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OUTLOOK

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All candidates must possess at least 15 years of relevant working experience for all positions above.

#survival

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LETTER FROM THE PRESIDENT If you’re considering a job move or a career in oil and gas, you might be rethinking your options right about now… but a decision to leave the industry would be shortsighted and based on only half of the picture.

Last year, predictions of a downturn in oil prices were prominent as geopolitical conditions began to

change the dynamics of our industry; but few, if any, predicted that the price of oil might drop as quickly as we have seen in the past 12 months. The reaction to this downturn has been swift with many

organisations quickly announcing delays in projects and extensive layoffs or hiring freezes. In fact, a

recent Rigzone survey found that 65 percent of oil and gas global hiring managers experienced a loss of budgeted positions due to market volatility, and 65 percent also said this volatility would decrease their hiring plans in the next 6 months.

While companies may be making short-term decisions to reduce operating expenses and demonstrate fiscal responsibility, critical long-term talent needs are looming as many qualified professionals

Rigzone is proud to partner with candidates and recruiters to help them make the right connections. This

Career Guide provides an outstanding collection of articles and interviews that focus on all aspects of the downturn, providing companies with insights on how to win and retain the best talent in the industry and candidates with sound advice on how to remain essential.

The Rigzone team is focused on an accelerated schedule of product enhancements that have been

established through qualitative and quantitative research of our customers. We have set out to highlight

what our visitors value most by replacing distracting elements with modern, clean design. Our fresh look

brings our editorial content to the forefront while also ensuring our increasingly global members can easily search and find jobs to advance their careers in energy. With the recent integration of OilCareers and

Rigzone, finding the ideal job, as well as finding the right candidates, is even easier. Our audience is now at 3.2 million members – oil and gas professionals who come to Rigzone knowing we provide the largest collection of the highest quality jobs from the most reputable companies in the industry. We will

continue enhancing our product features and introduce new product innovations to delight customers and aid them throughout their careers in oil and gas. Visit the site soon and let us know what you think.

We look forward to meeting you during Offshore Europe, so please stop by the stand and say hello. Best wishes,

Bob Melk

President, Rigzone

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near retirement. In fact, many companies are still seeking qualified talent, which is promising.

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Discover Oil and Gas

TABLE OF CONTENTS

Navigating the Oil, Gas Cycles

10

I Just Got Laid Off … Now What?

16

Atlantic Margin Opportunity: Offshore Ireland 2015 O&G Global Hiring Trends

24

Surviving the Downturn in Drilling

25

Oil, Gas Discoveries Today Can Lead to Jobs Tomorrow

28

Waiting for the Offshore Pendulum to Swing Back

30

Flexibility is Key in Current Hiring Market

34

Despite Layoffs, Companies Still Active in College Recruitment

36

Copyright © 1999 - 2015 Rigzone.com, Inc. | Rigzone is a DHI service

Find our oil drop hidden throughout ths edition of our Career Guide. Tweet @Rigzone with your total count.

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SENIOR EDITORS Karen Boman Deon Daugherty Matthew Veazey SENIOR EDITOR, EMEA Jon Mainwaring EDITOR, APAC Chee Yew Cheang EDITOR, CAREERS Valerie Jones ASSISTANT EDITOR, EMEA Andreas Exarheas WEB/GRAPHIC DESIGNERS Sergio Garcia Marcus Tenette MANAGING EDITOR Saaniya Bangee CREATIVE DIRECTOR Eric Duenas VP CONTENT Bertie Taylor

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Making the North Sea Work in a $60 World

2015, ISSUE 2

Get Discovered Rigzone.com is the world’s leading Oil and Gas website providing you with the latest jobs, news, events and expert analysis from across the globe. Upload your CV on Rigzone.com and apply for your next job today

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MAKING THE

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Lower oil prices mean that times are tough for oil and gas professionals whose work depends on the health of the North Sea industry.

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This year has seen several big names involved in the North Sea region announce swingeing job losses. The start of 2015 saw majors such as BP plc, Chevron Corp., ConocoPhilips Co. and Royal Dutch Shell plc cut jobs in Scotland, while operators such as Statoil ASA have confirmed further jobs losses more recently. And among oilfield services companies, Technip S.A., Saipem S.p.A. and Subsea 7 S.A. are just a few of the firms active in the North Sea to have announced thousands of job losses in recent months.

BY JON MAINWARING @oiljon

in February of this year after a career with Shell, sees it as a key task of hers to help bring the UK oil and gas sector together in order to make the UK Continental Shelf workable as a hydrocarbon region at $60 per barrel. “A collective change in mind-set and behaviors will be required to secure efficiencies, boost productivity and improve industry competitiveness. Greater cooperation will be key and all must work together to secure the future of this industry – client, customer, employer and employee, trade unions, governments, regulators and trade associations,” Michie told Rigzone recently.

Yet, as David Rennie of Scottish Enterprise pointed out to Rigzone earlier this year, even at $50 per barrel two-thirds of the fields currently producing in the North Sea remain economic.

“The industry’s most urgent priority is to tackle the issues that are driving cost inefficiency on the UKCS. That means moving towards creating a leaner, stronger and safer business model that is more resilient to future economic challenges.

“It’s a challenging time. We all know that. But I think you have to keep an eye on the long term,” Rennie, the international sector head for oil and gas at Scottish Enterprise, told Rigzone.

“There is increasing evidence that big strides are being made to improve efficiency and reduce the cost of operations. Lifting costs are anticipated to fall significantly as a result over the next twelve months.

In the UK, the focus for now has shifted to making the North Sea basin sustainable in a lower oil price environment, according to oil and gas UK Chief Executive Deirdre Michie.

“The sector is making progress on a number of fronts in such areas as business processes, culture and behaviors. It is identifying opportunities where introducing further standardisation and simplification can help remove unnecessary costs from the basin.”

Michie, who took up her position at the energy industry body

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“The rate of exploration on the UKCS remains extremely low, with just 14 exploration wells drilled in 2014, and only seven [during the first half of] this year – at a time when industry should be aiming to drill upwards of 30 wells a year to reinvigorate the basin. That harsh fact underlines why we need effective regulatory, licensing and fiscal measures in place by Budget 2016 at the latest.” The government has already had two Budgets this year – the first was in March, as is traditional in the UK, while the other “emergency” Budget was held a month after the General Election result that gave the Conservative Party a majority in the House of Commons for the first time since 1997. In these Budgets, Chancellor of the Exchequer George Osborne proposed and confirmed a number of measures designed to boost activity in the North Sea. In addition, the HM Treasury intends to work with the industry to promote exploration and address challenges to do with infrastructure and decommissioning. But the industry still needs to take the lead in boosting exploration, according to Michie. “Industry needs to look holistically at why exploration has slumped in recent years and work with the OGA [the UK’s new quasi-independent oil and gas authority] and government to address this from all angles – including better use of technology, rig availability, resourcing and access to infrastructure and finance. Drilling more wells is not the only answer as there are hundreds of undeveloped discoveries in the UKCS. There are significant efficiency gains to be made in the exploration process via better analysis of existing data on discoveries,” she said.

