Petroplan Insights

A recent graduate working on an oil rig.

The graduate's guide to starting a career in the energy sector

14 Oct 2022

The energy sector has long been a leader in graduate employment. As the transition to renewable energy gathers pace, energy companies, now more than ever, are looking to young talent to spearhead the shift to a more sustainable future. 

Global energy investment is set to increase a further 8% in 2022, with the long-term picture of an industry characterised by consistent growth. This makes the energy sector one of the most exciting and attractive industries for graduates at the start of their career. 

Below, we’ve gathered some tips and insights from our specialist consultants for graduates interested in a career in the energy industry. But before we get into that, here’s a brief overview of the global energy sector in 2022. 

The energy sector: an overview for graduates

The global energy industry is at a point of profound change. Historically, the oil & gas sector has been the industry’s biggest employer, with a wide range of roles available to graduates including engineers, technicians and surveyors. 

The transition to clean energy is set to create millions of new jobs in renewable energy. According to a study published in One Earth, the total number of energy jobs will rise from 18 million in 2021 to 26 million in 2050, with as many as 84% of these to be made up by renewable energy jobs. 

Beyond these sectors, graduates could also consider a career in the technology and commercial sectors. Many energy jobs, especially those in natural resources and renewable energy technology, are technically complex and require postgraduate qualifications. 

As a consequence of the likely high demand for talent, graduate energy jobs tend to offer some of the highest starting salaries of any industry. According to a study from the Institute of Student Employers, the average starting salary in the UK’s energy industry is £28,000 – the fifth highest of any industry. 

Lucrative starting salaries and a rising demand for young talent to lead the development of renewable energy technology make a career in the energy industry an incredibly exciting prospect for graduates. 

Finding the right role

As a graduate, the first step is to consider which energy sector jobs appeal to your skills and interests, whether it's a job in the renewable energy sector or a business development role based in an office. In many cases, your degree will steer you towards a particular pathway. 

At such an early stage, however, your career is not set in stone; many employers will encourage you to develop skills in other areas, so don’t be afraid to apply to energy sector jobs that may not be perfectly aligned with your degree. You can get an idea of the roles available on our jobs page. 

Many energy companies have employment initiatives in place, such as industry placements and graduate schemes, to support the transition of graduates into the workplace. These are well worth exploring in greater detail once you’ve found a job role that interests you. 

Building your skills and experience 

When you’ve determined the role that's right for you, you can begin working towards it by building your relevant skills and experience. This could be through a paid role, work placement, training programme, further education or even industry events and conferences. 

A combination of soft and hard skills is key to a successful energy career. Along with technical skills specific to the job role, the top five soft skills to focus on, according to a study from think tank Rank, are active listening, critical thinking, speaking, reading comprehension and monitoring. 

Another thing that cannot be understated is the importance of networking. In the energy industry, personal connections often lead to employment. By registering with a trusted talent partner like Petroplan, candidates can also access a range of exclusive career opportunities. 

Putting together a winning application 

With enough knowledge under your belt, you can start applying for jobs. As a graduate, look for entry-level energy jobs or graduate energy jobs that closely align with your skillset. A permanent role is likely to provide a greater sense of structure compared to contract work, which is especially important in a first job. 

For every application you submit, make sure to personalise your CV and cover letter to the specific requirements of the role. We go into greater detail about how best to structure your CV and provide CV formatting tips elsewhere on the blog. 

Before an interview, do your research on the employer and be prepared to discuss both your technical capabilities and cultural competence. Preparing for a virtual interview requires a slightly different approach – test your technology before the call and make sure to stay visibly engaged throughout. 

Once you’ve secured your first role, commit yourself to continued training and development. Many employers will offer the chance to reskill or upskill, especially as businesses pivot increasingly to renewables. Making using of these opportunities can only enhance your employability. 

Champions of young talent

Petroplan has been helping graduates kickstart their career in the energy sector for more than 45 years. We recruit for a wide range of entry-level energy jobs and graduate energy jobs around the world, and our experienced consultants know exactly what it takes to secure that first role in the industry. 

Register with Petroplan today for instant access to a wide range of exclusive jobs in renewable energy, natural resources and infrastructure as well as expert advice from the industry’s best recruiters. 

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Green hydrogen could be key in helping the world achieve carbon neutrality.

How green hydrogen can help in meeting net-zero targets by 2050

27 Sep 2022

Climate change continues to be a major challenge for governments, businesses and the general public. In order to reduce the carbon footprint and achieve net-zero carbon emissions, it’s imperative to develop clean forms of energy as an alternate to fossil fuels.  

However, this challenge is threatened by financial considerations as the world faces the threat of inflation pressures, including interest rate rises, and energy supply and pricing are threatened by geo-political forces, especially in Europe. 

So far, most governments have focused their resources on solar and wind – two forms of renewable energy that are, by nature, intermittent. While the development of these energy sources signals a big step in the right direction, they alone will be unable to meet net-zero targets and continue to be challenged by storage issues. 

One form of clean energy that could prove to have a similar impact to solar and wind is green hydrogen. Investment into this renewable resource is on the increase, and creating the financial platform on which green hydrogen could fulfil its potential and lead the charge toward carbon neutrality. 

What is green hydrogen?

Hydrogen is an important energy carrier used to store and transport energy. Currently, over 95% of hydrogen production is fossil-fuel based. The remaining minority, derived from low-carbon or carbon-free renewable energy sources, can be considered ‘green hydrogen’. 

Water electrolysis is the key process that underpins green hydrogen production. This technique uses a carbon-free electric current, powered by renewable energy sources such as solar, wind and hydro, to split water (H₂O) into hydrogen (H₂) and oxygen (O). 

While green H2 has been discussed as a potential source of renewable energy for some time, only recently has it finally found use in industry. The future for green hydrogen is bright, with the energy source expected to account for up to 12% of global energy usage by 2050. 

How can green hydrogen help in the fight against climate change?

Much of the excitement about green hydrogen stems from its potential to bring several “harder-to-abate" sectors – those that are most difficult to decarbonise – closer to net-zero emissions. Chief among these sectors are energy, steelmaking, chemicals and transport. 

Green hydrogen can help cut emissions in the energy sector

The energy sector is the biggest contributor of any industry to climate change, responsible for around 40% of global carbon emissions. Hydrogen is used in the energy sector as an energy carrier in fuel cells, facilitating the storage and transportation of energy across the supply chain. 

Currently, most energy carriers are derived from fossil fuels such as oil and natural gas. Renewable energy sources such as solar and wind continue to be frustrated by lack of efficient storage facilities. 

Green hydrogen, as a low-carbon alternative, has the potential to sustainably store and supply energy in the steps between production and end-use consumption. Green energy generated using renewable sources is an efficient way to create and store low carbon energy. 

Green hydrogen can sustainably power the steelmaking industry

Many of the most influential manufacturing industries are reliant on the use of fossil fuels such as coal and natural gas as part of the production process. One such industry is steelmaking, which was responsible for 8% of all global greenhouse gas emissions in 2018. 

The goal with the steel industry is to replace the oil, coal and natural gas used to heat and reduce iron oxide with green H2. Industry leaders have already begun investing in new on-site electrolysis plants and green steel plants that could almost entirely decarbonise the steel production process. 

Green hydrogen can decarbonise the chemicals industry

Hydrogen is already used widely in the chemicals industry. It’s a fundamental building block in the production of molecules like ammonia and methanol which, in turn, are used to make chemical products such as fertilisers and pharmaceuticals. 

Currently, the chemical industry is heavily reliant on the use of grey hydrogen (hydrogen derived from fossil fuels). It’s expected that these high-carbon forms of hydrogen will be phased out from the chemical manufacturing process once green hydrogen production begins on a mass scale. 

Green hydrogen can transform the transport sector

One sector in which green hydrogen has already broken ground is transport, with several established car manufacturers now mass-producing fuel cell electric vehicles (FCEVs) for the market. Rather than run off petroleum or even a rechargeable battery, these vehicles use a hydrogen-powered fuel cell. 

The aim is to develop this technology so that hydrogen fuel cells can be used not only in cars but also in planes, trains, lorries, buses and even ships. Green hydrogen can also be used to create green ammonia, a next-generation clean combustion fuel for power plants and the shipping industry. 

