Talent pool report Drilling and Petroleum Professionals
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The report outlines the talent pool of drilling and petroleum professionals in the U.S., highlighting regions like Houston with the highest concentration and demand, as well as untapped markets like Dallas. Key skills such as well optimization and offshore drilling are in high demand but may be harder to recruit for. Strategies for attracting this talent include leveraging employee networks, enhancing company presence on LinkedIn, and targeted advertising.
Talent pool report Drilling and Petroleum Professionals
- 1. Talent Insights Talent Pool Report Drilling and Petroleum Professionals Technical Salespeople September 2012 Executive Summary Where should you look for talent? Did you know that a drilling and petroleum professional • Hidden Gems: These mid-sized markets have relatively living in Houston is over two times more likely to be lower demand, meaning hiring is likely to be easier contacted by a recruiter than one living in Dallas, which • High-Demand: These are the largest markets, where is only 240 miles away? LinkedIn data shows that: overall demand is also highest and hiring may be difficult • There are over 19,000 drilling and petroleum • Saturated: These small to mid-sized markets also have professionals throughout the United States very high demand, meaning hiring is likely to be difficult • Talent is heavily concentrated in the Houston area–home to over 50% of the talent pool • Lower-demand markets like Dallas and Oklahoma City Region Quadrant are likely to offer untapped sources of talent 100 SATURATED HIGH-DEMAND • Skills for well optimization and offshore/subsea drilling 90 Houston are in high demand 80 Pittsburgh • While this pool is driven primarily by compensation New Orleans Denver 70 and benefits, they differ from other talent in that they Anchorage, AK Tulsa, OK Odessa/Midland value opportunities to teach others what they have 60 Oklahoma City, OK learned and work abroad Chicago 50 Demand Index Bakersfield, CA Dallas/Fort Worth 40 Overview Los Angeles Austin A world of insights can be gathered from LinkedIn’s 175 Toledo, OH 30 million members - the world’s largest professional network. San Antonio Oil and Gas is one of the top five most searched industries by recruiters on LinkedIn. Recruiter activity and member data can be used to determine supply and demand for 20 drilling and petroleum professionals. A higher demand index means that the average professional in a region is receiving more contact from recruiters than peers in other regions. Lafayette, LA HIDDEN GEMS 200 500 1,000 2,000 5,000 Supply (# Professionals) Demand based on recruiter activity on LinkedIn Large, high-demand regions Which skills are in short supply? Recruiter activity can highlight which skills are in high DEMAND demand. For drilling and petroleum professionals, our Large, low-demand data shows that expertise with skills like well optimization, regions “Hidden Gems” subsea drilling, well completion and offshore drilling is highly sought after on LinkedIn. Professionals with these skills are up to 6x more likely to be contacted by a SUPPLY recruiter. Therefore, expect to spend more time filling positions that require these skills. Number of talent pool members in each region
- 2. What do drilling and petroleum professionals consider when evaluating a job? Percentage who believe each attribute is important when considering a job opportunity 64% EXCELLENT COMPENSATION & BENEFITS 65% 51% GOOD WORK-LIFE BALANCE 51% 37% JOB SECURITY 35% 30% CHALLENGING WORK 32% OPPORTUNITY TO TEACH OTHERS 8% WHAT YOU HAVE LEARNED 22% 6% OPPORTUNITY TO WORK ABROAD 21% AN EMPLOYER WHO VALUES 24% EMPLOYEES CONTRIBUTIONS 10% AN ORGANIZATION THAT PRODUCES 12% INNOVATIVE PRODUCTS AND SERVICES 3% US Average Drilling and Petroleum Professionals How can you reach out to this critical talent pool? Reach this critical talent by leveraging the assets you already have on LinkedIn. Beyond that, posting your drilling and petroleum positions on LinkedIn allows our matching algorithms to put those jobs in front of relevant candidates – active or passive. 1. Employees’ Networks Engage with the talent already connected to your employees A world of LinkedIn members – including your employees – are connected to this talent pool 2. Company Followers Post relevant information about your company and industry Members are nearly 3x more likely to apply for jobs at companies they follow 3. Company/Career Page Give candidates a picture of what it’s like to work for your company Showcase your employment brand with focused, targeted content 4. Targeted Advertising Dynamically deliver your message to members that fit your opportunity - on and off LinkedIn Drive traffic to your career page and jobs, or reach out to passive candidates directly Want to learn more about how your company is already connected to this talent pool and how you can best leverage these assets to reach this important talent pool for job opportunities? talent.linkedin.com Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States. Copyright © 2012 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved.