Petroplan Insights

How can you attract - and retain - the market's best talent?

How can you attract - and retain - the market's best talent?

20 Feb 2021

As remote work and virtual recruiting have become the new normal, businesses in all industries are facing tough competition to secure the market’s top talent. 70% of the global workforce is made up of passive talent, not to mention the increased focus on stability and security that professionals have in the Covid-19 era. Therefore, it remains difficult for organisations to identify, attract and retain the best candidates. Retrenchments have led to more talent on the market, so now is the time to consider whether they can add value to your organisation. With so many candidates in the market right now, it isn’t always easy to find what you’re looking for. So, here’s how you attract and hold onto the best people in oil, gas and energy.

Know your company’s mission 

Business leaders and hiring managers have long reported challenges attracting the market’s most qualified candidates. This is particularly pronounced in the SME market, with 64.2% of small businesses reporting they struggle to attract qualified talent. According to research by One Rec, 81.5% of recruitment professionals said that a lack of relevant candidates was impacting their recruitment efforts. While business priorities may have changed for many due to Covid-19, businesses with industry-leading professionals will be best placed to meet these challenges moving forward. 

Many organisations have had to flex, reduce or restructure as a result of the pandemic and the corresponding economic downturn. Your resourcing requirements no doubt look very different from how they did before the outbreak. Contractor mobilisation and the supply chain have both been impacted, creating more challenges for businesses. Now is the time to understand your company’s mission and values, and identify roles you need to move your organisation forward. Whether that’s looking for tech talent to bridge the digital skills gap or introducing a new HSE position to remain compliant with Covid-19 policies, take the opportunity to rethink what roles make up your business. 

It’s essential you foster a mission-driven company, as it can improve employee engagement – and regardless of the skills you identify, make sure that diversity and inclusion plays a part in any future talent attraction strategy. Gender diversity in particular is a chief concern for the oil, gas and energy, so ask your recruitment partner how they can help you with diverse searches. 

Develop your employer brand 

Your employer brand plays a significant role in how appealing you are to top candidates. It serves as the identity of your company and the internet and social networking sites have made it easier than ever for professionals to find information about what it’s like to work for an organisation. It’s been found that nine out of ten candidates are more likely to apply for a job with an employer whose brand has been actively maintained. This means that it’s all the more important to define the message of your company and nurture your culture. That way, you’ll be able to give candidates a stronger perception of your brand. Whether that’s by overhauling your social media pages, asking employees for honest feedback, or developing your website to feature more company benefits, you need to add depth and show that your company is an excellent place to work. 

Build a great candidate and employee experience 

Speaking of culture and benefits, you need to think about what would make industry-leading talent consider changing jobs. While salary will always be a key factor, the current climate means organisations may no longer have the budget to compete on salary. If this is the case, focus on other top factors for professionals, such as company culture, benefits and flexibility. In today’s competitive market, it’s all the more important that you anticipate candidate and employee needs. For example, start developing meaningful relationships during the recruitment process by delivering clear communication about onboarding timelines, and the requirements of the role. Providing a positive candidate experience is crucial to attracting the best talent and making successful placements. It’s been found that people who are pleased with their candidate experiences are 38 per cent more likely to accept a job offer.  

Stability will also be increasingly important in the coming months and years as the market continues to respond to Covid-19. Longer contracts, help with mobilisation, permanent positions and employer support will all be more appealing to candidates, as will company culture. Glassdoor reports that 93% of employees mention company culture in their reviews, suggesting this is a critically important factor in both attracting new people and retaining current employees. It’s all the more important then, that you focus on maintaining a positive workplace culture where employees understand how they can add value and be successful. The key to retainment is building healthy relationships with your employees from day one. 

Work with the right partners 

Identifying, attracting and securing the market’s best talent takes time, effort and resources. A specialist recruitment partner is best placed to support you through this, particularly as the market continues to ebb and flow with the pandemic. An outsourced partner will work as an extension of your business, taking the time to build long-term relationships with you and truly understand not only what you need from your people, but also what makes you unique as an employer. This allows consultants to position your business in the best possible way to the best possible candidates. 

Whether you’re looking for drilling and well engineers or executive-level leaders, Petroplan can help. We’ll work with you to tap into new talent pools, identify the best solutions for your business and ensure you’re attracting the best candidates in the industry. Find out more about our client services here or contact us to start a conversation. We look forward to hearing from you soon. 


How digital technology is transforming the energy sector

19 Jan 2021

The oil, gas and energy sector has faced numerous challenges over the years. With the economy experiencing highs and lows, many businesses have been forced to adapt to the changes to remain competitive in a challenging market. COVID-19 has only made things more difficult for the sector, but today, technology is helping revive energy companies in the face of so much uncertainty. The sector has been showing signs of a digital transformation, with many oil, gas and energy leaders appointing Chief Digital officers to help with the adoption process. From big data to artificial intelligence, digital technology is emerging as a major driver in the industry – and now is the time for companies to refine their budgets and implement digitisation to pave the way for a more sustainable future. 



Digitisation has the potential to address a wide range of issues in the energy sector, and improve efficiency. Automation technology has been playing a key role in the industry, and it has the potential to create a wealth of opportunities, such as reducing costs and improving safety. With automation, oil companies can monitor pipeline networks remotely and detect any problems much more efficiently.  

