North Sea Decommissioning Talent for Oil and Gas Projects

August 30, 2017
North Sea Decommissioning Talent for Oil and Gas Projects

The North Sea Decommissioning Talent is a priority

Petroplan will be exhibiting in the North Sea Decommissioning Zone at SPE Offshore Europe 2017 in September. Decommissioning is a special focus at the conference with a range of expert speakers. These are part of the plenary and new Decommissioning Zone technical programme. Supported by Decom North Sea, this new zone will deliver an extensive line-up of industry commentators and business speakers. Petroplan will be exhibiting on stand 6A24.

With more than 100 offshore platforms forecast for full or partial removal in the UK Continental Shelf (UKCS) and 1,800 wells to be plugged over the next decade, SPE recognised a need to place North Sea decommissioning high on the 2017 Offshore Europe agenda.

As several assets in the North Sea reach the end of their lifespan, the latest cost estimate from the Oil and Gas Authority has predicted the cost of decommissioning the UKCS oil and gas infrastructure is £59.7 billion with an ambitious goal of completing this work for less than £39 billion.  Source: https://www.offshore-europe.co.uk/Show-Features/Decommissioning-Zone/

Petroplan’s decision to take part in this conference is in response to the growing need for specialist skilled people to plan, oversee and deliver North Sea decommissioning projects. Petroplan as an international oil, gas and energy recruitment and contract management business started its 40 year service in the North Sea. We are therefore well-versed in the challenging conditions and identifying and mobilising the appropriately skilled professionals to deliver projects safely in this location. This is a natural progression for our teams to support our clients and contractors through the North Sea life cycle as they move from late life to decommissioning.

The hiring challenge to find professionals with Decommissioning skills and experience

The 24 months since the oil price slide have seen as many as 440,000 redundancies worldwide, as well as thousands of early retirees with three decades and more of experience in their fields. Source: https://www.oilandgasiq.com/strategy-management-and-information/articles/decommissioning-oil-gas-north-sea-uk-norway

So the challenge for those organisations looking to fulfil North Sea decommissioning projects will in large part be due to labour shortages. Many of these organisations are seeing the commercial opportunity in these decommissioning ventures and will need to select their key teams with great care.

Support for Decommissioning projects growing

Only earlier this month, an offshore vessel said to have produced almost 150 million barrels of oil over 36 years has arrived in Shetland for decommissioning.  Source: http://www.bbc.co.uk/news/uk-scotland-north-east-orkney-shetland-40910885  Originally a drilling rig, Buchan Alpha started production from the Buchan field in 1981.It was taken out of service in May by operators Repsol Sinopec Resources UK.

North Sea decommissioning is high on the political agenda of the Scottish government. It is committed to supporting Scottish industry win this decommissioning activity as an estimated £17.6bn is expected to be spent in the North Sea over the next decade as mature fields reach this stage in their project lifecycle.

The government is now actively supporting the industry, through the £5m Decommissioning Challenge Fund and the Decommissioning Action Plan, to identify further investment opportunities to capture contracts for later stages of the North Sea decommissioning process.  Sources:  https://www.energyvoice.com/oilandgas/north-sea/148405/scottish-energy-minister-visits-dundee-port-hear-decommissioning-offshore-wind-ambitions/

http://www.telegraph.co.uk/business/2017/08/21/total-agrees-6bn-deal-buy-maersk-oil/

The price of North Sea Decommissioning

Applications to remove platforms are starting to come in thick and fast. Organisations such as Britain’s Oil & Gas Authority (OGA) estimate the price of decommissioning the UK’s offshore oil and gas facilities at almost £60 billion ($78 billion) in 2016 prices, based partly on a survey of operators’ intentions. However, there is evidence to suggest that there is scope for reducing that sum by up to 35% to just below £39 billion ($51 billion). This could be achieved through developing more innovative contracting approaches and sharing lessons from completed decommissioning projects. One of the initiatives the authority cited is the UK’s multi-operator well plugging and abandonment (P&A) campaign. According to the Aberdeen-based Oil & Gas Technology Centre, P&A activity accounts for around half the UK’s decommissioning costs. Source: http://www.offshore-mag.com/articles/print/volume-77/issue-8/departments/offshore-europe/baltic-countries-seek-norway-gas-link.html

The particular challenges of the North Sea decommissioning mean that the skills and technology developed here will be of enormous use to global decommissioning projects in the future. They will help to work towards the cost savings that could be achieved through the approach to the project. For instance, new waterjet cutting technologies which can cut in difficult and confined conditions – like those found on an oil rig – will enable decommissioning teams to operate more quickly and easily.

