Overcoming Recruitment Challenges
With nearly 20 years experience, Oil Recruitment has a team of specialists focused solely on the lubricants and speciality chemicals industry.
Priorities have shifted and expectations of both businesses and candidates are higher than ever before. Here Oil Recruitment give their view on how the lubricants industry can overcome recruitment challenges in today’s market.
Hunting for the right candidates Attracting fresh talent into what is a mature and highly experienced market can be particularly difficult.
“Historically the upstream sector has always had a greater appeal within the oil industry but with the crash in oil prices, opinion has changed,” says Keeley Robinson (Senior Consultant). To ignite an interest in the downstream oil industry, more training programmes for graduates and school leavers are needed.
Another option is sourcing talent from outside the immediate market as long as the essential key skills are there. “A person with experience of selling different chemicals will possess a fundamental technical understanding and transferrable skills”, says Keeley.
Being more open minded and flexible in this way means companies gain a wider pool of candidates. That said, a commitment to technical training must be made by companies considering this approach to ensure success. As Keeley confirms “Selection and investment in training and development are so critical. It’s a match that needs time and effort – up front and along the journey – by both parties.”
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A further area of note is the need for hunters within the industry – people who have the hunger to go out and grow the business.
In a competitive market, employees who are able to forge new relationships are absolutely key. However as companies are focused on adding value rather than competing purely on price, the challenge is to find the technical people who have this same mind-set.
Attracting (and retaining) the right candidates “Post recession, changes in upstream have led to some major oil companies restructuring, resulting in an increase in uncertainty” explains Victoria Cornwell (Consultant.) “Candidates look for longevity, development and the chance to forge a career that
Keeley Robinson Victoria Cornwell
LUBE MAGAZINE NO.133 JUNE 2016
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