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Attracting, Recruiting & Retaining Staff www.jrpsi.ca Trevor Johnstone & Randy Ritchie Tight Oil Canada Congress 2012.

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Presentation on theme: "Attracting, Recruiting & Retaining Staff www.jrpsi.ca Trevor Johnstone & Randy Ritchie Tight Oil Canada Congress 2012."— Presentation transcript:

1 Attracting, Recruiting & Retaining Staff Trevor Johnstone & Randy Ritchie Tight Oil Canada Congress 2012

2 Presentation Overview Introduction Introduction Current Market Issues Current Market Issues Attracting Staff Attracting Staff Recruiting Staff Recruiting Staff Retaining Staff Retaining Staff Summary/Q&A Summary/Q&A

3 Introduction 10th year of business 10th year of business Completed 500+ search assignments Completed 500+ search assignments Limited number of clients Limited number of clients Specialists in Energy Specialists in Energy Technical to CXX level, all disciplines Technical to CXX level, all disciplines The partners: The partners: Trevor – 26 years with 2 firmsTrevor – 26 years with 2 firms Randy – 20 years with 4 firmsRandy – 20 years with 4 firms

4 Current Market Issues Shift of baby boomers to retirement Shift of baby boomers to retirement Limited hiring years ago Limited hiring years ago Lack of trained professionals Lack of trained professionals Economy boom = high demand Economy boom = high demand All Commodity areasAll Commodity areas Domestic & InternationalDomestic & International Tremendous Growth of “tight” plays Tremendous Growth of “tight” plays

5 Current Market Issues Uptrend in completions & reservoir Uptrend in completions & reservoir Competition in the marketplace Competition in the marketplace Factors in coordinating interviewsFactors in coordinating interviews Workloads, meetings, vacationsWorkloads, meetings, vacations

6 Checkpoint Given all these issues, is recruitment of qualified staff a top priority for you, or is it just another thing for you to do at work?

7 Attracting Staff What are you doing to promote your company? What are you doing to promote your company? Do you have a market presence or are you “flying under the radar screen”? Do you have a market presence or are you “flying under the radar screen”? What is the quality of your asset/ opportunity? What is the quality of your asset/ opportunity?

8 Attracting Staff Why is someone going to be interested in your company and the role? Why is someone going to be interested in your company and the role? What will distinguish you from the “competition’? What will distinguish you from the “competition’? Are your expectations for staff realistic or unrealistic? Are your expectations for staff realistic or unrealistic?

9 Attracting Staff If your opportunity has some “hair on it”, how flexible are you? If your opportunity has some “hair on it”, how flexible are you? Consider candidates that lack perfect technical skills but have a great track record of successConsider candidates that lack perfect technical skills but have a great track record of success Increase remunerationIncrease remuneration Change your expectationChange your expectation

10 Checkpoint Do you have an accurate, compelling story to tell current potential candidates and also those that might be interested in you “down the road”?

11 Recruiting Staff Start with Internal methods: Start with Internal methods: Have you: Looked at an internal promotion?Looked at an internal promotion? Tapped out all of your own “trap lines”?Tapped out all of your own “trap lines”? External methods: External methods: Have you: Advertised in a newspaper or job board?Advertised in a newspaper or job board? Considered a search firm?Considered a search firm?

12 Recruiting Staff Timeline expectations with executive search: Backdate three months from when you need the role filled Backdate three months from when you need the role filled Two “Recruitment Windows” per year Two “Recruitment Windows” per year Typically, 2 major payout/vesting eventsTypically, 2 major payout/vesting events 90-day window to secure a candidate90-day window to secure a candidate

13 Recruiting Staff Search Timeline: Week 1-3 Search firm is engaged, finalizes profile & recruits Week 3-5 Search firm interviews long list and presents candidates Week 5-7 Client interviews short list of candidates Week 7-9 Top two candidates references & negotiations Week 9-12 Top candidate secured. Begins new role

14 Checkpoint Do you have a realistic expectation of how long it takes to fill open roles in today’s marketplace?

15 Retaining Staff Review after 1, 6, and 12 months Review after 1, 6, and 12 months ExpectationsExpectations Communication, lots of itCommunication, lots of it

16 Retaining Staff Cater incentives to demographic Cater incentives to demographic Trends Trends Shift away from remunerationShift away from remuneration Increased importance of trainingIncreased importance of training Increased importance of flex timeIncreased importance of flex time Appreciation and recognition of effortsAppreciation and recognition of efforts Make it “easy” to work at work Make it “easy” to work at work Edible incentivesEdible incentives Freedom to roam from desk i.e. WIFIFreedom to roam from desk i.e. WIFI

17 Checkpoint Do you have any type of employee retention plan in place?

18 Summary Finding qualified staff is difficult and will only get tougher Finding qualified staff is difficult and will only get tougher Know when to use your own recruitment sources and when to use a retainer-based executive search firm Know when to use your own recruitment sources and when to use a retainer-based executive search firm

19 Opportunity for Questions Thank you for your attendance


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