EAGE Recruitment Special 2017

INNOVATION MEANS MORE THAN

BRAINSTORMING

2017

CAREER STRATEGIES FOR CHALLENGING TIMES

LOCAL CHAPTERS TELL THEIR STORY

SURVEY SUGGESTS HOPE FOR JOB-SEEKERS

Join our team!

Be part of the Shearwater seismic shift by applying for our available positions: • • • • •

Land & Marine Processing Geophysicists Depth Imagers Team Leaders Programmers Recent Graduates with a Geophysics background

To join the team, visit the recruitment page on our website:

www.shearwatergeo.com

Revealing possibilities www.shearwatergeo.com

HANG IN FOR THE

LONG HAUL

By Andrew McBarnet

T

here is little point in speculating when we can expect some improvement in the employment market for geoscientists in the oil and gas and other extractive industries. Raising false hopes is the last thing anyone wants. The Petroplan survey report included in our annual Recruitment Special should therefore be treated with caution. The basic message is that the upsurge in shale operations in the US, as a result of the OPEC agreement on production quotas, will create some new hiring, but elsewhere in the world, the process could be very gradual.

Aspiring geoscientists continue to experience frustration and most likely at some point question the wisdom of their career choice. But, hopefully, giving up should not be an option right now. Everyone is fixated by the price of oil as the sole determinant of new investment by oil companies and hence the need for more people. But oil companies cannot postpone indefinitely the need to replenish their reserves.

Everything one hears suggests that oil companies are beginning to review their reserves replacement strategies, because global demand for oil is not going to go away anytime soon.

The process may begin with reassessment of existing asset portfolios, for example, through reprocessing seismic data already shot. But time will come when new seismic acquisition will be required. Again, this may be limited to begin with, focused more on reservoir monitoring and characterization over known reserves, but it is at least geoscience-related activity.

The other point, often overlooked, is that there is a substantial cohort of older geoscientists who are reaching the end of their professional lives. Much has been written about how this generation has been postponing retirement, partly for financial reasons because pensions are less generous than they were in the industry. But for many their work is still personally satisfying and so they see no reason to quit. Meantime employers recognize the knowledge, experience and continuity that they bring to a company.

This means that the so-called Great Crew Change has been on hold, but not for much longer.

Opportunities should begin to open up for younger recruits, although they will of course have to compete with those people who have been laid off over the last three years and wish to stay in the business, not everyone’s choice by any means.

Last of all, being creative to stand out in the crowd will always be helpful. Which brings us to our introductory article by Prof Pascal le Masson who has made a study of the evolution of new ideas in design theory. This is an inspiring story that should encourage everyone to think again, so to speak.

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There is plenty of advice here on what it takes to obtain that first job. Much of it boils down to taking advantage of every opportunity to acquire knowledge and skills, build networks and make contacts, participate in student and professional organizations, and hone CV writing and interview technique for when a potential employer shows interest.

SPECIAL intro

The message from contributors to this publication is that the ‘job for life’ concept no long exists in the oil and many other businesses. On the other hand, being a professional geoscientist has very special rewards worth pursuing. It is clear that this may mean being flexible, for example, working freelance or temporarily in another sector.

TABLE OF CONTENTS Recruitment Special Editor Andrew McBarnet (andrew@andrewmcbarnet.com) Manager Media Production Department Arjan Kors (aks@eage.org)

WHAT'S WRONG WITH BRAINSTORMING? We need to do more to innovate, says innovation guru

Media Productions Coordinator Thomas Beentje (tbe@eage.org)

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Junior Account Manager Corporate Relations Daan van Ommen (don@eage.org) Production and Design Dennis van der Tol (dto@eage.org) Fahrid van Uitert (fut@eage.org) Editorial/Advertising enquiries EAGE Office (address below) EAGE Europe Office PO Box 59 3990 DB Houten The Netherlands • +31 88 995 5055 • eage@eage.org • www.eage.org

NEW CHAPTERS FOR THE EAGE STORY Members tell how they made the moves to initiate a Local Chapter

EAGE Russia & CIS Office EAGE Geomodel LLC Novocheremushkinskaya Str. 65 Build. 1 117418, Moscow, Russia • +7 495 640 2008 • moscow@eage.org • www.eage.ru EAGE Middle East Office EAGE Middle East FZ-LLC Dubai Knowledge Village Block 13 Office F-25 PO Box 501711 Dubai, United Arab Emirates • +971 4 369 3897 • middle_east@eage.org • www.eage.org

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EAGE Asia Pacific Office UOA Centre Office Suite 19-15-3A No. 19, Jalan Pinang 50450 Kuala Lumpur Malaysia • +60 3 272 201 40 • asiapacific@eage.org • www.eage.org

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EAGE Latin America Office Carrera 14 No 97-63 Piso 5 Bogotá, Colombia • +57 1 4232948 • americas@eage.org • www.eage.org Recruitment Special on the Web This publication can be accessed online at: www.recruitmentspecial.org

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IF I WAS YOU ...

Strategies for aspiring geoscientists in a difficult market from Peter Lloyd

20 SURVEY REPORTS JOBS TURNAROUND HOPE Recruitment company Petroplan's latest employers' survey suggests slow recovery in the industry job market

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04

Why new approaches are needed for innovation

09

Passing the competency test

10

Whys and wherefores of Local Chapters

16

From Brazil to the Netherlands

18

Making of an international geophysicist

20

Career strategies for next generation geoscientists

22

Passionate about sharing knowledge

25

Get on with the job at EAGE!

26

Advice from an avid job seeker

28

Acing that interview

30

Getting your CV to the top of the pile

32

Survey suggests better upstream prospects ahead

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Calendar

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Prof Pascal le Masson explains new C-K theory of innovation.

Geoscience contractor explains how employers measure competency of new recruits.

We asked founders of new EAGE Local Chapters how they began.

Brazilian geoscience academic tells how he ended up working at Utrecht University.

Brought up in northern China, Qiaole Zao never expected she would leave her country. She explains what happened.

Tips on how to make yourself a strong candidate in the job-seeking stakes.

Natalia Osintseva shares the story of her journey into the Russian geoscince community.

There’s plenty of opportunity at the Annual Meeting to engage with the employment market and fire up your career prospects.

Jesper Dramsch passes on some thoughts about looking for that elusive geoscience job.

Brief guide to successful interview technique.

A recruitment expert explains what makes one CV stand out from another.

Employment agency Petroplan finds that oil and gas companies are more hopeful of an upturn in hiring.

WHY NEW APPROACHES ARE NEEDED FOR INNOVATION AND BRAINSTORMING WON’T HELP! When Prof Pascal le Masson comes to the EAGE conference in Paris to

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provide the annual motivation speech, students should expect to be challenged about their ideas. He holds the chair of Design Theory and Methods Innovation at the Mines ParisTech-PSL Research University leading a team that is trying to disrupt old theories of innovation based on the new C-K theory. We asked him about the basics.

"IN A SENSE THIS IS AN INDUSTRIAL REVOLUTION"

In a sense this is an industrial revolution. C-K theory is born from the crisis of traditional innovation management: let’s remember what was an engineering department in the 1990s, for instance in the automotive industry: these were ‘white-collar factories’ where 10,000 engineers and technicians saw their creative energy ‘fixed’ in the refinement of existing products and services and not really in a position to invent the disruptions and breakthroughs that ensure a sustainable future for the company and for society.

In the 1990s, when the innovative design regime begins to emerge, practitioners and researchers are confronted by an enigma: how can one account for the paradox according to which design results in something whose identity is different from everything that existed before, yet it is made of building blocks that existed before?

Resolving the enigma was an area of critical competition for scientists. The issue was to propose a theory that accounts for the design of new identities, new definitions of objects, or, more generally, that account for the ‘gen-

Hence C-K theory was born at the crossroads of the crisis of industrial innovation and the scientific challenge of new ‘models of thought’ that account for generativity.

WHICH DISCIPLINES ARE INVOLVED IN C-K THEORY? When Armand Hatchuel and Benoit Weil first formulated the C-K theory (Hatchuel and Weil, 2003, 2009), they wanted to articulate two separate research fields: works on ontology and the theory of knowledge and works on creativity. They remark that fuzzy notions such as the designer’s ‘brief’, the ‘technological challenge’, the architect’s ‘vision’ actually form propositions of a same kind that are called a ‘concept’ (C) in the C-K theory.

A concept is a perfectly rational and rigorous proposition but, contrary to propositions in ‘knowledge’ (K), it has no logical status: it is impossible to say whether the proposition is true or false, it is undecidable with available knowledge. A concept can be ‘there are chairs without legs’. A concept C is hence clearly different from the propositions in K which all have a logical status (true or false).

C-K theory relies on the idea of distinguishing two spaces, C and K. And the great discovery is that these two spaces have very different structures and interact through clear operators. Their interaction provokes a dual expansion, leading to the generation of new objects and new knowledge.

