5 Key Employment Trends We Will See in the Energy Industry in 2021

StrategyDriven Talent Management Article |Employment Trends|5 Key Employment Trends We Will See in the Energy Industry in 2021The year 2020 hit the world hard and changed the way many people live and work. One industry that took a hard hit was the energy industry. Companies could no longer fly their employees around the globe to work, they could no longer pack employees into smaller workspaces spaces, and many companies were hit hard in terms of profit. The below takes a look at five key employee trends that this industry expects to see in 2021.

One: Salaries are Expected to Rise

Last year saw many employees in the energy industry not getting an increase in their salary. According to experts, some even saw their wages drop in 2020. The good news for 2021 is that salaries are expected to stay the same or even increase for those in the energy industry. Visit with an oil and gas recruiter denver to find out the current pay rate.

The pay rate for a person working in this field will vary based on their exact position, the company they work for, and their experience. Those who are new to the field will make less than a person who has worked consistently with the same company for years. According to the Society of Petroleum Engineers, reservoir engineers in the United States reported an average salary of $158,857 and production engineers saw an average salary of $147,439.

Two: Employees Will Be Sought from Around The Globe

Companies are open to hiring employees who are not from the company’s home country. People are needed to fill vacant positions, and companies struggle to find enough people to fill vacant positions. One major trend for 2021 will be companies seeking employees from all over the globe, not just from one country.

Not having enough employees has caused issues in 2020. The issues companies have faced due to a people shortage include missing project deadlines, not meeting project needs in terms of production, and not being able to meet safety standards due to having an employee shortage. By seeking talent globally, companies will meet deadlines, improve production, and increase safety measures.

Three: Increased Career Mobility

When a person takes a job, they do so with the expectation they may move up in the company. Moving up allows a person to make more money and take on more responsibilities with a company. Companies in the energy industry want to retain their employees and therefore are expected to offer job mobility opportunities.

Four: 2021 Will Continue With the New Employee Normal

Before 2020, very few people knew what it meant to social distance. When the pandemic hit in 2020, this saw employees in the energy industry adjusting to a new normal. This new normal included safety measures like social distancing, fewer employees in a workspace, and reduced international travel. For 2021, that new normal is expected to continue for these employees.

Five: Employees are Expected to Be Happier with Their Careers

Since salaries are expected to rise, the people that work in this field are expected to be happier with their jobs. Employees may be able to go back to traveling the globe for work, as travel restrictions are expected to loosen in 2021. Employees are also expected to be happier as their opportunities for career growth are expected to be there.

The five items listed above are the expected employment trends for those in the energy field. While 2020 was a hard year for everyone, things are looking better for 2021. Those looking to get into a new field should definitely consider going into the energy industry.

How to Hire the Right Person for Your Business Every Time

StrategyDriven Talent Management Article |Candidates|How to Hire the Right Person for Your Business Every TimeHiring the right people for the positions you need to fill is one of the most important and fundamental aspects of running a successful business. If you’re going to get to where you want your business to be and you’re going to ensure your business finds the long-term success you want for it, you’re going to need the right people on board.

If you’re about to go on a hiring spree and you want to make sure you hire the right people every time, we’re here to assist you with that. It’s more than possible to hire good people and not have any regrets about your hires later, as long as you approach the hiring process in the right way.

That’s what we’re going to talk about in more depth today, so if you want to find out what it takes to hire great professionals and find the right person for your business every time you make a hire, read on now and benefit from the insight offered below.

Make Sure All Candidates Under Consideration Are Properly Vetted

Before any other steps are taken, you should make sure that your candidates are properly vetted before they’re taken forward to the next stage of the process. If someone has something in their past that would suggest they’re not a good person to hire, you want to find out about that and rule them out of the running for the job at the soonest possible opportunity. Making sure all of your candidates are properly vetted and that they’re appropriate as a person for your company shouldn’t be overlooked.

Don’t Place a Focus Only on the Past

Placing a focus on the past is important to an extent, as we’ve already expressed above. But that doesn’t mean that you should fret over a person’s past too much either. It’s all too tempted to judge a candidate based on the list of things that they’ve got on their CV. But that’s not the way to do this. You should instead look at them as a person and try to find out what they might be able to offer in the future rather than focusing on what they’ve done in the past. After all, their future is what matters most here.

Understand the Interview Isn’t Everything

Understanding that your business can’t possibly get a clear picture of a person solely from the conventional interview process is key. There’s only so much an interview can tell you. Sure, they’re valuable, but in the conventional sense, they might not tell you a whole lot more than the fact that a person is good or maybe not so good at interviewing. And you’re probably not looking to hire a good interviewer. So try to dig a little deeper than that and understand that the interview process alone is not the be all and end all.