ABERDEEN’S HUB SERVICES THE WORLD Of course, the North Sea oil and gas industry is not just about the hydrocarbons that are still contained within the basin. Decades of oil and gas production in the region has led to a number of oilfield services hubs emerging in Scotland, Norway and the Netherlands. These countries have developed, in the shape of Aberdeen, Stavanger and Rotterdam, important knowledge centers where highly-experienced engineers, geologists and other oilfield workers live and work. This knowledge and experience is highly sought after across

For example, a 2014 report from Scottish Development International showed that exports by Scotland’s oil and gas supply chain companies had grown to almost $17 billion annually – accounting for around half of the supply chain sector’s total revenue. While North America remains the main region for exports by the Scottish oil and gas supply chain sector, Africa is catching up fast as demonstrated by sales to the region doubling to $3.9 billion between 2012 and 2013.

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The UK government also has a part to play in boosting the industry. Oil and gas UK has good cooperative relationships with both the UK central government and the Scottish government but Michie believes more needs to be done to boost exploration on the UKCS.

the world, particularly in frontier regions that are yet to develop their own highly-skilled workforces. The effect of this has been to provide much-needed additional revenues for European oilfield services companies.

This opportunity to increase Scotland’s share of the global oil and gas supply chain is why Scottish Enterprise’s Rennie believes it is important to keep the domestic market strong – so that the UK industry retains and develops the skills that will be needed elsewhere in the world. “In times of downturn or slowdown that international element becomes even more important,” he said.

SEVERAL FIELD DEVELOPMENTS ARE GOING AHEAD As we go to press, there are still many reasons to remain optimistic about the future of the North Sea as a hydrocarbon-producing region. Exploration activity may have decreased in the basin but the industry is determined that several development projects go ahead. For example, BP is pressing on with its Clair Ridge project on the UK Continental Shelf (UKCS). Meanwhile, GDF Suez and Centrica plc are developing the southern North Sea’s Cygnus gas project that is set to support up to 4,800 jobs during its five-year construction phase. Smaller operators are also involved in developing fields on the UKCS, with independent energy firm Premier Oil plc’s Catcher field on schedule to produce first oil in 2017. In Norway, Statoil is moving ahead with the development of the giant Johan Sverdrup field that is due to come on stream in 2019. Although the North Sea industry is going through a tough time, plenty of work remains in the region for people with the right skills and experience.

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GOVERNMENT MUST PLAY ITS PART

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NAVIGATING THE OIL, GAS CYCLES BY BERTIE TAYLOR @bertiemtaylor

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Historically, this current story actually begins about two decades ago with the evolution of advanced technologies such as hydraulic fracturing and horizontal drilling. As these kinds of innovations expanded, they paved the way for the shale revolution in North America: a bright spot that helped pull the U.S. economy out of the 2008 recession. “But today we have a situation of weak crude demand while crude supply has surged in the United States,” said Paula WaggonerAguilar, president at The Energy CFO, LLC. “This adds to the complexity of the ‘petro politics’ and geopolitics in play. It’s also created a storage glut. Meanwhile, a market-share turf war is going on with OPEC (Organization of the Petroleum Exporting Countries) and the U.S. government still has a crude export ban in place. All of these factors have played out in falling crude commodity prices.” As companies sought to cut costs in late 2014, layoffs were made, and announcements about personnel cuts continued to roll out during early 2015. Executives that have been in this business for a while know the defensive drill: it’s about conserving cash, reducing CAPEX, lowering activity and reducing costs, Waggoner-Aguilar said. “The unknowns include how low prices will go and how long the downturn lasts, and the immediate response was belt-tightening. However ... [going forward] I expect to see more strategic analysis regarding the second half of 2015 and 2016.” Earlier downturns, particularly in the 1980s, saw several oil and gas companies struggle to come to grips with what was happening with commodity prices, so there could have been some “knee jerk” layoffs

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Paula Waggoner-Aguilar, President, The Energy CFO, LLC

Stefanie Hanz, Talent & Recruitment Manager, Newalta

Doug de la Morena, VP of Human Resources, Parker Drilling

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s the energy industry watched oil prices begin their dramatic descent last fall, the reactions were varied. Everyone was jarred by how prices fell so far, so quickly. Many veteran executives warily pulled out the playbooks from previous downturns, while younger employees did their best to quickly step up and assist companies with executing game plans. As a high-risk, high-reward industry subject to commodity price volatility, supply and demand, and politics around the world, it’s simply not for the faint of heart. But history has shown that just as a downturn is a natural part of this cyclical business, so is survival – for both companies and the people that drive them toward success.

NAVIGATING THE OIL, GAS CYCLES

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happening back then, said Doug de la Morena, vice president of human resources at Parker Drilling.

Employees that have been in the industry for 20 to 25 years understand the ups and downs of our business.

“But as an industry, I think we’ve gotten smarter and more purposeful about managing through downturns. There have been quite a few announcements during the last few months about personnel reductions, but my sense is that the process is a lot more thoughtful this time around. Companies know they need to retain good employees now and attract good candidates in the future.”

“Those people are probably going to hang tight because our industry is an attractive one; it’s challenging, growing and it’s exciting,” he added. “Employees earlier in their career or ones that came over from another industry may be surprised by where we are. For the short-term, these folks may migrate to another industry. However, I believe the demand curve for talented people who are willing to travel and take on exciting new challenges will drive their return to our industry eventually.”

Various age groups have reacted to the market volatility slightly differently, Waggoner-Aguilar said. Millennials may have more of a “the sky is falling” view due to their limited industry experience. Some are now exploring international opportunities, and some are looking at entrepreneurial options or start-up energy projects, but generally speaking, they’re not leaving energy. As for Gen-Xers, some of the entrepreneurs in this group left while the going was still good, but those that stayed are hunkered down and know the drill, Waggoner-Aguilar added.

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“When we look at the Boomers, we see more are retiring. They represent a wealth of knowledge so some are electing to become consultants. Some are hunkering down and some are open to all industries. However, none of the people in these groups are sitting on the sidelines not doing anything.”

BOUNCING BACK

For those who have lost jobs during this downturn, it’s key to remember there is nothing personal in what’s happening, and companies do not take any pleasure in letting people go. This situation is temporary. Keep your skills up; learn as much as you can about how companies are planning to move forward, and make finding a job your 40-hour per week job, said de la Morena. Next, know that there are still openings available, and hiring is still happening. Top talent is always in demand. And, even in the process of reducing headcount, companies still want the best talent on their teams: high producing people who work efficiently and cost effectively.