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To answer your question it is important to remember what is innovation today. To be competitive, a company today can’t only rely on improving its products and services. It has to propose new definitions of things. Everybody is aware of this when it comes to ‘mobile phones’ that have regularly changed their own identity in the last decades, becoming ‘smart phones’. This is also true in other industries: a company will propose automobiles that are not automobiles (electric cars, autonomous cars, etc.), bikes that are not bikes (see Velib in France), vacuum cleaners that are not vacuum cleaners. This new design regime has been unfolding since the mid 1990s. It calls for new methods or processes that are far different from the ones of the R&D departments of the 20th century.

eration’ of the new out of the ‘known’. This theory should, of course, present all the features of a ‘good theory’, i.e., rigour, consistency of the reasoning, capacity to account for facts, capacity to enlighten original phenomena. Such a theory could for instance offer a better understanding for fundamental phenomena that are described under the names of ‘creativity’ and ‘invention’.

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HOW WOULD YOU BRIEFLY DEFINE THE PURPOSE OF CONCEPT-KNOWLEDGE (C-K) THEORY?

This distinction reveals the logics of ‘innovative design’ that link the logics of creative ideation, chimera and desirable unknowns (C-space) and the logics of knowledge, modelling, inference, laws, rules and belief (K-space).

Innovative design is neither limited to creativity nor reduced to an increase in knowledge about existing things. C-K theory models a process of dual expansion on the unknown and the known, stimulating each other.

Knowledge stimulates creation and creation stimulates knowledge.

Hence C-K theory belongs first to the stream of works on ‘models of thought’ – just like ‘decision theory’ in its time.

But it provokes a paradigm shift: from decision to design.

The question is no more to ‘take the right decision’ (to optimize) between existing alternatives, in a given model.

It consists in generating new and better alternatives. A manager is no more constrained to be a ‘decision maker’ – he can be a design maker (being a designer himself or organizing and supporting rigorous efficient design processes).

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This ‘model of thought’ is strongly generic to many disciplines: it helps management science to enter a ‘postdecisional’ paradigm (Hatchuel et al., 2010; Le Masson et al., 2010); it also supports much research in engineering sciences to shift from modelling and optimizing to designing (Potier et al., 2015; Le Masson et al., 2017).

Beyond engineering design and management science, it has several implications and uses today in many disciplines such as cognitive science, philosophy, logics, history, economics, sociology, agronomics, chemical engineering, mechanics and more.

CAN C-K THEORY EXPLAIN HOW NEW IDEAS POP UP, E.G., EUREKA MOMENTS? C-K theory is today widely used in the analysis and experiments on ideation. Let’s mention two recent results.

1. In the world of creativity and ideation, one issue is the so-called ‘fixation’. There is ‘fixation’ when people in an ideation challenge, tend to propose similar ideas and are unable to explore more ‘original’ ideas. Agogué et al. (2014) have shown with C-K theory that is possible to ‘reinforce’ or ‘overcome’ fixation just by showing to ideating people relevant examples. Some of the examples being purposefully chosen to be ‘fixating’ and others to be ‘de-fixating’. C-K theory was used to generate the referential to evaluate fixation and to generate the ‘fixating’ and the ‘de-fixating’ examples.

This paper was a first step for using design theory to address issues in creativity and ideation. This is now a very powerful stream of research.

2.

Another stream of work was done to understand how the structure of knowledge influences creativity.

Recent research on C-K theory and mathematical models have shown that knowledge space should follow the so-called ‘splitting condition’ to support expansion.

We have tested the hypothesis in several situations.

For instance, we studied how students are taught in ‘industrial design’ schools, which are supposed to be a place where creative people acquire knowledge to be more creative. And we have shown that in Bauhaus, one of the most famous industrial design schools, courses consisted in teaching splitting knowledge (Le Masson et al., 2016). We have studied how architects use drawing to split their own knowledge base (Brun et al., 2016).

OCESS OF DUAL "C-K THEORY MODELS A PR D THE KNOWN, AN N W O KN UN E TH N O N EXPANSIO " STIMULATING EACH OTHER

C-K THEORY EMPHASIZES COLLABORATIVE DESIGN. WHAT DOES THAT MEAN? One of the issues in organizing innovative design consists in helping to work together in a creative way: how can one mobilize experts coming from different disciplines to propose creative concepts. It is well known that in such situations, fixations are reinforced and people tend actually to propose a consensual solution that is only poorly innovative. And brainstorming is not a solution – on the contrary – it has long been shown that brainstorming decreases the creativity of people put in a group instead of working separately!

Innovation directors are in need of methods, and they want to go beyond project management or brainstorming. With C-K theory, they can enrich and evaluate innovation projects more rigorously, they can evaluate the variety and originality of the proposed alternatives, they can evaluate the level of disruption and value creation (see Elmquist and Le Masson, 2009).

In the oil and gas industry we have had many fruitful partnerships, in particular with Schlumberger, Vallourec and Technip. The recent experience with Technip is really impressive: this is the first time that social networks inside a company were used to support an innovative design process. Several hundreds of designers all over the world were able to collaborate in an innovative design process.

This was a world first!

WHAT WOULD YOU LIKE STUDENTS TO TAKE AWAY FROM YOUR PRESENTATION AT EAGE PARIS? I am sure that many of them are working on great innovative projects, or will have to in the future. And I hope that they will find in design theory a wellspring of methods and ‘models of thought’ that could help them to be more ‘defixed’ in their engineering work. Science and engineering is today a fantastic field for innovative design – and design theory and design methods aim at supporting the efficient development of new concepts that support sustainable growth and progress for our societies.

Moreover the students will tomorrow be managers of scientists, engineers and designers. And I hope that they will keep in mind that managing innovative design is today a critical challenge. It requires new talents beyond ‘intuition’ and ‘decision making’. I hope to give them the pleasure and the taste for innovative design!

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There are today many practical applications of C-K theory (Hatchuel et al., 2015). Many companies are supporting the Chair of Design Theory and Methods for Innovation: big companies like Airbus, Dassault Systèmes, Renault, RATP, SNCF, ST Microelectronics, Thales; but also smaller one like Urgo, Ereie, Helvetia and Nutriset. We work with them to develop methods, processes and organizations that are adapted to the ‘innovation departments’ created in many companies.

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ARE THERE PRACTICAL APPLICATIONS OF C-K THEORY FOR GEOSCIENCE AND ENGINEERING IN OIL AND GAS EXPLORATION AND PRODUCTION?

So how to overcome collective fixation? C-K theory helped to understand the multiple causes of collective fixation and led to propose original processes to overcome them. This is the so-called ‘KCP process’. KCP is a way to ‘linearize’ a C-K design process, preserving generativity as much as possible. To make things simple, it reverses the logic of brainstorming: first share and accumulate knowledge and make a ‘state of the non-art’ (instead of ‘forgetting what you know’ or ‘make a state of the art’); then force exploration to overcome fixations (instead of letting people explore without directions); and finally build a design strategy that manages the portfolio of projects (instead of selecting a couple of attractive ideas and rejecting many others). The results are very impressive (Hatchuel et al., 2009).

ARE THERE OTHER AREAS OF RESEARCH THAT YOU ARE INTERESTED IN? When you work in innovative design you try to become a ‘polymath’ (as one of my colleagues Georges Amar said): you are interested in all fields of knowledge!

"IN THE OIL AND GAS INDUSTRY WE HAVE HAD MANY FRUITFUL PARTNERSHIPS"

YOU SEEM TO HAVE MANY ACADEMIC AND OTHER PROFESSIONAL COMMITMENTS. DO YOU HAVE ANY INNOVATIVE IDEAS FOR MANAGING YOUR TIME? There is no mystery: we are actually a full team of researchers working in innovative design – and what you see and what I have described is a very, very collective work. We try to apply our own theories and develop ‘collaborative design’ in research!

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REFERENCES Agogué, M., Kazakçi, A., Hatchuel, A., Le Masson, P., Weil, B., Poirel, N. and Cassotti, M. (2014) The impact of type of examples on originality: Explaining fixation and stimulation effects.

Journal of Creative Behavior, 48 (1), 1-12.

Brun, J., Le Masson, P. and Weil, B. (2016) Designing with sketches: The generative effects of knowledge preordering. Design Science (accepted).

Elmquist, M. and Le Masson, P. (2009) The value of a ‘failed’ R&D project: an emerging evaluation framework for building innovative capabilities.

R&D Management 39 (2), 136-152.

Hatchuel, A., Le Masson, P. and Weil B (2009) Design Theory and Collective Creativity: a Theoretical Framework to Evaluate KCP Process.

