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Careers Advice

Global Energy Career Expo, London

Following the successful conference & exhibition last year, OilCareers are pleased to be partnering with Global Energy Career Expo which takes place this month.   The event is organised by dmg::events and is an excellent opportunity for skilled candidates to meet with potential employers.

It is apparent that the Oil and Gas industry is facing a critical skills shortage and in the next few years a number of the industry will be retiring and taking with them their expertise, knowledge and skills.  As the Oil and Gas industry continues to develop at a rapid pace and new projects are revealed, in order to secure the industry’s future, significant numbers will need to be added.

The Global Energy Career Expo is seen as the leading recruitment platform, giving jobseekers and recruiting companies the chance to meet face-to-face and discuss the latest offshore and onshore employment opportunities. will be exhibiting at the Global Energy Career Expo (GECE) exhibition and conference which takes place in London on the 27 & 28 February 2014 at the Business Design Centre.

Get ahead of the game, register and upload your CV on and instantly connect with hundreds of recruiters worldwide.  When you apply for a job on OilCareers your CV will be sent directly to the recruiter, having an online profile also allows recruiters to contact you for suitable positions.  Find your dream job and search over the 18,000 live vacancies which are posted every month on

Don’t forget to visit at booth #22 we look forward to meeting you.

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Australasian Oil and Gas Exhibition & Conference

Following on from last year’s successful Australasian Oil and Gas Exhibition & Conference, we are delighted to be exhibiting again at AOG 2014 and we are the proud sponsors of the AOG shuttle bus and car park. The event which is held at the Perth Convention and Exhibition Centre will open its doors to welcome thousands of Oil and Gas industry professionals on the 19-21 February 2014.

AOG is the largest Oil and Gas exhibition in Australasia and provides the perfect opportunity for Oil and Gas industry professional to meet face-to-face with potential employers, service providers, engineers, technical professionals and suppliers.

During AOG 2013 the event welcomed over 505 exhibitors from over 43 countries and saw over 10,500 Oil and Gas visitors throughout the exhibition and conference. This year the exhibition is set to top 2013 following three new zones for Australian Industry, Non-Destructive Testing & Condition Monitoring and Instrumentation Control and Automation Zone.

If you visit our booth #9 we are giving one lucky winner the chance to win a driving experience for four including an overnight stay, dinner and breakfast.  To enter the competition, visit the OilCareers driving range at booth #9 and take part in our F1 Racing Simulator competition!

Get ahead of the race, register and upload your CV on to apply for jobs directly online. provides the gateway to connect with hundreds of Oil and Gas companies, we have over 18,000 new jobs posted every month from around the world; find your dream job on!

Don’t miss out on vital opportunities, register to attend AOG 2014 and visit our booth #9.

We look forward to seeing you next month!

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Oil & Gas Employment Fair, Aberdeen is proud to continue supporting employers in their search and for the second year running we will be exhibiting at the Oil & Gas Employment Fair for British Armed Forces.  The event which is organised by the Forces Employment Fair aims to attract fresh talent to the Oil and Gas industry through the use of candidate’s transferable skills.  The event takes place at the Aberdeen Exhibition and Conference Centre and will open its doors at 10:00am on the 30January 2014 in Aberdeen.

The Oil & Gas Employment Fair provides the perfect opportunity to bring together candidates and recruiters to meet face to face, find jobs, access self-employment opportunities, enrol in training schemes and build their network for future opportunities.

The exhibition aims to provide service leavers with information and job opportunities within the Oil and Gas industry where they can use their transferrable skills which are highly in demand.  Entrance to the event is free and you should register in advance.  Don’t miss out on vital opportunities to further your career; register to attend the Oil & Gas Employment Fair event on the Forces Employment Fair website. connects candidates with hundreds of Oil and Gas companies and recruiters who use our job board to host their vacancies and search for candidates.  We have over 18,000 new jobs posted every month from around the world, to apply all you need to do is register for a FREE account, upload your CV and apply directly online!

We look forward to meeting you at the end of the month!

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Is your CV letting you down?


New Year, New Job

It’s the New Year and many of you will have finding a new job or career at the top of your New Year’s resolutions list but aren’t sure how to go about it.  OilCareers are here to help you whip your CV into shape.

Keep it simple

Unless the position you are applying for requires a portfolio of work, keep your CV simple.  The most important part of your CV should be emphasized such as work experience, education and qualifications using subtle formatting and colours.  Make sure your CV is consistent throughout using the same fonts and spacing.

Market yourself

Avoid using a boring list of jobs and duties and instead highlight your achievements within certain roles and projects.  Discuss the obstacles in these positions and how you overcame them, this is your chance to shine and stand out from the other 50 CVs the company has received.  Explain to your potential employer why you would bring value to the company, set out your skills and qualities.

