Why Petroplan

Petroplan has provided contract recruitment services to oil and gas clients for more than 44 years; therefore we understand project requirements and challenges. Our clients trust us to keep their contractors happy, safe and compliant so their projects run smoothly and without interruption. We use key account management to ensure we work in accordance with client preferences and expectations. Our processes are ISO and OHSAS accredited and our APSCo membership commits us to a global code of good practice.

Speed and Delivery - specialist knowledge and tenacity

Making it happen

  • Full Consultation for clients (who wish to take advantage of it) with a senior member of the Petroplan team, to ensure you’re provided with the right workforce solution for you.
  • Sector and Discipline-specific teams trained to quickly identify candidates with specialist technical capabilities mean delivering the right solutions to our business partners.
  • Candidate verification and vetting so only the best candidates applications reach hiring managers.
  • Existing candidate networks, coupled with Petroplan’s daily reach for new professionals, means an ever-growing talent pool sees vacancies.
  • Trust from industry professionals on Petroplan’s ability to put them forward for roles due to our 44+ year pedigree.
  • Dedicated contractor management, payroll and mobilisation team to get your approved talent in post fast.
     

Easy to work with

We're part of your team

  • Whether your business wants a single point of contact or access to all the delivery team our account management works for you.
  • Petroplan key account team directors, managers and teams support you to reach your company’s strategic resource and performance goals.
  • We’ll work with your business processes and recommend alternative methods for success.
  • Acting as a brand guardian, we get to know your business and its culture.
  • As a privately owned business, we can be flexible and invest in places and people to get the right results.
     

First Class Support

Contract workers are our colleagues

  • Petroplan have dedicated contractor management and mobilisation team whose role works in parallel with our consultants to provide a seamless acquisition and onboarding service.
  • Whether a contractor is on their first assignment or very experienced, we treat every mobilisation as a unique event. 
  • Our dedicated mobilisation support team stays with the contractors throughout the full cycle of their mobilisation, from verifying all administrative requirements and medicals to travel and on-site advice.
  • The personal touch is what sets us apart in the industry.
     

Lastest Technology

Automation where it makes sense

  • Applicant tracking system for quick identification of qualified candidate shortlists and managing communication from recruitment to placement
  • Accurate real-time reporting throughout the process
  • Online payrolling system ‘Petropay’ for automated timesheet, expense and pay processing
  • Integration with mainstream Vendor Management Systems
  • Intelligent recruitment automation
  • Automated candidate engagement
     

Compliance

Keeping our people and clients’ reputations safe

  • Compliance is central to what we do - we make no concessions nor do we take short cuts when it comes to global and regional compliance
  • ISO 9001 accredited, the standard demonstrates Petroplan's ability to consistently provide services that meet customer and regulatory requirements and continuous business improvement. 
  • OHSAS 18001 accredited  , we operate our own HSE quality management system; our investment in HSE processes and procedures go beyond the standard safety requirements for oil and gas companies; 
  • We are a member of APSCo, the only body dedicated to representing excellence in the professional recruitment industry

Blog

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

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

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. 

 

Automation 

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.  

 

Cybersecurity

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

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

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

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.