In particular, cold cutting water jet technologies can now be operated around 1km from where the actual cutting is taking place. And with its ability to operate both on land, underwater and in potentially explosive environments, it is perfectly placed to help decommission the North Sea and help lead the UK into a new age of decommissioning excellence. As more fields go offline, the skills and technologies developed in the UK will likely be in high demand.

Petroplan’s approach to building Decommissioning teams

Our recruitment specialists are segmented into Specialist Discipline Teams focused on key areas of the business. These teams work independently of each other to build discipline-specific groups of talent, and are founded on exceptional levels of technical knowledge – ideally equipping them to qualify candidates to a very high technical level. We speak the language of the industry and genuinely understand the requirements of our clients; allowing us to quickly and efficiently gauge a candidate’s suitability.

In the early stages we expect to recruit for:  The Senior Project Management Team.

In the execution and design phases of project management we’d focus on roles such as Structural Engineers, Subsea / Pipeline Engineers, Subsurface / Reservoir Engineers (Petroleum), Wells Engineers, Accountants / Cost Controllers, Planners, Asset management (i.e. OIM’s ) Risk & Tech Safety, Specialist Study providers, Public Affairs, Environmental Advisers, Permits / Regulation Adviser, Auditors / Peer Reviewers, Supply chain & Logistics, Admin & IT (Inc. Document Control), Partner Reps, Human Resources and Well Examiners.

 In the latter execution and close out phases, we’d identify staff for (Vessel Rep, Materials control, Safety Adviser, Well supervisor roles. Specialist contractors (i.e. NORM / LSA, seabed soil sampling) Invoice / payments controllers, Training and Coaching would also be applicable. As well as Project Managers, Contracts, Accounts, and Commercial positions forming the focus post decommissioning.

Dedicated Mobility Teams

In many competitor organisations to Petroplan, recruitment consultants have dual responsibility for both recruitment and contractor management. At Petroplan there is an expert team dedicated solely to contractor mobilisation and support – resulting in the highly personalised and efficient services for which we are renowned, and freeing our recruiters up to focus on securing the best talent for our clients.

Petroplan’s contractor support package is designed to minimise administrative distractions, allowing contractors to focus on their assignment.  Depending on the contractual agreement and the client’s specific requirements, any combination of services may form part of our contractor management provision, for example: contract drafting and negotiation, pre-assignment briefings, mobilisation travel and accommodation, training re-validation and ongoing contract administration – to name just a few.

In line with our culture of continuous improvement Petroplan recently implemented a new Contractor Timesheet and Expense Management system that allows the online submission of monthly or bi-weekly expenses, with automated approval and invoicing processes.

If your business has a North Sea decommissioning project on the horizon or indeed you are a professional looking to be represented by a specialist recruiter, get in touch with Suzanne Cameron suzanne.cameron@petroplan.com at our Aberdeen office  Regent House, 36 Regent Quay, Aberdeen, AB11 5BE and +44 1224 536210

 

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Artificial Intelligence has become an integral part of a great many industries, revolutionizing processes and operations. One significant area undergoing major transformation is recruiting. As AI takes center stage in the hiring landscape, both employers and job candidates need to understand its implications and adapt to the evolving dynamics of the recruitment process.

The Rise of AI in Recruiting

AI in recruiting involves the use of advanced technologies like machine learning algorithms and natural language processing to streamline and enhance various stages of the hiring process. From initial resume screening to candidate engagement and interview processes, AI offers efficiency, objectivity, and improved decision-making.