Be honest

Always be honest in your CV – you will soon be found out otherwise.  Keep your CV current and relevant.  If you are studying a course note down your expected completion date and grade your experience for example beginner, intermediate, experienced.


Send your CV from a formal email address usually  Avoid using your current work email address or worse the one you set up when you were 15 years old.  You should include your contact details on your CV and if appropriate a link to one of your social media profiles.

Always proof read

We cannot stress enough how important it is to proof read your CV before emailing it to your potential employer.  Spelling and grammatical errors has a 99% chance of being tossed into the bin, so take your time.  Once you have read and re-read your CV ask a relative or friend to read it once again.

Start your job hunt now by visiting out Job Search Page!

Best of luck on your job search,

Ashleigh Pirie

Marketing Assistant

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Training and Development: The Battleground for Attracting and Retaining Top Talent in the Oil and Gas Industry

Guest blog By: Don Shoultz, Head of Upstream Learning and Development, BP

Over the next 20 years, global energy growth is expected to be dominated by emerging economies, with primary energy use growing by nearly 40 percent*. As a result, the exploration and production (E&P) industry will be tasked with accessing hydrocarbons in new, more challenging frontiers. These challenges will require increased skills, capabilities and technologies across the world; meeting them starts with a disciplined, methodical and long-term learning and development plan.


Along with the steadily increasing global energy demand and fierce competition for talent among the region’s oil and gas industry sector employers, there are three additional factors driving the demand for progressive learning and development programs:

  • Experienced professionals are retiring and being replaced by younger, less experienced hires;
  • The complexity of the resource plays being explored and the rapidly changing portfolio of technology required to enable production; and
  • Nationalisation requires a new orientation to how the oil and gas industry engages and develops employees.


Bridging the Talent Gap

A sense of concern across the industry stems from the need to attract, retain, train and develop talent. A recent BP-sponsored Society of Petroleum Engineers (SPE) Survey revealed an industry-wide desire for training.


Three-quarters (74.6 percent) of the survey’s participants stated that access to training and development programs is pivotal in their choice of role, and more than half (53.3 percent) said a lack of opportunities would be enough for them to consider leaving.


Fortunately, the industry is taking deliberate steps to close the talent gap while aligning and accelerating all areas of development.


Embracing New Ways of Learning

E&P becomes more complex each day, and the technology used by petro-technical experts continues to evolve at a rapid pace.


Considering 86 percent of all respondents said starting a career in oil and gas requires training, such development programs address a pressing need to cultivate and enhance deep geoscience and engineering capabilities.


Additionally, the data showed business skills are critical factors for career development and advancement. A holistic training and development program will enhance not just the way employees do their jobs, but ways in which they collaborate.


The complexity of work also creates the need to change the way we define “success” in learning and development. Gone are the traditional “transactional” means of measuring the number of classroom attendees or passing grades. At BP, we measure learning and development in terms of business impact and performance metrics.


Unlocking potential requires a blend of formal classroom training, on-the-job training, experiential learning and purposeful mentoring. Bearing in mind that 25 percent of respondents felt a lack of training is detrimental to their careers, we should continue to strengthen uniform standards, centering on a holistic and performance-based approach to learning and development across companies, organizations, universities and borders. The result: enhanced capabilities for the entire sector.


Focus on Emerging Markets and Building Global Capability

Every year, the E&P segment expands its geographic reach with new resource holders. As our scope of work expands in both complexity and geography, we seek to develop high-performing national employees through partnerships with National Oil Companies.


For example, major oil companies have historically partnered with in-country universities to better equip them with the knowledge, technology and expat expertise that are required for today’s workforce. Enhanced consistency will enrich the quality and depth of the education at universities in various emerging regions. We should seek more uniform standards and closer collaboration with universities to support focused, regional learning and development programs.


This broad collaboration with governments, resource holders and universities not only stimulates the local economy, but demonstrates a commitment to the areas in which the major oil companies operate. Together, we are better able to foster and encourage diversity of thought and workforce within the industry.


Nurturing talent and having an engaged workforce is a key to the oil and gas industry’s competitive advantage in the battle for talent. The challenge is to position E&P as the industry of choice by maximizing capability in established and emerging regions, increasing diversity and creating compelling long-term career paths built on life-long learning. Applying a long-term approach to employee development helps to strengthen continuity in the competencies, skills and, most importantly, performance needed for this vital industry to not just endure, but to thrive.


*BP Energy Outlook 2030

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Are startups having a positive impact for candidates in oil and gas?

Today’s guest blog from Dominic Morris, Director – Global Energy Business at Twenty Recruitment

There were few industries that weren’t hit by the economic crisis, with the energy sector being no exception. Even the big players weren’t immune, and projects have ended abruptly due to investment problems. However, the past year or so has seen improvements in the market. Business confidence has risen and the dominating companies in the sector are expanding and implementing new projects.

