The oil & gas, engineering and construction industries are all in unique periods of evolution. Technological advances, skills shortages and policy impacts are creating upheaval and new opportunities, compelling organisations to innovate and adapt.
Yet no business can adapt and thrive without the right skillsets and teamwork to manage this evolution. For many employers in the energy, resources and construction industries, attracting the right candidates is a challenge that is only becoming more complex with time.
As research by the Australian Resources and Energy Employer Association (AREEA) has highlighted, the resources and energy sectors in Australia will need to hire at least 24,000 more workers by 2027. Meanwhile, Infrastructure Australia data shows public infrastructure projects are facing a shortage of 214,000 skilled workers. The breadth of these challenges will require multifaceted solutions and partnerships to bridge workforce gaps.
While there is no silver bullet solution for quickly accessing technical talent, employers can incorporate several strategies to ensure they are attracting more of the right candidates in the short- and long-term.
Target Candidates’ Motivations
Staying up to date on candidates’ motivations is necessary in a fast-changing world. Consider the career push and pull factors of the professionals in your field. What currently motivates them most to change jobs or employers?
Factors like salary and work-life balance almost always top the list for most candidates, but the less tangible elements are just as important for technical professionals. Engineers are often motivated by the intellectual stimulation they get from working on certain projects. Appealing to their curiosity and enjoyment of problem-solving can help sell the role.
As economic currents shift and job markets change in response, candidate motivations and expectations will change accordingly. Partnering with specialists in oil & gas, engineering and construction recruitment can help you discover deeper insight into what candidates are currently looking for in your industry or in similar roles.
Advertising non-salary benefits can make attracting the right candidates easier than simply emphasising dollar figures. As workforces in energy, resources and construction become more diverse, personalising incentives and perks for employees is one way to draw in talent from competing industries.
Younger employees might be more incentivised by a performance bonus, for example, while those with families may opt for more flexible working hours or a guaranteed RDO. Personalised incentives can not only be a drawcard for potential candidates but also encourage hard-working employees to stay.
Highlight New Career Paths
Career development opportunities are a valuable attraction tool. As clean energy technologies mature, more companies are growing their technology and technical workforces. The expansion into renewable energy sources and new commodities is fertile ground for helping STEM and other graduates build rewarding, long-term careers.
The key for employers is to raise awareness about these expanding opportunities. Job advertisements, social media, and job fairs, along with traditional marketing, are important avenues for showing early-career Engineers and digital professionals the paths available to them.
Consider Changing Values and Perceptions
Public sentiment about environmental, social and governance (ESG) issues may impact talent attraction efforts. Demonstrating company initiatives that support sustainability, diversity and inclusion can give more candidates reasons to choose a role with your organisation.
If you are trying to determine how to attract candidates for the oil and gas industry, for example, it is worth understanding how issues relating to environmental sustainability may influence a younger professional’s decision to work for the company.
In construction, where workforces are less diverse relative to other industries, diversity and inclusion initiatives can be an important aspect of employer branding and recruitment. On a practical level, showing people what it is like to work for your organisation via the company’s website and social media profiles is an effective way to address misconceptions and demonstrate company values.
Improve Agility and Communication
Every organisation, irrespective of industry, will usually benefit from a periodic review of its recruitment workflow. This starts with the quality of job application forms on the company website, all the way to how job offers are managed.
Be aware that high-value candidates are less tolerant of situations where employers take too long to respond. To reduce the chances of losing good applicants, regularly review processes from the candidates’ point of view to identify unnecessary repetition, gaps in communication and delays in responding to candidates.
Before conducting interviews, ensure Hiring Managers and other stakeholders are familiar with the job description. When it comes to the job offer, every stakeholder within the business should be on the same page about when to make the offer and approved salary ranges. A well-organised process allows Hiring Managers to strike fast and land the candidate they want.
Recruiting people who are the right fit for your organisational culture is a complex undertaking. To attract fresh talent, it pays to find effective ways to highlight your industry’s career potential and offer the most enticing incentives for candidates.
Are you looking for bespoke advice on how to attract candidates for construction, energy or resources positions? Here at Patch Personnel, our team of oil & gas, mining, engineering and construction recruitment specialists guides employers towards hiring passionate professionals around Australia. Contact us today for help with building your team.