Search: Oil & Gas
Contents Technical Search
1
Fields Of Application
2
Implementation Plan
2
KPI-based Service Level Agreement (SLA)
3
Timescales 4 Methods & Processes
5
Pricing Breakdown & Definitions
6
Guaranteed Results
7
Case Studies 8
Company Overview With over 30 years’ experience, Air Energi are the premier supplier of trusted expertise to the oil and gas industry. Headquartered in Manchester UK, Air Energi has regional hubs in Houston, Doha, Singapore and Brisbane. We have offices in 35 locations worldwide, experience of supply for 50 countries worldwide, and through our company values: Safe, knowledgeable, innovative, passionate, inclusive and pragmatism, WE DELIVER, each and every time. The issues that you face in trying to attract and retain Subsurface talent are well-known and almost universal throughout the industry: •
Too few experienced people
•
Huge demand for the best candidates
•
Enormous financial impact of not having the right talent: in the right place and at the right time
Air Energi can draw on more than thirty years’ experience in upstream oil and gas. In that time the industry has changed dramatically: previously inaccessible assets are now being developed continually; the cutting-edge of exploration and production technologies develops rapidly. In that environment it is more important than ever to employ highly-skilled people capable of realising the value in ever more ambitious developments. Based on our track record in the industry and an unrivalled global network of oil and gas professionals Air Energi can offer a best-inclass Search service for Subsurface talent that can deliver.
www.airenergi.com
Technical Search Why and how We know how important it is to support our clients entering critical stages: An Operator looking to hire a team of Subsurface experts to map out a new field, an EPC in need of a team of pre-FEED/ FEED engineers to win a bid or execute an awarded project, a team of commissioning experts to meet First Oil date, a team of de-commissioning experts to meet increasingly stringent legal and environmental requirements. The Retained Search Campaign model marries the responsiveness of a project team, with the sourcing excellence of executive search, while providing the maximum value for money to our clients. It allows us to reach a deeper pool of candidate, of higher relevance, faster than traditional recruitment methods.
Main benefits: • Consistent high quality delivery utilizing in depth research models and highly skilled, dedicated Executive Search consultants. •
Direct benchmarking of salaries for a typical profile / geography, information not freely available, to assess typical compensation for a given expertise.
•
Complete package of ancillary services: Writing up job descriptions, Salary Benchmarking, dedicated website to follow and control in real time the evolution of the campaign, etc.
•
Minimizing Time-to-hire: Thanks to dedicated internal resources (Researchers and Executive Search Consultants) as well as services such as Global Mobility, which accelerate on-boarding.
•
Global, systematic sourcing capabilities, Air Energi’s worldwide reach, focused on Oil and Gas for 34 years, combined to a process-backed approach, ensures we contact all potential candidates.
•
The client retains exclusivity and control over the search with open accountability and regular updates to fine-tune search campaigns in real time if particular patterns are identified.
•
Direct Marketing: Hiring top candidates requires a solid branding of your employer USPs and opportunity (technologies, prospects, strategies, projects, etc.) to maximize interest.
Trusted Expertise to the Oil & Gas industry
1
Fields of application The Executive Search Campaign is best used when the identification of these candidates will take research and identification of a talent pool not readily available to the contingent search model. 1.
Vacancies in question are business critical to client operations and bottom-line.
2.
Vacancies require superior sourcing strategy to minimize time-to-hire.
3.
Lack of clarity in salary benchmarking for each typical profile / per geography.
4.
High local earnings potential due to high contractor population.
5.
Multiple positions in skill short area with highly technical qualifications and experience expected.
6.
Challenge attracting candidates from the established operators in the market.
Implementation Plan A successful campaign hinges on quantifiable steps to optimize results: •
High Level Identification of Executive Search Campaign potential.
•
Client proposal / Agreement in Principle.
•
Detailed identification of vacancies, job descriptions, competency based interview template.
•
Structuring of our Delivery Project Team / Articulation of an SLA based on client KPI’s.
•
Sign-off of the Search Plan.
2
www.airenergi.com
(Pre / Post Sign-off): •
Research (for candidates, companies, regions, universities, nationalities, etc).
•
(Ongoing): Weekly client updates (email / phone).
•
Search and Selection.
•
Candidate interviews by Air Energi (by phone or face to face, depending on client agreement).
•
Candidate interviews by the client.
•
Negotiating offer / salary / conditions, etc.
•
Close the search / feedback from client.
