Voices: “Which is harder: recruitment or retention?”

They go handin- hand. Finding the right individual for a position is difficult enough, but when you have something everyone else wants, holding on to it can be just as difficult. With the shortage in skilled workers in the industry, competition is fierce and as the global market increases, the pool we “fish” from is getting smaller. We need to generate a wider, more sustainable pipeline of talent and our new initiative - Subsea Target - helps companies look for new talent from other sectors, allowing them to have a structured development program. 

 

Neil Gordon, Chief Executive, Subsea UK 

Heightened levels of activity within the oil and gas sector around the world mean that ensuring the right people are on the ground in the right place is one of the biggest challenges facing the industry. The global skills gap remains a hurdle which the sector as a whole needs to overcome, but in the first instance, it is vital for employers to be able to recruit high-quality, skilled personnel who meet the needs of their business. 

 

Mark Guest, Managing Director, OilCareers.com

Recruitment is particularly challenging with high demand for various specialist disciplines that many businesses require. There is a need, therefore, to offer more in the psychological contract in order to attract and retain the best of the best. Businesses need to be careful with, and invest in, their reputation, their brand and the perception of them in the market.

 

Helen Stuart, HR Director, Taqa Bratani 

Retention would be the bigger problem for the industry because recruiting graduates is possible, it is quite easy. It is not a big risk because they have not yet built up knowledge – you have to train them. What is lost value is when you lose people that are experienced. That is the problem for companies. However, for the good of the industry as a whole, we need people to circulate a bit.

 

Jarand Rystad, Managing Partner, Rystad Energy

Recruitment of experienced subsea engineers in the northeast of England is harder than retention. I can get graduates and train them, but for our new Discovery underwater CT pipeline scanning tool, we have an immediate need for people with a lot of subsea inspection experience. 

 

Lee Robins, Head of Subsea Services, Tracerco

It is both, depending on skill sets! As the war for talent becomes fierce, experienced operational- level employees are targeted by both competitors and operators, plus there is an acute shortage of STEM college graduates entering the industry. In addition, diversity challenges within engineering disciplines makes it more challenging as far fewer female graduates enter the industry and when they do, they are highly sought after. 

 

Mahesh Puducheri, Vice President, Human Resources, Halliburton