Since 1976, Petroplan have provided experts and professionals for key roles across the energy sector from Engineering, Exploration and Production, and O&M projects, to Corporate & Commercial positions.
This breadth and depth of experience gives us the specialist industry, technical and cultural knowledge that makes our team truly unrivalled experts. And it's this expertise and commitment to delivery, compliance and contractor care that means we enjoy such a strong reputation within the industry around the world.
Now, Petroplan is recognised as a world-leading, global talent acquisition, mobility and workforce solutions partner specialising in the Energy industry.
The stats speak for themselves: over 10,000 placements in more than 55 countries for over 550 clients across 65 disciplines. And counting!
Petroplan is led today by a diverse Board of Directors who provide strong leadership and demand consistently exceptional levels of service, to ensure our clients meet their commercial objectives. This leadership ethos is underpinned by a positive and client-led management structure.
Our vision "to provide exceptional talent solutions to the energy industry" is the singular, driving thought behind the way we've developed our business. It means delivering the very best solutions to our business partners, every time, without fail.
We achieve this with our Mission and Values:
We believe that remaining specialists solely dedicated to the Energy industry is absolutely key to providing everyone in the industry with the world's best workforce solutions. This is delivered by our sector teams around the globe who are focused on Oil and Gas, Technology, Renewables, Commercial, and Executive/C-suite.
This exclusive, in-depth focus on the Energy industry is why, uniquely, we can offer the full breadth of bespoke solutions and services to meet all our clients’ commercial objectives.
Our people are all expert specialists in their field with one common denominator, to not only provide you with an exceptional talent solution but to do so with humility, care, transparency and by giving you the flexibility that you require.
To manage Petroplan’s Health, Safety, Environment, Quality and Social Responsibility (HSEQ & SR) activities, the company has established an integrated management system based on oil and gas industry-accepted “plan – do – review – improve” methodology.
Where else will you find a specialist talent solutions partner, dedicated exclusively to the Energy industry, with the experience and proven track record of Petroplan?
Here at Petroplan, we are passionate about the charities we support
To have an initial, confidential discussion, please contact us here.
There’s no question that the COVID-19 pandemic has had a significant impact on all sectors globally, with job loss and furlough among the top consequences for employees. With many forced to work from home, the nature of work changed dramatically.
Recruitment was especially impacted by the pandemic, with the majority of businesses having to adjust their strategies throughout the crisis. With life now seemingly ‘normal’ again, we look at the recovery of the recruitment sector, and its future post-COVID.
The changing face of recruitment
Following the pandemic, recruitment and workplace trends have changed dramatically. Leaders are re-thinking their workforce and management style to keep pace with the large-scale shifts that are happening to businesses and the way people work.
One of the major changes in the world of recruitment is the rise of contingent and temporary workers. According to Staffing Industry, the number of temporary employees in the UK increased by 9.16 % on a seasonally adjusted basis to a total of around 1.71 million for the three months from October to December 2021, when compared to the same period the year before.
During lockdown periods, many organisations reduced their contractor budgets, but now there has clearly been a shift. Thanks to the rise of remote working, recruitment is no longer restricted to a location, which means recruiters have access to wider talent pools.
A new age of candidates
Before the onset of the pandemic, businesses were already recruiting in a highly competitive market and changes were on the horizon. Now, organisations are facing greater demands for benefits that focus on health and wellbeing, and flexible working. Recruiters will need to tailor their recruitment solutions to suit the needs of candidates in order to attract the same level of talent.
COVID-19 has to a large extent accelerated changes in consumer and employee behaviour, and there’s an increasing reliance on digital tools. According to McKinsey, 75% of European and North American executives that responded to a survey expect increased investment in new technologies until 2024.
Work-life balance is also another priority for today’s candidates, alongside long-term stability, which is more than likely a result of the uncertain financial situation caused by the pandemic.
What’s next for companies?
As businesses have started to recover and return to their offices, many professionals will be making changes in their careers and switching roles, enhancing the level of competition in the marketplace. The challenge for hiring managers lies in the ability to effectively sell the benefits of working for their company.
