Introduction
The oil and energy industry is facing a critical talent shortage, affecting productivity and widening the talent gaps in all sectors. As demographic and digital disruptions reshape the oil and energy sector, the industry must face challenges associated with an aging workforce, technology-driven changes, and a growing environmental consciousness among new-generation workers to avoid the possibility of a talent crisis.
Forward-thinking industry leaders are adopting an intentional and innovative approach to offshore hiring, leveraging third-party recruitment companies to attract a new generation of workers and retain knowledgeable and experienced employees. Recruitment agencies, like Supply Oilfield Services, Inc., offer tailored offshore employment solutions that help clients broaden their talent pools in the Philippines and address their staffing needs.
In this article, we will guide you through the complexities of the oil and energy talent dilemma. We will also shed light on the current state of the industry and explore the different offshore recruiting services agencies offer to help you create a sustainable workforce.
Offshore Employment in a Nutshell
Offshore hiring refers to the practice of recruiting talents for a project that is managed and conducted in a different country, like the Philippines. This commonly involves partnering with an offshore employment agency to help you establish a connection with highly skilled Filipino workers.
Oil and energy companies that practice this recruitment approach often experience various benefits. In particular, you can save a significant amount of money by capitalizing on the low cost of living in the Philippines. This low cost of living often translates to low operational costs, letting you save a chunk of your budget while widening your talent reach.
Other benefits of offshore employment solutions in the Philippines are geographic diversification and the strengthening of your global presence. By offshoring, you can mitigate the risk associated with geopolitical instability and regional challenges while gaining access to international markets and insights.
Workforce Problems in the Oil and Energy Industry
Explore the human elements in the oil and energy sector and discover how offshore recruiting services help resolve its workforce challenges below:
High Turnover Rates
With its physically and mentally demanding environment, it is no secret that the oil and energy industry has a high turnover rate. Nearly half of their workers worldwide express their desire to leave the industry in the next five years due to fatigue, age, change of beliefs, or lack of personal development opportunities.
The 2023 Global Culture Report by O.C. Tanner mentioned that 45% of oil and energy workers find their work exhausting, while 39% feel emotionally frustrated. This is due to the lack of support and recognition from company leaders who spend little to no effort reviewing their workplace culture.
While addressing specific industry-wide concerns may require more long-term solutions, offshore agencies can help with more immediate needs, such as finding new people to replace those who leave. For example, SOS offers a suite of manpower services—from recruitment and training arrangement to payroll handling and immigration assistance—to give clients a steady source of new talents.
Greater Risk Averseness
Job security is one of the most significant factors employees consider when applying for entry-level offshore jobs. In fact, 39% of employees put it as their priority. Sadly, despite the generous compensation, there is low job security in the oil and energy sector.
In the past decade alone, there have been two massive workforce collapses in the industry. The most recent was during the 2020 COVID-19 pandemic, when 107,000 jobs disappeared. This, combined with the demanding and hazardous nature of oil and energy work, drives potential talents away.
To handle this apprehension, industry leaders should actively seek ways to reassure applicants about the future of their careers in the oil and energy industry. This involves offering competitive compensation packages, providing avenues for career growth through training, and investing in new technologies and tools that protect employees from workplace hazards.
Lack of Skills and Safety Training
The skill gap poses a significant threat to the oil and energy industry. It is caused by at least three factors—an aging workforce, industry digitalization, and a lack of new talents. As companies rush to adopt new technologies into their processes, some employees are lagging, especially the non-tech-savvy older generation. Meanwhile, younger employees understand the technology but lack industry knowledge and experience.
To resolve this problem, companies can use offshore employment solutions in the Philippines to attract professionals and provide them with consistent training in handling new technologies so they can understand their role in the changing work environment. At SOS, we can help you arrange specialized training for your recruits. We understand the unique requirements of your industry and possess the resources to equip candidates with the right skills before being deployed to your facility.
Aging Workforce
More than a third of the employees in the oil and energy sector are already over 50, while half of the industry are in their 30s and 40s. As the workforce ages, oil and energy companies need to think of new ways to attract and retain new talents. However, this is easier said than done because young professionals have a negative perception of the industry, deeming it dangerous and demanding.
To address this issue, oil and gas companies must take advantage of offshore employment solutions in the Philippines to attract new talent and diversify their workforce. New-generation workers value inclusivity and diversity in the workplace, so if they see that you give equal opportunity to people of different races and genders, they will feel more inclined to be part of your team. In addition to diversifying your workforce, you need a fundamental shift in your working environment and practices to ensure employee satisfaction.
Find a Trusted Offshore Employment Agency
In the face of workforce challenges, you must find a recruitment partner who can provide offshore recruiting services that align well with your needs. Supply Oilfield Services, Inc. has established itself as a trusted partner in deploying skilled and trained Filipino professionals for offshore roles. With our commitment to your success and more than 40 years of recruitment experience, we can help you find the right talents to support you and achieve your business goals.
At SOS, we provide offshore hiring assistance for both land-based and sea-based operations. Our recruitment experts understand the unique needs of both environments and use this knowledge to scout individuals who possess the skills and experience to handle your operational demands.
Conclusion
Finding skilled, strong-willed, and loyal employees is becoming increasingly difficult in the oil and energy industry. You need the help of a dedicated recruitment team to address your workforce challenges head-on and navigate the waves of the industry with confidence.
Discover recruitment opportunities amid these challenges with the help of expert recruiters from SOS. For inquiries and collaboration opportunities, do not hesitate to contact us.