“When we look at the Boomers, we see more are retiring. They represent a wealth of knowledge so some are electing to become consultants.”

The industry’s future is dependent on advancing technology and reducing the price of finding and extracting hydrocarbons from the ground. If it can do those things it will continue to be a viable industry for many decades to come. That said, younger employees and STEM students are in a great position to lead the oil and gas industry forward during the next few decades. “The oil and gas industry needs science and math wizards. Our industry wants them, is willing to pay a premium for them, and will continue to make finding and developing new talent a priority,” said de la Morena. RIGZONE.COM RIGZONE.COM

“There are a variety of roles being recruited for as business and operations are continuing,” said Stefanie Hanz, Talent & Recruitment manager at Newalta. “It may not be with the same velocity, but I’m seeing opportunities in all areas of corporate business and field operations, just at a reduced volume. Even in a downturn there are roles within oilfield services that continue to have employee turnover or additional staffing requirements to service projects. On the operations side is where we will see more frequent hiring.” Most companies and employees are probably carefully evaluating their positions, value and prospects, but the industry has to keep moving forward, said de la Morena. As a drilling, drilling services and rental tools company, Parker Drilling helps customers search

“We’re an operational execution company focused on helping our customers manage their costs and mitigate their risks by consistently delivering innovative, reliable and efficient performance, products and services. To do this, we’re always going to need dedicated, passionate energy professionals – engineers, geologists, tech specialists and talent managers – to fill full-time needs as well as rotational positions around the globe. We will also always need compliance and safety specialists. All of these roles

meet with people in-person also goes a long way.” “These approaches are much more effective than asking for a business card and a job in the same sentence. Remember, it’s not about the number of connections you have within a social network. It’s about the level of engagement and the quality of the relationships that you’re forming.” “As for don’ts, a candidate shouldn’t treat current opportunities as just a way to get into the company, when they are actually eyeing a different role or another type of organization. You should be genuinely interested in the current opportunity that you are pursuing as it will come across in your interview and quickly upon starting within the new position. Also, be honest in your interview

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for hydrocarbons around the world in increasingly remote and harsh environments using technology that continues to evolve. The company can’t do that successfully without good talent.

HANZ ALSO RECOMMENDED SEVERAL ADDITIONAL STEPS IN THE JOB SEARCH PROCESS: Tailor your application and CV to the role you’re applying for

Be able to articulate how a particular opportunity fits in with your long-term career goals Do your research about the company’s revenue streams, team and hiring managers Focus on what success looks like in the role and identify what you bring to the table that can help lead to that success are in demand today, but we expect that demand to increase significantly in a few quarters.” After realizing that there are still jobs to be had, it’s time to take action. Start by taking advantage of your network, as it’s how you might discover opportunities that aren’t necessarily being marketed yet. “Quality networking should be engaging and about creating mutually beneficial relationships,” Hanz said. “How can you help others get to where they want to be? How can you share relevant, high-quality information with your network or offer to introduce them to additional relevant connections? Putting in the effort to

examples; the work experience you describe should always be your own,” Hanz said. While you’re looking, volunteer in the interim, Waggoner-Aguilar added. “With all of the effort in finding a new job and anxiety about what’s happening in the market, volunteering can make you feel good and improve your mental health. Consider opportunities with industry organizations, or engineering or entrepreneurship departments at a local university. You never know who you’ll meet and it will improve your spirit.”

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Be clear in your career aspirations within the role and with the company specifically

NAVIGATING THE OIL, GAS CYCLES

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Once you land an opportunity, start the new job ready to learn. Ask lots of questions and go into discovery mode. Learn about other people, their roles and what is important for them to accomplish to drive business results. Understand how your role relates to theirs and how it impacts what the business is trying to accomplish. Identify key contacts within the company and seek to understand how you can provide value to others, Hanz advised. By setting oneself up to make a real impact within the first couple of months of starting in a new role, you’ll establish yourself as a valued contributor. Also, seek projects that you can offer your assistance on that will help you develop skills, relationships with colleagues and new insights into the business. It also doesn’t hurt to maintain an emergency savings in good times and tough times. Always keep your resume current so if your employment status changes you can hit the ground running. If you were not directly impacted by the layoffs, it’s very important to maintain a positive attitude at work, Waggoner-Aguilar said. Roll up your sleeves and jump in where there’s additional work to be done. Meanwhile, current employees should step up and let supervisors know about their interest in learning new things, taking on new roles or a willingness to work in other locations, said de la Morena.

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“Taking on new challenges puts people in a position to help their companies and advance their career development. And people – whether employed or not – should keep up their competencies, job skills, networking and business acumen. They need to be in the know about what’s happening in our industry. They should be very conversant in the language of finance and energy in order to be well positioned for that next opportunity.” Finally, remember to lend a helping hand and don’t forget to pay it forward, Waggoner-Aguilar said. “If you know people who were directly impacted

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by the layoffs, offer to make introductions that could lead to their next opportunity. Offer to walk their resume to a hiring manager. It doesn’t guarantee the job, but it improves their chances for being considered.”

COMPANY OUTLOOK

Just as people are evaluating the best strategies for moving forward, companies must do the same. Waggoner-Aguilar noted that for exploration and production (E&P) companies, their survival playbook is about conserving cash, shortening the cash conversion cycle, using tools such as cash flow forecasting and adopting rolling forecasts. “It’s also about maintaining a strong balance sheet, which includes cutting CAPEX and delaying major projects as necessary. You don’t want to accelerate production in a low price environment, but you want to make sure that the drilling that is going forward is in the best rocks in the best plays.” To cut costs, many E&P companies are renegotiating contracts with oilfield-service companies. If the company is vertically integrated and providing their own services they should look internally for ways to reduce those costs and benchmark their margins versus the most competitive external competitors to determine how competitive their services are, Waggoner-Aguilar said. Boosting operational efficiencies, integrating digital oilfield technologies and eliminating additional unnecessary costs as appropriate are also helpful in reigning in expenses. “All of these steps help E&P companies have cash available as opportunities arise during the downturn. It’s a great period to be on the lookout for new drilling acreage that can be added to the portfolio.” During a downturn, oilfield-service revenues decrease, rig counts drop and yards become full of equipment. Service companies also find themselves under a lot of pressure from E&P

Fundamentally, no matter the size of the company or whether it’s an E&P or a service-focused entity, to execute successfully in a down market a company needs cash, a strong balance sheet and a dynamic financial plan. “Things can change a lot in 30 days within a market like this so companies need to be able to have current information available to help them make timely decisions. They need external financial experts if they don’t have them in-house. Having experts available on the technical and operational sides are also critical. All of these experts can really help companies get a leg up right now.” While it’s crucial for companies to have financial plans that are sustainable in the current environment, it’s just as important for companies to continue to value the people that drive the business. This means always treating talent with respect and compassion. “Employees across the industry are going to have a lot of choices when the market recovers and there are more job openings,” said de la Morena. “Employers need to value people, and develop and retain them as much as we can. How you treat folks that may leave your company now and how you deal with remaining employees says a lot

It’s important to treat people with dignity, especially during mass layoffs, WaggonerAguilar added. “Executing these decisions is difficult for all parties – even more so for individuals that have been terminated. Demonstrating compassion during the process helps employees retain confidence and can let them move past being angry or disappointed quickly. This can create a better frame of mind for focusing on finding that new job.”

