what their role on the panel is to be. For instance, it’s important to designate a panel chair who can ensure the process stays on track, communicate with panel members and coordinate questions.

Prepare questions before the interview.

When panelists are left to their own devices in developing interview questions, the results can be a time-wasting mish-mash. Some questions may be asked twice or even three times, while other important questions won’t get asked at all.

Avoid this problem by coordinating with panel participants before the panel interview to create and curate questions. For instance, the panel chair might take on the role of generating “general-interest” questions, while the other members each focus on questions that are specific to their role in the organization or their prospective relationship to the candidate, if the candidate is hired.

Have the panel chair or another panel member review the questions before the interviews. The reviewer may wish to arrange the order the questions will be asked, recommend that panelists “play off” one another if they have similar questions, or may spot ways to combine certain questions to streamline the interview itself.

At FootBridge Energy Services, our recruiters focus on connecting our oil and gas industry clients with some of the best talent available. Contact us today to learn more.

Top Hiring and HR Metrics to Audit

We live in an era that allows us to gather data on nearly any phenomenon, including a vast range of metrics in hiring and human resources. As a result, it can be tempting to track everything.

Unfortunately, tracking “everything” is not much more useful than tracking nothing. Instead of having no data, we become buried in an avalanche of it. Identifying the metrics that provide useful, actionable information to improve hiring and retention becomes impossible.

Instead, it’s important to focus on the metrics that affect critical aspects of recruiting and retention.

Top hiring and HR metrics to track, analyze, and audit:

Applicant to candidate ratio

How many people apply for posted positions with your company? Of these, how many are filtered out by the applicant tracking system? How many of those who remain are viable candidates when viewed through a hiring manager’s eyes?

If your system gathers endless applicants but produces very few viable candidates, it may be time to change the applicant tracking system’s parameters, update your job descriptions, or otherwise revamp your process. Your recruiter can help you pinpoint the best approach.

Time to hire

On average, how long does it take your company to find the person they need, from the moment you know you need to hire to the day the new hire starts work?

Longer time to hire is closely correlated with reduced candidate quality and higher turnover. When you know how long it takes to hire successfully, you can employ strategies to streamline the process and keep top candidates engaged.

Candidate dropout rates

Once you have a pool of viable candidates, how many stick with the hiring process through the offer stage? How many drop out before you’ve had a chance to extend an offer?

Several factors can lead to a high candidate dropout rate, including an extended hiring process, tight competition for top candidates, and lack of communication. Your recruiter can help determine why candidates drop out and provide solutions to reduce this rate.

Turnover

Once you’ve hired, how long do staff stay with your company? When they leave, do they move laterally into a similar role with a competing company, or do they accept a new position that also represents a promotion?

Turnover costs U.S. companies billions each year. Recruiters specialize in helping their clients identify reasons for high turnover and respond nimbly when a worker announces his or her departure.

At FootBridge Energy Services, our recruiters focus on helping clients recruit and retain their staff more strategically – from helping you shorten time to hire to improving your long-term staffing strategies. Contact us today to learn more.

5 Signs You Need to Expand Your Department and How to Start

The expand-contract cycle of hiring in the oil and gas industry can mean that industry team managers must monitor their teams’ work to determine when it’s time to hire or fire. With the industry heating up again, many are entering the “time to hire” phase of the cycle.

Here are five signs it’s time to expand your department:

You have more work coming in than you have places to put it.

If you’ve got more work or more project opportunities than you have people to address it, it’s time to bring in more talent. This is particularly true if department leadership has started taking on tasks that are better suited to their teams, simply because their team members are already juggling too much work.

Overtime isn’t occasional anymore.

Are your team members regularly taking overtime, coming in early or staying late? If so, hiring a new team member may be the most cost-effective option for addressing the increased workload. Not only do overtime or extra work hours mean more money, they also run the risk of burning out your existing staff, leading to a decrease in work quality, an increase in mistakes and a rise in turnover when you are least equipped to handle it.

Small balls (and sometimes big ones) are getting dropped.

If staff are making mistakes they don’t ordinarily make, they may be feeling the effects of overwork. Adding a new team member may be all it takes to restore everyone’s work to its previous high-quality standard – and to add an inspiring fresh perspective in the process.

You need something done, but nobody has the skill to do it.

