Being a specialist recruiter at ARM Oil & Gas is tough but very rewarding. It’s a growing industry that’s experiencing the largest boom in recent years – partly due to demand in the international Oil, Gas and Energy Sectors, plus cutting edge techniques for getting the jobs done.
My main area of expertise is the shore based marine sector – it’s been my background for over five years and one I’m truly passionate about. The biggest challenge facing business owners and managers isn’t simply about building new vessels, looking at their balance sheets, finding crew etc. It’s also about investing in the future vessel security and ensuring you reach out to the difficult to find, high quality technical and operational staff you need to take your business forward.
When discussing employment options with candidates, they often ask me: Why should I come ashore? And why should I work for this company? I completely agree with those who are currently working offshore; a healthy tax free salary, a different port every week and, crucially, no need to re-locate. Why would you change?
It can be very difficult to give job hunters all the information they need to make an informed decision about what can be a genuinely rewarding career onshore. To help recruiters like me persuade people to make the move, employers can really help in these key areas:
Make the position more attractive
People want a genuine position – not just an incremental change to their current role with a better work life balance. They want a challenging and exciting role with a company that they’re proud to be part of. Get staff involved in something more, bring other ideas to the table and involve them in future projects. Also, must people work from the office every day? Could you be more flexible and adjust to modern day lifestyles? You’ll make the role much more appealing this way.
Be clear about career progression
“How do you want to progress over the next 3-5 years?” is a question that should always be asked at interview. People aren’t all driven by money and they probably don’t want to do the same job forever. Embrace people’s desire for progression and you’ll avoid costly hiring mistakes.
Further training and qualifications
Just as you would for a seafarer, it’s all about developing skills for shore life, which is a different role entirely. There are lots of courses available that boost skills – some of which are overlooked as an asset – including Six Sigma, Prince 2, NEBOSH and Master’s degrees. These all give staff a theoretical and measured approach to their work whilst preserving their knowledge in the marine sector.
Offer a competitive salary package
Corporate arrogance is a thing of the past. You need to be serious about getting someone onboard and offer them a package that they can realistically accept without breaking the bank. The biggest issue threatening owners and operators is competition; employers should always be aware of the market rate for a role to keep their staff happy and ensure they are getting a fair deal.
It’s all about first impressions
A candidate’s first impression of a company isn't formed on the day they start work. It boils down to “Were the details on my contract correct?”, “Was the interview process too long and intrusive?”, “Will they assist me with re-location/temporary accommodation?” Get this right and you’ll not only see a huge improvement in loyalty to the company, but also a lower staff turnover rate.
I discuss these situations with job hunters daily and ultimately it’s all about flexibility, change and commitment from both sides.
I’d love to speak to you if you’re looking for a new challenge – I can offer insight into overcoming other situations on the road to finding you your next great job. So, if you’re thinking about making the move onshore, give me a call on 02392 228 251.