Automated Resume Screening and Shortlisting

One of the primary areas where AI is making a significant impact is in automating the initial stages of candidate evaluation. Traditional resume screening processes can be time-consuming and prone to biases. AI algorithms, on the other hand, can quickly analyze vast datasets, identify relevant skills and experiences, and shortlist candidates based on predefined criteria.

However, job candidates should be mindful of optimizing their resumes for AI screening. Using industry-relevant keywords, emphasizing skills and achievements, and aligning their profiles with specific job requirements can increase the likelihood of passing through AI-driven screening processes.

Enhanced Candidate Matching

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AI in Skill Assessment and Pre-employment Testing

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Engaging in ongoing learning, obtaining relevant certifications, and showcasing practical applications of skills through projects and portfolios can set candidates apart in an AI-driven recruitment landscape. Proving the practical application of skills becomes as important as listing them on a resume.

Mitigating Bias in Hiring

AI has the potential to address bias in recruiting by making decisions based on objective criteria rather than subjective judgments. However, it's essential to recognize that AI systems are not inherently unbiased; they learn from historical data, which may carry biases. Job candidates should be vigilant about potential biases and advocate for transparent and ethical AI practices in hiring.

Candidates can also benefit from understanding how AI systems operate, being proactive in addressing biases, and promoting diversity and inclusion in their professional experiences.

Preparing for AI-Integrated Interviews

Video interviews with AI analysis tools are becoming more prevalent. These tools analyze facial expressions, tone of voice, and language patterns to assess candidate suitability. Job candidates should be mindful of their virtual presence, ensuring they communicate effectively through a screen.

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Embracing Lifelong Learning

As AI continues to evolve, so do job requirements. The era of lifelong learning has arrived, and candidates must adopt a growth mindset. Staying updated on industry trends, acquiring new skills, and being adaptable are crucial for sustained career success in an AI-driven job market.

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Building a Personal Brand in the Digital Space

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Conclusion: Navigating the Future Together

AI is reshaping the recruiting landscape, offering efficiency, objectivity, and new opportunities. For job candidates, adapting to this evolving landscape requires a proactive approach, embracing continuous learning, and leveraging technology to showcase their unique strengths.

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United Kingdom

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The woman in this picture does not exist. She has never existed. She is simply a calculation, made by a computer, based on millions of data points. The image was built entirely by AI, and the tool is getting more sophisticated every day.

Artificial Intelligence has become an integral part of a great many industries, revolutionizing processes and operations. One significant area undergoing major transformation is recruiting. As AI takes center stage in the hiring landscape, both employers and job candidates need to understand its implications and adapt to the evolving dynamics of the recruitment process.

The Rise of AI in Recruiting

AI in recruiting involves the use of advanced technologies like machine learning algorithms and natural language processing to streamline and enhance various stages of the hiring process. From initial resume screening to candidate engagement and interview processes, AI offers efficiency, objectivity, and improved decision-making.

Automated Resume Screening and Shortlisting

One of the primary areas where AI is making a significant impact is in automating the initial stages of candidate evaluation. Traditional resume screening processes can be time-consuming and prone to biases. AI algorithms, on the other hand, can quickly analyze vast datasets, identify relevant skills and experiences, and shortlist candidates based on predefined criteria.

However, job candidates should be mindful of optimizing their resumes for AI screening. Using industry-relevant keywords, emphasizing skills and achievements, and aligning their profiles with specific job requirements can increase the likelihood of passing through AI-driven screening processes.

Enhanced Candidate Matching

AI-driven systems can efficiently match candidate profiles with job requirements, ensuring a better fit for both employers and candidates. These systems consider not only the explicit qualifications but also factors like soft skills, cultural fit, and potential for growth. For job seekers, this means that presenting a holistic view of their skills and experiences becomes crucial.

Candidates should focus on showcasing a well-rounded professional profile, highlighting not only technical skills but also interpersonal abilities, adaptability, and a commitment to continuous learning. This broader perspective enhances the chances of being matched with roles that align with their overall capabilities.

Chatbots and Automated Communication

AI-powered chatbots are increasingly being used for initial candidate engagement, answering queries, and even conducting preliminary interviews. While these technologies offer convenience and speed, job candidates should be prepared for interactions with virtual interviewers.