Get Various Perspectives from Within the Team

When hiring, you should try to gain a range of perspective on candidates and what’s needed from a range of different people from within the company. It’s not just the managers who should have a say on who the right person for the role might be. Also think about the people who the new hire is going to be working most closely with from day to day. Doing that will give you insight into what it really is you should be looking for. And gaining more insights and opinions is never a bad thing.

Listen to the Questions They Ask

Listening to the questions that your candidates ask you is something that can tell you a lot about them as individuals and what they might be able to offer your business moving forward. If they ask a lot about the business, its future and how they might be a part of that growth, it’ll already tell you a lot about their drive and motivations. That sort of stuff is really important and certainly shouldn’t be overlooked. The questions they ask are just as important as they answers they provide to your questions.

Ensure They Fit with the Culture of the Business

The culture and wider ethos of your business should inform you of where you should be looking to hire and what kind of person you want to bring on board. If, during the hiring process, you get the impression that the candidates you’re talking to simply don’t represent a good fit with your business and the culture that it embodies, that’s a sure sign that you should probably be looking elsewhere in terms of who you’re looking to hire. Culture is important and you can’t allow it to be derailed by the wrong kinds of hires.

Use Employee Assessment Tests

Using employment tests is a good idea if you want to get more insight into the people you’re looking to hire. As we mentioned above, the interview process alone often isn’t enough and it makes sense to do your best to gain greater and deeper insights into the people you’re considering bringing on board. There are all kinds of employee assessment tests depending on what it is you’re looking to achieve and what you’re looking for from candidates. So be sure to do your own research and find the employment tests that you feel might be right for you.

Ask Them About Their Own Perceived Weaknesses

Asking them about their own weaknesses can tell you a lot about a candidate. It should tell you a lot about how they see themselves and how willing they are to make improvements and how keen they are to learn from experiences. You ideally want to hire people who can understand and perceive their own flaws because that’s something we all need to do from time to time. So see what kind of answers you get and what this might tell you about a particular individual.

Listen to Your Gut

Listening to your gut reaction and your instincts regarding potential hires is often a good thing. Of course, this can’t tell you everything and you shouldn’t base your entire hiring decisions on an instinctive feeling that you get. But if something doesn’t feel right and it doesn’t seem like a good idea to you, there’s nothing wrong with listening to what you’re feeling. Stepping back and looking at things in the most objective way possible is important, but if you’re not getting good signals, think again.

Look for a Commitment to Their Own Development

Looking for commitment to their own growth and development is always a good idea. This is a good trait for your employees to have and it’s definitely something that you should be looking for if you want to hire people who are really going to help your business grow because they’ll be looking to grow and improve too. A person who wants to grow is a person who is driven and wants to make the most of their career, which is always beneficial to the business that they’re working for.

Seek Out Good Learning Skills

Seeking out good learning skills and people who know how to take on new knowledge and information in an efficient way is a good idea. This is something that’s going to be particularly important if you want to hire people who are at an entry level position and who are going to need to learn while on the job and pick up new things. A willingness to learn is a positive thing no matter how much experience a person has because none of us can know it all.

Ensure Your Job Listings and Descriptions Offer Clarity

The job listing you put up is going to need to offer real clarity and the right information if you want to ensure you get the right kinds of people applying for these roles. If you put up a poor listing with a job description that lacks details or relevant information, you really only have yourself to blame when you get a bunch of inappropriate candidates submitting applications. So take your time crafting your job listings and offer as much detail in your requirements as you can.

Get to Know Them from a Personal Perspective a Little

Getting to know people in a personal way and seeing them from that kind of perspective is something that can be highly valuable during the hiring process. When you can see what their skills are and how their professional lives interact with their personal selves, it can tell you a lot about who you’re hiring and whether they really are the right for the business and what you’re trying to achieve with it moving forward.

With all of that in mind, be sure to hone your recruitment process in a way that’s going to yield the best outcomes for you and the people you ultimately hire. After all, it’s in everyone’s best interests for you to hire professionals who are going to turn out to be the right fit and a good match all round.

What Should You Look For When You Conduct a Background Check?

StrategyDriven Talent Management Article | What Should You Look For When You Conduct a Background Check?If you are taking a look at applicants, you might be wondering who you should run a background check on. Ideally, you would like to run a background check on everyone. In actuality, background checks can be expensive, and you are probably only going to run background checks on people who you are seriously considering for an open position. As a result, you want to use the best background check possible. With the vast majority of companies running background checks on people they are considering for open positions, you need to know what to look for. What are the items that you should consider if you are conducting a background check?

