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The Oil and Gas industry is thriving – largely due to the efforts of committed employees and excellent oil and gas recruitment strategies.
We know that the past 12 months have been profitable for many key players in the industry and that the hard work of global sales forces has contributed massively to global profits.
Total government revenue from UK oil and gas production reached £9 billion in the financial year 2022 to 2023, compared with £1.4 billion in 2021 to 2022.
If the government’s revenue increased substantially in one year, we can distinguish that privately-owned companies will have experienced similar revenue percentage increases.
However, due to the current state of the workforce, these figures won’t rise forever.
Only 12% of the global oil and gas workforce is under 30, so making the right hire is essential for business longevity.
Let’s explore how your business can skyrocket to success in 2024 by analysing Oil and Gas recruitment trends.
More Employers Now Understand The Value Of Soft Skills
Due to the lack of executives with industry-specific experience, employers are having to adapt their approach to Oil and Gas recruitment for 2024.
This has resulted in more hiring managers looking for soft skills, rather than technical experience, in their new hires.
Many job descriptions for recruiting in oil and gas now describe soft skills as essential, regardless of seniority.
So, rather than worrying that your younger employees are 25% more likely to leave due to a lack of experience, proactively focus on hiring them for the skills they already have.
Here are just some of the most common soft skills that we’ve seen oil & gas companies look for in their new hires.
- Problem Solving.
- Effective Communication.
Have you considered altering your approach?
Employees Are Getting What They Deserve
A happy salesforce is a productive salesforce.
If you want to maximise results from your team in 2024, you must guarantee their satisfaction at work.
A positive staffing trend in 2023 has been the willingness of employers to reward their staff for their hard work.
Several factors have contributed to this rise – hard work from your staff, more budgets for hiring and increased revenue across the board.
But benefits don’t just take the form of a pay rise…
Due to the demands on oil and gas recruitment, more employers are adopting a flexible approach to working by encouraging staff to work hours that suit both themselves and the business.
In fact, a study by Boston Consulting Group suggests that 60% of oil and gas executives believe remote working should be a permanent staple of their industry.
Is this something you’d consider for your new hires?
Providing Employees With Stability
With the rise of renewable energy as the long-term successor to oil and gas, many employees have been jumping between sectors.
A relatively new industry, there’s still much about the renewables sector that must be learned. As such, some sales professionals are hesitant to start a career in the industry.
As an employer who’s recruiting, you can promise salespeople stability and job security for many years to come – something that they might not receive in other industries.
You can take advantage of their experience by pairing them with a familiar role, rather than one they’d possibly have to learn from scratch.
If you want to take advantage of the strong position the industry finds itself in, now’s the time to act.
If growth is on the horizon, there’s never been a better time to make quality sales hires.
Luckily, AvA-V offers Bespoke Recruitment Campaigns that find first-class salespeople for your business alone.
We’ll create detailed job descriptions and engaging advertising material, utilise industry-leading hiring techniques and provide you with regular updates on our successes.
We’ll fill all vacancies within four weeks.