How to minimise risk when hiring for oil and gas projects

September 23, 2019

Source: Leonid Eremeychuk/iStock

The pressure is currently on for oil and gas companies to implement and execute sound staffing plans for major projects – something that affects everyone from project directors and HR directors to the recruitment team and line managers.

2019 looks set to be a good year for the energy industry as it builds on its recent stable foundations to meet new demand. Forbes reports that project investment in the oil and gas sector is set to triple this year. As such, competition in the industry is fierce.

At the same time, however, the global regulatory and geopolitical landscape is growing more complex – so companies not only have to find the best workers, but also do so in a way that minimises their business’ exposure to risk.

Skills shortages can affect hiring timelines, which in turn can result in hasty decisions. This can cost companies in the long run, as decisions made in haste can compromise health and safety; can affect compliance in areas such as FLSA, the use of independent contractors, immigration and taxation; and could also misalign compensation packages which could tip projects over budget or cause retention issues.

Compliance is key to minimising an oil and gas project’s risk

Take issues surrounding immigration and local labour law when starting a project in a new region. Did you know, for instance, that Saudi Arabia has opened up seven new labour-focused courts alone in 2019 designed to protect workers?

Key data from the 2019 Global Energy Talent Index (GETI) highlights how this is just one factor currently making life difficult for HR departments at energy firms. Of the 17,000 professionals who took part in the research, 40% believe the industry is in the midst of a talent crisis, while another 28% believe this will happen within in the next five years.

Minimise risk hiring for oil and gas

And, beyond the question of staff volume and availability, non-compliance can bring serious repercussions to energy firms, lead to large fines and harm their wider reputation. It can also pose serious risks when it comes to discovering the best talent and acquiring it, damage the wider recruitment and onboarding process, hinder the agility and mobility of skilled workers, make it harder to retain the best talent, and affect wider nationalisation and content regulations.

Only the best engineering talent will do

Airswift is a global recruitment agency that specialises in helping energy firms access the absolute best talent, thanks to our proficiency in creating deep strategic recruitment relationships with HR departments. This partnership results in strong global talent pipelines being built.

Our methodical, meticulous and international approach is cost-effective for energy companies, is far more efficient than traditional routes, helps promote your brand in the regions you’re looking for talent and, most importantly, zeroes in specifically on the individuals that will prove to be an instant fit for your specific business.

Our team’s international presence also helps us understand and keep abreast of local labour and immigration laws – knowledge essential to helping you build a steady talent pipeline, adhere to local employment laws and make sure your projects are as successful as they can be in times of extreme competition.

The Airswift Team, in partnership with Energy Jobline, compiled the GETI 2019 report, a definitive guide for workforce trends in the energy industry.

Visit the GETI site to download the report

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This post was written by: Kati Greenall, Vice President of Strategic Accounts, Airswift