Due to the unique characteristics of the energy industry, many organizations around the world face recruitment challenges. Below are some scenarios we have encountered:
- Lean HR department
Smaller or startup teams typically have a skeleton recruitment team, or one that is managing multiple competing priorities. During recruitment drives mandated by the line business, such organizations are sometimes swamped and unable to either find or hire the right candidates.
- Domain knowledge issues
As companies expand to new geographies or business lines, the in-house team may have limited knowledge of these domains. Local norms, talent sources, compensation scales etc may be different. Companies may spend precious time and effort in determining the right approach and recruitment methodology, and yet be unable to deliver due to limited on-the-ground presence.
- Weak employment branding
Small Organizations operating in an established market in the energy sector are faced with the issue of lack of brand visibility among prospective candidates. Even for more established organizations, candidates may also sometimes form the wrong impression about the company prospects, job requirements or assignment destination leading to missed opportunities.
- Vendor management constraints
Organizations looking to set up operations in a new geography are faced with the problem of scouting for and dealing with multiple recruitment vendors. Scouting for new vendors proves to be a time consuming and commercially expensive exercise.
- Difficulty in sourcing unique roles
HR departments of small and large organizations in the energy sector face a major bottleneck when hiring for senior roles or for roles that are unique, particularly in techno-commercial fields. These roles are mission critical in nature and demand niche skill sets which are not easy to source.