Being comfortable with virtual interviews, maintaining clear and concise communication, and adapting to a more conversational style are essential for candidates navigating AI-driven communication tools. Additionally, understanding the specific technologies used by employers can provide a competitive advantage.

AI in Skill Assessment and Pre-employment Testing

AI is being employed to assess candidates' technical and soft skills through various online platforms. These assessments often go beyond traditional methods, providing a more comprehensive understanding of a candidate's capabilities. For candidates, this underscores the importance of continuous skill development and staying abreast of industry trends.

Engaging in ongoing learning, obtaining relevant certifications, and showcasing practical applications of skills through projects and portfolios can set candidates apart in an AI-driven recruitment landscape. Proving the practical application of skills becomes as important as listing them on a resume.

Mitigating Bias in Hiring

AI has the potential to address bias in recruiting by making decisions based on objective criteria rather than subjective judgments. However, it's essential to recognize that AI systems are not inherently unbiased; they learn from historical data, which may carry biases. Job candidates should be vigilant about potential biases and advocate for transparent and ethical AI practices in hiring.

Candidates can also benefit from understanding how AI systems operate, being proactive in addressing biases, and promoting diversity and inclusion in their professional experiences.

Preparing for AI-Integrated Interviews

Video interviews with AI analysis tools are becoming more prevalent. These tools analyze facial expressions, tone of voice, and language patterns to assess candidate suitability. Job candidates should be mindful of their virtual presence, ensuring they communicate effectively through a screen.

Practicing video interviews, maintaining eye contact with the camera, and being aware of verbal and non-verbal cues can enhance a candidate's performance in AI-integrated interviews.

Embracing Lifelong Learning

As AI continues to evolve, so do job requirements. The era of lifelong learning has arrived, and candidates must adopt a growth mindset. Staying updated on industry trends, acquiring new skills, and being adaptable are crucial for sustained career success in an AI-driven job market.

Job candidates should consider continuous education, whether through formal courses, online certifications, or immersive learning experiences. Demonstrating a commitment to learning and adaptation can be a valuable asset in a landscape where technological advancements are the norm.

Building a Personal Brand in the Digital Space

In an AI-driven recruiting world, candidates need to go beyond traditional resumes. Building a strong and authentic personal brand in the digital space becomes imperative. This includes maintaining a professional online presence, engaging in relevant online communities, and showcasing thought leadership.

Creating a comprehensive LinkedIn profile, participating in industry forums, and contributing to relevant discussions online can enhance a candidate's visibility. Employers increasingly use online platforms to discover and vet potential candidates, making a robust digital presence an essential part of the modern job search.

Conclusion: Navigating the Future Together

AI is reshaping the recruiting landscape, offering efficiency, objectivity, and new opportunities. For job candidates, adapting to this evolving landscape requires a proactive approach, embracing continuous learning, and leveraging technology to showcase their unique strengths.

As AI becomes more ingrained in recruiting processes, a collaborative effort between candidates and employers is essential. Transparency, ethical AI practices, and a commitment to creating a fair and inclusive hiring environment will be crucial in shaping the future of recruitment. In navigating this AI-driven landscape, job candidates who embrace technology while maintaining their authenticity and commitment to growth will stand out in the competitive job market of the future.

Understanding LNG – an introduction to the current landscape

Liquid Natural Gas (LNG) has emerged as a critical player in the energy landscape, and the United States has become a focal point for substantial LNG project activity. Understanding what LNG is, the dynamics of the LNG market, and its significance to the American economy is paramount as the nation navigates its energy future.

Understanding LNG: A Primer

LNG is natural gas that has been cooled to the point of liquefaction, transforming it into a clear, colorless, and non-toxic liquid. This process reduces the volume of the gas significantly, making it easier and more cost-effective to transport and store. The liquefaction process involves cooling natural gas to around -260°F (-162°C), converting it into a liquid state. This transformation not only reduces the volume by about 600 times but also makes it more suitable for long-distance transportation, primarily through specially designed LNG carriers.

