Talent Acquisition: How has the Price of Oil Altered O&G Industry Recruitment Strategies for 2015? - part 1
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The document discusses how lower oil prices have affected recruitment strategies in the oil and gas industry in 2015. Representatives from Fluor, Sasol, Marathon Oil, and Cameron discussed their approaches: Fluor has utilized flexibility to retain valued employees, targeted top talent for long-term needs, and maintained their long-term recruitment strategy. They have focused on project management, contracts management, and other key disciplines. Sasol and Marathon Oil also discussed their strategies for managing recruitment in the current environment.
Talent Acquisition: How has the Price of Oil Altered O&G Industry Recruitment Strategies for 2015? - part 1
- 1. HOW HAS THE PRICE OF OIL ALTERED O&G INDUSTRY RECRUITMENT STRATEGIES FOR 2015? Moderator: Brett Kummer Global Recruitment Functional Lead, Fluor Jeff Gill Human Resources – People and Organizational Effectiveness, Sasol John Gates Head of Talent Acquisition, Marathon Oil Nick Tran Military Recruitment Program Manager, Cameron TALENT ACQUISITION STRATEGIES & OPPORTUNITIES: MANAGING IN A TURBULENT OIL & GAS WORLD
- 2. Talent Acquisition How has the Price of Oil Altered O&G Industry Recruitment Strategies for 2015?
- 3. How Fluor is addressing it… EPCF Contractor (Engineering, Procurement, Construction & Fabrication Solutions) 1. Utilize flexibility to retain valued resources. 2. Target top talent for long term needs. 3. Long term execution of recruitment strategy remains intact.
- 4. Fluor’s Diversified Client Markets
- 6. Targeting Top Talent • Focused search in key functional disciplines – Project Management – Contracts Management – Project Controls – Construction Management • Grow strategically in alignment with our corporate growth strategy • Passive candidates are transforming into active candidates
- 7. Long Term Recruitment Strategy Remains Intact • Utilization of predictive analytics to show cost, quality, and time benchmarks. • Focus on social media and virtual presence is high. • New graduate hiring is steady and consistent. • Investments in talent development are moving forward