Oil and gas industry recruiters are creating and maintaining their relations with prospective candidates through several social media applications while forgoing traditional recruiting methods, a recruiting specialist told attendees at the People in Energy Summit conference Tuesday in Houston.
"As the demand for higher quality candidates increases, so does the avenues in which to find these ideal employees,” said Stefanie Hanz, Millenial talent acquisition & social specialist with Suncor Energy, during a session on how the oil and gas industry can entice the next generation of leaders.
And recruiters have their sights set on Millenials, or Generation Y, the generation cohort following Generation X. "Millenials are connected, educated and passionate individuals,” said Hanz. “These hard-working individuals have high expectations and they expect their employers to care."
According to the National Association of Colleges and Employers' Job Outlook 2011, employers plan to hire 9.5 percent more graduates in 2011-12 than they did in 2010-11. In comparison, last year employers anticipated double-digit hiring increases.
"High-caliber professionals are always in demand,” she lamented. “And with projected skill labor shortage as the baby boomers exit, millenials are the new employees."
With the economy slowly regrouping and changes abound, employers are looking to revamp their companies with fresh, smart and capable employees – and the number one method being used to find new talent is social media. Anywhere from 39 to 65 percent of companies use social networking websites to identify and screen potential candidates for open positions.
"Social recruiting is a great asset to those employers scouting the best, multitalented candidates through transparent social networking sites," Hanz said.
As more and more Millenials enter the job market, employers are facing the challenge of how to effectively market their companies. They are taking note that social networking will continue to rise as the go-to form of finding a perfect candidate because it seems to be a more effective way to network, in providing insight into the candidates’ personalities and work styles, and in slashing recruiting costs compared to traditional techniques.
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