Recruiting efforts in the oil and gas industry become challenging when the client requests specific requirements. Usually, these specific requirements do not fit millennial-age candidates due to lack of experience. So what makes these professionals in their 20s and 30s not as attractive?
Millennials are more likely to jump from one job to another for various reasons. One reason is clients are leaning more towards contract jobs which may last under a year due to operating on a project-driven basis. Millennial candidates take on these short-term jobs to gain experience on different types of projects. Once the contract ends, the candidate is immediately ready to move on to the next project. Second, millennials have a reputation for seeking better compensation and deals. They are more prone to take a new opportunity for a small raise than stay at their current position and finish out their assignment. These reasons will hurt their chances for getting hired, because today’s hiring managers like seeing longevity on resumes. When recruiters are screening for candidates and don’t see longevity, the resume most often goes to the back burner.
In order to attract and retain the next generation of oil and gas talent, business leaders need to understand and observe the changing times in the recruitment industry. Managers will need to accept a more diverse workforce with different levels of experience and also expose their staff to new opportunities that lets them gain new experiences. Although millennials are criticized as self-centered and lazy, they are more educated than ever. It is expected that this generation will be the leaders in the oil and gas industry in the next 15-20 years.
The Global Edge Consultants