In the interview process, leaders should be differentiating themselves from other employers, focusing on areas such as culture and upward mobility. Now that millions of employees around the world have become accustomed to remote working, companies must offer flexible and hybrid working arrangements.
With 74% of current remote workers saying that having the option to work remotely would make them less likely to leave a company, the elevated importance of flexibility in the workplace is being continually reinforced.
Recovery and recruitment
So, how exactly can recruitment agencies adapt to the ever-changing market landscape? Firstly, recruiters need to regularly revisit and evaluate their recruitment strategy to assess their client organisation’s goals and make necessary adjustments based on market changes.
With the pandemic having paved the way for an even more transient workforce, today’s employees have a more varied approach to their careers. Recruitment agencies need to prioritise finding cultural fits and assure hiring managers that candidates who fit the culture will stay at the company long-term. M&A will be a priority as recruitment companies seek to protect their market positions in the face of ever-growing competition.
Recruiters will also need to be more consultative and showcase their expertise to attract the best candidates and focus on providing a seamless candidate experience by taking on board new digital technologies and processes.
Job roles continue to evolve, and leaders must make hiring the right talent a focal point of their strategy.
Helping your business to grow
At Petroplan we are the champions of talent and specialise in recruiting permanent personnel and contractors for businesses across the energy and infrastructure sectors, including oil and gas, renewables, technology, mining, power, and nuclear. As a talent solutions agency, we have an excellent knowledge of recruitment, and a team of experienced consultants who can provide the best advice, and results.
To find out how we can support you in the rapidly evolving climate, please contact our team today.
The energy crisis has flooded the news in recent weeks with rocketing energy bills leaving people worried and uneasy about the future. One development, which could be part of seven wider oil and gas projects in the UK, is the government’s fossil fuel industry regulator ‘green-lighting’ a new oil and gas project in the North Sea. The Abigail oil field is set to be developed just off the east coast of Scotland.
While campaigners are raising concerns about the decision, which comes six months after the UK hosted the COP26 climate change summit in Glasgow, the move could be a huge boost for the country’s energy sector.
The new oil and gas project will see a significant increase in job opportunities in the UK if it gets off the ground. In fact, here at Petroplan, we have invested in opening new offices in Manchester, and expanding our already existing hubs in London, and the Southeast of England because of the confidence we have in the sector, across both renewable and non-renewable markets. This confidence is underlined as the operations director of the Oil and Gas Authority (OGA) told Sky News that oil and gas will continue to be part of the energy mix for decades to come.
Challenges to non-renewable energy expansion in the UK
There’s a realistic possibility that the Abigail oil field project may come to fruition, despite a similar project being abruptly halted last December. The Cambo oil field was due to be constructed just off the Shetland islands until the organisation that had a 30% non-operation stake in the project pulled out last minute in December 2021, meaning the project could no longer continue.
It is thought that the pressure from climate change activists, who have long been critical of the oil fields, caused the company to scrap their plans.
Some of this pressure and criticism relates to the supply and demand of oil and gas in the UK, with some researchers claiming that building oil and gas infrastructure in the UK would create a surplus amount of product. This, however, seems unlikely with skyrocketing consumer prices in the UK in a response to a surge in demand throughout Europe. These pressures are exacerbated by the current political tensions in Europe and the likely strategic direction of European and UK interactions with Russian oil and gas production and distribution interests.
How could non-renewable energy expansion benefit the UK?
Campaigners challenging oil and gas developments could sit in direct contrast with pressure on the government from MPs who believe new fossil fuel development is needed to reduce UK energy bills.
It is possible that experts underestimate the amount of time it will take to fully commit to renewable energy sources; therefore, non-renewable energy sources will in all probability still be vital for decades to come. In line with this, it is predicted that fossil fuel production around the globe is set to soar over the next decade.
Expanding oil and gas infrastructure in the UK can be an advantage for people in the UK, protecting them from energy shortages, rising energy bills and strengthening the country’s energy security strategy.