And it isn’t only the large businesses that are doing well. More startups are appearing on the scene, commonly breaking the geographies that main players haven’t looked at before.

So what does this mean for you as a candidate? With an increased number of companies in the market, there’s a war for talent. Startups recognise that, to be successful, they need to have the right team in place. As such, they’re competing with both peers and established companies for individuals with the right skills, qualifications and knowledge, who are able to adapt in a changing landscape. This means that there are rich pickings for top professionals.

Perhaps the main benefit of working for a startup is the flexibility. There isn’t as much of a focus on salary bands and job categories as in larger organisations, so they can afford to build the job around you, increasing salaries and bonus packages in some cases.

But it isn’t only about the money. When you’re looking for your next position, you are likely to want access to new opportunities. Startups are being more adventurous than some of the bigger players and, to find their niche, they’re moving into new areas that perhaps haven’t been explored before. The result is that you’ll have the chance to work in different geographies, enhancing skills and experiences, which will make you much more employable.

On top of this, development opportunities are important to consider when looking for a new role so that you can keep up-to-date and enhance career progression. This is arguably easier in a larger organisation as they have access to greater resources and internal teams. However, many of the best startups are outsourcing training to compete. And, the benefit that startups do have is that they’re smaller, making it easier for you to get the support and advice you need. In addition, a new employee is typically given greater responsibility early on so you can learn on the job from the beginning.

With more startups now on the scene, oil and gas has become increasingly competitive and top talent is in high demand. If you have the right skills, companies are prepared to fight for you by offering great benefits, so it’s a win-win situation. The only challenge you may have is leaving your current role as many employers have increased the length of notice periods. And of course, when faced with a choice of companies to work for, deciding which one you’d prefer may be difficult!

Dominic Morris, Director – Global Energy Business at Twenty Recruitment

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An exciting time to be involved in upstream projects

This guest post is from Paul McIntyre who is the VP of Human Resources for BP.  Paul discusses why now is the time to be involved in upstream projects. 


Conservative estimates are that global energy demand will grow by 36% between 2011 and 2030.

How this demand will be met is a continuous and shifting paradigm that is being confronted head on by the largest energy companies, governments, universities and innovative individuals, side by side.


Population and income growth are the two factors that will underpin growing energy consumption over the next decades. By 2040 it is estimated that the world population will have increased by an additional two billion people, meaning more energy demand from business, more infrastructure requirements and increased urbanisation, leading to rising electricity needs for homes and buildings. World income is expected to be roughly double the 2011 level in real terms. Almost all of this growth will take place in non-OECD countries, with increasing prosperity in China, Brazil and Russia leading this charge. The result is that oil demand in non-OECD countries will overtake that of its counterparts by the end of this year, something we would never have predicted 10 years ago.


What does all of this mean for BP and its strategy regards the upstream sector? Over the past couple of years there has been a shift in focus by the company, with a decision reached to move away from barrel production, by focusing on the value of the oil produced rather than simple quantities. We believe that the future is with the high-margin projects; thus there has been a divesting of late-life and limited-growth assets that are less valuable in the long run to the company. BP has committed up to 80% of group capital expenditure over the next decade to the upstream sector.


In order to maximise the upstream opportunities, we need to expand our workforce; we are aiming to nearly double the number of high-achieving science, engineering and business graduates brought into the BP organisation in the next two years. As the industry changes, the technology required becomes more vital as does the need for the very best talent.


BP had six new upstream projects alone that came into production in 2012, and the company plans to bring another nine projects online by 2014.  This is an exciting time to be working in the upstream division of BP, with projects located all over the world. We have major exploration positions in Azerbaijan, Brazil, India, Australia and Angola, amongst many others, and we have teams that are constantly searching for new basins around the globe.


BP is also involved with mega projects, each greater than around $10 billion gross investment. In December of last year, BP’s PSVM project in Angola, the largest subsea development in the world, started production, producing more than 3,500,000 barrels in the first two months. In Azerbaijan, the company’s Chirag Oil Project is expected to start production this year. These projects are just two examples of BP’s investment in higher-return opportunities, located in what are widely accepted to be fast-growing oil provinces, and where we are continuing to build our presence.


It is not only mega-projects where we are creating opportunities; we are also seeing the so-called “shale revolution” slowly changing the face of the global energy industry. With the development of different types of unconventional oil and gas, particularly in the USA, the world’s leading energy companies are striving to develop these resources by utilising technological advancements. As these take place, access and exploitation of once hard-to-produce energy sources is expanding.


It really is an exciting time to be involved in upstream sector of the energy industry, and will be for decades to come.


Are you currently involved in the upstream sector?  Let us know your thoughts!

