Tag Archives: UK Oil and Gas Recruiters

Meet The Global Edge Fab Five!

Picture it now: backdrop, 1960’s black and white TV in the background and the immortal voice of Ed Sullivan as he is introducing a little known group soon to become a worldwide sensation. “We have a really big show tonight. Ladies and Gentlemen…The Beatles!

Well, in my best Ed Sullivan impersonation let me introduce our own British Invasion. “All the way from the U.K.….Ladies and Gentleman, the ‘Fab Five!’”

Now, if only I could embed a recording of The Beatles “I Wanna Hold Your Hand,” just as you read my intro! So without further ado, let me introduce you to the story and the team* of The Global Edge Consultants, U.K.

In January of 2013, The Global Edge opened its doors in the U.K. ready to conquer Europe as we had done in Asia! However, conquest of any kind is never easy. In the U.K., where the market is one of the most difficult to break into, there were struggles and hurdles of all kinds to overcome.

Through all of this, there has always been a constant, the young posh Englishman with a heart of gold but a “failure is not an option” attitude, our Ringo Starr, who just keeps drumming no matter what is going on…Alex Purvis!

Though Alex is only a few years into the Oil/Gas staffing industry, he has grown up in the Oil/Gas industry living both in the U.S. and abroad. Alex has begun to hone his skills in Account Management, racking up victories at an impressive rate. That is, when he is not trying to match wits with vastly superior opposition!

But, every great group or team needs a strong manager with industry experience and a vision! Enter John O’Neill or the “Brian Epstein” (The Beatles manager) of the team. This greying father of three who also doubles as rabid Celtic Football (soccer) fan is a leader in Technical Recruitment world with specialties in EPC and Drilling. John joined the Global Edge in November of 2013 and put together what we at the Global Edge call the “Fab Five.”

As John Lennon and Paul McCartney were both collaborators and competitors in the group, so are Alan Marshall (Lennon) and Steven “Stevie” Kane (McCartney). Alan, who is a father of 2 and a devout Rangers Football (soccer) fan, came to the Global Edge with 7 years of recruitment experience and in the past few years has focused on Drilling, Marine, Subsea and EPC markets. Stevie also came to the Global Edge with 7 years’ recruitment experience in Construction, Oil & Gas and Engineering after a career in the construction industry as a “joiner.” Alan and Stevie have a history of competing against each other while with other companies, and in 2014 came to the Global Edge to work together for the first time. They have brought that competitive spirt with them and continue to try to outdo the other in recruiting and business development.

Now, every team needs their wildcard George Harrison type, and the U.K. Team has that in Maciej Siembiga. Maciej’s recruiting background includes both IT and Financial, but his focus in the Oil & Gas market. Drilling and subsea is where he has made his name, especially in the difficult to fill roles leaving no stone unturned. When Maciej is not playing Sherlock Holmes, he is either dancing it up with a bit of a salsa flair or showing off his Brazilian Martial Arts moves to the office.

Who keeps all of this talent and feistiness in check and supports this bunch, you may ask? Well that job goes to incredible Kirsten Thomson, who wears a number of hats and apparently has a penchant for “dodgy parties.” I haven’t included her in the Fab Five for three reasons! Firstly, it would be odd to have six people in a team called the Fab Five, secondly, those of us in the Houston, TX office claim her as our own as she travels to the U.S. regularly, and lastly and most important, she is beyond fab and flat out awesome!

From our company’s humble beginnings of a two man office in London, England in January of 2013, the Global Edge has rapidly begun to penetrate the U.K. and Middle Eastern markets and in February of 2014, we opened our second U.K. office in Glasgow, Scotland. This expansion has allowed the Global Edge to not only service our clients in Scotland, it has put a stamp on the our U.K. brand and allowed us to add many more new clients as well as team up and support The Global Edge South African and Asian teams. The plan forward is to continue to capture a share of the Upstream Market including Exploration, Drilling, EPC and Oilfield Services.

The Global Edge “Fab Five” have done an amazing job in a short time, but wait until you see their next hit! It’s bound to make us all “Twist and Shout!”