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“The oilfield-service companies that will survive this are going to be great negotiators with the most favorable term sheets, and they will have good margins,” Waggoner-Aguilar said. “They will run efficiently and they are taking advantage of technology to automate certain processes. The oilfield-service survival playbook is about conserving cash, maintaining a strong balance sheet, reducing costs, getting utilization up for the business that they do have – and possibly pivoting into untapped markets downstream – focusing on procurement and improving inventory systems.”

about the kind of company you are. We’ve been very careful about this as we’ve worked to balance our business footprint with the real-time demands of the industry.”

From an employer perspective, a company always wants to make optimizing talent a top priority, said de la Morena. The human resources department’s job is to figure out what the short- and long-term talent needs are; find the talent – both when it’s needed immediately and when it isn’t; develop the talent through tools such as e-learning and rotational programs; and then retain the people the company has invested in, he said. “At Parker Drilling, we try to manage our workforce and talent pretty similarly in upturns and downturns. As an industry we’ve learned not to panic when commodity prices begin to drop. At Parker, we are being a lot more careful about protecting that investment in our people. As an industry we are wiser, more thoughtful, and we value employees. “Talented, dedicated professionals will be increasingly difficult to come by in the future. We have to develop and support our team members to ensure we have the right people in place to help our customers achieve their objectives, not only as we navigate this downturn, but as market conditions improve.”

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customers to lower prices. Debt downgrades in the public and private sectors can happen as a result, and access to capital tends to be restricted.

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?

I Just Got Laid Off …

Now What Where will I find work? All of these questions are valid concerns, but it’s important to remember you’re not alone in this – 150,000 some odd workers have experienced the same thing in recent months due to the sharp dip in oil prices that began late 2014. There is life after layoff.

What to do First While it’s natural to have feelings after being laid off, it’s important to keep them at bay long enough to plan your next steps. According to certified career coach Lisa Quast, the very first thing an oil and gas employee should do immediately after being laid off is find out what’s included in their layoff package – which typically includes severance that covers two weeks of pay for every year the employee worked at a company plus continuation of medical benefits for a set period of time.

off individuals immediately. She said individuals who work with them often land jobs in an average of 82 days, which is 61 percent faster than the U.S. national average of 209 days, according to the Bureau of Labor Statistics. In addition to questions about layoff packages and outplacement services, laid off employees should also ask their manager and/or other employees for recommendation letters. This should be done prior to exiting the office, Quast said. “Recruiters like to see recommendations from previous bosses, coworkers and people who reported to you (if you were a manager) because this helps give them a broader view of the type of employee you were,” she said.

“There is life after layoff.”

What should come next, Quast told Rigzone, is a conversation about outplacement services – which helps laid off employees make their transition easier. Lindsay Witcher, director of practice strategy for RiseSmart, a company which offers outplacement services, told Rigzone her company’s service is unique in that it partners each individual with a team of three people – a career coach, professional resume writer and job concierge – to help with the transition. They’re a business-to-business (B2B) company, meaning employers reach out to them when they expect to have layoffs. RiseSmart then reaches out to the laid

Witcher said she has found that job-seekers often want help branding themselves. “They understand how important it is to have themselves represented well on paper and online,” she said. “You have to learn how to stand out in today’s job market. Your accomplishments are what make you unique.”

Attacking the Job Search Many employees are tempted to jump right into the job search immediately after being laid off, however Quast said that could be a job-seeker’s biggest mistake – “not taking time to process all the emotions associated with being laid off.” Quast described the layoff as going through a grieving process, especially if a person has been at a company for 10 or more years. She said it’s important to take time to grieve and get through the emotional rollercoaster they’re riding. Taking a few days or even a week to process everything will allow individuals to get back in job search mode with a clear head and level emotions.

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So you’ve just been laid off … and you’re hit with a whirlwind of emotions. And you begin to ask yourself the following questions: What do I do now? How will I feed my family?

@rz_careernews

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BY VALERIE JONES

I JUST GOT LAID OFF...NOW WHAT? “Think about your last job and previous jobs and contemplate if you’d like to find a similar job or one that’s slightly different,” said Quast. “The more specific you can get in the type of job you want next, the easier it will be for you to target those jobs in your job search process and to customize your resume.” It takes strategy in the job search along with a little CV/resume customization.

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“Don’t just upload your resume [or CV] to oil and gas job boards and expect the jobs to find you,” Quast said. She offers the following tips for laid off employees to customize their CV/resume:

RESEARCH to find job postings online for the specific types of jobs you want

DOWNLOAD AND ANALYZE your CV against each job descrip-

tion. For each job requirement, write down whether you meet, partially meet or don’t meet that requirement

“Most people rely on what’s comfortable and that’s sitting behind your computer shooting out your resume [or CV] and hoping somebody calls you back,” said Witcher, who refers to this as the “spray and pray” approach. “What you find out rather quickly is you have to do more than that to be effective. As much as 80 percent of jobs are found via networking.” Jobs acquired through networking can take several different forms (finding the job online, but knowing someone at the company who was able to push your resume up the ranks; a close friend telling you about an open position within their company and you applied, etc.). “Networking is really about helping others and through that approach; what goes around comes around,” said Witcher. “When opportunities for new jobs arise, people will think of you.” Witcher said individuals who have worked in oil and gas probably have a larger network than they realize.

you meet, somewhere on your resume, you should explain that you have that skill, experience or education. Use the same words in your CV that are used in the job posting when you describe your “proof” of how you meet a requirement

“It’s important to take a step back and think, ‘who do I know?’” said Witcher. “Think broadly – not just people you worked with directly, but people in other departments. You never know who may be the perfect connection to get you to that next job. Leverage the fact that it is a close-knit industry.”

ADD A “SKILLS SUMMARY” section near the top of your CV.

Quast added that trade associations are a good place to network for job openings.