In: International Conference on Engineering Design, ICED’09, 24-27 August 2009, Stanford, CA. Hatchuel, A., Le Masson, P., Weil, B., Agogué, M., Kazakçi, A. and Hooge, S. (2015) Mulitple forms of applications and impacts of a design theory - ten years of industrial applications of C-K theory. In: Chakrabarti, A. and Lindemann, U. (Eds.) Impact of Design Research on Industrial Practice - Tools, technology, and Training.

Springer, Munich, 189-209.

Hatchuel, A., Starkey, K., Tempest, S. and Le Masson, P. (2010) Strategy as Innovative Design: An Emerging Perspective. Advances in Strategic Management, 27, 3-28.

Hatchuel, A. and Weil, B. (2003) A new approach to innovative design: an introduction to C-K theory.

In: ICED’03, August 2003, Stockholm, Sweden, 14.

Hatchuel, A. and Weil, B. (2009) C-K design theory: an advanced formulation. Research in Engineering Design 19 (4), 181-192.

Le Masson, P., Hatchuel, A. and Weil, B. (2016) Design Theory at Bauhaus: teaching ‘splitting’ knowledge. Research in Engineering Design, 27, 91-115.

Le Masson P., Weil, B. and Hatchuel, A. (2010) Strategic Management of Innovation and Design.

Cambridge University Press, Cambridge.

Le Masson, P., Weil, B. and Hatchuel, A. (2017) Design Theory - Methods and Organization for Innovation. Springer Nature, doi:10.1007/978-3319-50277-9.

Potier, O., Brun, J., Le Masson, P. and Weil, B. (2015) How Innovative Design can contribute to Chemical and Process Engineering development? Opening new innovation paths by applying the C-K method. Chemical Engineering Research and Design, 103, 108-122.

PASSING THE COMPETENCY TEST JOHN ILIFFE, HR MANAGER OF NEWLY ESTABLISHED MARINE SEISMIC CONTRACTOR SHEARWATER GEOSERVICES, EXPLAINS HOW EMPLOYERS MEASURE COMPETENCY OF NEW RECRUITS.

n element all employers share is a desire to have ‘good people’ working for them. The challenge is to dig deeper into that statement and try to define what that means. If an employer decides a ‘good person’ is someone with the correct set of skills and the right attitude, then this has to be quantified and communicated. The onus must be on the employer’s staff to communicate and share their knowledge, skills and abilities effectively and openly.

This behaviour should then build the competency of their direct reports and others around them.

Processing graduates joining geophysical contractors not only need to get to grips with the software but also all the activities that go into delivering the final product.

To develop a processing competency framework it is good practice to set up a working group of geophysicists, both senior and junior, and dissect the typical activities. Applying logic to define the key competency units (headings) is a good start before agreeing the standards that employers expect new and existing geophysicists to work towards within each of these units.

Everyone has their own way of getting information across. Communicating the many concepts and processes in applying different technologies to specific projects is far from straight forward. So to achieve structure to the learning process employers should consider developing competency frameworks. In this article we take a quick look at an example of a geophysical processing competency framework.

Technologies come and go; specialists must be allowed to specialise; and an individual’s skills must be able to compliment other team member’s skills. Everybody brings something different to the table. So, a key principle of assessing competencies is the acceptance that no one is ever going to be fully competent in all elements of their work.

The aim is to develop a program for geophysicists to develop their competencies throughout the whole project cycle.

The next decision will be on how to score people in the assessment process. Some may conclude that scoring is much less

important than being able to sit down and have a well-structured discussion on what skills an individual wants to develop and how to achieve it. Often a colour code is a good tool to track progress rather than to try and constantly measure a moving target.

With any competency framework and assessment process, it quickly becomes a personal learning journey. The success of the framework will be just how clearly it illuminates training and development needs.

An efficient record keeping system will give quick access to each geophysicist’s evidence and achievement along with their assessor/line manager’s comments.

Finally, a key to building competencies is to allow people to develop at a pace that they are comfortable with. This is not always a linear progression, and we all understand that learning never is. Employers should be proud to work with their employees in the spirit of partnership knowing that they are developing ‘good people’ in their careers in this industry we are all passionate about.

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WHYS AND WHEREFORES

OF LOCAL CHAPTERS EAGE LOCAL CHAPTERS CAN BE A LIFELINE FOR GEOSCIENCE PROFESSIONALS WANTING TO STAY CURRENT AND NETWORK WITH PEERS. WE ASKED THE INITIATORS OF THREE RECENTLY FORMED LOCAL CHAPTERS IN SPAIN, NORWAY AND UK TO DESCRIBE HOW

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THEY WENT ABOUT GETTING ESTABLISHED.

JUAN PABLO CORELLA AZNAR (MADRID) HOW DID THE FORMATION OF THIS LOCAL CHAPTER HAPPEN?

Professional background: I obtained my PhD thesis in Spain (University of Zaragoza) in 2011 and, since then, I have been working as a researcher in several institutions in Switzerland, UK and Spain. I am currently working as a researcher (geoscientist) at the Spanish National Research Council. I have a particular research interest in the fields of sedimentology and geochemistry.

First contacts occurred a year ago when former AGGEP president Jorge Navarro (Jorge is currently AGGEP vicepresident) and an EAGE representative met at a meeting in Spain on hydrocarbon exploration and production activities. EAGE offered its assistance in setting up a regional EAGE section in Spain. The formation of the Local Chapter was finalized in March 2017. The AGGEP board members gave me the opportunity to be the contact person between the Local Chapter and the EAGE Head office.

HOW DID YOU HAVE THE IDEA TO CREATE A LOCAL CHAPTER?

HOW DO YOU THINK LOCAL CHAPTERS CAN CONTRIBUTE TO PEOPLE WORKING IN THE INDUSTRY?

Actually it was a group decision. Several members of the Asociación de Geólogos y Geofísicos Españoles del Petróleo (AGGEP) considered that it was a good opportunity to have geoscientists and engineers from the region represented in the local chapter. It could also strengthen the relationship between AGGEP and EAGE.

Geoscientists and engineers may benefit from the training and education provided with the EAGE support. Geoscience professionals will also find a forum to connect and to share experiences. The Local Chapter may also provide networking opportunities, and connect with professionals in geological careers, both in industry and academia.

WHY WE VALUE LOCAL CHAPTERS

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ROALD VAN BORSELEN, EAGE MEMBERSHIP AND COOPERATION OFFICER, EXPLAINS THE RATIONALE OF LOCAL CHAPTERS. For many members attending our events is not always feasible, so Local Chapters provide an opportunity to keep in local contact with new developments in the industry, and access networking opportunities. Our Local Chapters have direct access to the financial and organizational support needed to organize events relevant to local members. All it takes is for a few enthusiastic members to express their interest and commitment by filling out a form which is accessible through the EAGE website.

EAGE will keep aiming to bring geoscientists together from the many different disciplines it hosts.

With the technological and environmental challenges we are facing, as a society we will have to work together to find sustainable solutions. Only by building bridges between disciplines and professionals will we be able to deliver innovative solutions that would never have been thought of before. One of the primary missions of EAGE, now and in the future, is to provide the means to the membership to meet and overcome these challenges.

"LOCAL CHAPTERS SHOULD BE A GREAT OPPORTUNITY TO KEEP OURSELVES UPDATED ON THE ADVANCES IN OUR FIELDS"

NADA KOZMAN (OSLO) Professional background: I have a background in geoscience and petroleum exploration (Natural Sciences undergraduate degree from Cambridge, UK and MSc Petroleum Geoscience from Imperial College London in 2007). I started my career in Oslo with Statoil, working in frontier and new ventures exploration (East Africa, South America), then I worked in the Barents Sea and Norwegian Sea areas. After that, I decided to follow my interest in shallow geohazards (I had been involved in some shallow geohazard work for well planning early on in my career) and moved to Fugro to work with these. In 2016, Fugro downsized, and shortly afterwards I began to work as a freelance geoscientist for various survey companies, throughout Europe.

HOW DID YOU HAVE THE IDEA TO CREATE A LOCAL CHAPTER? I wanted to get involved in EAGE after having attended several conferences both through my employers and independently. I was also looking for an opportunity to network and keep in touch with old colleagues and meet new geoscientists in the Oslo area, as well as keeping up my skills and knowledge of my geoscience field, exploration, production and geohazards. After not finding exactly what I was after in Oslo, I decided to try to do something about it.

HOW DO YOU THINK LOCAL CHAPTERS CAN CONTRIBUTE TO PEOPLE WORKING IN THE INDUSTRY? Local Chapters should be a great opportunity to keep ourselves updated on the advances in our fields, as well as a cross-section of the whole geosciences field, learn about new areas, and catch up with old colleagues, and get acquainted with new colleagues and common interest groups. This is especially important for those of us who, for instance, have found ourselves without a stable professional environment to talk to colleagues on a daily basis, when it may be less easy to be able to keep up with advances and current thinking, or to keep developing professionally and collaborating or meeting new and different professionals.