*From left to right: Alex, Maciej, Kirsten, John, Stevie, and Alan

Humberto Ramirez
Senior Technical Recruiter
The Global Edge Consultants

Plasma-pulse technology and the future of oil and gas recruiting

It is well known that our primary and secondary production methods allow us to recover 25 to 50 % of our known resources.

Enhanced oil recovery (EOR) makes it possible to produce up to 90% of the original oil in the reservoir remaining after standard production methods fail to extract more oil utilizing a broad spectrum of techniques.

Although simpler methodologies developed about fifty years ago, enhanced oil recovery techniques have gone through tremendous changes within the last 5-10 years. An interesting development which caught my attention in 2013 was a new way of EOR named “Plasma-Pulse Technology or PPT” which is invented at the St. Petersburg State Mining University.

Plasma-Pulse Technology works without any chemicals and therefore is deemed to be environmentally friendly. The treatment is created to clear the well drainage area of sedimentation clogging at the perforation zone and increase the permeability of the reservoir at the same time. This technology reminds me of the many science fiction movies in which they suggested to use this technology with futuristic weapons.
These rapidly developments in our industry will mean a need for specialized consultants.

Here at The Global Edge Consultants, we are constantly improving our recruitment skills to find the people with specific requirements. The technology developments in our industry will require people with specific skills. To guarantee our quality of services and knowhow about the developments within the international oil and gas industry, The Global Edge Consultants is constantly updating ourselves by sharing this kind of information as well as attending exhibitions and presentations about new technologies. We believe that besides good communication skills, a certain technical knowhow, and project understanding is a key to success in our industry. In this way we are able to provide top quality services for both clients and consultants.

Pieter Brink
Business Development Manager
The Global Edge Consultants UK

The Global Edge Consultants is a full service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!

Your company needs a branding strategy

Branding has become far more than just a simple association someone has with their favorite household product.

Companies are becoming increasingly aware of the role branding plays in creating not only a product’s identity, but the impact it has on the overall company image. Although it seems like a very simple principle, people are naturally attracted to companies that they have a positive brand association with. This is why employer branding plays such an important role in attracting and securing the right talent.

Planning and implementing a successful employer brand strategy is very similar to that of a product strategy and can be structured in a very similar framework. The company must identify the following:

• Target market – Who are the type of candidates your company wants to attract? Are they coming from a particular university? Do they currently work for one of your competitors? Will they fit well into your company culture?

• Unique selling point (USP) – What sets your company apart from the rest? What can your company offer that your competitors cannot?

Examples of a USP could be (recruitment context):
o    Flexible working hours
o    Market-leading commission plans
o    Above average starting salary
o    Opportunity for international travel
o    Bonus package/equity share options
o    Working with a particular type of client (e.g. super-major oil companies)

• Competitor analysis – What visible strategies are your competitors adopting to attract candidates? Are you considering using the same media channels to advertise your opportunities?

• Advertising channels – What media channels will your company be using to draw in the applications and promote interest?  Will you be primarily focusing on social media (or traditional) avenues such as LinkedIn, Facebook or Twitter? How, if at all, will your company website be used during this strategy?

• Post-launch strategy – How will your HR department handle the process? Do you have an appropriate hiring strategy in place that is suitable for the type of candidates you are looking for? Once you have brought candidates on board, are you able to retain their services and stop them leaving for your competitors? Remember, retaining talent is as, if not more, important than attracting new talent.

Alex Purvis
Account Manager | Marketing Specialist
The Global Edge Consultants UK

The Global Edge Consultants is a full service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!

What is your brand? (First in a 3-part series)

What is an “elevator speech” and why do I need one?

The “elevator speech” or “pitch” as it is also referred to, is a quick synopsis of what you do and the message that you want to convey to the person to whom you are presenting.  It is normally meant to be under a minute in length with the intent of driving interest in you and your brand”.  (We’ll get more into “branding” over the next two parts of this series.)

The term “elevator speech” comes from the idea that you have a short amount of time to engage a captive audience before they move on to the next task or person, or the amount of time it takes for a quick elevator ride from one floor to another.

If you are in sales and/or marketing, you probably already know the purpose of an “elevator speech”, however, very few people actually have developed one much less honed it to near perfection.