“Skills gaps” are common when work expands and new technologies, tools or options come into play. A new hire gives you the opportunity to custom-tailor skill sets to fit your existing skills gaps, and it can be the best option when you don’t have time to educate or retrain existing staff.

One person’s vacation is everyone else’s crisis.

One vacation, illness or injury, and the entire department suddenly runs into chaos: Chances are good it’s not that one team member holding you together, it’s that everyone was already stretched as far as they could go. Avoid breaking the team when one member needs a break by having enough people on deck to manage the work.

If you see these signs, it’s time to talk to a recruiter. Recruiting firms with a focus on the industry see the signs of increased hiring as well, and they’re ready to meet energy companies’ needs with qualified talent and strategies for better hiring.

At FootBridge Energy Services, we specialize in connecting oil and gas industry companies to some of the best available talent in the field. Contact us today to learn more.

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 2018 Hiring Trends

As 2018 begins, companies in every industry are making plans and noting major trends – and the energy industry is no different. Here are some of the biggest predicted energy sector hiring trends in 2018 and how your organization can prepare to meet the challenges they pose.

2017’s early growth trends appear to be gaining momentum.

2016 was a rough year for the energy industry. Many companies laid off employees as oil prices fell, natural gas became a major competitor and several businesses and large organizations started looking at renewables.

While 2017 offered some turnaround, growth has been slow. Nevertheless, 2018 appears poised to continue the growth trend, which means that energy companies will need to streamline their hiring practices and create a strong staffing strategy that helps them acquire the people they need at the right times. Working with an experienced recruiter can make both tasks easier.

Technological innovation continues to lead the way.

A focus on automation, robotics, smart technologies and big data means energy companies will need to keep innovating in technological areas. To do so, companies will need engineers with the technical skills and creative outlook to learn emerging technologies and develop new ones. Incorporating needed skills into a staffing plan can help hiring managers target the right capabilities, as can coordinating with a recruiting partner with a deep knowledge of the skills that available talent offers.

Looking forward will mean focusing on recruitment.

Although recent college graduates and career-changing professionals have been entering the energy field, 2016’s layoffs and 2017’s slower-than-anticipated growth may cause young workers to shy away from oil and gas as a career – even as senior leadership are eyeing retirement. To prevent a potential “brain drain” and ensure that companies have the talent they’ll need to rise through the ranks and take over major leadership positions, organizations in the energy industry will need to focus on building strong internal cultures that encourage employee growth and retention. Your recruiter can help your company identify its cultural strengths and build on these to attract and keep top talent.

At FootBridge Energy Services, our recruiters specialize in connecting our energy industry clients with some of the most qualified talent available. Contact us today to learn more about our energy recruitment services.

2018 Is Fast Approaching – Is Your Strategic Staffing Strategy Up to the Challenge?

The new year is just around the corner, and with it comes an opportunity to beat the results you’ve obtained in 2017 – if you’re ready.

Fall is the perfect time to review your strategic staffing strategy from the past year, evaluate the work left to achieve to reach your 2017 goals and to plan for the coming year. Here’s how to make sure your strategic staffing strategy is up to the challenge.

Review your current staffing strategy.

2017 may not be over, but the past several months have provided the information you need to take a critical look at your current staffing strategy. Note what worked well, what could have worked better, and where you deviated from the plan – and the results.

Consider the forecast.

What are your business’s goals for the coming year? Which staff members are likely to leave, and who is available among your current staff to replace them? Which capabilities will you need and when? Be as specific as possible; the more detail you can provide, the easier it will be to implement the plan when the time comes.

Although you can’t anticipate every change in staffing, you can make reasonable predictions that will help you articulate who you’ll need and when. With this information, you can start strategizing.

Set priorities.

Compare the results from your current staffing strategy to your goals and needs for 2018 to begin setting priorities. Where does your staffing plan need to be adapted, and where can it be preserved? What are the most important things your 2018 strategic staffing plan must accomplish?

Talk to your energy staffing partner.

Recruiters who specialize in connecting energy companies to qualified candidates also specialize in helping their clients create strategic staffing plans that position them to recruit and retain the best talent available. Don’t hesitate to gain your staffing partner’s valuable input on your 2018 staffing strategy.

At FootBridge Energy Services, our recruiters can help you craft a strategic staffing plan that supports your business goals – and ensures you’ll always have access to high-quality talent when you need it. Contact us today to learn more about our energy recruiting services.