There’s a range of automation systems already being used today, including RealSens, a product range used in drones and robots. Drones have become the most economical method for inspecting network pipelines, and many energy providers are using the technology in their operations. Major oil company BP was one of the first adopters of drones, and the organisation now deploys unmanned aerial vehicles and other technologies, which are used to undertake dangerous tasks in operational areas. ConocoPhillips is also using drones and according to NS Energy business, the company have reduced their task completion time by 75%.  

Drones are also already being used to mitigate oil spill incidents, which have a huge impact on pollution. Having drones available can reduce the impact and provide accurate GPS locations of the spills. There’s no doubt that drone and automation technology have huge benefits for the industry. When implemented correctly, automation can drive productivity and reduce the risk for companies. 


Cloud computing 

According to PWC’s strategy report, cloud computing is one of the major areas of digital technology that has the most potential to transform the sector, because it combines analysis and data. Cloud-based computing allows companies to store their data, which then can be used to make better decisions and identify problems. This data can be used to analyse processes, planning and production methods – and it can reduce costs as companies won’t have to invest in huge systems for their IT teams. One of the major benefits of using cloud computing is that it can reduce the environmental impact. Cloud-based services often use less energy, which is positive for the environment. Researchers have predicted that cloud computing will become even more energy-efficient in the future, but yet one of the biggest areas of improvement revolves around the efficiency of data transport.   


The Internet of Things 

The Internet of Things has enormous potential to redefine the energy sector. Firstly, IoT devices are hugely beneficial for drilling management and health and safety. With the use of smart devices, energy companies can send alerts well in advance for emergencies. By using IoT devices, companies can protect their workers and create a safer environment. The conditions of oil rig sites are normally hazardous, so IoT devices can provide a detailed analysis of the situation and help workers navigate these sites safely. Furthermore, with the IoT, companies can track the location of supplies, as well as shipments, and remotely address any problems, thereby drastically improving the nature of asset tracking.  

Many energy companies are also focusing their efforts on monitoring performance and operations using IoT sensors. These sensors provide real-time notifications in a digital dashboard to alert teams of any issues and to help with decision-making. IoT has increasingly paved the way for digital twins, which are virtual models of physical assets – and they benefit companies by providing 3D reports that predict maintenance issues. This means companies can resolve problems more quickly and manage processes more effectively. Ultimately, IoT allows energy companies to optimise processes and production, and improve the life spans of different equipment.  



Finally, cybersecurity has been another cornerstone of digital transformation in recent years. It’s also a top priority for professionals in the energy sector. With the rise of remote work and the use of mobile devices, there has been an increasing number of cyber-attacks and threats on many businesses, including those in the energy sector. When it comes to digital initiatives at oil, gas and energy companies, cybersecurity must be considered throughout the entire organisation. Energy companies have a unique value to the economy, which makes them all the more vulnerable to attacks. At Petroplan, we’ve developed a strong database of cyber professionals in the ICS, IT/OT area and we are therefore well-positioned to help our clients find this talent. 

Digital technology can help companies in the energy sector remain agile and competitive, and even boost revenue streams due to increased efficiency. With many new technologies in use, the energy sector is certainly changing and becoming more data-driven than ever before. 


How can Petroplan help you? 

We have more than 40 years’ experience in recruiting the best professionals into the energy sector. We understand the challenges and struggles that many businesses face. That’s why we only source the best candidates for roles and we always remain up to date with the latest changes in the industry. With the oil, gas and energy market currently experiencing a turbulent time, there are always opportunities for skilled professionals to make a real impact. Our team of consultants are well-positioned to provide industry expertise and insights. If you would like to find out more about how we can help you, please contact us to start a conversation. 

Preparing for a virtual interview

Preparing for a virtual interview

09 Jan 2021

With the continuing impact of the coronavirus pandemic and social distancing measures, it’s not a surprise that businesses all around the world have turned to remote hiring. We’ve all been forced to embrace new ways of working, which includes a reliance on virtual interviews. In 2020, the Garter HR survey showed that 86% of employers are using virtual interviews to recruit candidates, but we suspect that figure is even higher now.

With COVID-19 impacting almost every sector, there are of course more candidates on the market due to retrenchment, and many of them high calibre candidates at that. But, whilst this is the case, if you’re considering a move there are still rich opportunities for professionals in the oil, gas and energy sector, although it’s true that you’re probably going to need to stand out more than before.  As companies restructure and firm up their plans for 2021, January is a prime time to search as many employers enter a new financial year and are also eager to hire.

With the job market changing significantly as a result of the pandemic, and more businesses finding new ways to hire, it’s not just the hiring interface that has changed. Online tests, for example, have become a common part of virtual hiring. The interview process has become lengthier too, with many candidates having to go through multiple rounds of interviews, and meeting more potential colleagues one to one virtually.

So how do you succeed in with this environmental interface? Here are a few key tips to help you through the process.


Test your technology ahead of time

When it comes to virtual interviews, you need to make sure there are no problems with the technology. This means checking your internet connection, audio and camera quality well ahead of time. If you want to feel extra prepared, why not do a trial run with a friend or family member to help you test the quality of your internet connection? That way, you’ll be able to practise some interview questions while at the same time, check to see if there are any problems with the sound or frame. Once you feel confident about your technology, you’ll naturally feel more at ease when interviewing. It’s important the interviewer sees you as organised and efficient, so doing checks beforehand should be a priority.


Find a quiet space and think about your backdrop!