CUSTOMIZE AND KEYWORD your CV. For every requirement

This not only helps draw a recruiter or hiring manager’s eyes to your best qualities, it will help your Applicant Tracking System’s (ATS) keyword ranking

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CONDUCT RESEARCH online to find job openings that fit your area of expertise and follow the previously-mentioned process to customize your CV for each job, before applying online

ANALYZING YOURSELF against each requirement in a job

posting and then customizing your CV will also help prepare you for phone and in-person interviews because you’ll already have considered each area where you meet, exceed or partially meet requirements. This process will allow you to speak to each of those areas and answer any specific questions from recruiters and hiring managers

Networking Plays a Part As many are aware, oil and gas is a people industry and networking is key, though individuals often neglect to network after they’ve been laid off, said Witcher.

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“While you’re building your network within the oil and gas industry, don’t forget to stay in touch with other employees who were also laid off, and even with those who weren’t, because you never know where a job opening lead will come from.”

Keeping Morale Up By maintaining a positive attitude and can-do spirit, giving themselves inner pep talks, setting daily and weekly jobsearch goals and celebrating small victories, job-seekers can help keep up morale during the job search, said Quast. It’s imperative to set up a support system – a team of either family members, close friends or maybe even other laid off comrades – who can provide encouragement and assistance while searching for a job. “It can be difficult and sometimes discouraging to find a job if you are going through the job search process alone,” Quast said.

“One of the best things you can do for yourself during the job search process is to carefully choose the people with whom you surround yourself. Be selective about the people with whom you associate and choose people who will lift you up and help you fly, not those who will hold you back from achieving your dreams.” Individuals who have been the recent victims of oil and gas layoffs may have a prolonged period of time until their next job. That’s just the reality. Fortunately, employers aren’t overly concerned with resume gaps. “Having a gap on a resume isn’t as big of a deal as most people would think,” said Quast. “After the economy crashed in 2008-2009, I rarely saw a resume that didn’t have a gap because so many employees around the world had been laid off due to corporate downsizing.”

“One tactic we’ve seen some employers adopt is the concept of ‘flexible leave’ programs. Flexible leave programs allow employees to apply or volunteer to take an extended leave of absence (employers continue to pay a reduced stipend and/ or benefits) for a specified period – six months, 12 months, 18 months, etc. In exchange, the employer and employees agree to specified parameters (i.e. the length of leave, restrictions in working for a competitor during the leave, parameters around employers calling back employees from leave early, what happens once the leave expires, etc.). “The idea is that the flexible leave program allows the employer to reduce the headcount for the short term, but allows for flexibility and connection back to flex-leave employees when the need arises to ramp up activity. It’s a win-win in that employers are able to flex their headcount and maintain their connection with these individuals, and employees love it because it allows them a break to go back to school, spend time with family or travel … even work someplace else during this time.” – Angie Gildea, principal, KPMG LLP

What matters more to recruiters and hiring managers, Quast said, is what you did after the layoff, such as how you searched for a new job, if you learned new skills, volunteered and stayed up-to-date on industry news, amongst other things. “The more proactive you are in your activities during your layoff period, the easier it will be for you to discuss this time period with potential employers – and the more apt they’ll be to consider you for a job,” Quast said.

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“One way to identify these people is by the way you feel when you’re around them. Often times, you’ll feel like all the energy has been drained from your body. That’s because it probably has – these people are human energy vampires who will suck your energy dry with their negativity,” Quast said.

An Alternative to Layoffs: Flexible Leave Programs

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She added it’s important to weed out negative people who always make negative comments about anything an individual is doing while looking for a job.

Lisa Quast, Certified Career Coach

Lindsay Witcher, Director of Practice Strategy, RiseSmart

Atlantic Margin Opportunity:

Offshore RIGZONE CAREER GUIDE

Ireland By Jon Mainwaring

@oiljon

The collapse in the price of oil in late 2014 has led to questions about the viability of certain mature, hydrocarbon-producing basins around the world. In northwest Europe, countries such as Norway and the UK are looking to make their respective oil and gas industries work in a $60-per-barrel world. This is tricky to achieve in mature basins like the North Sea, where the easy, highly-commercial oil finds were made long ago and where a high rate of taxation exists on barrels that continue to be lifted. Tough decisions have been, and continue to be, made with many companies – both operators and oilfield services firms – haemorrhaging staff.

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But northwest Europe’s hydrocarbon zones are not confined to the North Sea and Norwegian Sea, and it appears that a new frontier region could be sitting on its doorstep in the shape of the Irish offshore region. The big oil and gas news that has come out of Ireland in recent years was, of course, Providence Resources plc’s large find at the Barryroe field in 2012. This field, which consists of several hundred million barrels of recoverable oil, is located in the Celtic Sea – a stretch of water that extends from the south coast of Ireland to Brittany in northwest France. But it is the Atlantic Margin area, off the west coast of Ireland, that many international operators are now getting excited about and which one day could form the major component of a fairly-sizable Irish oil and gas industry. Recently Rigzone spoke to two players in the burgeoning Irish oil and gas industry – Tony O’Reilly, CEO of Irish independent explorer Providence Resources; and Hugh Mackay, CEO of junior explorer Europa Oil and gas Holdings plc – to find out why they are so upbeat about offshore Ireland and the west of Ireland in particular.

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CATEGORYMARGIN ATLANTIC GOES HERE OPPORTUNITY: OFFSHORE IRELAND

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PORCUPINE POTENTIAL Several companies hold licenses covering the Porcupine Basin in the west of Ireland, and a number are currently active in exploration there. And Providence seems to have a piece of nearly all of the Porcupine pies.

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“You’ve got Cairn Energy with us at Spanish Point which is in the main Porcupine basin, where we hold 10 license blocks. We have the Spanish Point [gas/condensate] discovery and then we have a number of other exploration prospects in the main Porcupine. Then, to the south, Dunquin is an area we drilled in 2013 with Exxon Mobil Corp., ENI S.p.A. and Repsol S.A. Other than that – to the northeast of Dunquin – you’ve got Kosmos Energy Ltd., which farmed into a couple of Europa licenses, and then you have Woodside Petroleum Ltd., which farmed into Petrel’s licenses,” Providence’s O’Reilly told Rigzone. “Two other companies involved are Royal Dutch Shell plc and Statoil ASA, who have the Corrib development coming on stream later this year.” Providence has been the pioneer in the Porcupine Basin, and O’Reilly has a lot of hopes for the area. “We’ve already drilled Dunquin North,” he said. “Although it was water wet, it confirmed the geological model. It was the first well drilled in an area the size of the central North Sea, so this first well was drilled in around 25,000 square kilometers / 9,300 square miles. So, it certainly has upgraded the Porcupine Basin and demonstrated that there is an active petroleum system there.”

