Data: The first global energy talent indexby Arabian Oil & Gas Staff on Apr 10, 2017
The first Global Energy Talent Index (GETI), the world’s largest energy recruitment and employment trends report, was released recently, revealing a significant difference in expectations between the hiring managers and the candidates.
The report by Airswift, the global workforce solutions provider for the energy, process and infrastructure sectors, and Energy Jobline, the jobsite for the energy and engineering industries, indicates that energy candidates are more optimistic than hiring managers, with more than half of the workforce predicting an increase in salaries over the next 18 months – compared to just 23 percent of those hiring.
Janette Marx, chief operating officer at Airswift, said: “It is absolutely essential that hiring managers and employees are on the same page if the energy industry is to continue attracting and retaining the talent it needs for a successful future. But, at the moment, there is a bit of a mismatch – and not just about the prospect of a pay rise.”
“For instance, a quarter of hiring managers across the sector think that the corporate brand is the most important factor in attracting jobseekers, when in fact the workforce values salary, location and professional development most highly,” added Marx.
“That is why we have developed GETI. By creating the biggest and most comprehensive survey of energy candidates and hiring managers, we are helping our clients keep abreast of what really matters to the workforce and making sure jobseekers know what to expect when looking for a new role. This is all part of our wider mission to preserve the pipeline of budding innovators and seasoned operators on which the industry depends,” added Marx.
GETI provides a much-needed health check of the industry’s talent pool at a time when all sub-sectors, from oil and gas to renewables, are undergoing rapid change. It examines in detail the relationship between employers and the workforce, gauges their differing levels of confidence and highlights what matters most to each group. And in doing so, provides a blueprint around which to build the industry of the future.
The report takes a detailed look at the talent situation within the energy industry, including information on hiring rates over the past year and into the next eighteen months, global mobility and predicted regional ‘energy hot spots’ and the flow of talent between sectors.
It includes specific insights into the state of talent within the oil and gas, renewables, power, nuclear and petrochemical sectors. Key findings within petrochemicals include: 64 percent of professionals expect salaries to rise in the next 12 months, compared to just one in five hiring managers; two-thirds of hiring managers think the sector faces a skills shortage; and three-quarters of hiring managers think the sector would benefit from bringing in outside talent.
Hannah Peet, managing director, Energy Jobline, said: “Employers and employees are on opposite sides of the spectrum when it comes to salary expectations. This may make it hard for firms to attract talent from elsewhere in the energy industry.”
“Given that hiring managers agree the sector faces a skills shortage, attracting such talent is of paramount importance. Hiring managers need to recognise the importance of salary and benefits to employees – and of the close relationship between petrochemicals and areas like oil and gas – if they are to succeed in attracting the talent they need.”
Airswift and Energy Jobline surveyed more than 16,000 energy professionals and hiring managers in 156 countries across five industry sub-sectors – oil and gas, renewables, power, nuclear and petrochemicals.