WHAT ARE SOME BENEFITS OF JOINING/FORMING A LOCAL CHAPTER? Benefits of joining/forming a Local Chapter include easier access to colleagues, info, talks, knowledge, discussions, collaboration, and social activity in a professional sphere.

The great benefit is that everyone is located in the same area so that people don’t have to travel if time or money is an issue. The Local Chapter brings the geoscience to where the members are located. This can be especially great for those of us with busy work and home lives, as well as those of us without steady incomes: a win-win situation for all!

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After contacting many former colleagues and new colleagues from EAGE, it was decided to try to set up an EAGE Local Chapter in Oslo. Along with some other interested colleagues, we brought together interested professionals who would also like to join such a Local Chapter, especially those who may not be a member of other professional groups. In addition, we intended to collaborate with other local groups, especially where the talks or meetings could be interesting for both groups.

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HOW DID THE FORMATION OF THIS LOCAL CHAPTER HAPPEN?

PAUL MITCHELL (ABERDEEN) Professional background: I am currently the discipline lead for geophysics at TAQA in the UK and am the technical authority for geophysics within the company. I have nearly 30 years of experience in exploration, development and production geophysics from around the world and hold a BSc in Physics from the University of Southampton and MSc in Exploration Geophysics from Imperial College in London. I spent the majority of my career at ExxonMobil and a number of years working in its research centres in Dallas and Houston specializing in depth imaging, 3D volume interpretation and 4D seismic. I am currently seconded to Maersk working on a large gas development project for the Harding and Gryphon fields in the Central North Sea and my current interests are in 4D seismic and its application to seismic history matching.

HOW DID YOU HAVE THE IDEA TO CREATE A LOCAL CHAPTER?

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I made contact with EAGE some time ago to inquire about volunteering opportunities and it was through our discussions that the idea emerged. Local Chapters have been successful elsewhere and, given the large number of EAGE members in the Aberdeen and surrounding area, it seemed to be a logical step.

HOW DO YOU THINK LOCAL CHAPTERS CAN CONTRIBUTE TO PEOPLE WORKING IN THE INDUSTRY? Our Local Chapter is intended to act as a focal point for geoscience in the Aberdeen and surrounding area with an emphasis on local education and training, networking and sharing experiences. It has become more difficult for people to attend international conferences and training courses, particularly through these challenging times for the industry, which leads to a greater need for more local events and networking opportunities.

HOW DID THE FORMATION OF THIS LOCAL CHAPTER HAPPEN?

WHAT ARE SOME BENEFITS OF JOINING/FORMING A LOCAL CHAPTER?

EAGE sent an email to its members in the Aberdeen area asking for volunteers to help form the Local Chapter. There was a very strong response that led to the formation of our Local Chapter committee. The Local Chapter is still in its infancy but we have a quorum of founding members and have petitioned EAGE for formal recognition.

The main benefit of a Local Chapter is in developing a network of local people with shared interests and experience. Whether you are a young professional starting out on your career or an experienced professional there are always benefits in having a strong local network of friends and colleagues to share your knowledge and experience.

"THE MAIN BENEFIT OF A LOCAL CHAPTER IS IN DEVELOPING A NETWORK OF LOCAL PEOPLE WITH SHARED INTERESTS AND EXPERIENCE"

"EASY ACCESS TO KNOWLEDGE-SHARING AT LOW OR NO COST IS DEFINITELY WHAT PEOPLE NEED IN THIS DOWNTURN"

KASIA PISANIEC (LONDON)

In the past, I attended various events organized by the local chapter in Kraków. However, in the current market environment, there are less opportunities to travel. That is why I thought that establishing a new Local Chapter in London would keep the geoscientists connected, provide them with a variety of networking and professional development opportunities, and keep the morale high during these challenging times.

I spoke extensively to my colleagues and friends in the industry. Many of them felt that creating the local chapter was a positive, pro-active initiative, and our discussions around it generated a lot of excitement. I gathered the necessary 20 supporters’ names and forwarded them to EAGE. The Association was very helpful in setting up the new chapter. A lot of support came from EAGE community leaders such as Malcolm Francis, Phil Christie, Jean Claude Puech and Mike Branston.

HOW DO YOU THINK LOCAL CHAPTERS CAN CONTRIBUTE TO PEOPLE WORKING IN THE INDUSTRY? Easy access to knowledge-sharing at low or no cost is definitely what people are drawn to in this downturn.

Many have lost their jobs and are still in the career transition phase. By being part of the global geoscience community, these professionals have access to local networking events.

WHAT ARE SOME BENEFITS OF JOINING/FORMING A LOCAL CHAPTER? Besides having an easy access to the knowledge-sharing community, geoscientists and engineers can enhance their professional visibility, which is extremely important to young scientists like myself. Other benefits include career networking and having a platform for collaboration and sharing research results.

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HOW DID YOU HAVE THE IDEA TO CREATE A LOCAL CHAPTER?

HOW DID THE FORMATION OF THIS LOCAL CHAPTER HAPPEN?

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Professional background: I graduated with the MSc in Geology from the University of Warsaw, Poland, in 2008.

After completing a post diploma course in exploration geophysics at the University of Science and Technology in Kraków, Poland, I started my career with the Polish Geological Survey and later moved to Hutton Energy.

In March 2013, I joined Schlumberger in the UK, where I currently work as a senior seismic interpreter.

FROM BRAZIL TO THE NETHERLANDS: A GEOPHYSICIST’S JOURNEY Ivan Pires de Vasconcelos has just begun working as an assistant professor of applied geoscience at Utrecht University.

He tells us here about his career so far which has involved jobs with Schlumberger, University of Edinburgh (visiting industry fellow), and ION Geophysical. He completed a BSc in geophysics and physics at Universidade de São Paulo followed by a PhD at the Colorado School of Mines.

Do you come from a science family background?

No, I don’t: my father is a human resources consultant and my mother is a French teacher after retiring from nursing.

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What got you into geoscience?

All I knew is that I liked physics, maths, natural sciences (biology, geology) and technology. I kind of gravitated from wanting to study physics to geophysics because of the prospect of an international industrial career.

How hard was it to transfer from university in Brazil to the Colorado School of Mines?

Well, I didn’t transfer. I finished my Bachelors in Brazil, then pursued my PhD at Mines. The catalyst in that change was Prof Ilya Tsvankin at Mines. He invited me to finish my undergrad thesis with him at Mines, and after my time there, he and the Centre for Wave Phenomena (CWP)

offered me the opportunity of doing my PhD there. I’m truly grateful to Ilya and CWP for that: it truly changed my life for the best.

Did university life prepare you for your industry jobs with GX Technology and subsequently with ION Geophysical, and are there lessons for students?

Yes it did. Firstly, my Bachelor education at USP had a strong focus on the basics of physics, maths, computing, geophysics; the foundations are essential. Then, the education at CWP: there they focus on keeping the science relevant to industry, along with being very thorough in written and oral communication to the highest standards.

I think that is what students should keep in mind: how their education and science relates to real needs, and focusing on top notch communication skills. This of course assumes that their scientific and technical skills are also at a high standard.

"It is probably fair to say there are important questions in every area of geoscience."

From you perspective what are the most important research areas for geoscientists to pursue?

I don’t think there is a straightforward answer to this question. In fact, I think it is a somewhat dangerous question that could potentially lead people away from good science that could lead to important discoveries that end up being relevant in some way. In the end, it is a personal search: every geoscientist should follow her/his gut as to what is an important question in their field of choice. It is probably fair to say there are important questions in every area of geoscience. My only recommendation to researchers starting out is to perhaps go for areas that are scientifically broad as opposed to chasing ones that cater to a restricted niche of people/interests.

It’s early days, but how will you balance research and teaching obligations in your new position of assistant professor of applied geoscience at Utrecht University?

That will definitely be a challenge: I don’t have an answer yet, because I have not started teaching! Maybe ask me again in 1-2 years’ time.

Do you think you will remain in academia? If so, what is the attraction?

It is early days for me in academia, but I do hope to stay, if I can. The attraction is firstly, the talent and enthusiasm of up and coming students: they are the ones fueling new and growing science and the scientific community. The second attraction is the pursuit of a broader range of science topics, as I hope to still work on seismology, both exploration and global, but also on radar imaging for cryosphere and planetary studies, as well as some medical imaging.

Do you feel comfortable encouraging students to pursue a career in the oil and gas industry in the current economic and social environment?

This is also personal choice every individual needs to make on their own. All I have to offer is my own (restricted) experience: I left the O&G industry because I wanted to focus on science and education, and because I wanted to pursue a broader range of scientific research, not because I felt there was no place for me in industry anymore.

Although times have been bad for the industry and many have been laid off, the O&G industry will continue to be one of the main employers for geoscientific talent for many years to come. However, the way some companies have treated professionals has been less than ideal in some cases (though definitely not in mine), and I wonder as a community what more we can do to support those affected by this, and to mitigate it in the future. I recently heard a very experienced industrial researcher say, ‘If you decide to work for industry, you must take in the good with the bad…’, that is not only true of industry but of any profession and employer.