A key factor in opening up the west of Ireland as a potentially important oil and gas basin, according to O’Reilly, has been the use of modern seismic technology. “For the first time ever, you’ve got the deployment of 3D technology, which has been the step-change for the west coast of Ireland because previously it was all vintage 2D and now you have companies who are acquiring 3D. And I have to say that we were instrumental. We underwrote two major 3D seismic surveys last year: one in the main Porcupine/Spanish Point area, where we had previously also acquired 2D, but then we also got involved in doing a 3D survey over the whole Drombeg/Dunquin area – basically the southern Porcupine,” he said. “And then to the south we acquired modern 2D over our Newgrange structure. So, the application of this new 3D and 2D technology is really the step-change and we’ve put out some results from the analysis we’ve done of those multi-client seismic surveys that were carried out last year on our Drombeg and Newgrange structures and, indeed, in Spanish Point, where we are seeing very large structures that have the potential to host significant resources.” And so far there have only been around 40 wells drilled off Ireland’s west coast, which means it is still very much virgin territory when compared to a basin like the North Sea. Europa’s Mackay is equally enthused. Europa holds a stake in Irish Frontier Exploration Licence 3/13 (FEL 3/13) with its partner Kosmos Energy, an independent oil and gas firm that is mainly focused on Africa but which operates FEL 3/13 along with two other Irish licenses.

“And that’s why we’re really interested. The potential resources in FEL 3/13 are for gross 1.5 billion barrels of oil. Our West Firsby field, which is onshore UK, has reserves of about 1.5 million barrels of oil. So, this is 1,000 times bigger.”

A FAVORABLE FISCAL REGIME As well as potentially-large structures, a key part of Ireland’s offshore attractiveness is a favorable fiscal regime when compared to those of Norway and the UK. O’Reilly explained that there are three tax rates applicable by Ireland to oil and gas profits, and that the particular rate a company incurs depends on when its license was granted. “Any license granted up until 2008 is at a flat 25-percent tax. Any license granted from 2008 to 2015 is at the base tax rate of 25 percent, plus there’s a Profit Resource Rent Tax that depends on individual field profitability, which can add another 15 percent,” he said. “So, it’s a minimum of 25 percent up to a maximum of 40. Then, they did a review last year when they said for any new licenses to be issued they would propose that the base tax would be 25 percent, but with a PRRT 30-percent increment depending on the field size. So, again, a minimum of 25 and a maximum of 55.” There is also the possibility that this top tax rate of 55 percent may not in fact come into effect as it was proposed by the government when the oil price was a lot higher. “They actually haven’t implemented it yet but they were obviously doing it in a different pricing environment and the industry is waiting to see how it’s implemented,” O’Reilly said, pointing out that the key point is that operators pay the tax they were allocated at the time they were awarded their licenses. Even Ireland’s proposed top tax rate for oil and gas profits is not as great as the UK’s rate, which is 60 percent. And the taxation rate can play an important role in whether or not a company goes ahead with a particular field development. Europa’s Mackay points to the Rosebank discovery, made by Chevron Corp. and Austrian independent oil firm OMV Group in UK waters west of Shetland, by way of example.

CORK: A FUTURE OIL, GAS HUB? So what could the discovery of large amounts of oil and gas in the Atlantic Margin area mean for an Irish oilfield services industry? For now, O’Reilly concedes that Aberdeen will remain the main center servicing Ireland’s offshore sector. But the Providence boss believes the foundations are there for the city of Cork, on the south coast of Ireland, to play an important role as an oilfield services hub in the future.

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“Nevertheless, with the combination of the potentially large resource sizes and a favorable fiscal regime, I would suggest that the minimum economic field size is probably of the order of 160 million barrels, which is still large.

“Rosebank has 240 million barrels in 1,000 meters [3,280 feet] of water. If that discovery were in Irish waters it would be commercial and going ahead. But in the UK fiscal regime, it doesn’t appear to be commercial and it’s a matter of public record that Chevron Corp. and OMV are concerned about the escalation of costs,” he said.

“Cork has been a major base of operations, where they have the experience of being involved in exploration activity,” he said, pointing out that PETRONAS’ producing Kinsale gas field is serviced out of Cork. “So, I think Cork with its natural harbor, good air links, etc. certainly could be a major center depending on the success of the drill bit around the island of Ireland. It’s got all the right ingredients. “As we’ve always said it’s not just where Cork is located; it’s not just the deepwater nature of the port and the fact that it handles major cargoes, the fact there’s an oil refinery there, the fact there’s a gas distribution hub from there. But there is also the fact that Cork is within Ireland. And for companies who want to establish businesses in Ireland, the tax rate is very good for… service companies.” This is an important point. Oilfield services businesses operating in Ireland (just like most other Irish companies) pay corporation tax of only 12.5 percent – compared to 20 percent in the UK. Ireland now turns to the next chapter in its offshore oil and gas story, when its 2015 Atlantic Margin Oil and Gas Exploration Licensing Round closes this autumn. The round includes all of Ireland’s major Atlantic basins and the Irish government will be offering two-year exploration licenses over blocks within these basins to firms who are successful in the round.

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“In the Porcupine, we have deep water and a harsh environment. It’s not so much an issue for drilling an exploration well, but for designing a development of any discovery it is a high-cost environment. There’s no doubt about that,” Mackay said.

@saaniB

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Surviving the Downturn in Drilling @oiljon

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BY JON MAINWARING

Oilfield services companies focused on drilling have been laying off workers. The early months of this year saw Halliburton Co., Schlumberger Ltd., Weatherford International and Helmerich & Payne Inc., among other drilling firms, announce plans for significant job losses at their operations around the world. Meanwhile, the stock prices of companies involved in deepwater drilling – such as Transocean Ltd. and Seadrill – fell sharply between the summer of 2014 and spring of 2015. “The market right now is quite slow for the obvious reasons,” Paul Mazalov – team leader for Drilling and Completions at recruitment agency Spencer Ogden – told Rigzone. “Generally, the main thing that’s ceased is deepwater drilling activity purely for the reason of cost. If you think about it from a cost perspective, companies right now are trying to reduce that. A lot of organizations are finding it very hard just to break even. It costs more money for them to drill and produce oil than they can sell it for.” Mazalov said that a lot of deepwater projects need more than $90 per barrel in order to break

even, which means many companies that have invested in such projects “are hurting”. “There are companies that are right now scrambling around to find out what their hottest assets are that are actually making them money and investing more time into those,” he said. “Unfortunately, what that causes from a recruitment perspective is that they have had a lot of staff sitting there twiddling their thumbs and so they are now moving those staff to the operations where they are needed.”

REGIONAL DIFFERENCES Where you are in the world can make a big difference to your fortunes as a drilling professional at the moment, according to Mazalov. “An offshore drilling rig in deepwater in the Gulf of Mexico or West Africa, if it’s a good solid semisubmersible rig, might cost a company $1.5 million per day just to run. A jackup might cost only $300,000 to $400,000, but still if the company drills one dry hole, it’s in trouble,” Mazalov said. But companies drilling for oil on land in low labor-cost regions can still make a healthy profit. For example, the Middle East is still a hot region right now.