KPI-based Service Level Agreement (SLA) Optimal recruitment results and milestones are better expressed in numbers than words. To ensure maximum understanding, control and results, we agree with our clients on KPIs (Key Performance Indicators) that will form the basis of our SLA (Service Level Agreement). These include typically a minimum amount of relevant CVs that Air Energi will source within a particular timeframe, a minimum ratio of CVs submitted validated by the client. An indicative amount of time that the client will take to provide feedback on CVs supplied, and/or arrange an interview with a validated candidate, etc. These KPIs are not legally binding and will not result in financial penalties, but establish a rigorous and quantifiable framework to maximize mutual engagement and the achievement of demanding objectives.
Trusted Expertise to the Oil & Gas industry
3
Timescales Executive search lasts for “as long as it takes�. However with our level of experience we are able to provide average estimated timescales based on previous successes, depending on the amount and rarity of profiles sought: 1. Sign-off of the Search Plan 2. Research phase (2-4 weeks) 3. Search and Selection phase (2-4 weeks) 4. Preliminary Candidate Interviews (1-2 weeks) 6. Client Interview stage (2 weeks) 7. Client Feedback/Decision/Negotiating offer (1-3 weeks) 8. Acceptance and Notice periods (1-3 months) Eachmandate mandatecomes comeswith withaaProject ProjectPlan, Plan,and andits itscritical criticalpath, path,agreed agreedwith withthe theclient: client: Each 90 day Critical Path Example
Week 1
Week 2
Week Week Week Week 3 4 5 6
Week 7
Week Week 8 9
Week 10
Week 11
Week 12
Action Pre-Mandate (Sign-off) Research Phase Recruitment Phase 1 (Approach & Assess) Recruitment Phase 3 (Selection - Competancy Based Interviews) Shortlist Presentation / Arrange Client Interviews Client Interviews Psychometrics Assessments (if needed) Client Decision Offer Management Notice Period (average 2 weeks / 2 months) Start Date Project Feedback Session
Ownership: 4
Air Research Team
Air Recruitment Team
www.airenergi.com
Client Team
Both
Week 13
Week 14
Methods & Processes PRE-MANDATE / Sign-off of the Search Plan Consultation with stakeholders involved in the selection process, to acquire a sophisticated understanding of the ideal candidates sought, as well as your main employer USPs and what makes your project a compelling employment proposition. From this we can: •
Write up your job descriptions (if required).
•
Write up the competency-based interviewing template that will be used to assess candidates.
•
Articulate of a search strategy.
Research: Creating the Search Universe (Dedicated micro-site) Research is a methodical approach that maps the potential talent pool on a regional or global scale. Our research consultants will network through all available channels; the competition, locations and nationalities, and will collate this into a dedicated Talent Map micro-site, exclusively available for your use. Clicking on any geography will open a list of all contacts approached in a spreadsheet format. If candidates have already supplied a CV, and their compensation, it can be downloaded from there immediately. Search and Selection Researchers trained to approach candidates will directly engage the talent pool available and gauge initial levels of interest. Will also build up the salary benchmarking profile, so that employers can ensure candidates that do show an interest can be engaged confidently through the interview process.
Trusted Expertise to the Oil & Gas industry
5
Preliminary Candidate Interviews Ensuring candidates fitness for the mandate, soundness of motivational drivers. Enhanced assessment consistency between profiles, thanks to competency based questioning template.
Client Interviews By this stage you should be confident in the quality of the candidates presented, as a 1st interview has already occurred with the Executive Search specialist. We highly recommend this occurs face to face.
Negotiating offer Constant support to structure optimal offer, to engage candidate both on a financial and professional level. In the meantime the Executive Search Consultant will be debriefing favored candidates, discussing any potential issues such as counter offers, family relocation, or any other upset that could derail the hire.
Acceptance and Notice periods (1-3 months) Once offer is accepted our executive search consultant will also run through a full counter-offer scenario and revisit candidate drivers, and stay in contact until start date to ensure candidates start on time. Our global mobility consultants engage with the successful candidate to arrange start date and logistics for meet and greet, advise on any Visa required and facilitate the process.
Pricing Breakdown & Definitions Not content with delivering best in class service, we also want to ensure that our clients derive the maximum value for money out of their recruitment budget. Due to the volume of work, we structure our campaign service to acknowledge the synergies created for us from large scale project: •
A reduced placement fee rate for all candidates who accept a role with our client.
•
A monthly management fee that will replace the traditional retainer / shortlist / placement fees of Executive Search.
•
All online advertising and salary benchmarking will be free of charge.
