M marsio aog 2013
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This document discusses trends in recruiting and staffing professionals in the oil and gas industry. It argues that recruitment is moving away from traditional "job board" models where candidates passively wait to be found, and toward social networks and digital platforms that allow professionals to actively promote themselves. The document also advocates for staffing companies to shift their focus from internal processes to providing excellent personalized service experiences for candidates, using digital tools to gain insights into each professional. If staffing companies modernize their approach and prioritize candidate convenience through digitalization, the summary concludes, they will be able to better serve senior oil and gas professionals.
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M marsio aog 2013
- 1. Mikko Marsio SVP, Marketing and Business Development Dovre Group plc HowtoattractandSourceOil &GasProfessionalsinthe 21stCentury
- 2. 2 Dovre Group Global Reach – Local Presence – PersonalTouch The most advanced provider of specialized project management services in the energy sector Dovre Group plc • 1-9/2012 Net sales EUR 68.4 million, Y-on-Y growth 27% • Employees over 500 • Project Personnel offers high quality project professionals in Oil & Gas and large projects industries in general • Consulting offers management and project management consulting services for major investment projects • NASDAQ OMX Helsinki (symbol: DOV1V)
- 3. 3 WORKWORKWORK NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT RECRUITMENT SERVICE Two phases of Project Personnel Staffing
- 4. 4 WORKWORKWORK NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT RECRUITMENT SERVICE ”Old school” vs. Presence & Future How recruitment will change in coming years?
- 5. 5 Referrals remained on the top 2011/2012 Social Media score – Lack of competence or current still early development stage? CareerXroads, 2012, 2139 responses from staffing experts
- 6. 6 Employer and Employee driven - Both most effective and most liked Referrals – Foundation in human behavior and traits On average we can know 150 people Employer and Employee driven model: Our social capability to know people Limitation: Our own capacity to know people (and care about) Original model
- 7. 7 Employer driven recruitment Industrial age created methods of mass recruitment Mining.com Efficiency driven: Minimizing time, costs, efforts and maximizing coverage… once newspapers started to advertise jobs
- 8. 8 Tradition of hundred year old newspaper job advertisementsis about to end In U.S. Internet surpassed newspaper in 2010
- 9. 9 Are job boards ”old school” thinking? Job boards updated old newspaper ads to internet age
- 10. 10 Global HR community believes job boards are critical ResearchalsoindicatesthatHRcommunityisveryconservative Source: Boston Consulting Group, World Federation of People Management Associations, 2012 Online survey 4288 executive level answers, 63 indepth interviews, 102 countries, numerous industries Employee referral marketing Company website Job portals Partnerships (e.g. universities) Online advertising Support programs for targeted groups Social media pages On-campus advertising Friends and families Headhunters Job fairs Company-sponsored events Temporary workers Work agencies Newspaper advertising
- 11. 11 The state of job board industry, March 2012, Job board doctor Job boards are afraid of Linkedin 48 %
- 12. 12 Candidate is still in passive role despite larger audience Job boards are on employers’side like old newspaper Industry job boards have x00,000 resumes Same candidate in all databases Database quality benchmark from CRM 91 % of CRM data is incomplete* Old rule of thumb: Annually 25 % of profiles get outdated Candidate… Applies to a particular job (=newspaper model) Leaves resume to be found – Huge effort to keep all job boards up to date! How many experienced professionals really likes this old job hunting model? *salesforce.com
- 13. 13 Old school treats Linkedin as a job board Linkedin utilizes human behavior and traits 2 new members every second 202 M members (1/13) 93 % recruiters use Linkedin (2012) Far too many seem to understand it as a new job board Source: Linkedin
- 14. 14 Summary: Future of recruiting ”to really know me” driven Onlyuncertaintyinrecessiontimeskeepthepoweronemployer’sside PERSONAL NETWORKS (=REFERRALS) Knowing people… networking with people who we like, work with and think are useful to know Promoting myself, self- branding, networking STAFFING AGENCY * *Linkedin is current dominating operator, who will be next and when unknown Business role? Offered services… personalized service? Digital presence? Other technology utilization? Big data
- 15. 15 WORKWORKWORK NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT NEW ASSIGNMENT RECRUITMENT SERVICE Are you in the service business or staffing business? Managing staffing processes… Serving your consultants/engineers base
- 16. 16 Two ways to look at staffing processes Firstonetakestheinternalview,secondtakesexternalserviceexperienceview STAFFING PROCESSES Relocation Payroll Insurances Time management Etc. SERVICE PROCESSES
- 17. 17 Very few of us receive exceptional service Costcuttingdrivencompaniessettheexpectationstousratherlow Fewer than one in ten consumers across all markets believe that companies generally ‘exceed their expectations’ for customer service 5700 responses* from U.S. and Europe – top priorities Getting my issue resolved quickly (82 %) Getting my issue resolved in a single transaction (56 %) *2013 LivePerson Connecting with Customers report
- 18. 18 Digital services are integral part of our daily lives Many of them provides access and easiness we earlier didn’t have
- 19. 19 Heavy industry is a global digital laggard WorkinginOil&Gasdoesnotsupportideasofinvestingintodigitalopportunities MIT Center for Digital Business & Capgemini Consulting, 2012 OIL & GAS 26 % MORE PROFITABLE THAN INDUSTRY COMPETITORS CONSERVATIVESBEGINNERS 75 % of Internet impact arises from traditional industries* Heavily web tech. utilizing SMBs grow 2x as much as others* * McKinsey Global Institute, May 2011
- 20. 20 Global HR community is also a global laggard Managingtalentisseenastoppriority–Lackofunderstandingcausinglogicerror Online survey of 4288 executives from 120 countries, numerous industries, 2012 Boston Consulting Group, World Federation of People Management Associations (WFPMA)
- 21. 21 Millennials will be 50 % of global workforce in 2020 Oil&Gashasaseriousimageissueandformillennialsdigitalisnaturalpartoflife 4,364 graduates, across 75 Countries, 2011 October , PWC 75 % believe that access to technology makes them more effective at work 46 % thought that their managers did not always understand the way they use technology in their work 41 % say they prefer to communicate electronically at work than face to face or even over the telephone Millennial = Born 1980 - 2000
- 22. 22 Staffing will follow other industries development trends Convenience,easiness,lesshassle–allindustriesgetsameexpectationsfromus 28,500 banking customers in 35 countries, gathered in March 2012 Ernst & Young Global Consumer Banking Survey 2012 Digitalization is just the enabler
- 23. 23 Bank services – One benchmark for digitalized service Banksareabenchmarkforservicedigitalizationbutnotforservicemindset… Numbers from U.S. banking sector which is way behind many other countries
- 24. 24 More you know about me – better service Bankresearchresultsapplicabletoothersectorsaswell 28,500 banking customers in 35 countries, gathered in March 2012 Ernst & Young Global Consumer Banking Survey 2012 Big Data!
- 25. 25 Whatever number you look – Internet’s growth is huge Mostcommonwaytousedigitalserviceswillbemobilegadgetwecarryalong
- 26. 26 Summary: Better service with digitalization I am a senior professional – I am entitled to receive personalized service Convenience & Easiness focus – Not IT Data – Merging internal data with external data… analytics. Love the data! Benchmarks reside in other industries