The LNG Boom in the United States

The U.S. has witnessed a substantial surge in LNG projects, driven by various factors, including the shale gas revolution, global demand for cleaner energy sources, and advancements in liquefaction technology. The shale gas revolution, particularly in regions like the Permian Basin and the Marcellus Shale, has unlocked vast reserves of natural gas, making the U.S. a major player in the LNG market. The growth of LNG export terminals along the Gulf Coast, such as the Sabine Pass LNG Terminal in Louisiana and the Corpus Christi LNG Terminal in Texas, highlights the nation's commitment to leveraging its natural gas abundance for economic gains. These terminals serve as crucial hubs for liquefying and exporting natural gas to international markets, contributing significantly to the U.S. energy landscape. Key Players and Projects Several prominent players have spearheaded LNG projects, solidifying the U.S. as a major LNG exporter. Cheniere Energy, with its Sabine Pass and Corpus Christi LNG terminals, has been at the forefront of this transformation. Other players like Dominion Energy Cove Point LNG, Freeport LNG, and Cameron LNG have also played pivotal roles in expanding the country's LNG export capacity. The sheer scale of these projects is noteworthy. For instance, the Sabine Pass LNG Terminal has the capacity to produce over 30 million tonnes of LNG per year, making it one of the largest facilities of its kind globally. These projects not only contribute to domestic economic growth but also enhance the global energy trade landscape.

Economic Impact and Job Creation

The LNG boom in the U.S. has brought about a wave of economic benefits. These projects contribute significantly to job creation, both directly and indirectly. The construction and operation of LNG export terminals require a skilled workforce, ranging from engineers and technicians to logistics and administrative professionals. Additionally, the growth of associated industries, such as natural gas production, transportation, and equipment manufacturing, amplifies the positive economic impact.

Global Energy Security and Diplomacy

As the U.S. emerges as a major LNG exporter, it enhances its role in global energy security and diplomacy. LNG is a versatile energy source that can be used for power generation, heating, and as a feedstock for various industrial processes. By exporting LNG to nations seeking diverse and reliable energy sources, the U.S. strengthens diplomatic ties and plays a strategic role in supporting the energy needs of its allies.

Environmental Considerations

While LNG is often considered a cleaner-burning fuel compared to traditional hydrocarbons, there are environmental considerations. The extraction and production of natural gas, as well as the transportation of LNG, have environmental impacts that must be carefully managed. Balancing economic benefits with environmental stewardship is crucial to ensuring a sustainable and responsible approach to LNG development.

Conclusion: Shaping the Energy Future

In conclusion, LNG has become a linchpin in the U.S. energy strategy, offering economic benefits, job creation, and a substantial role in global energy dynamics. The growth of LNG projects along the Gulf Coast reflects the nation's commitment to leveraging its natural gas resources for domestic and international gains. As the U.S. continues to navigate its energy future, LNG stands as a cornerstone, contributing to economic prosperity, energy security, and strategic diplomacy on the world stage.

USA

Understanding LNG – an introduction to the current landscape

Liquid Natural Gas (LNG) has emerged as a critical player in the energy landscape, and the United States has become a focal point for substantial LNG project activity. Understanding what LNG is, the dynamics of the LNG market, and its significance to the American economy is paramount as the nation navigates its energy future.

Understanding LNG: A Primer

LNG is natural gas that has been cooled to the point of liquefaction, transforming it into a clear, colorless, and non-toxic liquid. This process reduces the volume of the gas significantly, making it easier and more cost-effective to transport and store. The liquefaction process involves cooling natural gas to around -260°F (-162°C), converting it into a liquid state. This transformation not only reduces the volume by about 600 times but also makes it more suitable for long-distance transportation, primarily through specially designed LNG carriers.

The LNG Boom in the United States

The U.S. has witnessed a substantial surge in LNG projects, driven by various factors, including the shale gas revolution, global demand for cleaner energy sources, and advancements in liquefaction technology. The shale gas revolution, particularly in regions like the Permian Basin and the Marcellus Shale, has unlocked vast reserves of natural gas, making the U.S. a major player in the LNG market. The growth of LNG export terminals along the Gulf Coast, such as the Sabine Pass LNG Terminal in Louisiana and the Corpus Christi LNG Terminal in Texas, highlights the nation's commitment to leveraging its natural gas abundance for economic gains. These terminals serve as crucial hubs for liquefying and exporting natural gas to international markets, contributing significantly to the U.S. energy landscape. Key Players and Projects Several prominent players have spearheaded LNG projects, solidifying the U.S. as a major LNG exporter. Cheniere Energy, with its Sabine Pass and Corpus Christi LNG terminals, has been at the forefront of this transformation. Other players like Dominion Energy Cove Point LNG, Freeport LNG, and Cameron LNG have also played pivotal roles in expanding the country's LNG export capacity. The sheer scale of these projects is noteworthy. For instance, the Sabine Pass LNG Terminal has the capacity to produce over 30 million tonnes of LNG per year, making it one of the largest facilities of its kind globally. These projects not only contribute to domestic economic growth but also enhance the global energy trade landscape.

Economic Impact and Job Creation

The LNG boom in the U.S. has brought about a wave of economic benefits. These projects contribute significantly to job creation, both directly and indirectly. The construction and operation of LNG export terminals require a skilled workforce, ranging from engineers and technicians to logistics and administrative professionals. Additionally, the growth of associated industries, such as natural gas production, transportation, and equipment manufacturing, amplifies the positive economic impact.

Global Energy Security and Diplomacy

As the U.S. emerges as a major LNG exporter, it enhances its role in global energy security and diplomacy. LNG is a versatile energy source that can be used for power generation, heating, and as a feedstock for various industrial processes. By exporting LNG to nations seeking diverse and reliable energy sources, the U.S. strengthens diplomatic ties and plays a strategic role in supporting the energy needs of its allies.

Environmental Considerations

While LNG is often considered a cleaner-burning fuel compared to traditional hydrocarbons, there are environmental considerations. The extraction and production of natural gas, as well as the transportation of LNG, have environmental impacts that must be carefully managed. Balancing economic benefits with environmental stewardship is crucial to ensuring a sustainable and responsible approach to LNG development.

Conclusion: Shaping the Energy Future

In conclusion, LNG has become a linchpin in the U.S. energy strategy, offering economic benefits, job creation, and a substantial role in global energy dynamics. The growth of LNG projects along the Gulf Coast reflects the nation's commitment to leveraging its natural gas resources for domestic and international gains. As the U.S. continues to navigate its energy future, LNG stands as a cornerstone, contributing to economic prosperity, energy security, and strategic diplomacy on the world stage.

Working at Petroplan: In a fast-paced environment, a one-year anniversary comes around quickly.

Valentina Bini is a ball of energy. She sits at the Petroplan conference table, a brightly lit room with large windows looking out over west Houston’s energy corridor, looking like she might jump out of the seat at any moment.

 

“The year has gone by so fast,” she says, looking like the completion of her first twelve months at Petroplan has genuinely surprised her.

“I didn’t think I’d have done so many different things so soon after joining this team.”

Valentina began her recruitment career five years ago, after graduating from UH with a bachelors in psychology.

“It’s been a particularly challenging time for recruiters everywhere,” she says.

“The pandemic dominated so much of the landscape for all of us, and for the customers we serve. It was draining in a lot of ways. Now that period is behind us, there’s this huge swell of energy in the industry, and so much activity going on.”

The statistics back this up. According to government data, overall labor force participation is back to its pre-pandemic forecasted level, and the closely-watched prime-age labor force participation rate is now a shade above pre-pandemic levels. Over the past 12 months, the market has seen a net gain of more than four million jobs, averaging around 350,000 new jobs gained, per month. This has left unemployment at a decades-long low. Filling these jobs represents a huge challenge in such a competitive market, especially in clean energy where skills are in relatively short supply. When asked about her approach to recruiting, Valentina explains that she looks for several key qualities in a candidate. She looks for candidates who have the right skills and experience for the role, as well as a strong work ethic, excellent communication skills, and the ability to work effectively in a team. She also looks for candidates who are passionate about their work and are committed to driving success for themselves and others.