Look for Signs of a Criminal Record First

Without a doubt, the most important element that you need to consider is the presence of a criminal record. Of course, being convicted of a crime does not necessarily make someone a bad person. On the other hand, if you are responsible for the actions of an employee, you do not want to place your other employees or customers in harm’s way unnecessarily. In addition to hurting other people, this could place the company in an awkward position. Remember that an applicant cannot be turned down because of the presence of a criminal record alone. On the other hand, an employer could turn down someone if the offense committed is directly related to the duties of the position. This means that the specific nature of the crime could make you a liability to the company. For example, if someone was convicted of theft and the open position was at a bank, this would be an issue.

Therefore, what should you look for if you are conducting a criminal background check? First, you should take a look at felony convictions. Are there any felony convictions present? If so, what are they? Then, you should look at federal crimes as well. These are separate from state crimes, which make up the majority of convictions. In addition, you should also take a look and see if the individual is a registered sex offender. That might be relevant to the open position.

If you are doing a deep background check, you may check other criminal records as well. For example, there may be information listed on the global homeland security database. Or, you may even pull up an international criminal history. Be sure to consider these criminal records as well, as they can be important.

Confirm Someone’s Identity

This may sound like it is superfluous. After all, you require people to produce a photo ID, don’t you? You even ask them for their social security number if you are hiring someone, right? Unfortunately, technology has made it easy to steal someone’s identity. Therefore, you need to make sure that someone is who they say they are. Why would someone lie about their identity on an employment application? Perhaps they are collecting benefits that may disappear if they got another job. For this reason, you should also confirm someone’s identity as part of a background check.

Don’t Forget About a Credit Check

Finally, you may also want to conduct a credit check as well. A credit check is important for positions that involve money management. If an applicant is going to be managing the company’s money, you want to make sure they can manage their own money well. If they cannot manage their own money well, how are they going to be able to manage the money of the company? Therefore, you need to order a credit check. Make sure the credit report is accurate. If you see any issues on the credit report, you may want to check with the applicant to make sure these are completely understood before moving forward.

Conduct a Thorough Background Check Before Hiring Someone

Ultimately, these are a few of the most important factors that you need to consider if you are conducting a background check on a potential candidate. Make sure that you have all the information you needed to make a proper hiring decision. Conducting a dive into someone’s background can help you make the right choice.

5 Benefits of Using Recruitment Agency Services For Businesses

StrategyDriven Talent Management Article |Recruitment Agencies|5 Benefits of Using Recruitment Agency Services For BusinessesEmployees are a business’ biggest resource – they help you plan out processes, make sales, perform the function of marketing, handle finances, and whatnot. Essentially, anything that needs to get done is handled by your employees – they are your team, your support system and your biggest assets.

Handling human resources is a very crucial task that requires special attention and a lot of monetary resources – whether it be hiring, training, managing payroll or running internship programs, human resources are a crucial function of a business that can only be handled by experienced professionals.

Especially when it comes to recruitment, we actively see a disparity between graduates complaining about not getting jobs and employers complaining about the poor quality of professionals.
Companies that specialize in recruitment, also known as recruitment agencies, bridge this gap between job seekers and companies looking for employees.

If you are a small business and are looking to hire top quality talent to make your company rise to new levels of success, you should opt for the services of a recruitment agency. Listed below are five benefits of using a recruitment agency for any business:

1. Recruitment agencies help you identify talent

Recruitment agencies help you identify top talent and act as an intermediary between talented individuals and companies that are looking for talent. Depending upon your requirements as a company, recruitment agencies help you find the individual that fits right into your dictated fields by using their well established network.

2. Recruitment agencies help you negotiate salaries

Due to their extensive clout, recruitment agencies have access to all sorts of graduates and seasoned professionals, they have a high bargaining power in terms of deciding packages for your potential employees. If you require an experienced professional but are limited in terms of the package you can afford to pay them, a recruitment agency would be able to find you the ideal candidate based on your benchmarked pay scale. They act as two way negotiators and also address concerns from your potential employees, something that the employee themselves wouldn’t feel comfortable doing.

3. Recruitment agencies conduct interviews on your behalf

Recruitment agencies help minimize the time, money and effort you would have to spend in the recruitment process and do almost all the steps of the recruitment process for you. This also includes conducting interviews and performing background checks of potential employees. Interviews specifically consume a lot of company resources in which you have to invite, schedule, conduct and report the events of the interviews. Recruitment agencies specialize in such endeavors and hence are able to get everything done quicker.

4. Recruitment agencies help you understand industry trends

Since recruitment agencies have a lot of expertise and they literally spend all day hiring and recruiting, they are very well aware of all the intricacies and requirements of the recruitment process. They are fully aware of industry trends, new designations, employment technology and have significant industry expertise to help and guide you in the recruitment process. If you are a new company with no idea, recruitment agencies can actually help you plan out the number and intricacies of the team you would need to build.

