Whether you’re actively hunting for a job or simply keeping your options open, knowing what has been predicted for the coming year will help you explore oil and gas industry careers more efficiently. Here’s what you need to know about upcoming trends in energy industry jobs.
More exporting has expanded the industry.
When the U.S. began exporting crude oil again in 2017, many companies within the industry saw it as an opportunity to build a formidable reputation globally – and to expand business. Although the U.S. remains a net importer of crude oil, 2017 saw a rise in hiring within the oil and gas industries once again. The number of available jobs will likely expand in 2018, giving industry professionals the opportunity to focus on finding the best fit between their employer’s approach and their career goals.
Innovation continues to be crucial.
Rising concerns about greenhouse gas emissions, public interest in climate news and the rise of renewable energy sources like wind and solar have all put pressure on the oil and gas industry to innovate and stay at the forefront of emerging technologies. The pressure for innovation will continue, which means that job seekers can stand out from the crowd by emphasizing their own work on cutting-edge projects.
Communication remains a “top” soft skill.
STEM fields, including oil and gas engineering, face ongoing difficulty finding professionals who not only understand technical details, but who can also communicate those details to a non-technical audience. As a result, engineers and other scientifically minded professionals with effective communication skills are often preferred over competing candidates. Improve your skills in explaining your work in clear, simple terms, and emphasize these in your job materials.
The energy industry looks for leadership.
Many major energy companies viewed the 2016 layoffs with concern. Included in the slowdown were young professionals whom companies worry may never return to oil or gas jobs. Consequently, many companies are invested in finding candidates who display leadership potential. Emphasize your own leadership work to help your application shine.
At FootBridge Energy Services, our recruiters specialize in connecting engineers and other professionals to some of the top jobs and employers in the oil and gas industries. To learn more about our energy sector employment opportunities, contact us today.
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.
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.
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.