It’s important to conduct your virtual interview in a quiet space that’s well-lit. Loud noises in the background or distractions from other people will affect your ability to concentrate, and almost certainly give off the wrong impression. Likewise, the background is important and whilst it shows your sincerity to have a “real” backdrop, do think about what might be in the camera shot! Scott Forsyth, Management Systems Lead, recently placed with one of Petroplan’s clients, emphasised the importance of finding a quiet space. He was successful in his virtual interview and had this to say: “It’s important that you remove your phone from the room, don’t answer the door during the interview and remove any children or pets. Windows should be closed too.”

In any interview situation, you must be fully present and show that you’re interested. When there’s frequent interruptions or poor lighting, you’ll be giving off the signal that you’re not prepared. It can be difficult for professionals working from home who have to care for a family, so speak to the interviewer ahead of time, and let them know there could be some disturbances if this is the case (and how you will deal with the disturbances if needs be!) That way, you’ll be showing you’re an organised and conscientious professional.


Research the company

If you want to impress the interviewer, find out as much about the company and those interviewing you as possible. It’s essential that you treat a virtual interview as seriously as an in-person interview, which means doing your thorough research. It’s always obvious to any employer when a candidate hasn’t prepared. Scott mentioned that, “One advantage of a virtual interview is you can have bullet points available, so you’re more comfortable.” There’s always lots of information on a company’s website, social media channels, you can even lookout for any press releases or blog posts. When you’re knowledgeable about the company, you’ll be in a much better position, as you can speak about the research you have found and what appeals to you.


Stay engaged throughout the call

On a virtual interview, you’re going to need to convey engagement as much as possible. Compared to an in-person interview, there are less visual cues, so it can be harder to show interest. That’s why you need to make a conscious effort to ask lots of questions and engage the interviewer in a conversation about something non-work related to build rapport. Scott Forsyth stressed the importance of staying engaged during a virtual interview. He said, “There are not the same body language cues, so you need to be more aware of what’s going on.” It’s clear the best interviews feel natural and more like a meeting, rather than an assessment. Be prepared with some interesting questions and try to avoid asking anything you could easily find out yourself. Remember, you’ll be competing against many other candidates, so make sure you are prepared to engage in a meaningful conversation with the interviewer(s).


Master the final round

When you’re interviewing, it’s more than likely the process will include multiple rounds. Whilst you’ll do this in most of the rounds (unless they are solely technical), in the final stages, do all you can to focus on building rapport with your interviewer(s), (whilst staying focused on concisely answering all that is asked of you), even if it’s not explicitly a cultural fit interview. By this point, the company is already seriously considering you for the role, so take the opportunity to show that you’re a team player, you’re supportive and can fit seamlessly into a new team. The best way to do this is to ask thoughtful questions about the team (and any other key stakeholders you’ll be working with) while emphasising your achievements, and how you build relationships with new people. Much like normal interviews, building a relationship in a virtual interview is crucial, with Scott pointing out that, “There’s not much difference between the two, but it’s all about building rapport.”

Be sure to find out what’s important to them all the way through so that you can mould your answers accordingly.  In addition, be prepared to build your case for future success at the company. Entrepreneur Jason Shen said in a TED conference that, “If you’re a candidate, don’t wait for an employer to ask. Seek out ways to showcase your unique skills and abilities.” It’s important that you think of new ways to stand out in that final round and show why you’re the right person for the role. Setting up a mock video interview can help you feel even more prepared and you’ll be able to take note of how you sound too. And remember, always strike a balance between humility and confidence to build trust with the interviewer.


Let Petroplan help you build your career

There’s no doubt that virtual interviews can be a challenging experience. It can be harder to make a long-lasting impression, but securing your next role doesn’t have to be daunting. At Petroplan, we are here to provide expertise and support, and of course, find the right next step for you. Our network is constantly growing, we care about you, and we provide the best opportunities in the market. If you want help landing your next role, do contact us for more information or view our latest oil and gas jobs.


How to structure your CV to get noticed within oil, gas and energy

29 Sep 2020

As the global oil, gas and energy industry continues to slowly rebound and stabilise, and as borders begin to open, we’re seeing more jobs coming on to the market. And while the industry may be more project- and commercially-driven – than in the past, there remains plenty of lucrative opportunities for skilled energy professionals in all sectors, with businesses still open to upskilling their expertise.

As Deloitte notes, industry challenges in the form of political turbulence, weakening economic growth and trade tensions are continuing to upset the market. Businesses will be paying close attention to these disruptive forces and ensuring they are equipped with the right level of talent to navigate these trying times – and this may mean restructuring and change, which in turn opens the door to opportunity. So how can energy professionals make themselves heard in this noisy marketplace, and what can they do to secure the best role possible, whether it be a technical engineering role within an energy sector or a corporate role?

Here’s how to structure your CV to get noticed.

Lead with your technical skills and experience

Qualifications, hands-on experience and certifications are all still highly desired within oil, gas and energy. Use a technical CV format to highlight these, placing your key skills at the very top of the document. These might include offshore substation experience, field operations experience, project management certifications, recognised engineering qualifications, wind turbine experience, language skills and safety training, but will vary according to your expertise. Recruiters search for keywords that match the industry, so this is a great opportunity to showcase your work experience and ongoing training and development. Meanwhile, for roles in the IT, digital and corporate areas of the energy industry, it’s key to highlight major achievements – ideally with supportive data that demonstrates their impact – and digital and technology skills that employers are increasingly looking for. Professionals should highlight this information in an executive summary before detailing job history.

If you’re applying for a specific role, make sure your skills meet the specific requirements mentioned in the job ad. Then, mention these in your CV and describe how they meet the needs of the role, whether that’s by describing your success in a similar position, referencing your qualification or demonstrating your understanding of how a key piece of technology works. Finally, include the names of projects you’ve worked on where possible. Employers will want to see the types of environments and machinery you’re used to working with (for example, an old rig versus a new rig) and this can help them to determine your level of experience.

