1. Mid-level Talent
In the Oil and Gas Industry
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2. The oil and gas industry is experiencing a revival
following the drastic slow-down of the last
recession as well as several global economic
down-turns. As a company’s operations begin to
grow, the need for mid-level talent increases.
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3. GAS Unlimited Inc
WHAT HAPPENED?
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4. GAS Unlimited Inc
• In the mid -1980’s, the number of • In 2009, the economy drastically
people pursuing educational and faltered on the heels of the U.S.
career paths relative to the oil and gas recession.
industry began to dwindle.
• It was then that “the mid-tier [was]
• This issue continued until recently severely reduced in many
creating a “blank area” of talent organizations.” (Haserot)
between those with 30+ years of
experience and those with 10 or less. • Today, professionals with 10-30 years
(Bradley) of experience are highly sought, yet
the hardest talent to find
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5. GAS Unlimited Inc
The Importance of Mid-Level Talent
• In the Oil and Gas Industry, mid-level
talent has become highly recognized
as essential to successful operations.
• In order to sustain
operations, companies struggle to
recruit, retain and develop sufficient
mid-level talent.
• Oil and gas companies that have a
strategic approach relative to
securing the necessary talent will
probably be “the winners in [an]
increasingly talent-constrained
environment”.
Shaping the Supply of Talent, John McCreery and Peter Jackson, Bain &
Company, December 8, 2011
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6. GAS Unlimited Inc
THE DIFFICULTY
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7. Finding Mid-Level Talent
As a company’s operations begin to grow, the need for mid-level talent increases, and
as mentioned earlier, throughout the oil and gas industry new opportunities are
arising thanks to the production of Shale Gas .
According to A Human Resource Executive editorial,
the skills and talent shortage was the #2 issue in 2011,
up 20 spots from 2009.
Today, it continues to be a major problem faced by
many companies. Making the search more difficult is
the “talent gap” that emerged in the mid-1980s. Around
that time, the number of people pursuing educational
and career paths relative to the oil and gas industry
began to dwindle.
Having been the first “dismissed” during the recession,
those considered “mid-level” are less likely to move
around once they feel secure within their work
environment.
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8. Where is the Talent?
The number of professionals with 0 – 7 years of experience has increased, but the
bulk of the workforce maintains 30+ years of experience
New Oil and Gas Talent Needed, Robert Bradley Jr., Master Resource, June 20, 2012
This creates several issues that make it difficult to retain employees with 5-15 years of
experience
• An aging workforce
• Fewer workers with the right skills
• Moving workforce
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9. GAS Unlimited Inc
Tackling the Shortage
• Companies can utilize the
available talent in other countries
and hire expatriates
• Bring retired professionals out of
retirement
• Build relationships with young
engineers
• Offer mid-level talent opportunities
for advancement and growth
within the company
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10. • G.A.S. has 6 regional offices with operations in 21 countries. In 2012, the
G.A.S. Global Resource Team approved over 50 Visas and secured 17
Foreign Visas. Moreover, the company supported 90 inbound and outbound
Expats arranging over 150 trips to and from the U.S. for its employees.
• G.A.S. was established in Houston, Texas in 1970. Today, the company’s 43
foundation offers clients access to long-standing relationships throughout
the industry.
• Moreover, G.A.S. is focused on building and cultivating relationships.
G.A.S. recruiters are discipline specific; they have a full understanding of
the professions for which they recruit as well as a ever growing network of
connections with both new and experienced workers.
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11. LEARNING FROM AUSTRALIA’S LNG SECTOR
Australia is dealing with a major talent shortage. The LNG sector has especially
been affected by a low number of qualified candidates. However, companies
have decided that a little creativity can go along way when recruiting for hard-to-
find talent.
Some creative questions that are being asked of potential employees:
- Name the previous industry that you worked.
- Why are you interested in LNG?
- What skills do you have that you believe are transferrable/beneficial to LNG and - how
have you used those skills in your most previous role?
- Did the last company you worked for offer any additional upskilling support/training?
- What do you find most intriguing/exciting about working in the LNG sector?
By evaluating how much a candidate understands about LNG as well as skills
relative to the industry, despite limited experience, a company can find qualified
candidates who will adapt and learn quickly and be a benefit to projects – even
during a skills shortage.
Creative Recruitment for the LNG Workforce, Gas Today, February 2013
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12. • How could the approach taken by the LNG
sector in Australia be applied to the U.S.
oil and gas industry’s shortage of mid-level
talent?
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13. Whether you are looking for qualified candidates or searching for
your next job opportunity – domestically or internationally – contact
G.A.S. today!
Creative Recruitment for the LNG Workforce, Gas Today, February 2013
New Oil and Gas Talent Needed, Robert Bradley Jr., Master Resource, June 20, 2012
Professionalism Threatened by Mid-Level Scarcity, Phyllis Weiss Haserot, Next Generation, Next Destination, February 20, 2012
Shaping the Supply of Talent, John McCreery and Peter Jackson, Bain & Company, December 8, 2011
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14. GAS Unlimited Inc
15999 City Walk Suite 200
Sugar Land, Texas 77479
Visit Us Online: gasglobal.com