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S

o far, 2015 has proved to be a tough time for workers in the upstream industry, particularly oil workers who are directly involved in drilling operations.

SURVIVNG THE DOWNTURN IN DRILLING

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“The Middle East is booming. It’s full-steam ahead purely due to the fact that labor is cheap out there and they’ve got lots of it,” Mazalov said.

Gas Basin. At peak production, this will produce enough gas to meet the demand for nearly 1.5 million homes.

“The other good thing about the Middle East is that they are quite lucky because the nature of the geology is pretty straightforward and simple. A lot of the wells they drill are vertical, shallow wells. There may be some horizontal wells but they’re still shallow, so each well can take just 14-to-20 days to drill, which is very good. And land rigs cost more like $30,000 per day.”

Meanwhile, China has been very keen to increase its use of natural gas and has set a target for 2020 that gas should make up 10 percent of the energy it consumes from a current level of about 5 percent.

Asia Pacific is a region that is not immune to the suffering being experienced by drilling companies elsewhere around the world, but drilling professionals located there benefit from the fact that it is the largest jackup market in the world. “Because deep-water is suffering from the massive drop in the oil price, we’ve received more CVs from drillers who work on drillships and semisubs compared to those who work on jackups,” Mike Guo – Spencer Ogden Regional Manager for Asia-Pac – told Rigzone, pointing out that a lot of shallow-water drilling is still going on in Asia-Pac.

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Yet, even in mature basins such as the North Sea, there is still plenty of activity going on. For example, Norway intends to press ahead with development of the Statoil and Lundin Petroleum-led Johan Sverdrup field in its part of the North Sea in spite of the low oil price environment. This is targeted to produce up to 380,000 barrels of oil equivalent per day after phase one production begins in 2019.

GAS VERSUS OIL Analysts and industry executives that Rigzone has talked to in recent months believe that energy companies exposed to gas development projects are in better shape than most, particularly if they are located in areas of the world where natural gas is relatively expensive compared to North America and where gas can be easily transported to where it is needed, e.g. Western Europe, North Africa and the Far East. So, focusing on getting employed on gas projects in these regions might be an option for energy workers with drilling skills. One such project being developed in the UK is GDF Suez’s Cygnus project in the North Sea’s Southern

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Spencer Ogden’s Guo says that drilling activity on gas fields in Asia-Pac should continue to be strong “because lots of LNG project developments are budgeted, which means there are sufficient funds to support it”. In terms of unconventional gas drilling outside of the now well-developed shale gas industry in North America, some shale gas exploration activity is beginning to take place in Argentina and European countries such as the UK. In the UK, a study by Ernst & Young suggests that the number of new jobs that could result from a shale gas industry in the country might be as high as 64,000. However, it is likely to be some time before such an industry is properly established, particularly in the face of strong objection and action (legal and otherwise) from the UK’s environmental lobby.

WHAT DRILLING SKILLS ARE IN DEMAND RIGHT NOW? In terms of drilling skills that are still very much in demand right now, Vibeke Sam – Head of Learning at Maersk Drilling – told Rigzone that people with suitable subsea drilling and cyber drilling skills have been hard to find for some time. Meanwhile, there remains a lot of demand for engineering professionals with extended reach drilling (ERD) experience, according to Spencer Ogden’s Mazalov. ERD is the directional drilling of very long horizontal wells and it is particularly in demand in parts of the world where oil companies want to access offshore reserves from onshore locations. “What extended reach drilling allows companies to do is reach reservoirs offshore by drilling onshore and having horizontal wells stretch for miles underneath the ocean floor, therefore eliminating the need for offshore rigs,” Mazalov said.

There is also a lot of demand for ERD drillers from companies involved in Arctic operations. “If you look at Alaska they can only technically drill offshore for three months per year, which is not a lot of time bearing in mind that an average offshore well takes three-to-six months to drill and complete. So, it doesn’t give companies a lot of time to actually mobilize, get a rig out there, set it up, start drilling and then demobilize everything. It’s just not possible. So companies operating in Alaska use ERD as a technique in a lot of their operations.” Yet, what is most important for drilling professionals looking to secure a job is proof that they possess the right skills and evidence that they have the right attitude towards their work.

“After having been through many years of the ‘what’s in it for me attitude?’ from some offshore employees, we are looking for drilling professionals who also have the perspective of ‘how can I contribute to make this company succeed?’”

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“They need to be able to demonstrate their competency level by having the right certificates, good work experience and good appraisals of both their professional skills and behavioral skills,” Maersk’s Sam told Rigzone.

Indeed, a more flexible attitude is likely to be a fact of life for anyone who wants to work offshore in a mature basin like the North Sea at the moment. For example, according to unions that represent energy workers, a number of oil and gas firms in the North Sea region are now expecting their employees to work extended shift patterns and even see paid leave sacrificed due to the low oil price environment. Sam said that social skills – communication skills, leadership skills and conflict management skills – are also very important for anyone working on a rig. “And within all positions: ambition, a positive attitude, enthusiasm and motivation, a stable career and so on weighs in the candidate’s favor as well,” he added.

THE DRILLING PROFESSIONAL’S SURVIVAL KITBAG Regional advantage: Candidates are more likely to find work in the Middle East and the Far East, where conventional oil is more easily accessed via land rigs and jackups, than in deepwater regions such as the Gulf of Mexico and offshore West Africa Gas versus oil: Several regions around the world still command healthy prices for gas, and gas field development projects continue apace Drilling skillset: Subsea and cyber drilling know-how are scarce at the moment, while extended reach drilling (ERD) experience is in demand Soft skills: Drilling firms are looking for candidates that have communications skills and leadership skills, and who display a positive attitude

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“That’s a technology that’s up and coming. If you look at places like California, which has only a handful of offshore platforms, they will not allow any more large metal structures in the sea to spoil the view. I work with Occidental and they’ve got quite a large operation at Long Beach, California, where all they do is have onshore rigs sitting there and they do extended reach drilling. Apparently, there are quite a lot of reserves offshore California but for obvious reasons they won’t let them stick a rig out there in the ocean.”

CATEGORY GOES HERE

OIL, GAS DISCOVERIES TODAY CAN LEAD TO JOBS TOMORROW RIGZONE CAREER GUIDE

Although the oil and gas industry is currently undergoing challenging market conditions, operators still need to develop discoveries in order to replace reserves. Appraisal and development drilling is only the beginning in bringing a discovery on stream. The time it takes to start production can range from a few months to several years depending on region, water depth and existing infrastructure, among other factors. Coupled with market dynamics and industry veterans retiring, companies will continue to need talented personnel.