Highlight your willingness to travel if required

While mobilisation has been impacted by Covid-19, companies are still looking for candidates who are willing to travel – and can mobilise quickly. As the supply chain repairs and more projects open back up, we can expect to see more contractors and employees resuming travel arrangements in the coming months. Because energy industry jobs can be located in some of the world’s most remote regions, candidates must be willing to travel for the right opportunity, and ideally have prior experience doing so. If you have location-specific qualifications, have the advantage of being a dual passport holder, have visas or other documentation, be sure to specify this on your CV.

Demonstrate your expertise

Whether it’s subsea and marine, subsurface, drilling and well engineering, HSEQ, project management or construction, home in on your specific industry vertical within your CV. While the energy industry has roles for almost every type of candidate, there are always key areas of technical expertise in demand. The energy industry attracts highly skilled, highly technical professionals, whether they are engineers or corporate professionals choosing to work in that industry; either way employers want to see candidates who have experience in and commitment to their specialisms. Meanwhile, corporate professionals should highlight their knowledge of industry-standard systems and trends, whether that’s the latest data security standards for IT and cybersecurity professionals or the most effective lead management software in sales. Be sure to mention specific programmes and software you are familiar with, as consultants will look for these when searching for new talent.

Therefore use your personal summary or introduction section to outline your key experience and what you want to do next, and ideally ensure that this information either aligns, or explains what you’re looking to do and the value you can add to a business. Because many roles require extensive training and qualifications, candidates who can showcase dedication to their niche may seem like a better investment to businesses.

Showcase your technology know-how

Recent reports suggest remote work in the oil and gas industry isn’t as much of a challenge as previously thought. With major companies moving much of their drilling activity into remote work-supported environments, there’s now talk that more work could move from the field to remote operations centres – or even the home – long-term. While the industry hasn’t always been quick to adopt and adapt to technology, there is no shying away from the role automation and robotics will play in the future. And although the rise of the machines may make some jobs obsolete, it will also certainly open up others for those professionals who are prepared to learn new skills and embrace technology. If this is you, highlight your technology skills in your CV and demonstrate your ability to work successfully in different environments.

Don’t exclude soft skills

As hiring activity resumes, we’re seeing companies place more focus on leadership skills, personality and cultural fit than they have in the past. Technical skills are still highly important, but now clients are looking for professionals who can not only do the day job well but are aligned with their organisational goals and culture. If you’re a brilliant communicator, skilled at leading teams, excellent at influencing senior stakeholders or work well in a cross-functional environment, demonstrate these on your CV so consultants can see the full picture of you as a candidate. In addition, we’re seeing foreign languages become increasingly valuable to clients, so list any language skills you have. Finally, consider what skills from previous non-energy roles may be transferrable to the current climate. For example, military experience – particularly in the USA – has a very high standard amongst many clients, and showcases a variety of soft skills that are in high demand.

Find your role in the energy industry with Petroplan

With more than 40 years’ experience in the oil, gas and energy sector, Petroplan is an award-winning global, specialist, talent solutions business that seeks out the best contract and permanent opportunities around the world. We put a strong emphasis on candidate care, which includes offering advice on CV length and structure.

Our deep industry knowledge and long-lasting relationships with clients and candidates within the market mean we’re best placed to help you take your next career step.

View our latest oil and gas jobs or contact us to get started.

A day in the life of a Senior Consultant

A day in the life of a Senior Consultant

11 Aug 2020

Any recruitment professional will tell you that no two days are quite the same, and this is particularly true for those working within the energy industry, which has experienced high levels of turbulence in recent times. This ever-changing landscape and broad scope of the consultant role are just some of the reasons why people love working in recruitment – but as Roxy Hohls tells us, there are plenty of highlights to keep consultants motivated within recruitment.

Roxy is a Senior Consultant at Petroplan. She joined the business in September 2019 after moving from a smaller recruitment firm, and she hasn’t looked back. She spoke to us about what life is like as a Senior Consultant at Petroplan.

What led you into recruitment and what made you join Petroplan?

“I started as an Office Assistant nearly ten years ago, before gaining my CIPD qualification and moving into the world of HR. Working as an HR Manager at a publishing house, I was put in charge of recruitment and that’s where I totally fell in love with the work. After realising that my favourite part of the HR job could be my full-time role, I decided to get into recruitment full-time, working as a consultant in a specialist energy search firm. Three years later I was approached by Petroplan’s Regional Director Jon France, and curiosity got the better of me! After hours of conversation, I accepted the job.”

What do you like about working at Petroplan?

“While I never thought I’d work for such a large organisation, the scale of Petroplan was actually one of the most appealing things about it. There are so many existing relationships with big clients and there are always active roles, something which is not always the case in smaller firms. The work is interesting and varied and I have access to more clients and contacts, with clients using us for multiple roles and functions. I love being busy and having work on, and Petroplan really ticks those boxes.”

What is your favourite thing about working in this industry and as a Senior Consultant?

“First and foremost, the energy industry is extremely friendly, from intern level to CEOs. There’s a lot of integrity and respect in this line of work. I feel like I am more of a ‘Career Consultant’ than a Recruitment Consultant, which is something I love. Clients no longer want to just see a CV – they want to know about the whole person, and I really value getting to bring candidates to life. Technical ability is important, but I’m increasingly matching people to positions according to their personality attributes and desires. There’s a lot of psychology in this type of work and I love finding candidates who are the perfect fit for a company, both in terms of their skill set and their cultural fit.”