“We have to look beyond the candidates’ hard skills to work out if they’re a genuine fit for the company they’re joining,” she says.  

The daughter of an expat, she spent her childhood in seven different countries, thriving amid the change and the constant exposure to new cultures. She brings this experience into her job.

“Culture is so important, particularly now that so many teams are working remotely and are separated from each other day to day.”

Valentina has adapted to a wide range of recruiting activities in engineering and oil and gas. The variety has clearly made her job quite challenging, but she focuses on the human elements of the recruiting task.

"I enjoy getting to know my clients and candidates on a personal level. It helps me to understand what motivates them and what they're looking for in a role,” she says.

“Valentina has been an asset to our team since she joined us a year ago,” says Craig McConochie, Petroplan’s Country Manager in the US.

“Her dedication to finding the best people, whatever the discipline, has made her hugely successful, and our clients appreciate the results they see.” Outside work, Valentina is an avid cook who loves to experiment with different cuisines. Her parents are Indian and Italian, which has influenced her cooking style. I love trying out new recipes and experimenting with different flavors. Cooking is a creative outlet for me, and I find it very relaxing."

After a few very confident photographs, she leaves as quickly as she arrived, back to the team, and to the open job list.

USA

Working at Petroplan: In a fast-paced environment, a one-year anniversary comes around quickly.

Valentina Bini is a ball of energy. She sits at the Petroplan conference table, a brightly lit room with large windows looking out over west Houston’s energy corridor, looking like she might jump out of the seat at any moment.

 

“The year has gone by so fast,” she says, looking like the completion of her first twelve months at Petroplan has genuinely surprised her.

“I didn’t think I’d have done so many different things so soon after joining this team.”

Valentina began her recruitment career five years ago, after graduating from UH with a bachelors in psychology.

“It’s been a particularly challenging time for recruiters everywhere,” she says.

“The pandemic dominated so much of the landscape for all of us, and for the customers we serve. It was draining in a lot of ways. Now that period is behind us, there’s this huge swell of energy in the industry, and so much activity going on.”

The statistics back this up. According to government data, overall labor force participation is back to its pre-pandemic forecasted level, and the closely-watched prime-age labor force participation rate is now a shade above pre-pandemic levels. Over the past 12 months, the market has seen a net gain of more than four million jobs, averaging around 350,000 new jobs gained, per month. This has left unemployment at a decades-long low. Filling these jobs represents a huge challenge in such a competitive market, especially in clean energy where skills are in relatively short supply. When asked about her approach to recruiting, Valentina explains that she looks for several key qualities in a candidate. She looks for candidates who have the right skills and experience for the role, as well as a strong work ethic, excellent communication skills, and the ability to work effectively in a team. She also looks for candidates who are passionate about their work and are committed to driving success for themselves and others.

“We have to look beyond the candidates’ hard skills to work out if they’re a genuine fit for the company they’re joining,” she says.  

The daughter of an expat, she spent her childhood in seven different countries, thriving amid the change and the constant exposure to new cultures. She brings this experience into her job.

“Culture is so important, particularly now that so many teams are working remotely and are separated from each other day to day.”

Valentina has adapted to a wide range of recruiting activities in engineering and oil and gas. The variety has clearly made her job quite challenging, but she focuses on the human elements of the recruiting task.

"I enjoy getting to know my clients and candidates on a personal level. It helps me to understand what motivates them and what they're looking for in a role,” she says.

“Valentina has been an asset to our team since she joined us a year ago,” says Craig McConochie, Petroplan’s Country Manager in the US.

“Her dedication to finding the best people, whatever the discipline, has made her hugely successful, and our clients appreciate the results they see.” Outside work, Valentina is an avid cook who loves to experiment with different cuisines. Her parents are Indian and Italian, which has influenced her cooking style. I love trying out new recipes and experimenting with different flavors. Cooking is a creative outlet for me, and I find it very relaxing."

After a few very confident photographs, she leaves as quickly as she arrived, back to the team, and to the open job list.