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The Australasian Oil & Gas Exhibition & Conference 2014 has now come to a close breaking record numbers.  The event brought together over 15,000 visitors and over 550 exhibitors from over 15 countries.   This year’s event has been the busiest and most successful for ever.  We were delighted to meet hundreds of new candidates as well as many others who have previously used


The booth featured an F1 Racing Simulator where attendees were encouraged to take part in the OilCareers competition to beat the fastest lap.  Participants had the chance to win a weekend trip for four including a driving experience and an iPad mini.  Visit our Facebook and Twitter pages to find out if you were snapped!


To find your next opportunity in the Oil and Gas industry all you need to do is visit and:

  • Register for your FREE account and access a giant selection of Oil and Gas jobs in one easy search.
  • Upload your CV and apply to the right job for you directly online.


We would like to take this opportunity to thank everyone who visited booth #9 and to congratulate our competition winners; Michael Wilmot who won a weekend trip for him and three of his friends and Mujtaba Arif who won an iPad mini!


Best of luck on your job hunt.


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Increasing female diversity in the Oil & Gas industry


Guest blog by Linda Emery, Director, Group Resourcing Projects and Policy, BP

As the global energy demand increases, so do the challenges facing E&P companies in meeting this demand.  Increasingly we find ourselves working in difficult environments, new locations and more varied and complex markets.  This means that we also require a greater variety of skill sets and diversity of thought from our workforce in order to safely provide the energy that the world needs.

In order to capitalize on the emerging opportunities in today’s market, large energy companies need to be innovative and competitive in attracting, motivating, developing and retaining the best and most diverse talent the world offers.  A workforce representative of the society where it operates is vital to success. Companies are working to form lasting, local relationships because, given the increasing competition for top talent, the need to identify and have access to new talent pools is now more important than ever.

This need is compounded by the threat of a “skills gap”: an anticipated void in the talent pipeline as the number of potential retirees from the industry increases.  In order to bridge the skills gap, the industry must be seen as an attractive choice for people from different nationalities, races, genders and sexual orientations.

Historically the oil and gas industry has faced challenges recruiting women for their workforce, but in recent years BP has taken steps to reduce these challenges. As a global company, BP works to   recruit and retain the best talent reflective of our diverse areas of operation. We believe success comes from the energy of our people and are committed to having a vibrant and diverse workforce.

One of the challenges women have faced is the perceived lack of senior female role models for women.   This has often been cited in the industry as a key challenge, but BP and other companies in the sector are working diligently to address this problem. In the US, BP partners with the Society of Women Engineers, an organization whose core mission is to enhance opportunities for women to achieve their full potential in their careers as engineers and leaders.  In the UK, BP is supporting an undergraduate mentoring program where young women can engage with other successful female scientists and engineers from BP through “Springboard,” a partnership initiative in conjunction with Oxford University. This ultimately gives female students an insight into what a career in engineering actually involves.

For the first time BP has set internal goals for gender representation and will hold leaders accountable for taking all reasonable steps to seek out suitably qualified women candidates to reach these goals. At present over 17 percent of BP’s top 500 leaders and almost 19 percent of its top 5,000 leaders are female, with both ratios having increased in the last two years.  The company also has one woman on its Executive Team and two on its Board.

BP is actively combatting the stereotype that the oil and gas industry is male dominated with a limited range of roles and career progression opportunities for women.  BP is reaching women very early in their careers – including in high school and college – to promote science, technology, engineering and math (STEM) careers, dispel myths and highlight the variety of jobs available to women within the industry. BP’s internship programs give women the opportunity to gain insight into the variety of positions available at the company, in areas such as naval architecture, health and safety, geosciences, and production, just to name a few.  BP supports efforts that help women overcome stereotypes and succeed in the oil & gas and business sectors in the US.  By partnering with Menttium, an organization that provides a forum for women to share ideas, ask questions and engage in conversation with other mentees and mentors who share their interests, BP is continuously working to promote an environment where everyone can succeed.

In addition to the measures above, BP is also focusing on providing more support for female students during their journey in the STEM education pipeline. Parents, peers and teachers are all critical influencers in a woman’s key stages of development; however, young women are often steered to follow traditional opportunities. BP and other companies in the industry must continue to demonstrate that the oil and gas industry offers women a rewarding and challenging career path.

Increasing the number of women in an organization is only a piece of the broad diversity and inclusion (D&I) agenda. We believe that the development and implementation of a D&I strategy should allow for continual refinement in order to ensure the company’s continued success.  The industry has come a long way when it comes to diversity of thought and workforce, and through collaboration it can continue to develop for the better.


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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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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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Aim a little higher

 is proud to announce our new advertising campaign for Queensland, Australia.


This fun and creative campaign is designer to raise awareness and encourage candidates with Oil and Gas skills and experience to register and upload their CV to


This campaign is targeted with media purchased in key FIFO locations across Australia starting in Brisbane Domestic Airport this month and continuing in other key locations over the next 6 months.


To find out more about how can help support your business and hear about our introductory offers on products, please contact our Brisbane office on +61 07 3872 6000 or our Perth office on +61 08 9489 5400 or email quoting code ‘FIFO’ today.


We look forward to hearing from you.


Kind regards,


Jackie Kirk

Country Manager


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So, you want to work in the oil & gas industry?

As with any career, are you willing to do what it takes?  This could mean relocating your life/family to another country or by taking a much lower paid position or entry level and working your way up.  If you want to be the better candidate, are you willing to invest in yourself?  If you’re not, why should anyone else.