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Sustainability, Job Creation and Public Image

Last week Managing Director,  Mark Guest, presented at the Unconventional Resources Technology Conference in Denver, Colorado.

The panel discussed the advancement in recovery techniques, how this has impacted on the creation of new jobs and discussed the issue surrounding the advancement of the technologies – “are we implementing these technologies responsibly?”

The panel consisted of:

  • Lynn D. Helms, Director, Department of Mineral Resources, North Dakota Industrial Commission
  • William F. Whitsitt, Executive Vice President, Public Affairs, Devon Energy Corporation
  • Mark Guest, Chief Executive Officer,

If you missed the conference but would like to hear more, please view the interview with Mark Guest by clicking here.

Let us know what you think!

Thank you,

Ashleigh Pirie

Marketing Assistant


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Mind your language

Unless we make a deliberate effort to escape, we are now almost constantly bombarded with information every minute of our waking hours.

Time was when the fastest way to get a message to someone was by the “penny post” and the most up-to-date news we could receive was delivered in the morning newspaper.

Now, even when we are on the move, we can continue to broadcast and receive global information using our mobile phones.

The number of information channels targeting us continues to grow. Six years ago, few of us had heard of Twitter. Now, even if we don’t use them, we hear of Twitter and other social media c onstantly.

In an environment like this – cluttered with more messages and information than one brain can possibly assimilate – effective communication becomes ever more critical to business success.

But getting your message through this clutter is essential if you are to succeed in your quest to launch a new career.

Who, in these circumstances, would want to make communication more difficult? But, strangely, that’s exactly what so many people and organisations do.

They feel the need to pepper their language with buzzwords and jargon that can end up making the language impenetrable to those outside their own niche. Maybe that is the intention.

Some will argue that you need jargon and buzz-words to explain technical points to your peers. I would agree, up to a point.

Over the past 30 years I have worked on some pretty technical oil industry articles and papers.

Each time I have sat down to write them, I have set out with the expectation of producing two versions. The first version, without jargon, would be aimed at business desks and news media. The second version would have the jargon added in for oil industry publications.

Almost every time, when I completed the first version, I realised it was good for both audiences! No matter how I looked at the stories, I could see no reason to add in jargon.

Embellishing your prose by adding jargon and buzz words may make you feel that your communication is more substantial.

The reality is that – in a world where everyone is clamouring for our attention – you are much more likely to get your point across if you keep your language simple and straightforward.

Guest blog by Ken McEwen of Ken McEwen Public Relations

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Addressing the Skills Shortage through Committing to Career Development

California Sunset

Attracting, and then retaining, talented personnel is an ongoing concern for many Human Resources (HR) leaders. For larger employers within the oil and gas industry, where the current skills shortage is well documented, this is a real challenge.


Indeed, in many energy centres around the world we are seeing unemployment figures that continue to buck trends in other industries. plays an important role in facilitating recruitment in a challenging employment landscape.


If we take the North-East of Scotland as an example, unemployment rates are currently extremely low at 2.2% compared to the UK national average of 8%. In this environment many companies can easily fall into the trap of paying higher wages than their competitors in a bid to retain talented staff.


To many this may appear to be the easiest solution, however we have to ask whether the promise of inflated wages really is the most appropriate solution to ensuring employees stay loyal to your organisation?


At Technip, we take a much broader view regarding staff attraction, and retention, as we believe that being able to offer rewarding career development, including visible paths for progression and job variation are just as important to many individuals as overall salary is.


By giving our staff the control to shape how they want to develop professionally, and by providing them with opportunities to do so, we believe we are creating a very positive atmosphere for our employees.


Combine this with our varied lifestyle benefits and incentives like dental and health plans, child care vouchers and Apple products and we believe we are creating the kind of positive life-work balance environment that will see employees thrive.


Using this approach, Technip has been recognised as one of Britain’s Top Employers by the influential CRF institute for the second consecutive year.


Being identified, once again, as one of Britain’s Top Employers was immensely satisfying for us. Independent research was carried out by the CRF Institute which concluded that Technip’s UK operating centre offers outstanding working conditions and industry leading career development.


Top Employer status is awarded to organisations that meet the highest standards in HR practice. Technip was recognised as having outstanding employee offerings across all areas including primary benefits, working conditions, training and development, career development and company culture.


At Technip, we have worked tremendously hard in all aspects to achieve these high standards. Quite simply we believe that without demonstrating the best in HR processes we would not be correctly placed to achieve our business objectives and attract the right people.

Guest blog by Frank Simons, HR Vice President, Technip’s North Sea Canada Region
Creative Commons License photo credit: chekhter


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Disclaimer: Any views here do not necessarily reflect the views of OilCareers Ltd. As such we cannot be held responsible for the views expressed here or any actions taken as a consequence.