So, how do you craft an “elevator speech?”

The real questions to ask yourself in this regard are:

1) How do I explain what I do without labeling myself?

2) What can I say that will make my audience want to engage in a longer conversation whether at that moment or shortly after?

Chris King, the editor and author of “Powerful Presentations,” points out that one of the first questions people tend to ask upon first meeting is “What do you do?”

The normal response is to literally state your job title, which immediately labels you in their mind with all of the stereotypes that go along with it.

As a recruiter, the term that usually comes to mind is a “headhunter,” and that label has so many negative connotations.  This is easily remedied by explaining what you do and the benefits that you bring to your clients.

For example, instead of answering the question with the recruiter job title, a better response would be “I work with large and small companies to help them locate the talent they so desperately need for extremely hard-to-find roles.”

This response clearly describes not only what I do and who I do it for, but also the benefits I am bringing to the table. I can then go into more details and specifics as to markets I specialize in as I gauge my audience’s interest.

Once you strip away the typical response, you remove any negative barriers and you open yourself up to a completely different conversation that may be lucrative down the line.

Remember, your presentation should be short and concise and you should practice it any chance you get.  As they say practice makes perfect, and the more you use it, the better it gets.

Part 2 in this series will begin to focus more on your personal “brand.”  Your “brand” not only states what you do, but who you are and how you conduct business.

Humberto Ramirez
Senior Technical Recruiter
The Global Edge Consultants

The Global Edge Consultants is a full service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!

Let’s start fracking in England

First we have to understand what shale gas is and why it is becoming more popular.

Shale gas is a natural gas that is trapped within shale formation, as shown in the photo on the right.

The US is the leading admirer of shale gas and within 10 years the production of the gas has increased from 1% to 20%.  The US suggests that come the middle of the century, 46% of natural gas will come from shale.

Over across the water, where the Anglo-Saxons defeated the Celts, shale gas is becoming an argumentative subject, unlike their Atlantic neighbors who are taking it in stride.

England is concerned that fracking may cause minor earthquakes or seismic movement within the UK.  Although the North Sea has been fracking for many years, scientists believe that producing shale gas directly from land could lead to serious problems. Recently, however, it’s been proven that England may hold way over the amount of shale gas that was last calculated in the 80s.

The economy in the UK could benefit hugely as the government’s investment is close to £13 billion therefore creating thousands of jobs for the UK.

My opinion is that we need to use our natural resources, and if shale gas is going to better the economy and become a ‘need’ in England, then let’s start fracking and start producing high levels of shale gas.

Darren SmithBusiness Development Manager
The Global Edge Consultants

The Global Edge Consultants is a full service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!

The big South African question: To frack or not to frack?

Enough energy to last South Africa the next 400 years?

This was confirmed by economists last year after the US Energy Information Administration confirmed that there is possibly about 485 trillion cubic feet of shale gas reserves in the Karoo Basin in central South Africa. Of this amount, more than 390 trillion cubic feet is technically recoverable.1

This ranks South Africa as having the 8th largest reserve in the world according to their June 2013 report on Technically Recoverable Shale Oil and Gas Resources (see table).

South Africa is the largest economy in Africa, besides wage disputes in the mining sector it continues to show political and economic stability even during the current economic recession creating a favourable climate for foreign investment.

Shell is eager to start fracking in the Karoo, having applied for the rights to explore almost 100,000 km2. At the moment, the project is pending the outcome of an Inter-Ministerial Task Team investigating the environmental and economic impact of Hydraulic Fracturing.

Farmers are especially concerned about contaminating their water supply. During a recent interview with the GM of Shell South Africa, Mr Bonang Mohale, it was confirmed Shell is committed to the Karoo project.2

Last week, the Department of Water and Environmental Affairs declared fracking a water-controlled activity. This confirmed the South African government is one step closer to finalizing its regulatory framework in order to ensure operators frack in an environmentally safe manner.

Although it remains a controversial topic whether or not the government can guarantee the water supply will not be contaminated in the Karoo Basin, there are also environmental benefits.