If you don’t have any work experience within the oil and gas industry another way to gain experience is through education.  There are many Universities, Colleges and Training Providers who offer excellent courses relating to the oil and gas industry.  Visit our Training page for further information.

After maths and English, the most common requirement to work in the oil and gas industry is to hold qualifications in science subjects.  You will also need the desirable skills to match the job type you wish to do.

Working in the oil and gas industry can lead to an exciting variety of career paths.  You need to draw up a list of potential jobs that interest you.  You then need to do some research around the skills and qualifications required.  Visit our Job Search page and look at the skills and qualifications that are listed in your chosen job.

Attend networking events and make sure your CV/Resume is up to date.  The more industry related people you meet, the greater your chances are of securing the role you want through them.  First impressions count, so make sure you show them that you are passionate and demonstrate your expertise.

Follow up with your new connections.  Perhaps they asked for your CV/Resume?  You should tailor your CV/Resume to the company and position you are interested in.  Always thank those you meet for the time they took to speak with you – this will also keep you fresh in their minds for any upcoming jobs.

Below are possible career paths, note that there are many more within each category – time to do your research;

Careers in Engineering;

  • Chemical Engineer
  • Drilling Engineer
  • Engineering Geologist
  • Mechanical Engineer

Careers in Mathematics;

  • Engineering Geologist
  • Hydrologist
  • Process Engineer
  • Petroleum Engineer

Careers for Scientists;

  • Geophysicist
  • Geochemist
  • Hydrologist
  • Mudlogger

Office-based careers;

  • Marketing
  • Production Manager
  • Account Manager
  • Oil Broker

How did you break into the oil and gas industry?  Tell us your experiences.

We hope this helps.

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Preparing for your future

Life expectancy in the UK is increasing however many of us are saving less into pensions.  Last October, the government introduced workplace pensions and most individuals will be automatically enrolled.  Am I automatically enrolled?

If you were enrolled you, you’re employer and the government will pay into it.  Having a workplace pension makes saving easier and will allow you to keep living the same standard of life when you retire. 

If you opted out of the workplace pension do you have a plan b? It’s never too early to start thinking about your retirement.

Here’s how the workplace pension works;

  • Every payday a percentage of your pay is automatically put into the pension scheme for you.
  • There are 2 main types of workplaces pensions;


1.       Defined contribution pension schemes

Your employer will chose which pension provider to invest your money into.  When you retire, the amount you receive will depend on:

  • How much has been paid in
  • How long you’ve been paying in
  • How well the investment has done

Nearer the retirement age, the pension provider generally moves your money into lower-risk investments; if this is not done automatically you can ask your pension provider for more details. 


2.       Defined benefit pension schemes

These pensions are also known as ‘final salary’ or ‘salary-related’ pensions.  These pensions will give you a certain amount each year when you retire, the amount doesn’t depend on investments.

How much you get will depend on how long you have worked for your employer and your salary, the pension scheme administrator can give you more information.

  • You pay a percentage of your earnings into the scheme, your employer will also contribute and the government will give you tax relief.  Saving couldn’t be easier!


So, if you have opted out of the workplace pension scheme you may want to think about re-joining.

Starting your pension early will give your money time to grow, ask your employer about your workplace pension scheme today.


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Are you attending OTC 2013?



 will be exhibiting at the Offshore Technology Conference from the 6-9 May 2013 at the Reliant Centre in Houston, Texas. is giving one lucky visitor the chance to win VIP deluxe weekend tickets to the NASCAR AAA Texas 500 – so it could be more than just your career gathering speed thanks to!  Don’t miss your chance to win a NASCAR experience of a lifetime by visiting us on Booth #2241-H at OTC 2013.


The Offshore Technology Conference was founded in 1969, the event is held annually at the Reliant Centre in Houston.  OTC is one of the world’s biggest oil and gas conference’s held for the development of offshore resources in the fields of drilling, exploration, production, and environmental protection.


OTC attracts over 80,000 attendees from over 100 countries and has over 2,500 exhibiting companies every year.


We look forward to meeting you.

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UK Government relaxes immigration rules

The UK Government has relaxed the immigration rules allowing businesses within the oil and gas industry to employ skilled foreign workers.  This news gives the oil and gas industry a boost to help fill specialised engineering jobs from out with the EU Zone.

The Migration Advisory Committee (MAC) has advised the immigration authorities to add the twenty new engineering job categories to the Shortage Occupation List (SOL).  The new additions added include mechanical, production and electrical engineering occupations.

Jill Turner, Immigration and employment law expert said; This is really good news for the oil and gas sector which is finding it difficult to recruit specialist engineers. The Migration Advisory Committee (MAC) has listened to the concerns of employers and has taken steps to make it easier for firms to recruit outside Europe.

“Clients tell me one of their biggest challenges is being able to fill key jobs when bidding for or landing a contract and this creates uncertainty and undermines long term planning and business growth.

“MAC have acknowledged that there is a shortage of specialist skills in Aberdeen which is vital to the oil and gas industry and that it’s not possible to train people for those posts in the short term.

“In the last four years 100 job categories have been removed from SOL and it is relief that a so-called sunset clause has been ruled out because this would have made it easier to axe more posts and would be detrimental to recruitment in the energy sector.”

The SOL list is a record of jobs which are in demand and are not affected by the strict immigration rules which can often make it difficult for employers to hire skilled foreign workers.  This change will allow businesses within the oil and gas industry to feel secure that they will have the workers to meet the required demands of the jobs.

Jill Turner, expert on Employment and Immigration law.  Visit Jill Turner’s profile page.

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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.