It will be interesting to see how 2022 shapes up when it comes to the energy hiring process. Looking back at 2021, we saw more jobs than available candidates, making for a very competitive energy hiring landscape. Part of this was due to industry contractors thinking twice about taking the next job. Rather than risk exposure to COVID-19 variants, they’d rather stay closer to home with family and friends. Leaving many companies wondering how to fill the knowledge void as technology advances and experienced employees head towards retirement.
Like many industries, energy companies face an increased staffing demand compared to available candidates. Therefore, making sure your energy company is maximizing its outreach when it comes to hiring is sure to be a top priority. Here are some key considerations to keep in mind.
#1 Avoid a Lengthy Hiring Process
Chances are, top prospects in the energy industry are juggling multiple offers or holding out for just the right one. For this reason, companies should swiftly put systems in place to move through the process efficiently. Update your job descriptions to ensure accuracy for the open position and use precise language to entice people to apply. If multiple decision-makers are involved, check to see they will be available throughout the process. There is nothing more frustrating to a candidate than having to wait until a stakeholder gets home from vacation or a conference to find out where they stand, especially when they can go somewhere else.
Keep in mind that when a candidate submits a resume to the time it takes to review, interview, and assess, you could be looking at weeks before you make an offer.
A recent study from LinkedIn notes it takes anywhere from 33 to 49 days to make a hire, with engineering taking the longest. Make a hiring decision promptly, so the candidate doesn’t move on to other opportunities.
#2 Communicate with a Recruiter
Your recruiter is your lifeline to the energy staffing talent pool, so it’s essential to stay in touch. If you don’t already work with an energy staffing company, now may be the time to consider one. Let them know if the candidates they send are not entirely up to par and why you need to tweak the job description to make a more accurate match or how you are doing in the decision-making process. The advantage of working with a recruiter is they can handle the legwork and remove some of the stress from the hiring process (and reduce the time to hire).
As soon as you need to hire a candidate for a project, a recruiter can start sourcing them. In many cases, they can have someone on sight the next day. Contrarily, waiting to hire a permanent energy employee could put your company at risk of losing a contract. Not to mention you still have to pay the benefits and insurances on behalf of the employee.
The benefits of a staffing partnership can not only help you save on long-term hiring costs, but you are also more likely to get the right candidate fit for the position in which you are hiring.
#3 Seek Passive Candidates
According to LinkedIn, 70 percent of the global workforce comprises passive talent. Passive talent is being considered for a position without actively searching for one. However, recruiters spend years building up a network of contacts – passive ones included and know many candidates can be placed more than once throughout their careers. Often, today’s job seeker is tomorrow’s hiring manager. Additionally, most candidates say being contacted by their prospective manager can make them accept a job faster.
Want more energy hiring tips? At the FootBridge Company, our experienced recruiters specialize in acquiring top energy talent. Trust us to guide the process. We will help you remain ahead of the competition and avoid hiring mistakes every step of the way. Contact us today to learn more about our energy staffing solutions.