Last week OilCareers.com 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, Oilcareers.com
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!
Category: Careers Advice, Events, Job News, Recruiter News
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 www.kenmcewen.com
Category: Careers Advice
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. OilCareers.com 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.