What are the challenges and opportunities facing the industry?

“The market is at an interesting stage right now. We’re seeing a lot of exceptional candidates who maybe haven’t been actively seeing new positions in the past few years, which is giving us a really strong talent pool to take to clients. Clients are now starting to hire again after a few months of watching the market, so it’s great to see some green shoots.”

Describe a typical day as a Senior Consultant

“It starts with coffee! I split my day into three parts and adjust according to what’s urgent and important:

Admin: Tidying up CVs, sending shortlists out, responding to emails, updating notes on the system and one of my favourites: interview prep! When we have come this far in the process, I like my candidates to be as prepped as possible so we ace the interview! Candidates: Headhunting for the various roles I have on my desk. Petroplan has hundreds of clients so it’s not unusual for me to have multiple live roles to work on – it’s a matter of prioritising and juggling many balls at once gracefully! Clients: Keeping in touch and keeping them up to date on the hiring trends and job market. I also reach out to new contacts and find out where the jobs are – this market may seem small, but every day I am talking to new clients.” Why should candidates and clients work with Petroplan?

“We care! You are not a number with us – we put the work in and spend time matching candidates to clients based on technical ability and personality fit. We’re a well-known, well-respected agency in the market and we know our industry inside out. Personally, I’ve been in the energy industry through downturns, so I’ve seen the trends and know what to expect. I’ll pay close attention to movements within the industry, looking at companies that receive funding and assets and getting to the bottom of what’s happening and why. It’s such a fascinating industry and I love learning more about it.”

Any top tips for people considering a career in energy recruitment at Petroplan?

“Go for it! Working at a company like Petroplan gives you so many opportunities. As Petroplan is so established, with more than 40 years’ experience, every call you make will be, on some level, ‘warm’. The industry knows us and even if someone hasn’t worked directly with us, the chances are that they’ll know someone who has. We’re highly trusted and generate great results, which makes it such an appealing company to join. And although we’re big, we’ve got a positive culture with many opportunities to progress. You aren’t a small fish in a big pond – we’re all swimming together! For example, I know exactly what I need to do to get a promotion and I feel supported to achieve this. Whether that’s in account management, team management or another move within Petroplan, I’m looking forward to seeing what comes next”.

Interested in working at Petroplan? Find out more about us here or discover more about working at Petroplan.


How to make your LinkedIn profile stand out

15 Jul 2020

The last few years have seen the role of digital networking in the war for the right talent come under increased scrutiny, and this has only intensified during the Covid-19 lockdown. With much of the world’s population confined to their homes during April and May – more than 3.9 billion people, – the internet has played a bigger, and even more crucial, role in our lives than ever. And with the unfortunate economic impact of the pandemic, it’s no wonder that professionals are turning even more to the internet to fuel their job search requirements.

While there are many different digital platforms and networks that can assist people in their search for their next ideal role, there is perhaps none mightier than LinkedIn. Boasting 690 million members across 200 countries and regions, the website is the go-to professional networking platform for hiring managers and recruiters in various industries all over the world.

Why you need a strong digital presence

For companies and search consultants looking to identify the market’s top talent, the internet is a vital tool. These professionals use the internet to do everything from searching talent pools, head hunting and identifying potential candidates to conducting screening assessments and interviews.

LinkedIn is the most-used social media channel by talent acquisition, executive search and hiring professionals. As 84% of recruiters are adapting their hiring processes to facilitate remote exchanges, we’re seeing a rise in the use of the already-popular professional platform to not only seek out jobs and candidates, but also network and create meaningful communities. LinkedIn can be used to build up a personal brand and become known as an industry thought leader, making candidates (both passive and active) much more likely to be sought out by specialist consultants.

According to LinkedIn’s own David Fitzgerald, Talent Solutions EMEA Account Director, digital presence for professionals is now more important than ever:

“Your LinkedIn profile is where you want to promote yourself in a way that makes you an attractive candidate to recruiters and employers. Be your authentic self and, along with your career progression, include elements that make you uniquely you, as these are the things that will really make you stand out,” he says.

In addition to LinkedIn, Twitter and Facebook can both be surprising sources of online professional networks, especially when using industry-specific hashtags or joining community networks. There are also specific online networking groups that provide resources and support, such as the Oil and Gas Council and the Energy Reinvented Community.

Key steps to enhance and optimise your LinkedIn profile

While LinkedIn is constantly updating its algorithm and recruitment professionals use a variety of different techniques to identify talent, there are several things you can do right now to boost the visibility of your profile within LinkedIn, and how appealing it is. The first is simply to keep your profile updated with your employment history – you can minimise the detail of irrelevant jobs or those from many years ago, but they’re still important to list to show potential employers and recruiters the full picture of your career. Then, follow the below tips:

Focus on your headline and job titles

LinkedIn’s search algorithms rank your profile’s headline and recent job title heavily, and search consultants are likely to include specific job titles in their search. This means it’s crucial to focus on these parts of your profile. With 120 characters to use in your headline, use this real estate wisely to communicate what you do, your specialisms and what you want to get from your career.

Use a professional photograph

LinkedIn members with a profile photo have 21 times more views than members who don’t have one. Choose a photo that is professional and reflects who you are. A head and shoulders shot of just you in work-appropriate attire and a neutral background tends to be best. A background photo (which sits at the header of your profile) will also help to gain attention and represent yourself.