Please tell us about your outside work interests, of which rugby and the bagpipes have featured in the past?

Well, it has been a very long time since I was involved with rugby and bagpipes. These days, spending quality time with my wife Jessie and our labrador dog Henry takes the priority of off-work time. When I get time for hobbies, I train Grappling/Brazilian Jiu-Jitsu and I’m also definitely into my gaming… but there aren’t enough hours in a day for everything!

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This is difficult to answer, because I tend to be very critical about my past work in general. But I guess that the overall framework of non-linear imaging and redatuming full wave fields in complex media is the highlight for me. This includes the work on gradient imaging, and Marchenko redatuming and imaging. I have been doing this in close collaboration with my colleagues at Edinburgh, Delft and ETH Zurich.

You have been very active in SEG education and communication affairs. What do you see as the value in this, and now you are only a few kilometres from its HQ near Utrecht, will you be lending some support to EAGE initiatives?

My experience with the SEG was not only personally rewarding, but I think it is important for most geoscientists to get involved in some level with professional societies, simply because they are made of scientists for scientists. I would love to get involved with EAGE.

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Including your later research work at Edinburgh University and the Schlumberger research centre in Cambridge, UK, which research projects and results are you most proud of?

THE MAKING OF AN INTERNATIONAL GEOPHYSICIST Qiaole Zao has been working as a geophysicist at Shell in the Netherlands for two years, but her life and studies started out quite differently in her home country of China. We asked her about

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the journey to her current job.

Tell us about your early life in China (upbringing and education)?

How did you become interested in science and engineering?

I was born and grew up in Taiyuan in the north of China.

I received my Bachelor and Master degrees in Electronic Science and Engineering from Southeast University in Nanjing, in 2006 and 2009 respectively. During my Masters study, I worked at the MEMS (Micro-Electronic-Mechanical System) lab for four months in National Cheng Kung University in Tainan.

In high school in China, there was a mandatory division where you needed to choose either ‘Science’ or ‘Art’ studies. At that time, I was quite good at maths and physics, so I chose ‘Science’ which led me where I am now. My interest in science started at high school, all the physics problems we had to solve were quite intriguing and practical.

In 2009, I came to the Netherlands for a PhD project in the Department of Imaging Physics, Faculty of Applied Science at Delft University of Technology. The project is about evaluating a new FLIM (Fluorescence Lifetime Imaging Microscopy) system based upon a pixel level modulated camera.

In 2014, I received the Doctorate degree and joined Shell Global Solutions International as a processing geophysicist.

Is it easy for students in China to be able to study abroad?

Nowadays, yes it is. Roughly this can be divided into three cases: The relatively rich family can afford for their children to study abroad for a Bachelor or Masters degree, sometimes even for high school. However, having money is not the only chance to be able to study abroad.

Students can apply for master/PhD programs with scholarships, or RA/TA possibilities provided their English and

performance are good enough. They receive funding from the universities abroad. This was my case. Finally, students can also apply for scholarships from The China Scholarship Council (CSC) in China. This is a non-profit institution affiliated with the Ministry of Education. It’s easier to get into a programme this way since the students are self-financed and therefore more attractive for universities abroad.

Did you ever imagine that you would end up working for a supermajor in Europe?

I didn’t imagine too much before about where I could end up, I was more focused on doing well in what I was doing and seize the opportunities when they come. Looking back at the path I took, I don’t feel surprised that I ended up here. It is the result of a gradual build up through years of hard work with the help of good opportunities. But I do feel blessed to be able to work in Shell in the Netherlands.

I like the work and the life here.

Do you mind long absences from your homeland, and is there anything you miss?

It’s a mixed feeling. I’ve been away from my hometown for 14 years, and from my homeland for 7 years. I’m more used to the way of living here than that of home. But I do miss a lot my family, almost all of whom are in China. Of course, I also miss the food!

What does your current job involve?

I’m a geophysicist now. My current job is to process seismic images either in a production project, where we deliver the seismic cube to internal/external clients, or in an experimental project, where new technology or algorithms are being implemented and tested out.

What do you like about your work, and what are the challenges?

What I like about my work is the purpose and the importance of seismic processing. By making the seismic cube suitable for interpretation from the noisy raw data cube, each step gives a direct indicator that I’m making the data better and better. I can feel a great achievement. The challenges for me are the steep learning curves since Geo is quite new for me, together with the new tools and platforms. Fortunately Shell does offer quite good training for this.

Is there any advice you would offer specifically to women following the path you have?

I cannot see a difference between man and woman in the path I took, not before having a family. Women are as smart and competitive as men. The only difference I can foresee is, after having a family especially with kids, work and life balance tends to play a more important role for women. I currently work three days per week since my son is only 4 months old, but plan to increase the working days when my son grows a bit. I found it important to choose an employer who understands and allows this flexibility.

Have you found your association with EAGE to be helpful in your education and career to date?

Since my education background was not in oil and gas industry, EAGE helped me a lot to get acquainted with the area, to know the news and the state-of-art technology.

Do you have any suggestions as to how students can maximize their visit to the EAGE Annual Meeting?

Pay more attention to the questions after a presentation, from which you can learn what is really needed for the industry. Sometimes the research idea is good, but not practical. The mindset of doing research in university and in industry can be quite different. Go and enjoy the exhibition too, where you can get to know more companies and find possible employment.

Looking ahead, where would you like your career to lead?

Firstly, I would like to have a solid technical foundation in the geoscience/geophysics area, from there, I can see two career paths: either to be a technical expert in exploration, not just limited to seismic processing, but also gain vast knowledge about quantitative interpretation and technology deployment in acquisition, or to be in a managerial role.

When you’re not at work, do you have any special interests?

I like to play piano, climbing, travelling, and playing squash.

"Looking back at the path I took, I don't feel surprised that I ended up here. It is the result of a gradual build up through years of hard work with the help of good opportunities"

CAREER STRATEGIES FOR NEXT

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GEOSCIENTISTS

PETER LLOYD, FORMER CHAIR OF THE EAGE STUDENT AFFAIRS COMMITTEE, OFFERS SOME ENCOURAGING WORDS TO THOSE CONSIDERING A CAREER IN GEOSCIENCE

Back in that 2015 article I reflected on the vagaries of the industry and its poorly modulated cyclicity. I also stated that engineers and geoscientists who took a risk and walked away from a depressed oil-patch invariably found themselves respected and valued outside the industry (and that they would always be welcomed back when the next upturn came along). There are certainly fascinating opportunities in the fields of environmental geoscience, identifying geohazards and renewable energies. I recommended a blend of mental toughness and patience, to be prepared to work for a low salary (in order to get oneself recognized as competent and more experienced) and to enter graduate programmes until the worst of the current depression is over.

In my 2016 article I was more analytical as to why the low prices were here to stay and how in that 1986 downturn it took 15 years for prices to get back to historic highs.

On a brighter note I suggested that we could see a return to a more stable business environment and work opportunities in three or four years and gave suggestions as to what field to focus one’s academic training, namely rock physics, geomechanics and geomodelling. These are important disciplines that require strengths in basic maths and have a strong multi-disciplinary flavour, which is much sought after by potential employers. I think this is still good advice today.

So where do we stand in 2017 and look into 2018? In many respects little has changed as regards the global business drivers. Oil and gas prices remain stubbornly depressed and are likely set to stay so for some years. Companies have slowed down, or even ceased, active exploration and many are focussing on improving recovery and sweep efficiencies from proven reservoirs in their operational ‘heartlands’. The seismic business, usually the first indicator of an upturn in industry fortunes, remains depressed as oil companies focus on reducing the costs of lifting hydrocarbons to the surface. That should be encouraging news for many engineers, but a scenario that offers far fewer opportunities for geoscientists unless they have skills with analysing complex reservoirs or a strong reservoir engineering or well construction bent to their competencies and skills.

So what can one do if one is determined to enter the fossil fuel business rather than do something else entirely? The first thing is to know where to target to find your next job.

The second is how to make yourself a strong candidate for recruitment.

The national resource holders generally take a broad strategic position as regards developing assets, both human and hydrocarbon, in their countries. And service companies, which are increasingly partnering and sharing risks with national oil companies (NOCs), also want to recruit young, energetic, hands-on and operationally oriented people, even in tougher times. It means that the 20th Century style ‘ex-pat’ career path with an Oil Major is probably out of the question for all but a few of today’s young graduates. But with many NOCs taking a global view and offering technical services and expertise to sister organizations in aligned counties, a rewarding long term career, both at home and overseas, is still on the cards.