Developments such as the Abigail oil field will not only have a positive impact to the public, but also on the oil and gas job market in the UK. The project will fuel highly skilled job creation whilst also equipping oil and gas workers with knowledge and experience that will eventually be transferrable to the wider energy sector as the country looks to adopt more renewable energy sources.
Are you hiring for oil and gas jobs in the UK?
At Petroplan, we specialise in recruiting contractors and permanent employees for businesses across the energy sector, including the oil and gas industry. We have a highly experienced team of recruitment specialists in the UK who have a strong understanding of the market and the challenges it faces. As champions of talent we continue to provide our clients with exceptional talent solutions. Contact our team today to find out more about how we can help your recruitment.
At the Abu Dhabi International Petroleum Exhibition & Conference (ADIPEC) it was announced that the Abu Dhabi National Oil Company (ADNOC) is to be awarded $6 billion worth of investment to complete major contracts drilling for crude oil and gas, while also completing wells for future developments.
The investment will be implemented by distributing procurement awards to top drilling equipment contractors, covering wellheads, downhole completion equipment (DCE), liner hangers, and cementing accessories, including related components and services.
How will this affect the job market?
Crucially for the United Arab Emirates (UAE), this investment is principally internal. ADNOC has stated that all the liner hangers, more than $900 million worth of the wellheads, and over $700 million worth of DCEs will be produced exclusively in the UAE.
This gives an opportunity to grow UAE domestic manufacturing capability and increase the demand for highly skilled workers in the country. Oil and gas jobs in the United Arab Emirates are highly sought after and this $6 billion investment means the state can deliver more employment opportunities in the industry.
This potential increase in oil and gas jobs in the Middle East will stimulate growth in the private manufacturing and local industrial sectors, consequently growing the UAE’s economy. In fact, the output of oil and gas accounts for around 30% of the UAE’s total GDP, demonstrating how ADNOC plays a crucial role in supporting the continued growth of the country’s economy.
The UAE’s plans for the future
It is assumed that this $6 billion package will bring a huge amount of ICV (in-country value) to the UAE. ADNOC states that potentially 60% of the total value of the awards could re-enter the UAE’s economy as the contracts are fulfilled.
This package also demonstrates how ADNOC is aligning its growth with the objectives of the UAE’s ‘Principles of the 50’ guidelines for the UAE’S next historical phase, a new era of social and political growth. These plans for long-term growth underline the UAE’s ambition in the oil and gas sector, with ADNOC aiming to have an oil production capacity of 5 million barrels a day by 2030.
Included in the Principles of the 50 is the statement that ‘the main future driver for growth is human capital,’ highlighting how and retain specialist talent for employment in oil and gas jobs. The UAE believes that improving their educational system and building up the skills of their workforce internally is the way to ensure sustained, long-term growth in their economy.
Finding opportunities and talent in the UAE
At Petroplan we have longstanding experience in the oil and gas industry, finding the best talent for both contract and permanent hire. With a deep understanding of the Middle East market, our motivated team of consultants strives to build positive relationships between ambitious clients and talented contractors.
Since 2009 we have had offices in Iraq, Oman and the UAE (Dubai) and have established strong and trusted relationships with in-country partners. In the UAE specifically these strategic alliances mean that we are perfectly placed to fulfil recruitment needs in the UAE and facilitate effective communication between our clients and UAE nationals as and when required. Contact our team today to find out more about our recruitment services in the Middle East.
Creating a healthy and thriving workplace has always been a priority at Petroplan. An important element of achieving this is protecting and promoting the health, safety, and wellbeing of our team.
That’s why we have worked with and supported our mental health charity partner in the UK, Oakleaf, for more than a decade. As part of our dedicated CSR programme, we will be supporting a mental health charity in each of our operating regions, with Oakleaf the designated partner in the UK.
Oakleaf is a charity that works to empower people who have mental health needs, to gain meaningful employment and satisfying careers by restoring confidence and building self-esteem. People supported by Oakleaf can gain qualifications, learn, and practise new skills, and participate in activities to support overall wellbeing.
