Let’s face it, everywhere you look there are gloomy headlines fixated on the harsh reality of low oil prices. It’s having a grave impact on employment trends and an effect on economic growth, and right now, in the short term hardship, it isn’t uncommon to see coworkers circled around the large flat screen following the price per barrel. many economists and industry experts discuss the same topic, trying to predict when the downturn will shift and when we will see the anticipated rebound. If history is indeed a predictor, then theoretically these dark clouds should have a silver lining very soon.
Unfortunately, there is no crystal ball available for the outcome of oil price fluctuations so the industry is forced to make “best case predictions” for budgeting and hiring. Companies have had to make some hard, bottom line decisions as the commodity prices dropped. The larger corporations and the supply companies that support them have had to “batten down the hatches” by putting a halt on projects, freezing assets, and have been re-evaluating their workforce.
The ability for companies to identify, plan, and have the resources available to meet demands will either enable or hinder their ability to meet targets.
With over thirty years of experience in personnel and energy trends, Levert Group is no stranger to market fluctuations. Levert has spent decades studying volatile situations to fully understand the challenges faced by both employers and job seekers. Levert Industry analysis reveals that management teams need to have a realistic strategy in place and be prepared for a significant strain on internal resources when activity levels increase. Attention to detail is critical as many companies often overlook variables such as vacation relief, turnaround and the extent of the recruitment process burden.
Companies across industrial and commodity-based sectors still struggle to retain or find skilled, experienced top talent candidates to fill many roles. Even with massive layoffs, shortages exist due to in part to the shift in student populations gravitating away from industrial related career paths, prospective candidates unwilling to relocate, as well as an increase of workers reaching retirement age.
It has been proven that Internal resources required to fill one role can translate to thousands of dollars. The reality is that some candidates take months to source, attract, pre-screen, interview, reference check, hire and/or train. This process can prove to be extensive all the while hoping that the candidate fits the company culture and meets expectations. There are no guarantees. This leaves us with the question, “How do we most effectively mitigate hiring risks in a time of financial constraint?”
Companies were once able to entice candidates by offering incentives to fill effortful roles. Perks such as signing bonuses, higher wages, relocation costs, profit or gain sharing and other merit or goal-related rewards were strategies used to attract and retain the hard to fill positions. Despite the economic downturn, these expectations still exist for many industry job seekers despite the harsh reality that companies have scaled back, and long-term career opportunities are increasingly scarce.
Levert recommends HR practices to increase retention, mitigate hiring risk and support growth and success in volatile times. They say that being proactive means taking measures that include a contingency plan to strategically deal with leaner resources and their ability to ramp up quickly to meet demands as the industry improves. Utilizing a hiring agency can be important in this regard. Levert provides resources to effectively assist in the transition of employees and provides a lifeline for companies searching for expertise in personnel resources, executive recruitment, office staffing professionals and payroll services.
Levert’s recent expansion into Halifax, Nova Scotia has facilitated growth in new markets providing additional services and support for new and established customers. They offer an online interactive, informative, and engaging communication support network and recruitment tools that enabled clients and job seekers to be mobile and proactive in their search using various search and select resources. Following social media channels is key.
As sophisticated as some of this technology have become, skilled recruitment specialists are trained to identify the key components in addition to skills and experience such as personality and cultural fit. While these seem like “soft skills” that may not outwardly seem critical, they are in fact even more critical that skill sets. Skill sets can be upgraded and learned but personality is not as easily changed. Corporate culture is critical to keep pristine. Having everyone on the same page executing on common goals in a powerful and positive way is imperative. One bad apple can spoil the whole bunch and in lean times, this is not an affordable mistake.
Levert offers candidates alternative solutions to being more successful in a job search. Free onboarding services and access to training options, pre-screening and other “get started tools” are available for industry related positions.
Connecting clients and candidates since 1983, Levert Group invests in the participation of recruitment initiatives and works closely with industry training partners and educational institutions to assist job seekers in finding more rewarding career and job opportunities. It’s about building a bridge between industry needs and supplying a trained and available workforce. That’s what they do best!
A free consultation is available to you now, with a qualified Levert consultant:
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