Use keywords and industry specific terms

Keywords are not to be confused with buzzwords. The latter are overused to the point where they add no meaning to profiles – for example, ‘specialised’, ‘experienced’, ‘creative’, ‘ambitious’ - while keywords are industry-specific and add SEO value to your profile. Often consultants will enter a search phrase into LinkedIn, looking for specific qualifications, knowledge of systems and procedures or tenure in related companies, so think about the keywords specific to your industry and add these into your profile. These are particularly useful to add to your headline or job title.

Add skills and endorsements

Candidates with verified skills are around 30% more likely to be hired. On LinkedIn, an easy way to corroborate your skills is by seeking endorsements from your connections. Use LinkedIn’s tool to add specific skills to your profile (for example, project management, systems architecture or collaboration) and reach out to connections to ask for endorsements and recommendations. If you list more than five skills on our profile, you’re 27 times more likely to be discovered by consultants in searches.

Be active

In the current employment landscape, simply having a LinkedIn profile is not enough. To really generate interest, you need to use your digital presence to generate discussion and position yourself as an industry participant, if not leader. Proactively look for relevant industry connections, including old colleagues, recruitment consultants and professionals you look up to within your specialism, and ask to add them to your network. Join active groups, such as Oil and Gas Industry People or Engineering People of Oil and Gas, to be connected to likeminded professionals and start sharing relevant updates and discussion. Create status updates to showcase your own thoughts or ask questions of your network, and share news and updates from the industry to provide a snapshot into your professional life.

Let Petroplan help you make your next career step

A well optimised LinkedIn profile can help you stand out to recruitment professionals and hiring managers, but that’s just the first step to securing your next role. For expert assistance within the oil, gas and energy sector, look to Petroplan to help you find your next role. View our latest oil and gas jobs or contact us to see how we can help.

How gender diverse is the oil and gas industry – and how can it improve?

How gender diverse is the oil and gas industry – and how can it improve?

15 Jul 2020

Diversity and inclusion have been on the business agenda for a number of years, yet the energy industry, to date, does not have a strong track record in the area of encouraging and nurturing diverse talent. This is true of cultural, racial and disability diversity, and in particularly gender diversity. There are fewer women in oil and gas jobs than almost any other major industry, accounting for less than one quarter of employees in the sector worldwide – and these figures grow smaller the higher up the business ladder you go.

With the oil, gas and energy sector currently undergoing a period of change and disruption, now seems an opportune moment to examine the industry’s bias and take steps to encourage a more gender diverse workforce.

A state of affairs: Gender diversity in oil and gas

While women make up 22% of employees in the oil and gas industry worldwide, according to Catalyst, this gender diversity increases with seniority. Entry-level positions are comprised of 27% women, 17% are at senior and executive-level positions and just 1% of oil and gas CEOs are women.

The lack of women in technical and field roles is partly to blame for the lack of female representation at the top levels of oil and gas, as these roles are often stepping stones to advancement. Women are more likely to hold positions in support functions such as human resources, information technology and legal, with less representation across manufacturing, engineering and research.

While the lack of women is an industry-wide problem, there are companies taking active steps to improve. Canada’s PrairieSky Royalty Ltd has a management team that is 75% female, including 50% of senior management, while Pink Petro is a community and resource aimed at disrupting the energy industry’ gender gap.

In recent years we’ve seen Vicki Hollup appointed as the first female CEO of a ‘big oil’ firm and Oil and Gas UK launching an oil and gas diversity network. Other forms of diversity are being addressed in Energy UK’s Pride in Energy network, which is a diversity forum for LGBT+ members of the energy industry. However, the latest statistics within the industry – and particularly at the highest level – suggest more clearly needs to be done to encourage diversity within oil and gas.

Why gender diversity matters

Diversity has many business benefits, beyond simply contributing to a fair and equal workplace and society. It’s long been reported that organisations with diverse workforces perform better financially, and a report from the Peterson Institute for International Economics echoes this sentiment, showing that women leaders can add 6% to a business’s bottom line.

McKinsey research shows that companies in the top quartile for executive team gender diversity are 21% more likely to experience above-average profitability than those in the fourth quartile, with a 33% likelihood when executive teams are in the top quartile for ethnic and cultural diversity.

Within oil and gas, 94% of EY’s survey respondents believe that diversity of thought and experience are key to navigating the industry’s high levels of disruption, with the vast majority saying that diversity contributes to both financial and nonfinancial business performance. Yet the oil and gas industry has long struggled to attract, retain and promote women.

Industry job cuts and retirements that have plagued the industry over the past years – not to mention the unprecedented industry shutdown through coronavirus – means the market will likely see a shortage of petrotechnical professionals when oil production is reprioritised and exploration and production investments rebound. This talent gap presents a clear opportunity to attract more diverse teams, ushering in new skillsets to accommodate digital change and provide more innovative, creative thinking.

Encouraging gender diversity within oil and gas

It's clear the oil, gas and energy sector still has some way to go before truly being diverse, particularly when it comes to attracting and promoting women. However, there are clear steps companies can take to play their part in creating a more inclusive future.

Oil and gas companies can work to demonstrate the career opportunities and development potential available to women. If such progression is difficult to identify and express, this presents another challenge: examining why women are not advancing within organisations and putting procedures in place to help improve these outcomes.

Many oil and gas organisations have implemented diversity goals on their recruitment teams, as well as creating internal communities of support. The likes of BP, Shell, Spirit Energy, Expro and Worley have signed the AXIS Pledge, which asks companies working in Aberdeen’s energy sector to understand the underlying reasons behind their gender gap and take positive actions to close it.