Building a more sustainable future with green hydrogen

With the energy transition gaining momentum, green H2 looks set to play a big part in decarbonising some of the planet’s most heavily polluting industries. The opportunities presented by this renewable resource are vast, with the number of green hydrogen jobs worldwide likely to surpass 5 million by 2050. 

Petroplan has a rich history in delivering renewable energy projects and stands ready to support both clients and candidates as investment in green hydrogen increases. Get in touch today to find out how you can benefit from the industry’s best talent and workforce solutions. 

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Petroplan champions youth energy talent

16 Aug 2022

Championing youth talent in the energy sector is a continued priority at Petroplan. The industry is full of highly skilled candidates and nurturing young talent is vital to ensure the energy sector continues to thrive.

David Jerrett, our newly appointed Client Development Manager in Canada, recently visited The Faculty of Engineering and Applied Science at Memorial University for an Industry Engagement Day.

Attended by funding agency representatives, federal and provincial government officials and technical experts, the event aimed to advance industry innovation in Newfoundland and Labrador (NL). The agenda for the event aligned with our business ambitions following our recent expansion in the province.

David said: “It was a fantastic opportunity to share our expertise in the resource-rich and fast-growing Canadian energy market and meet the next generation of energy talent.”

At Petroplan, we are keen supporters of progressive industry research and the transformation of NL into an energy innovation hub.

With a predicted compound annual growth rate of 9% between 2022 and 2027, Canada’s rapidly developing renewables sector is set to spearhead the country’s push toward carbon neutrality. Petroplan will support employers and candidates through the transition as the demand for green talent increases.

David continued: “At the event, we shared our views with experts and students, focusing on the technical talent shortage in Canada and globally. We explored how energy companies, EPCs and R&D companies can work with Memorial University to develop skills in the areas of highest demand.”

At the event, David led a breakout session with members of the National Research Council and Memorial University of Newfoundland’s Faculty of Engineering and Applied Science as well as industry experts from ExxonMobil, Aker and Hatch. 

He added: “Drawing on previous project experience with ExxonMobil, we explained how large global energy companies can support local engineering firms by partnering with international industry specialists and working with the University to research and develop new technology.

“It is my goal to promote industry collaboration and further renewable energy expertise in Canada and internationally. I believe this is the best path to alleviate the technical talent shortage and move forward towards a more environmentally friendly energy industry.”

A record number of job vacancies in Canada’s energy sector in the first quarter of 2022 sheds light on the current shortage of talent in the country. With such a scarcity of labour, employers struggle to fill their positions and push on with projects.

David said: “The session generated ideas for research projects to improve skills and technology for wind energy, hydrogen production and energy distribution in Newfoundland and Labrador.

“I’d like to share our huge thanks to Memorial University for inviting us to be a part of this engagement day to champion youth energy talent.”

We are currently scaling our Canadian operations to support employers through the energy transition. For more information about the event, please click here.

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The benefits of recruitment process outsourcing in the energy industry

05 Aug 2022

Effective recruitment is the foundation of any successful business. But in the energy sector, where employers manage a mix of permanent staff and temporary contractors, the challenge of recruitment becomes even more complex.

The ongoing labour shortage in the industry further complicates matters for hiring managers, who are now faced with a reduced talent pool to pick from. In such a competitive market, only the most meticulous recruitment strategy will attract the best talent.

How recruitment agencies can support energy employers

Outsourcing recruitment to a specialist agency is a worthwhile option for employers without the necessary resources or expertise to find the best talent. Recruitment agencies pick up the heavy lifting of selecting and onboarding candidates who slot seamlessly into the business from day one.

As energy companies reshuffle their staff ahead of the energy transition, the task of finding the right fit becomes even more challenging. Here are five reasons why recruitment agencies are best placed to take on this challenge and lead the hiring process for employers in the energy sector.

Larger talent pool

Unlike most in-house recruitment strategies, working with an energy recruitment agency allows employers to target passive job candidates. Passive candidates – workers who aren't actively job searching – make up around 70% of the workforce and are often the most talented.