Recently, Petroplan became a founding member of the charity’s Mental Health Leaders Network. The network is a space for leaders from local organisations to come together and discuss topical challenges in the workplace.
The purpose of the network is to find solutions and frameworks that help to address employees’ mental health challenges and create a more supportive work environment. Recent discussions have covered the impact of hybrid working, financial worries, engagement issues, and intergenerational differences.
As a partner of Oakleaf, Petroplan employees can benefit from free mental health support and resources, including access to mental health first aid training and learning sessions such as ‘understanding stress and burnout’.
This helps us to not only recognise and manage our own worries and concerns at work, but also those of our colleagues, and creates a more engaging and supportive work environment.
Looking after mental health in our workplace is really important to us, and through our partnership with Oakleaf members of our teams are taking part in mental health first aid training to help us do more to support our people through any challenges they might be facing.
We look forward to seeing the network grow and the support it will give not only to our team, but also to other organisations and employees within the community.
For more information about Oakleaf, please visit: www.oakleaf-enterprise.org.
As the oil and gas sector makes the transition into clean energy, environmental, social and corporate governance (ESG) has become all the more important in the industry. Today, companies are increasingly looking for new ways to promote ESG initiatives, as a growing number of customers and investors are urging organisations to take ESG issues more seriously. While the pressure is rising for oil and gas companies, the increased emphasis on ESG presents several opportunities for the sector. Below, we detail how ESG is re-shaping the energy industry and why it’s time for companies to address environmental concerns and adapt to this new paradigm.
The rise of ESG
Today, it’s become increasingly clear that ESG ratings are an important driver for stakeholders and investors in the energy sector, as well as the general public. ESG investing was once seen as a niche, but it’s become a crucial area for companies in every sector, particularly since the beginning of the COVID-19 pandemic. The transition to a low carbon economy means businesses in the energy sector must ensure they’re aligned with the new energy landscape. ESG is no longer a box-ticking exercise, but fundamental for maintaining and attracting the support of stakeholders. It’s now more important than ever before that ESG is used as a workforce strategy. Energy companies that recognise the value of ESG will be able to attract and recruit the best talent, as well as meeting the challenging demands of the market.
It’s widely understood that there’s an environmental threat in the oil and gas sector. Many companies in the industry have been taking steps to become compliant with ESG and curb the environmental impact. For example, according to reports, the British oil major BP has made plans to buy $220 million worth of solar projects to help push for a low-carbon future. And total investments over the past five years in renewables, hydrogen and digital technologies has been almost $60 billion. Evidently, oil and gas companies are beginning to view environmental conditions as a priority for improving operations and increasing value across their organisations. While most oil and gas companies will likely still invest in traditional production, clean energy is being taken more seriously by leaders in the industry.
Creating an ESG strategy
One of the biggest challenges for energy companies is implementing a successful ESG strategy. When businesses take a strategic approach to ESG that is linked to the goals and values of the company, leaders are more likely to see results. With ESG encompassing social and governance initiatives as well as the environment, it’s imperative that oil and gas companies assess the needs of their organisation and its employees. Building an ESG strategy in an oil and gas company is critical for satisfying a range of different stakeholders. ESG programs are also key for spurring innovation in the energy sector and reducing risks.
With a strong ESG framework, businesses can set action plans and measure performance indicators, which could include energy diversification, carbon footprint reduction and natural resource sustainability. The demand for ESG programs in the energy sector is now greater than ever. For oil and gas companies, embracing ESG shows that they care about employee welfare. Focusing on ESG represents social responsibility and a way for energy companies to gain trust, and future-proof their businesses for the new world of work.
Are you hiring?
At Petroplan, we specialise in recruiting top professionals for businesses in the oil and gas sector. We have a highly experienced team of recruitment specialists who have a strong understanding of the market. As a workforce and talent agency, we pride ourselves on continuously building great relationships with our clients and candidates, and further establishing our expertise in the energy sector. We support a diverse range of global projects with a talented pool of candidates and we want to continue to provide our clients with exceptional talent solutions. Contact our team today to find out more about how we can help your recruitment.