Companies can also take a proactive approach to future-proof their talent pipeline by investing in science, technology, engineering and mathematics programmes for young people, and particularly for girls. Apprenticeships, mentoring and training programmes can be created to encourage more women to enter and progress oil and gas careers, while managers must provide high-performing women with the experiences required to develop their careers.

Above all, a complete culture shift is required to address the lack of diversity within oil, gas and energy and encourage more women to build their careers in this sector.

Stay up to date with Petroplan

The oil and gas sector faces considerable challenges in the near future, including an ageing workforce, demand for technological skills and uncertainty about the post-Covid-19 landscape. By not encouraging more women into the sector, companies risk missing out on the innovation, insight and profit that diverse teams can generate, and may fail to capitalise on opportunities for growth in the future.

At Petroplan, we understand how important gender diversity is to achieve not only a more balanced workforce, but also better business results. We’re led by a predominantly female Board of Directors, with a female CEO, providing strong leadership and a client-led management structure. This allows us to ensure clients receive unrivalled service levels and quality candidates to meet their specific needs.

We have a strong focus on industry news and developments. With deep experience in our sectors and strong relationships with candidates and clients alike, we make it our business to know what’s going on in oil and gas. Whether it’s diversity, future planning or crisis coordination, we are always happy to talk about the industry issues affecting you. Contact us to start a conversation.


Petroplan Honoured as Top Supplier by KellyOCG® for Superior Workforce Solutions

10 Jul 2020

LONDON, 10 July 2020 – Petroplan will be recognised by KellyOCG®, the outsourcing and consulting group of Kelly, with a Supplier Excellence Award during an upcoming virtual event in July. The award is presented to top-performing national and global suppliers that provide superior workforce solutions, and whose service, results and strategic partnerships have made a significant impact on KellyOCG's business. Award winners represent less than 1% of KellyOCG’s total active supply chain.

“We are honoured to present Petroplan with this award for their outstanding efforts to provide exceptional talent solutions. The partnership we enjoy with our suppliers is pivotal to supporting our global customers as we work together in designing what’s next for their talent needs,” said Pam Sands, Global Lead – Supplier Strategy and Engagement, Professional Services Organisation for KellyOCG.

This year, Kelly will recognise 25 of its top suppliers from the EMEA, AMER, and APAC regions. Six of the award recipients are diverse suppliers.

Suppliers were evaluated on the following criteria

Performance from scorecard results within KellyOCG managed programs Compliance with legal and program-specific requirements Engagement with KellyOCG stakeholders’ and partnership approach.

Jeff Weihrauch, VP Client Development for Petroplan added: “Petroplan is proud to have worked with KellyOCG for over a decade now. Our partnership spans across multiple continents and client accounts. The operations we support together for our shared clients cover all sectors of the oil and gas industry, being upstream, midstream, and downstream. Aside from the value Petroplan offers with providing market intelligence, industry/staffing trends, compensation surveys, etc., it is the relationship developed with KellyOCG at the senior leadership and program levels which is most important and shows true reciprocity between our respected companies.”

Philippa Barnes, CEO added; “It is with immense pride that we accept this award. This recognition means a great deal to all of us at Petroplan; we always strive to provide exceptional service to our clients and build partnerships with companies aspiring to the same high standards. It is a credit to Petroplan’s expert team that we continue to contribute so positively to global energy talent acquisition and workforce solutions. On behalf of all of us at Petroplan, I am delighted to accept this award with the promise to continue to provide our absolute best to our clients, contractors and candidates.”

About Petroplan

Petroplan is the trusted global recruitment solutions partner for clients and professionals in the oil, gas and energy sector. Our mission is to explore with you, seeking optimum talent solutions for our clients and the very best opportunities for our candidates.

Bringing over 40 years' experience, providing experts and professionals into roles across the energy sector from Engineering, Exploration and Production, O&M projects to Corporate & Commercial. Specialist industry & technical knowledge makes our team true experts.

1000s of placements in more than 40 countries for over 180 clients across 65 disciplines

Led today by a predominantly female Board of Directors who provide strong leadership and demand consistency of service to ensure clients receive unrivalled service levels and quality candidates to meet their specific needs. This leadership ethos is underpinned by a positive and client led management structure. Visit or connect with us on LinkedIn to learn more.

About KellyOCG

KellyOCG® is a leading global advisor of talent supply chain strategies and workforce solutions, and we’re dedicated to helping clients ditch the script on old ways of thinking about their workforce strategy. We anticipate what’s next in the future of work and apply market insights, data analytics, and supply chain management principles to design customised solutions where businesses and talent thrive. Our commitment to challenging the status quo positions us as a trusted strategic partner for our global client portfolio, which spans leading industries across North America, APAC and EMEA. Visit or connect with us on LinkedIn to learn more.

What’s happening in the Canadian midstream market?

What’s happening in the Canadian midstream market?

12 Jun 2020

Canada’s midstream oil and gas market has outperformed its peers in recent years, with Canadian C-corps beating the US market by 14% to April 7 to represent the largest portion of the North American energy infrastructure by market cap. Canada has the third-largest oil reserves in the world, with enormous long-term potential – yet ongoing challenges continue to disrupt activity in this space.