Currently the country’s energy demand is over 77% based on coal, boasting a couple of the largest coal-fired power stations in the world.3 Coal is used not only for electricity, but also for producing synthetic fuels via Sasol’s coal-to-liquid (CTL) process and in total accounts for 86% of the country’s carbon dioxide emissions.

Turning to electricity and fuels derived from natural gas could potentially reduce the country’s current carbon footprint by more than half.4 However the question remains, should South Africa turn to fracking or not?

Considering the economic viability of the process, the employment opportunities, the economic growth potential and opportunity to switch to cleaner fuels, South Africa is very likely to risk a share of its water supply…

Feeling thirsty already?

Gijsbert BakkerRegional Director–Sub-Saharan Africa
The Global Edge Consultants

The Global Edge Consultants is a full-service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!

__________________________________________________________________________________________________________________

 [1] http://www.bdlive.co.za/articles/2012/03/02/karoo-s-shale-gas-to-boost-economy-says-report

[2]http://ewn.co.za/2013/09/09/Shell-committed-to-Karoo-project

[3]http://www.energy.gov.za/files/coal_frame.html

[4]http://www.world-nuclear.org/info/Energy-and-Environment/Energy-Balances-and-CO2-Implications/#.Ui4dfTY_C1M

Who’s accountable for hiring the right talent?

Hiring the right talent involves several steps and coordination between key stakeholders.

One must seek individuals who not only have the prerequisite skills and experience, but also the right core values which are in line with the organization’s foundation principles.

Firstly, the job role, responsibilities and key deliverables must be clearly defined in order to match the right candidates within the job scope.

Secondly, once a decent shortlist has been established, a robust interviewing process should commence. This may include technical scope and possible tests / exams to establish core competency. Key questions should also be asked to establish core motivations of the individual, making sure they are also in line with the organization’s principles.

Thirdly, responsibility must be taken for the smooth transition into the new role. A mobilization and on-boarding process allowing for a comfortable entry into the new workplace should ensure this.

Following these key steps should ensure successful hires within the organization. It is the responsibility of line management in coordination with HR to achieve this, but responsibility should also lie with the recruiter that introduces the candidate. A good recruiter will align a candidate shortlist within the parameters of the roles requirements and cultural environment.

Harmony and coordination between these three parties should ensure success every time.

Scott McIlwraith
Operations Manager
The Global Edge Consultants

Why you need to work smarter, not harder!

Always busy?

You hear it all the time regardless of where you are in the world. We are always “completely buried in work,” “absolutely slammed this week,” or “unable to even move due to vast amount of paperwork on the desk.”

No matter the reason, it always boils down to how much more work I have than you. Some propose that it is a way of one-upping. To say that “I’m busier than you” suggests a type of superiority,that you are in some way more valuable.  In essence: “I’m busier, more in-demand, more successful” (Meredith Fineman, 2013).

Everyone is busy in some shape or form, from the front desk assistant to the managing director, whether it’s with demanding clients, filling out a late expense report, or with various meetings. We all have a limited number of hours in a working day and it’s very easy to fill the whole day with ‘stuff’ to do.

Let’s start bragging about great time management!

Here are some tactics to ease the busy work schedule:

Delegate: If you are in a position to delegate, learn the art of doing it. Not everything requires your personal attention.
Schedule: Effectively managing your tasks, prioritizing and scheduling them appropriately via a scheduling system (e.g. Microsoft Office calendar) can free up more time than you think.
Time constraint: if you can only afford to spend 45 minutes on a project, only spend 45 minutes on it.
Recognizing low-priority work: You need understand which tasks hold priority over others. If you have a meeting with the Managing Director in 15 minutes, its best you finish up that Business Development presentation you have had sitting on your desk for 3 weeks. The company’s Twitter account can be updated after the meeting has concluded. (Editor’s note: Auto-scheduling tweets through a service like HootSuite is a lifesaver, especially on those busy days!)

It all boils down to working smart, not necessarily working hard, although I do not discourage the latter.

Alex Purvis
Recruitment Consultant
The Global Edge Consultants UK

The Global Edge Consultants is a full service firm specializing in the recruitment of technical and project personnel for industries such as Government, Oil and Gas, Petrochemical, Chemical, Engineering, Power, Nuclear and Manufacturing. Check out our careers page!