Study: Employees Are the Key to Industry Growth

However, this issue is far more pressing in North America due to the rapid growth, unconventional play and new energy markets entering the business.

“With some of the world’s largest shale and offshore reserves, all eyes are currently on the massive resource potential of Mexico,” noted Groeneveld. “A handful of companies have already taken the initial steps of registering in the country in anticipation of more private-sector participation in the coming years, and dependent on the outcome of the forthcoming energy reforms, this region is one to watch in 2014.”

DNV GL noted that the top 5 scarcest skills for 2014 are:

  • 38 percent of project managers
  • 23 percent of offshore-related engineers
  • 16 percent of safety and risk engineers
  • 16 percent of onshore-related engineers
  • 15 percent of marine-related specialists

Elsewhere in North America, the agency has witnessed increased activity across the Gulf of Mexico, including New Orleans and Alaska, Groeneveld said.

“Also in Canada, if huge pipeline projects such as the Energy East Pipeline and the Northern Gateway get the green light then things will get very busy, very quickly,” Groeneveld added.

Canada has witnessed talent shortages for a while but couple this with the rate at which technology is changing and improving, the industry is a much more complex and competitive operating environment. 

“Canada will be about 70,000 skilled professionals short by 2017 when a lot of their key projects are expected to hit a peak production in construction capacity,” remarked Groeneveld. “Obviously that is a big number of skilled professionals, and comes with that are the semi-skilled and some-skilled requirements. We are seeing some back-and-forth at an immigration standpoint. They are developing different requirements for foreign workers to offset this number and we are seeing a lot more of U.S. talent relocating, especially in the semi-skilled division.”

As the economy grows and improves, one will need to aggressively and intelligently source and recruit, remarked Bersin.

“The talent acquisition market is the fastest-changing part of Human Resources: new social recruiting, talent networks, Big Data, assessment science, and recruiting platforms are being launched every month,” he noted. “Your employment brand now becomes more strategic than ever … Today your ability to recruit is directly dependent on your engagement and retention strategy – what your employees experience is what is communicated in the outside world.”


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Generated by readers, the comments included herein do not reflect the views and opinions of Rigzone. All comments are subject to editorial review. Off-topic, inappropriate or insulting comments will be removed.

hakim  |  April 01, 2014
I want just say if someone is mechanically minded maybe that means more chance to get on with engineers than with psychologists, the assessment process should stay as close as possible to the role nature, in other words, we needn’t be fluent with hard notions (hard science: electromagnetism, thermodynamic, quantum theory. Etc.) if we are destined for soft job and the opposite is equivalent. More assessment doesn’t equal more efficiency but, perhaps more rational assessment and less judgement could be better.
Outlaw  |  February 06, 2014
We have a lot of young people and people that have never worked hard in there life.That are now starting in the oil and gas game.God help us!

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