Access to tide water creates challenges

One of the primary issues with oil and gas extraction in the Canadian sedimentary basin is tidewater access. This is essential to be able to ship oil to refineries and overseas markets, yet Canada has struggled to achieve tidewater access due to its geographic makeup and political and environmental resistance. Despite being one of the world’s major producers of crude oil, Canada has just one main export market: The United States. A lack of pipeline access and increased production in both the US and Canada has led to Western Canadian crude oil being sold at a discount, which has emphasised the need for Canada to access new overseas markets with more demand for their oil. Much of Canada’s oil production is landlocked in Saskatchewan and Alberta, and a pipeline to tidewater would open up potential new markets for Canadian oil to command a better price than what it’s currently receiving in the US. Currently, pipelines out of Saskatchewan are full which means there is no access to tidewater, and the price differential between US oil and Canada oil can be significant, which combined create a significant challenge for local midstream companies to realise full market value for their product.

Four major projects generate more capacity

Canada currently has several major pipeline projects in process: Keystone XL, which is set to carry 830,000 barrels of crude oil a day from Alberta to Gulf Coast refineries in the US, Trans Mountain, which will see a capacity increase from 300,000 barrels per day to 890,000 barrels, and Line 3 Replacement, which will double capacity to 760,000 barrels per day. These projects represent around 1.8 million barrels of new capacity coming online over the next two to three years, resulting in significant financial benefits for local areas and Canada as a whole. In addition, there’s Shell’s LNG Canada project, which has the potential to produce 14 million tonnes of LNG each year. The joint venture has support from First Nations, all levels of government, business and the community, will allow Canada to ship to Asian markets and put Canada on the global map of LNG exporting countries.

Protests and politics halt progress

New pipelines have not been received positively by everyone in Canada and further afield.

The Trans Mountain pipeline has recently been in the news thanks to Alberta Energy Minister Sonya Savage. Ms Savage says the current ban on large public protests means that now is a good time to build new pipelines, after indigenous groups and environmentalists have heavily opposed the oil pipeline expansion, due to begin construction in December.

Despite Prime Minister Justin Trudeau declaring the project to be in the national economic interest, there have been many regulatory and economic hurdles that have halted progress. The British Columbia government, environmental campaigners and some First Nations have voiced opposition to the pipeline upgrade, while supporters maintain that it’s an essential boost to Canada’s energy sector and economy for years to come. The Canadian government has proven its support for new pipeline capacity by buying the Trans Mountain project from Kinder Morgan to ensure the project could survive.

Already the third-largest proven oil reserve in the world, Canada has the potential to have even larger oil reserves as technology evolves. In the oil sands, ultimate potential reserves are estimated to be more than 300 billion barrels. Meanwhile, the nation’s natural gas potential is estimated to be around 1,220 trillion cubic feet, with extraction seeming to be only a matter of time in terms of when technologies will be able to access untapped supply.

Despite this huge potential, there continue to be problems getting product to market, with strong political will creating regulatory issues for the industry. Take Quebec’s opposition to pipelines that resulted in the collapse of the Energy East project – despite the province being a major consumer of oil, thanks largely to its penchant for SUVs.

Until there is a replacement for oil and gas, Canada needs both

While renewable sources of energy continue to gain momentum, a clear successor to oil and gas has not yet emerged. Western society is built on energy, people continue to consume oil and gas and the economic benefits of such pipeline projects are enormous. On top of this, Canada ranks highly for corporate governance, corruption, transparency and environmental stringency compared to its oil-producing peers, with many in the local industry committed to cleaner, more environmentally friendly processes. The political will to push projects through to completion has been lacking recently, but if the three current major projects are seen through, we can expect to see a buoyant midstream market in the country in the coming years. More capacity would see oil and gas companies restart retired projects that were stymied due to tidewater access, with considerable creation of oil and gas jobs.

Covid-19 creates additional hurdles – and opportunities

In addition to politics and protects, the Canadian midstream market is also being impacted by the Covid-19 pandemic. Some project work has halted, mobilisation has been extremely challenging and now there are challenges surrounding returning to project sites. Despite this, Canada’s proactive energy industry continues to fight. Organisations are planning their return to work, with precautions such as visitation restrictions, quarantine and site screening introduced at sites across the country, as well as robust work from home policies. There has also been suggestion that project approvals will accelerate in Alberta on the back of legislation announced this month to encourage a post-Covid-19 industry revival.

Despite these positive steps, there remains a strong sentiment of frustration among Western Canada’s oil and gas industry. The federal government’s April announcement of a $1.7 coronavirus relief package to oil and gas has been met with anger by many in the industry which has a long history of significant contribution to the national economy. Canada’s oil patch representatives say pandemic loan programmes do not go far enough to help, and have specific requirements such as restricting executive compensation, prohibiting dividends, agreeing to have a government representative on their board and demonstrating contributions towards Canada’s net-zero emissions goal. Loans are offered with extremely high interest rates making them prohibitive for many in an industry which provides billions of dollars in tax revenues. Within our networks, the message we’re hearing time and again is that more should be done to support oil and gas, one of Canada’s major economic forces and providers of jobs. The industry provided $108 billion to Canada’s GDP in 2018 alone, supporting almost 530,000 jobs, and has the potential to grow even bigger and stronger – if the political will is there.

Stay updated and informed with Petroplan

With more than 40 years’ experience providing resourcing solutions to the global energy market, we make it our business to remain up to date on the latest industry news across the energy industry. Our ongoing conversations with candidates, clients, suppliers and providers in Canada and further afield mean we are ideally positioned to provide industry insights and advice to help guide your next move. Contact us to start a conversation or reach out directly to Andrew Beveridge, Petroplan’s Canada, Regional Manager, for more information.