The technologies we work with are truly exciting and the world will need hydrocarbons for some time to come to support energy needs, transport and our vast array of petrochemical industries. But getting one of those jobs (either working in your home country or overseas) will be highly competitive and the first few years of employment will require a lot of dedication in what some might see as less than glamorous operational settings. But my advice is to be ‘hands on’ and work closely and cooperatively with your co-workers and other partners and be low maintenance as far as your boss is concerned, then your efforts will always be appreciated.

How can you stand out in that recruiting cycle? Succeeding in your final interview is arguably a far less daunting task than getting onto the list of screened and short-listed candidates for a job in the first place. That is because the HR departments are overwhelmed with applications and yours must stand out in order to make any short-list. So, fresh out of university, how can you show your aptitude on a CV or Linked-In profile? That is where EAGE involvement can really help. Submit abstracts and present oral or poster presentations at your local chapter, regional or annual meetings, publish your Masters thesis, take a lead in your local student chapter or local society, go back to your high school and give talks on your university work and experiences, be a mentor to someone in a later year at your university or college, participate in a local environmental initiative and (best of all) become a finalist for EAGE’s Field Challenge! This highly rated global competition is designed to show you are competent, a team player and a winner. All these activities will help highlight the personal drive and professional aptitude that you have and that is exactly what employers are looking for.

EAGE, its HQ staff and volunteer network, are there to help guide and advise you with all these endeavours.

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his is my third article in EAGE’s Recruitment Special.

In the first I shared the fear that we were heading towards something that would match the epic industry decline of 1986. And that gloomy prediction seems to have played out across the globe. Those lucky enough to survive that earlier catastrophe saw companies successfully readjust to the new realities and we were set up for long and productive careers. This will no doubt happen again.

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PASSIONATE ABOUT SHARING KNOWLEDGE

Meet Natalia Osintseva, associate professor, deputy head of Lithology Department of the Russian State University of Oil and Gas named after I.M. Gubkin. She is one today’s young teachers in Russia dedicated to inspiring the next generation of geosciences students, and here she tells her story.

What did you study and where?

I earned my BS and MS degrees from Gubkin Russian State University of Oil and Gas. Two years later, I defended my PhD thesis and obtained a scientific degree in geological and mineralogical sciences. In 2013, along with other young teachers, I attended courses at Heriot Watt in Edinburgh. After that, Heriot Watt and Gubkin University opened a joint Master’s programme, in which I teach the reservoir concepts course. I regularly improve my qualifications, including attending courses at Education Days organized by EAGE.

What is your position and what skills does it require?

I work as an assistant professor at the Department of Lithology of Gubkin Russian State University of Oil and Gas. I teach courses on applied stratigraphy and reservoir concepts and conduct practical sessions in various courses, including mineralogy and petrography, lithology, oil and gas reservoirs, and fundamentals of mineral resources science.

To conduct sessions in any course, you need to thoroughly study the subject and analyze literature, both domestic and foreign. Structuring of the data and their adaptation for easy understanding by the students plays an important role. Such skills as producing presentations with explanatory illustrations and animations, the ability to create visual aids or to include interactive forms of learning in the process — all this only facilitates teaching. The most important thing is not to put the students to sleep during the lecture, so it is very important to possess a gift of eloquence and a clear plan of sessions with breaks for practical exercises or short surveys.

In addition to teaching, I am engaged in various research projects in which our department takes an active part. Such activities require the ability to work with core material, interpret the results of various analyses, geological interpretation of geophysical data, facies modelling, etc. Solving the complex problems facing modern oil companies allows us to keep abreast of the trends in the oil and gas industry and use this knowledge to tailor our training process. In parallel, I am deputy head of the department of lithology and responsible for the academic work with students.

What do you like and dislike about your job?

I love my job and my native university for the fact that specialists in various fields of geosciences work here and I always have something to learn from them. Thanks to some outstanding leaders, we have an excellent team of young specialists ready to solve complex problems. For example, the Master’s programme in applied petroleum geoscience was opened in cooperation with Heriot Watt University, and today Gubkin University is the only university in Russia with such a programme. All training is

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When I was three years old, my parents moved to Kogalym, a city of oilmen in the vastness of the boundless north. This is where I graduated from high school, and my parents advised me to become a student at Gubkin University, my older sister graduated from this university.

Neither my father nor mother had any connection to geology, so I had no idea about this profession. I graduated from an art school and dreamed of becoming a student at an architectural high school, but my parents insisted and I sent my application papers to the oil university. A year later, I realized that my parents were right. Since then, geology has completely taken hold of my heart.

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What brought you into this industry?

conducted in English, and successful students receive an international diploma.

What I do not like is paper work, and unfortunately, it has to be done very often and is very time-consuming.

What were the defining moments in your career and how they influenced you professionally?

When I became a student at the university, I was sure that after graduation I would go north to my native Kogalym.

However, the most important event in my professional life was my discovery of the Department of Lithology during my third year at the university. I met wonderful professors Alexander Vasilyevich Postnikov and Olga Vasilievna Postnikova. Their selfless devotion to their profession and lithology won me over. I started working at the department as a laboratory assistant and decided to continue my studies in the MS programme. Another experience was working with my supervisor, Yuri Vladimirovich Lyapunov, associate professor of the Department of Lithology. He unveiled to us the subtleties of sequential stratigraphy and its application in petroleum geology. This determined my current interests.

What role did EAGE play in your professional development?

I learned about the association while still studying at the university, but for the first time I got to the EAGE Saint

Petersburg conference as a teacher in 2014, when our student team won the EAGE Geo-quiz during the student programme. Since then, I try to participate annually in conferences where I have an opportunity to learn about the new achievements of my colleagues, to show the results of my work to a wide range of specialists and to hear criticism or praise, which both are sometimes so necessary. I really appreciate EAGE for the opportunity to attend the lectures by world experts and for the Education Days Moscow.

What advice can you give to young specialists for a successful professional career?

For a successful professional career, the necessary skill is the ability to speak to a wide range of professionals, so I would advise you to participate as much as possible in various conferences and meetings — this is an excellent training experience. In addition, probably, the main thing is to love your work and be interested in getting high quality results.

In what position do you see yourself 10 years from now?

Now I am thinking about writing a full doctoral dissertation and hope that within 10 years I will become a full professor. Just recently, we have completed a regional project on unconventional reservoir rocks of Ciscaucasia, where we received very interesting results and projections. I think that this can become a fundamental brick in scientific research for my future doctoral dissertation.

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SHORT BIOGRAPHY In 2009, I earned my BS degree, and in 2011, I graduated from Gubkin Russian State University of Oil and Gas with an MS degree. In 2008-2011, I worked first as a laboratory assistant, and then as an engineer at the Department of Lithology. In 2011, I was offered a transfer to the position of assistant, and in 2012, I was invited to work in the dean’s office of the Faculty of Geology and Geophysics of Oil and Gas as deputy dean, where I worked for two years. In 2013, I defended my thesis on ‘Lithology, facies and reservoir properties of Upper Devonian sediments in the central part of the Khoreyver depression in connection with the prospects of their oil and gas potential.’ In 2015, I was transferred to the position of a senior teacher, and since January 2016 I work as an assistant professor at the Department of Lithology of the Gubkin Russian State University of Oil and Gas. I have been engaged in research work since 2008. During this time, I took part in various lithological and geological projects on the study of deposits of different ages of the Timan-Pechora, Volga-Ural, Caspian, North-Caucasian-Mangyshlak and West-Siberian oil and gas provinces. The main scientific interests are lithology, sedimentology, sequential stratigraphy and geological interpretation of geophysical data.

hen it comes to job seeking and managing your career in today’s employment market for geoscience professionals, you need all the help that you can get.

And that’s exactly what EAGE offers to do with the Career Advice Centre in the Communities Corner of the EAGE Pavilion at the 79th EAGE Conference & Exhibition in Paris.

university representatives from AGH University of Science and Technology, Poland; Istanbul Technical University, Turkey; and Heriot Wat University, UK. Make sure you also take advantage of the opportunity to check your CV as part of the need to hone your job seeking skills, and of course meet prospective recruiters.

The centre provides an opportunity for students and young professionals to review their career options with experienced geoscientists academics who can provide guidance on the best strategies to adopt to find employment in the first place and to develop their careers.

Finally, you should not miss the Young Professionals session on 14 June when speakers with broad experience in industry and academia will focus on you how to build and explore your leadership, teamwork, networking and communication skills. One highlight is expected to be the motivational speech on Thursday 15 June by Anna Shaughnessy who is executive director of the Earth Resources Laboratory at Massachusetts Institute of Technology, USA.

A key consideration is that the transition between being a student and then obtaining and holding down a job needs preparation. You can benefit from discussion with

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GET ON WITH THE JOB AT EAGE!