Casting a wider net inevitably yields better results when recruiting for roles in the oil and gas or renewable energy sector. A larger candidate pool also allows for more inclusive recruitment, with the removal of bias and use of diverse interview panels a key focus of recruitment agencies.

Improved quality of hire

By outsourcing recruitment, employers hand over the task of talent acquisition to highly trained industry professionals. Experienced recruiters know exactly what to look for in terms of technical and cultural fit and draw on the latest methods to ensure the right match is made.

Identifying the best talent is only one side of the coin. In the energy sector, where skilled workers find themselves in especially high demand, leading recruitment agencies will be able to convey employer branding in a way that sells the job to candidates in high demand.

Highly specialised recruitment

Global fossil fuel demand is projected to peak by 2025. As we see oil and gas recruitment starting to contract and the focus shifting to renewable energy and other specialised fields like digital transformation, employers will need to target specific skillsets that are currently in short supply.

In specialised markets, recruiters must have industry-specific knowledge and understand the precise demands of the positions for which they are hiring. Petroplan’s recruitment team is divided into five sectors, with each consultant a subject matter specialist in their respective field.

Reduced time-to-hire

With the help of an energy recruitment agency, employers in the industry can streamline their recruitment process and improve time-to-hire. Recruiters undertake all talent sourcing, presenting only the best candidates to hiring managers for consideration.

Advanced recruitment technologies such as applicant tracking and psychometric testing, which may not be available to employers internally, can accelerate the process. Systems are put in place to guard against delays and fast-track candidates who show the most promise.

Workforce management

The best recruitment agencies work with partners beyond the point of employment to ensure compliance is met and new hires are ready to carry out their duties. Workforce management services offered by Petroplan include onboarding, payroll and HSE.

These services are especially important with contract hire, where the tie between employer and employee is more tenuous. As a second point of contact for employees, recruitment agencies play their own part in the onboarding process, helping new hires hit the ground running.

The energy sector’s leading talent solutions provider

Petroplan has served the energy industry with strategic talent solutions for over 45 years. In that time, we’ve built a global community of engaged candidates and contractors with skills spread across all types of energy disciplines.

As Champions of Talent, we provide industry-leading permanent hire and contract hire services to our clients. If your company is recruiting, whether for roles in oil and gas or the renewable energy sector, we can connect you with the right candidates.

Contact us today.

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Powering up: how the workforce can prepare for the energy transition

20 Jul 2022

The global energy industry is at a point of profound change. As governments and corporations around the world up their commitments to carbon neutrality, renewable energy sources are set to make up 50% of the global energy mix by 2050 – a considerable increase from 29% in 2020. 

With investment in renewable energy sources increasing, and fossil fuels being gradually phased out from the global energy supply, the workforce will have to reskill to fit the changing demands and challenges of a low-carbon energy industry. 

For companies and staff looking to get ahead of the curve, this process has already begun. Those who adapt now will be best placed to make the most of the opportunities presented by green energy. 

How will the energy transition change the workforce?

The International Energy Agency (IEA) estimates that more than 30 million new jobs could be created in green energy by 2030. Oil and gas jobs, on the other hand, are likely to fall as production and profits in the sector contract. In the UK, for example, the number of offshore renewable energy jobs are poised to overtake those in oil and gas by the end of the decade. 

Many these new roles will be filled by skilled hands already working in the energy sector, who possess transferable skills applicable to jobs in renewable energy. A recent study from the Robert Gordon University found that over 90% of the UK’s oil and gas workforce have medium to high skills transferability, and are therefore well positioned to make the switch to green energy.  

We expect similar trends globally. Many of the skills developed in oil and gas jobs – such as project management, test and assembly, health and safety, servicing and maintenance and mechanical engineering – are readily applicable to green energy. 

How can companies prepare their workforce for the energy transition?

As the energy industry evolves, so too should the talent acquisition and workforce management strategies of companies that operate within it. The first step for employers is to centralise planning, bringing together people from operations, human resources, finance, and innovation to discuss changes that can be implemented at a top-down level. 

Planning should focus on the current and future needs of your workforce as the industry shifts to renewable energy sources. By clarifying the position of your company over the medium and long term, you can begin to identify skills gaps to fix going forward, either externally with new hires or internally through upskilling. 