Recruitment agencies are a great resource for big and small businesses both – they are specialized in all aspects of the hiring process, are aware of the required certifications, skill sets and academic backgrounds that exist and what not. If you are new to hiring, recruitment agencies can truly represent to be the encyclopedia of human resources for you, and can even give you consultancy if need be. Businesses, irrespective of the scale of their operations and the industry they operate in can make use of the services of a recruitment agency.

HR Management Can Help Develop Your Team

StrategyDriven Talent Management Article |HR Management|HR Management Can Help Develop Your TeamHuman resource management requires a wide range of qualities such as: leadership, proper time management, ability to motivate employees and assertiveness. In this section you will find a variety of tools that will help you upgrade your recruitment system, human resource management, management team development, tips and skills.

The perception of the role of the manager today is completely different from what existed 30 years ago. The variety of capabilities and multi-tasking that the manager is required to perform, leaves them very little free time to actually manage their employees. In the form of management today, is the manager first and foremost a leader? New employee recruitment processes and new job training processes are due to the Achilles heel of many organizations and small businesses. How to train employees? The answers in the article in front of you. It all begins with good training. Work training is vital to ensure that everyone is working to their potential.

The issue of productivity and the work of interfaces often arises in work in medium and large organizations. We lose valuable work time and build ineffective processes. Through proper work and a method of building processes it is possible to significantly upgrade the efficiency in any organization and save time and money.

Assimilation of procedures and processes in a focused management

Processes, efficiency, proper time management and tasks are among the four most common things most organizations today talk about. Often, we talk a lot about these issues, but do not carry out a deep and rooted process for deepening method and language in the organization.

An excellent recruitment strategy requires the use of your entire team as well as some aspects that you may not always anticipate. To help build the process, we have some tips to help you attract the best talent. After all, who does not want a large amount of inquiries on their site, constant phone calls from customers, new project management, new tasks and other profit channels for the business.

Many articles have been written about the status of management as a profession. Academic discussions, workshops and professional philosophical discourse on the subject have existed for decades. Despite this, as of today (and probably for years to come), there is no compulsory course or professional training in order to become a manager or improve management skills. So are you a manager looking to employ new staff? Like an electrician, an accountant, an engineer and a lawyer, a manager is also a profession and like any other profession, in order to perform it optimally it is important to learn and also to experience the work they are in; which is how training can maximize their skill. However, employing the worker is the first step.

Getting a new team together

Sometimes the simplest strategies are the best: recruit the most amazing people you know, make sure to keep them regularly happy, encourage them to bring in their most talented friends, make sure to provide great experience to each candidate and repeat this process regularly until your employees become recruiters. When you get to a point where you can not repeat this process, you have probably started developing a dedicated in-house recruitment team. If their experience with your organization is particularly positive, even non-accepted candidates still serve as recommenders for your organization. Poor candidate experience will usually leave a sour taste, not only for the candidate who came for the interview, but also for the employee who made the referral. It does not matter how much the organization pays, or how big projects the organization has, if you fail to treat candidates with the same appreciation you would provide to a veteran employee, you are doing a poor service to the organization. I’ve added a quick list of topics to make sure your candidate’s experience is on track. It is advisable to make a neat list for the recruitment process. Let’s not forget that you want to attract the very best people to your company. You can’t do this if you appear incompetent, incapable and inefficient.

How to interview potential employees: Freestyle interviewers versus template interviewers

We have all encountered one or two freestyle interviewers in our lives. Those who do not work with a page or a set of ready-made questions. They are usually big refusers of the pattern and their ability to feel and feel the candidate will determine whether they will be accepted or not. The questions do not repeat themselves and sometimes it is also not clear what they are asking.

How is an interview from intuition and gut feeling a rational and process interview? Very simple, because what those people call a gut feeling or intuition is an analytical process. How is this possible? The same gut feeling or intuition works in such a way that when we see a certain behaviour. We go back in time and identify patterns of identical behaviour, connect the same patterns in people and situations we have encountered in the past and draw a completely statistical conclusion which predicts the future behaviour of the candidate. If those interviewers who rely on feeling actually perform a thought and analysis process then where is the problem? Why are they not interviewing well enough? For several reasons and the main one is that they conclude how someone will behave in complex situations at work based on their behaviour in an unnatural situation which is a job interview. I will expand on the problems with the ability to draw conclusions in this way later.

In stark contrast to freestyle interviewers, the template people leave nothing to chance. The questions are ready in advance. Each answer indicates a character trait or behaviour of the candidate and there is almost nothing left that is prone to interpretation. Everything is clear and it is possible to know everything about the candidate before getting him a job, the people in the template say (and are wrong). Those who come to the interview with all the questions prepared in advance often find the best outcomes, for the business and its future.