ADVICE FROM AN

AVID JOB SEEKER

JESPER DRAMSCH, A REGULAR BLOGGER FOR EAGE’S STUDENT NEWSLETTER AND HIS PERSONAL BLOG ´THE WAY OF THE GEOPHYSICIST´*, PASSES ON SOME THOUGHTS ABOUT LOOKING FOR THAT ELUSIVE GEOSCIENCE JOB. *https://the-geophysicist.com/

Looking out there, I notice a slight optimism. Everyone is talking about ‘lower for longer’ but you do see the occasional job posting pop up. I like optimism, so bear with me on this one.

There are experts with much more expertise on how to structure and write your application than me, so I will leave this to them. Just this one thing, absolutely handtailor your application to the prospective employer.

Not so long ago I finished Uni. I followed all the advice on doing internships and networking heavily while keeping the grades up, but found myself in an unfortunate situation. The companies I did an internship with didn’t do so well. In fact, they were downsizing heavily. That meant most of my newly formed network was out of a job, so employment prospects became somewhat dim. However, it was a valuable experience and formed some building blocks in my CV.

What I have found very interesting is the existence of ‘between jobs’ programmes from different software vendors and societies. Developing marketable skills for free, or at least at a significant discount, is something everyone should know about. For example, do you have a personal education budget? If not, why don’t you? It’s probably easiest if you contact the vendors directly, even if they do not advertise it openly (yes, you might be able to freshen up on Petrel). Additionally, there are several massive open online courses (MOOCs) you now have time for and might want to catch up on. Mark Zoback has his reservoir geomechanics online for free at Stanford. Andre Ng still offers the data science course on Coursera for free. In addition geoscientists between jobs may want to include conference attendance. Face to face networking is still extremely important, so definitely check this out if you can.

I believe I eventually got my job because my application was reviewed by an actual person. Before, I hadn’t been particularly lucky with the automatic online systems.

Furthermore, I was offered the job because my initial application was reviewed by a technical person as opposed to HR. Talking to HR later on, it turned out that they would not have hired me, on the basis of advice number one: Europe is small and application requirements vary strongly. They are oftentimes quite different from the US. As an example, Germans often want a picture, Danes want a personal statement and, in the US, both will throw you into the discard pile. This is often confusing but if your application goes through HR make sure you adhere to the local flavour.

Hidden in this story is another piece of wisdom, which is controversial. Getting through to a human in the company may give you an edge. Finding an email has become exceedingly easy in this modern age and email patterns are usually standardized within a company. On the flip side, if this is unsolicited, your approach may not be treated favourably.

In my experience, sharing knowledge and job advertisements have been mutually very beneficial for me and my network. Every job I applied for was an ad I shared with my friends. As a matter of fact sometimes they got the job instead of me. Today, I also like to share jobs with my LinkedIn network. If I know someone to whom the posting might be relevant, I will send them a link directly.

I love connecting with inspiring people and take every opportunity to do so. Partially, this is through my blog, which has opened up several opportunities. Apart from that, I love to answer questions on Stack Exchange and Reddit. However, lately, my biggest inspiration has come from talking to the amazing people on the Software Underground ‘Slack’ and Twitter. This is a lot of social media and I would suggest that you confine yourself to your favourites. I filter heavily to maximize the impact and not have it interfere with my actual work.

What if we change from strategic networking to actually forging connections? What if we collaborate across disciplines and countries? Technology is making it possible and incredibly easy. It seems that the way ahead is more collaboration and sharing in research, knowledge and skill sharing. Might as well join the bandwagon early, right?

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However, that still left me without a job and possibly with even more competition from those laid off, although they hopefully would be aiming for more senior roles. So I had to become strategic about finding opportunities and making applications. Hopefully, some of my thoughts on this will help others along in their job-seeking journey.

Personally, I like people that show and not only tell. This is one of the reasons I love hackathons. The (sold out) hackathon that accompanies the EAGE conference is one instance where you see inspirational, motivated work happening. It’s highly creative and collaborative. This is the sweet spot where innovation happens and relationships are forged.

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Turns out this presented a unique opportunity. I approached lots of my erstwhile colleagues to pick their brains on their favourite topics and so build my knowledge of more areas of geoscience. In fact, this concept proved surprisingly innocuous and rewarding. The conversations were not treated as a case of ‘I’m just listening to you so I can eventually get a job through you’. It was regarded as genuine interest and people were happy to share their pet project, and it has been amazing to listen.

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THAT INTERVIEW

THERE ARE LOADS OF SITES ADVISING ON HOW TO CONDUCT AN INTERVIEW. WE LIKE THIS QUICK GUIDE FROM THE UNIVERSITY OF BIRMINGHAM*.

DO THE PREPARATION

BE READY FOR THE QUESTIONS

Research the skills and attributes the employer is looking for from the job description and identify skills and experience you have which are relevant for the role. Learn how to use the STAR technique (see below). Research the company using its website and social media. Research the job using the job description and other occupational sources. Plan the route and if possible practice the journey prior to your interview. Know the name, job title and phone number of the person who is going to interview you. If you are going to be late always ring and let the employer know. Appropriate dress – suit/smart business attire, formal shoes – no trainers.

Competency questions – use examples of your past experience which best showcase the skills in the person specification, e.g., Teamwork – ‘Describe a situation in which you were a member of team. What did you do to positively contribute to it?’ Use the STAR technique to answer these types of questions.

ON THE DAY

‘Difficult’ questions – e.g., ‘What is your biggest weakness?’ or ‘If you were an animal/biscuit, what would you be?’

Arrive on time and switch off your phone. Smile and shake the interviewer’s hand. Be clear about your achievements, be positive about your weaknesses but be honest and truthful. Highlight your enthusiasm for the role and why you are the best person for the job. Show you are interested and engaged, stay calm and maintain eye contact. Give yourself time before answering questions and don’t be afraid to ask the interviewer to repeat anything you don’t understand. You can even come back to the question later in the interview if you wish. Prepare a list of questions you would like to ask at the end of the interview.

Motivation questions (also referred to as strength-based questions) – e.g., ‘Which tasks do you get the most satisfaction from?’ ‘What interests you about working for this organisation?’ ‘What do you think you would find most challenging in the role?’

Chronological – the questions link directly to your CV or completed application form.

Technical – for jobs which require technical specialist knowledge. Questions may focus on what you are doing in your final year project, or on real or hypothetical technical situations. Use positive/strong language in your responses.

USE THE STAR TECHNIQUE STAR (Situation, Task, Action, Result) format is an interview technique used to answer competency based questions such as ‘Tell me about a time that you solved a problem to a tight timescale.’

Situation: Present a recent challenge or situation page 29

Task: What did you achieve?

Action: What did you do, why did you do it that way and what were the alternatives?

Result: What was the outcome of your actions, what did you achieve and did you meet your objectives? What did you learn and have you put this knowledge into practice?

*https://intranet.birmingham.ac.uk/ as/employability/careers/documents/ public/quick-guide-interview.pdf

HOW TO GET YOUR CV TO THE TOP OF THE PILE INDIANA LOGAN, A SENIOR RECRUITMENT CONSULTANT AT THE GRADUATE RECRUITMENT BUREAU, SHARES SOME ADVICE AND INSIDER KNOWLEDGE FOR GRADUATES LOOKING FOR WORK IN THIS EDITED VERSION OF THE ORIGINAL INTERVIEW.*

What are the first things you look for in an applicant when recruiting?

As a graduate recruiter you can receive a huge volume of applications for just one role and so you need to have a clear list of essential skills or experience that are a prerequisite for the role. The first thing I do is briefly scan to see which of these they tick. If they tick most of the boxes then I will usually call them as soon as possible or read further into their CV. Things I look for in their CV are minimum educational requirements, relevant experience, a desire to do the job I am advertising and the ability to work in that location.

From an applicant’s perspective, they can identify this list from the job ad and any information they have about the company.

Once you know this, it’s all about making it leap off the page in the first ten seconds someone looks at your CV. A great way to make these obvious to someone scanning your CV is to put it at the top so it’s the first thing they read.

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What are major CV mistakes you notice when you’re looking for potential candidates?

Presentation of CVs is very important. If a CV looks bad the implication is that the candidate is bad and they are either too commercially unaware to know how important a CV is or too apathetic about their job search. Some examples of ‘bad presentation’ include shabby formatting which makes it hard to read and follow, bizarre pictures, floral borders, agGraduate CV that covers six pages or just no content at all. Consistent formatting with bold headlines, clear dates and headlines such as achievements, awards, education and duties really helps to find the information I am looking for quickly and efficiently.

*http://theundercoverrecruiter.com/ recruiters-cv/

What are the industry secrets to really getting yourself noticed and known?

Call first! Every graduate recruiter gets hundreds of applications for each role they are in charge of. So before you apply, try and call the person who is advertising and introduce yourself. If you make yourself known to them they are more likely to take you forward. Even if you can’t get through they will still get a couple of messages from you and hear your name so they are more likely to flag your application out of interest. If you can’t get through then ask for their direct email and send the CV to them so it doesn’t get lost in the system. Follow it up within two days for feedback and be persistent until you get an answer. If they don’t want to interview you then try and get a reason as to why so you know what you need to do or where you are going wrong.