Upskilling vs. recruiting

Companies that upskill their staff benefit from improved employee retention and a more adaptable workforce. According to Brunel’s 2021 Energy Outlook, upskilling is the most popular approach for tackling the renewable energy skills gap, with 64.7% of companies in the energy industry choosing to train and develop their existing workforce in preparation for the energy transition. 

While the provision of training and development can be costly, so too is recruitment, which should be reserved for specialist jobs in renewable energy. Generally, a balance of upskilling and targeted recruitment, along with the creation of a working culture centred on continuous development, is the best way for companies to prepare for the energy transition. 

How can candidates prepare for the energy transition?

Like their employers, workers should also be mindful of change in the energy industry. The trick for candidates is to learn the jobs market and identify opportunity areas, particularly those that overlap with any previous work experience in the energy industry or elsewhere. 

Looking to the future, the International Renewable Energy Agency (IRENA) expects solar to make up the largest share of renewable energy jobs in 2050 with 19.9 million jobs, followed by bioenergy (13.7 million), wind (5.5 million) and hydropower (3.7 million). 

With a career pathway mapped out, candidates can undertake the appropriate training for the role they have in mind. In some cases, particular qualifications may be required for technically complex renewable energy jobs.  

There is a range of development opportunities available to candidates through private companies, government bodies and training providers. Organisations such as Iron and Earth, for example, are helping oil and gas workers transition to fast-growing fields like solar energy. 

Laying the foundations of a green future

Petroplan works with clients, candidates and contractors from across the energy industry to ensure the right people are in place to support a smooth transition to renewable energy sources. 

Whether you’re an employer seeking to scale your renewable operations or an oil and gas worker looking to switch careers, our team of experienced consultants will help you get set for a green future. 

To find out how we can support you through the energy transition, contact us today. 

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Oil sands in Alberta Canada

Alberta oil sands case study: global demand for oil and gas increases demand for skilled workforce

05 Jul 2022

Alberta’s oil sands in Canada are the fourth-largest oil reserves in the world after Iran, Saudia Arabia, and Venezuela. These reserves are equivalent to around 165.4 billion barrels of oil. Canada is a big player in the global energy sector, and their reserves show how critical it is to their economy. It is predicted that in 2022 oil and gas extraction and infrastructure could account for nearly 10% of Canadian GDP. In terms of employment the energy sector employs 178,500 Canadians, a significant proportion of the population.  

Alberta oil sands growth  

The global demand for energy, in particular oil, shows no signs of slowing down and - despite a continued focus on renewable energy sources - Canada’s Alberta oil sands achieved a record year growth-wise in 2021 for crude oil production.  

With oil and gas expected to be a key transitional energy source that plays a part in net carbon zero targets, Canadian oil sands producers forecast that we could be on track for another record-breaking year in terms of oil production and output.  

Oil and gas jobs in Canada  

Influential voices in the Canadian energy sector are saying that there is currently not enough skilled labour to meet the demand for oil and gas jobs in Alberta which could hinder real growth.  

One of these voices is the CEO of the Canadian Association of Energy Contractors, Mark Scholz. He states that "if Canada is not able to recruit and be able to build the expertise needed to grow our industry, we're not going to be able to, not only supply our domestic market with responsible energy products, but we're also not going to be able to support the growing energy demands and energy security issues that many of our key allies are looking for." 

Scholz believes the oil and gas job market in Alberta took a steep downturn during the 2014 recession when the price of oil plummeted, further supressed by the Covid-19 pandemic in 2020. With oil prices now being close to pre-pandemic levels, producers are expecting their productivity to face a similar increase with Alberta in particular expected to be heading for a ‘boom’. 

With increased demand and a boom in Canadian production, how are companies making oil field jobs more attractive? Scholz has heard that along with other sectors, people working within the energy sector want greater flexibility in their working life.  

His statement shows the extent of socioeconomic change in recent years: "We always found that the workforce was very interested in putting as many hours in as they could. Not so much today — we're seeing that the demographics are changing and there is an element of work-life balance that is very important to this new generation that's coming up and companies are responding to that."  