6
www.airenergi.com
Guaranteed Results Recruitment is by nature a field where promises are hard to make. The process takes time, is open to changes and delays, and responsibilities are shared three-way between candidate, recruiter and employer. However, the Search Campaign allays these uncertainties by guaranteeing certain deliverables: •
Dedicated personnel
•
Talent Map
•
Benchmarking report
•
Guaranteed Shortlist
•
Weekly MI Report
•
Upstream Advertising
•
Direct Marketing Approach
•
Branded Marketing
•
Data Confidentiality
•
Visible Long-list
•
Agreed Delivery SLA & timeframes
•
Flexible payment structure
Trusted Expertise to the Oil & Gas industry
7
Case Studies Global Integrated Operating Company This company has operated in Mozambique since 2006, following the acquisition of Block Area 4 (Eni 70%, operator). The exceptional potential of the gas discoveries already made, estimated at 1.974 billion m3 of gas (70 tcf), opened up extraordinary development opportunities in Asia, where energy demand is growing at a rapid pace. In August 2012, further discovery at Mamba North East 2 added 10 trillion cubic feet (tcf). The company were looking to expand the newly created LNG team across multiple disciplines and needed to remain ahead of the competition to access to the best LNG talent in the market. As a non-operating partner for some time with other companies, they lacked the core skills internally to develop the assets as an Operator. Air Energi were appointed in October 2012 as a trusted consulting partner to offer a service to enable them to achieve this expansion on time and in budget. Air Energi’s scope of supply: •
Key Account Manager for the duration of the assignment and dedicated discipline specific recruiters assigned to each position.
•
Targeted Reach to international and local market.
•
Competency based interviewing.
•
Full candidate management and recruitment.
•
Benchmarking exercise.
•
Placements outside dedicated campaign remit of identified candidates with suitable skill sets and competency.
Results: •
25 Roles staged over October 2012 – January 2013.
•
99 CVs Submitted.
•
22 Positions filled.
•
Multiple interviews and offers still ongoing.
•
2 Placements made outside the initial campaign (non-LNG candidates).
8
www.airenergi.com
Medium Aim-Listed E&P Company This company merged with Vallares PLC back in October 2011 to create the leading independent exploration and production company operating in the Kurdistan Region of Iraq. In June 2012 Genel Energy was in the process of expanding their portfolio into Africa. They had indicated that London would be the home for the technical team which they did not have in place at the current time. Air Energi operated as a partner in a search and selection process where they had indicated they needed minimum 4 maximum 8 permanent Geosciences professionals with a bit of flexibility on the end number required due to an internal drive being closed out by the incoming COO. The standard of the candidates required were the top of the tree expert professionals or the “Indiana Jones of the Exploration World” as described by the Chief Operating Officer. Exploration Geoscientists with African exposure are already well documented as an extremely tight skill shortage and one of the hardest to identify and track down, especially those currently working in the UK. Following the early discussions with the company identifying the level of the candidates, the discipline and the fact the company were operating on a short time frame to fulfil the large workload that was increasing due to their success in Africa, Air Energi agreed the best process for them would be a 100% dedicated approach over a four/five month period.
Air Energi’s scope of supply: •
Key Account Manager for the duration of the assignment and dedicated discipline specific recruiter.
•
Targeted Reach to international and local market.
•
Competency based interviewing.
•
Full candidate management and recruitment.
•
Benchmarking and Talent Mapping exercise.
•
Portal of candidates created for the company to understand trends and salaries in current marketplace.
Results: •
654 Candidates Research and Identified
•
16 CVs Submitted
•
13 Interviews
•
8 Offers
•
7 Placements
•
1 Portal available for the company
Trusted Expertise to the Oil & Gas industry
To contact one of our regional offices: Europe & Africa Phone: +44 870 112 9444 europe@airenergi.com
Americas
Phone: +1 281 983 3464 americas@airenergi.com
Australasia
Phone: +61 7 3056 0900 australia@airenergi.com
Asia Pacific
Phone: +65 6511 1060 asiapacific@airenergi.com
Middle East & Central Asia
Phone: +974 4451 9917 middleeast@airenergi.com
Additional Experience: Anchorage, Calgary, Houston, New Orleans, St Johns, Manchester, Paris, Milan, Stavanger, Den Haag, Lagos, Luanda, Dubai, Basra, Baghdad, Kuwait, Doha, Atyrau, Aktau, Moscow, Brisbane, Perth, Port Moresby, Yokohama, Jakarta, Kuala Lumpur, Sarawak, Geoje City, Singapore, Ho Chi Minh, Bangkok
9
www.airenergi.com