You can also drop them a LinkedIn request after you have spoken to them. Linkedin is king at the moment and should be on every graduate’s guide of how to get a job. State clearly in your LinkedIn headline who you are and what you want. Then add an online CV so employers can really get to know you. I can’t stress enough how important a great LinkedIn profile is. Start linking in with everyone relevant in that industry and hiring managers; don’t be shy to request to add them and explain why in the email.

Then start being proactive on the site; join relevant groups and ‘Like’ updates to get noticed. Be proactive! Don’t just sit there applying and hope the jobs come to you – go out and find the jobs yourself, building up a big network of contacts whilst you do it. Keep track on Excel spread sheets so you are always on top of who you are in contact with, who they work for and what they can offer you.

How do you guarantee your CV will make an impression and get you through to the next stage?

Many large recruiters use algorithms to search CVs for content before a human sees them, so mirroring the language they used to advertise the position will make sure your CV gets put forward for review. For example, if they

Even for jobs with small or mid sized employers make sure you use relevant words on your CV as much as possible.

This looks great when someone scans your CV as they instantly see all the great qualities they are looking for.

Basically, don’t just be average. Find out what the person recruiting for the job you want is looking for – and then be that person.

What are the last, best pieces of advice you can offer as an expert?

Be different and think long term. Use Linkedin – it is your best friend in a job search and beyond. Don’t just use it to make contacts but also to do your research. Look at experienced people who are doing the job that you want at the moment. See what types of things they have done and achieved and set about gaining similar qualities. Use them as a template for making yourself as desirable to employers as possible.

Another thing is if you get declined from interviews, ask the hiring managers what you would need to do in the next year in order for them to want to interview you for the next intake. If you know what you need to do in order to get into those roles, you can then spend the next two years getting that experience and then reapply for those roles, hopefully with a much better chance of getting it since you’ve tailored yourself to their needs.

FIND OUT MORE Undercover Recruiter is a global and talent acquisition blog with access through the undercoverrecruiter.com., as well as LinkedIn, Facebook and Twitter.

Graduate Recruitment Bureau, now in its 20th year, is the UK’s highest review-rated graduate recruitment consultancy. Every day its teams of sector-specific experts get contacted by major graduate recruiters, SMEs and start-ups who are looking for high calibre university students and graduates for their full-time graduate jobs, graduates schemes, placement years and internships.

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They are looking for graduates with a clear focus on their job search. People who know what sector they want to start a career in and can prove their commitment with a good CV and experience portfolio to back it up are attractive to employers. They are also looking for people with a relevant degree, appropriate work experience from the 2nd year of university or post graduate study and someone with a clear, long term commitment to that role.

are looking for high achievers then use this exact phrase and pack the buzzwords in so you tick all their boxes.

The more relevant words to the job description you have in your CV the more likely your CV will get through.

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What factors are employers looking for in their potential employees?

SURVEY REVEALS SHIFT IN EMPLOYMENT PROSPECTS IN THE GLOBAL UPSTREAM OIL AND GAS INDUSTRY

A REVIEW OF THE EMPLOYMENT ENVIRONMENT IN THE ENERGY SECTOR BY PETROPLAN HAS FOUND THAT, DESPITE A MAJOR CONTRACTION IN THE VALUE OF THE ENERGY EMPLOYMENT MARKET OVER THE PAST TWO YEARS, GLOBAL OIL PRICES ARE NOW AROUND THE LEVEL WHERE DEMAND FOR TALENT LOOKS SET TO PICK UP AGAIN.

R

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espondents from thirty-five organisations from across the major global oil and gas hubs participated in the Petroplan survey. Its aim was to gain insight from the industry’s employers on the prospects for recovery, and how this would impact on hiring in the near future. Respondents’ key areas of expertise were varied by global region, organisation type and role. Apart from a minority of senior management, all were involved in hiring decisions in their organisation.

Estimates suggest $100bn of projects (capex value) were cancelled globally as the oil price dropped. With inventories remaining high (market estimates suggest around one year of demand) and reserves ample, the universal opinion is that the underlying market price will be demand-driven although supply issues and speculation will cause peaks and troughs.

Petroplan’s research partner, Agile Intelligence, estimates the market value in billings of agency professional contract staff in 2016 was near to $10 billion. This figure and its regional constituents are subject to several assumptions (workforce size, varied percent of contractors in each region, pay rates) but with a consistent methodology throughout. This represents a decline of around 42% in the two years since 2014 using Agile’s estimates.

The question of where and when the oil price recovers relates to global economic growth driving demand for oil which will then draw down inventories and produce a new equilibrium. The over-riding assumption is that the supply side can and will respond to a rise in price, some quicker and more profitably than others, suggesting that, bar major geo-political issues, the oil price will not return to the pre-downturn highs in the foreseeable future. Views of a recovery price vary by region but a figure of around $60 was most often quoted.

The past two years have seen a substantial downturn in activity levels in most parts of the upstream market, globally.

Assets and financing are the keys to whether a company starts, continues or ceases production. Larger companies

9% 6% LATIN AMERICA

19%

28%

NORTH AMERICA EUROPE ASIA PACIFIC MIDDLE EAST

13%

AFRICA

25%

are still streamlining whilst also fulfilling commitments to investors or shareholders and less productive fields could well be passed on to smaller, more agile operators who can improve yield per dollar. Some see a sizeable shift in operator profile and ownership especially in areas such as the North Sea when assets become more marginal. However, there are concerns about finance availability especially for small firms looking to fund small developments.

In the USA there are conflicting views on the future of the shale industry where high leveraging may affect speed of recovery, through lack of finance, and early depletion of current drills is just beginning to be publicly debated. If and when supply and demand for oil reach par, as demand outstrips supply the speed of upturn in activity may not be able to keep pace with demand initially due to investor nervousness.

In the slightly longer term there are also concerns that depletions may outstrip new drillings although the cost base will probably continue to be reduced, encouraging previously less economic options. However, overall this could potentially result in a rapid uplift (and price spikes) before supply can properly respond.

Summarising, in an uncertain climate, investors are expected to favour regions and fields where there is an easy start/ stop, proven capability/earnings and is regarded in every sense as ‘easy to work’.

Recovery itself means different things to different types of companies in different regions. Some polarisation is seen in these predictions with US-focused respondents pointing to the lowest recovery price averaging around $57, reflecting the needs of the large oil field services sector and also the ‘lean’ efficiency push on shale.

Specialists working on deep sea fields in Europe felt that $64 on average was needed and, even then, it would

As resourcing staff has become less of an issue since the downturn few companies are focussing upon their future attraction strategy. When needed, internal searching across their own organisation is often the first port of call, followed by tapping into their extended network before then engaging a recruitment company. Following cutbacks to reduce fixed cost overheads, mainly just the large companies still retain significant in-house recruitment teams with outsourcing to Interim teams now favoured by some organisations.

Contract staff are likely to be in the vanguard of any recovery, with over two-thirds of respondents expecting greater use of contractors, bringing with them the flexibility and cost control which are critical in the current business environment. The use of Western expat contractors - long seen as a mainstay of the oil and gas industry - looks set to decline, however, as lower-cost local talent upskills and nationalisation targets take effect.

Activity is expected to pick up on onshore rigs first (in the US, then Middle East, Asia and Africa), followed by shallow water projects. Experienced technical talent, as well as those with a combination of technical and financial skills, look set to be most in demand in any recovery. Mechanical and chemical engineers, project managers and IT experts were among the shortage roles cited in the survey.

If anything, the oil price downturn since mid-2014 has increased the demographic challenge the industry faces, with experienced middle managers laid off and millennials put off entering the industry. Recent research from McKinsey using PwC data suggests that 14% of millennials will shun the oil and gas sector because of its image, making it the least popular major sector.

While two-thirds of respondents recognise the challenge as a major obstacle to growth, there was a feeling that multi-skilling and up-skilling the existing workforce will help to address it.

Rory Ferguson, CEO of Petroplan, says: ‘After a very challenging couple of years, our review reflects a cautious optimism for the future among energy employers. This is feeding through into hiring strategies that are focussed to a greater degree on cost efficiency and flexibility – but not at the expense of quality’.

According to Ferguson, employers want to fill roles quickly, but they also want to find the right candidate in terms of technical and business culture fit.

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(ESTIMATED TOTAL: CIRCA $10,000M)

not provide a significantly game-changing kick start to the North Sea. A similar polarisation is seen by tier with national oil companies and super majors anticipating longer timescales to reach a higher price for recovery whilst EPC/ engineering companies are pitching lower and faster.

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OIL & GAS GLOBAL AGENCY MARKET 2016

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