One such company is Chissell, who are a family-led company who cannot afford large bonuses some larger corporations offer but are instead offering flexible hours for their oil and gas jobs in Alberta. 

Helping you find the right role for you 

At Petroplan, we champion 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 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. 

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How technology will allow the oil and gas industry to thrive in a world moving towards net zero

30 May 2022

Like many other industries, the oil and gas sector is looking to adopt digital technology to help improve efficiency and productivity, especially as digitisation is a key development that will contribute to the world moving towards net zero. In the UK,  it is believed that in meeting net zero by 2050, the country may still use a quarter of the gas that it uses now, so utilising digital technology and ensuring optimal production efficiency remains highly relevant.

At the same time, innovation, and the development of digital technologies during the transition period between changing energy production methods will be crucial in advancing low carbon solutions. Therefore, not only will the implementation of digital technology in the oil and gas industry strengthen the core business, but it could also help to develop sustainable energy production methods and support the push towards net zero. 

Increasing safety and efficiency with innovative technology 

A key reason for firms wanting to increase their efficiency, is to solidify their levels of stability in an unpredictable market. In fact, so many businesses are investing in oil and gas automation technology that Frost & Sullivan forecast the market to be worth $24.6 billion by 2025, with a compound annual growth rate of 7.5%. This includes the implementation of big data analytics, which has played a large role in driving industry growth in recent times. 

New technology has allowed the oil and gas industry to become more data-driven and streamlined. Big data can help oil and gas companies gather real-time information, which can then be used to grasp new opportunities and ensure accuracy when searching for new hydrocarbon deposits. It can also be used to optimise exploration, drilling, and production by forecasting potential equipment failures and breakdowns – which will improve overall efficiency of whole projects. 

With the oil and gas industry featuring large, complex, and often dangerous operations, having the technology to navigate volatile working environments is key, especially in downstream projects. Some oil and gas facilities are in confined or hard-to-reach spaces, so robotic inspection devices minimise the risk to personnel. 

Robotic devices are proven to be effective in isolated areas, as well. In 2020, TotalEnergies deployed a surveillance robot at its gas plant in the Shetland Islands to accurately assess their robustness, endurance, and reliability in a difficult operating environment. These robots would “undertake rounds autonomously, detect anomalies, alert operators, monitor process parameters and generate 3D maps”. 

For dangerous jobs relating to midstream processes and gas leaks, future technologies such as drones are also being developed for surveillance and detection purposes, to both minimise human interaction with dangerous substances and help mitigate emissions. 

High profile collaborations 

Cross-industry collaborations between oil and gas and digital solutions companies is more prevalent than ever, with oil and gas companies investing more in key growth technologies such as cloud and AI. The Internet of Things (IoT) vendors are now competing for top oil and gas contracts by offering end-to-end solutions. For oil and gas businesses, a collaborative approach with external suppliers is seen as a more effective solution than in house development of advanced analytics and Artificial Intelligence (AI). 

Several high-profile partnerships have been made in the last couple of years, including Total Oil and Google Cloud, BP, and Azure, and Seeq and Saudi Aramco. A partnership between Malaysia’s Petronas and Waygate Technologies Robotics (WTR) has produced a robotic inspection device for the oil and gas industry that could be commercialised, and the technology in this project features a cleaning tool and additional ultrasonic and eddy inspection capabilities. 

How can Petroplan help you get involved with the digital transformation of the oil and gas industry? 

We are the champions of talent, and constantly stay up to date with the latest trends and changes in the oil and gas industry, and in this case, how digital technology is affecting the market. We have over 40 years’ experience in recruiting the best professionals into the energy sector, and we would have never achieved this without our agile approach and constantly adapting to change.  

With the oil and gas industry changing, and digital transformation driving the emergence of new roles and specialisms, we are on hand to find opportunities for skilled professionals who can make a real impact. Find out more about us and, if you’re interested in learning more about digital transformations in the industry, please contact us to find out how we can help you. 

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Energising recruitment: a post-covid outlook

19 May 2022

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.

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Image of a UK oil rig

Challenges facing the expansion of the energy sector in the UK

05 Apr 2022

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.

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