BY RIGZONE DATA SERVICES

AMEHYIM-1 ANCHOR

GULF OF MEXICO LIZA PAGE 28

WEST AFR

MINSALA M

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MARINE

JULIUS

Eni’s Minsala Marine exploration prospect located in the Marine XII Block offshore Congo was drilled to a total depth of 12,139 feet. Light oil was encountered in the Lower Cretaceous age pre-salt sequence. Preliminary estimates place the well’s potential at approximately 1 Bboe in place, of which 80% is oil. This is the third pre-salt discovery in the Marine XII permit. During testing, the reservoir delivered 41 degree API oil in excess of 5,000 bopd. Gas flowed at a rate of 14 MMscf/d.

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West Africa, Congo Brazzaville - Discovery Well: Minsala Marine Operator: ENI S.p.A. Water Depth: 246 feet Discovery Announced: October 2014

West Africa, Mauritania - Discovery Well: Ahmeyim-1 (formerly Tortue-1) Operator: Kosmos Energy Ltd. Water Depth: 8,910 feet Discovery Announced: April 2015 Kosmos Energy’s exploration prospect Ahmeyim-1 located in Block C-8 offshore Mauritania encountered 351 feet of net hydrocarbon pay. Ahmeyim-1, formerly known as Tortue-1, is a significant, play-opening gas discovery. A single gas pool was encountered in the primary Lower Cenomanian objective which exceeded Kosmos Energy’s pre-drill expectations. An appraisal program is being planned for Block C-8 during the third quarter of 2015. South America, Guyana - Discovery Well: Liza Operator: Exxon Mobil Corp. Water Depth: 5,719 feet Discovery Announced: May 2015 ExxonMobil encountered 295 feet of high-quality oil-bearing sandstone reservoirs with its Liza-1 exploration well located on the Stabroek block. Liza-1 was drilled to a depth of 17,825 feet targeting a large amplitude-supported Upper Cretaceous fan. ExxonMobil now plans to shoot 3D seismic northwest of Liza over the Ranger prospect during the second half of 2015. US Gulf of Mexico - Discovery Well: Anchor Operator: Chevron Corp. Water Depth: 5,183 feet Discovery Announced: January 2015 Chevron’s second Gulf of Mexico discovery in less than a year, Anchor, touted multiple high-quality pay zones in Inboard Lower Tertiary Wilcox sands. The well is located in Green Canyon Block 807 and was drilled to a depth of 33,749 feet. Appraisal drilling is expected to begin during 2015. North Sea, Norway - Discovery Well: Julius Operator: Statoil ASA Water Depth: 223 feet Discovery Announced: July 2015 Statoil’s gas and condensate discovery, Julius, encountered 135 feet of gas/condensate sandstone rocks in the Ula formation and a 66-foot thick column in the Farsund formation. Julius will be developed in conjunction with Statoil’s 2012 King Lear discovery. These two discoveries are located in PL 146 and PL 333 on the Norwegian Continental Shelf. Partners Statoil and Total S.A. will now begin developing a plan to bring these discoveries into production. Barents Sea, Norway - Discovery Well: Alta Operator: Lundin Petroleum AB Water Depth: 1,273 feet Discovery Announced: October 2014 Lundin Petroleum successfully completed an exploratory well in the Barents Sea that was designed to test the Alta prospect in Norwegian license PL609. Well 7220/11-1 was drilled by the Island Innovator (mid-water semisub) 12 miles northeast of the 2013 Gohta discovery. The well encountered 36 feet of gas pay and 151 feet of oil pay in good quality carbonate reservoir. A pair of drill stem tests were carried out across both pay zones. The tests yielded maximum constrained flow rates of 3,260 bopd and 1.7 MMscf/d. Data suggests the Alta structure contains between 125 and 400 MMboe in gross recoverable resources and significantly de-risks other prospects located within the license.

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RICA

ALTA

BARENTS SEA

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WAITING FOR THE OFFSHORE HIRING PENDULUM TO SWING BACK BY MATTHEW V. VEAZEY @The_Mattalyst

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The offshore hiring situation has slowed down considerably within the past year, but there are still pockets of opportunity for the right people. Moreover, demonstrating flexibility will likely give you the edge when the job market picks up again – and that may well happen by the time 2016 rolls around. So say two recruiting pros who recently gave Rigzone their perspectives on the current downturn. Keep reading for excerpts from Rigzone’s conversation with Tobias Read, CEO of Swift Worldwide Resources, and Whitney Mather, Houston-based upstream and midstream staffing consultant with Whitaker Technical.

Since 2014, how has the offshore job placement scene changed?

MATHER:

At that time, we were in one of the best hiring markets that we had seen in a while. Talent was hard to come by and companies would gladly create positions for the right candidates. In the recruiting world, we call this “opportunistic hiring.” Although the offshore industry has taken less of a hit than onshore, the industry has still drastically changed over the year. Upstream companies are erring on the side of caution and many have put a freeze on hiring. However, there are new opportunities that have developed in this market, such as acquisitions and divestitures (A&D) firms who are in need of different types of technical expertise.

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READ:

Since last year, the market has nose-dived. Some offshore rigs which once were operating at full capacity are now standing idle, and the downturn has resulted in hiring freezes and layoffs. But we should remember that the market is cyclical. We’ve seen the market undergo similar drops before, and it will eventually recover. Despite uncertain global economics, the global population is expanding, as are the all-important middle classes who drive consumption. Irrespective of the cause of the current price dip, demand will inevitably increase and outpace supply. I strongly suspect that prices will recover by the end of 2015, leaving us potentially underinvested in 2016. The market will accelerate once again as it did after 2008 and probably to record highs. There is already talk that oil will recover to over $150 a barrel.

WAITING FOR THE OFFSHORE HIRING PENDULUM TO SWING BACK

RIGZONE:

Which types of offshore positions and/or skill sets are still seeing solid demand, and is demand particularly strong in certain regions?

MATHER: Controlling costs is the most important focus currently in offshore. There are

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incredible costs associated with running an offshore drilling rig (a semisubmersible can easily cost a company $1.5 million per day), and offshore projects can have $90-per-barrel breakeven points. Offshore companies will drill multiple wells and tap into them for completions and production much later.

Measurement while drilling (MWD) engineers, directional drillers, regulatory/safety personnel, production and completion engineers will still be in demand because of the lag time in this process. Unfortunately, many companies are cutting their other personnel and labor costs. These layoffs have caused folks to look at other sectors of the market that are still thriving. Those that have transferable skills are working to find roles in refineries, petrochemical and midstream companies. The most easily transitioned professionals are: environmental health and safety specialists, rotating equipment operators and skilled trades.

READ: Unfortunately there are very few offshore positions that are in demand right now.

For seven years, there was a shortage of staff. Now for the first time, there’s a surplus. The general maintenance jobs are relatively immune to the effects of the price drops, but on the whole, we’re seeing a halt in capital expenditure and new project development. Currently almost no one is hiring [for offshore positions].

RIGZONE:

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Would you like to make any additional comments regarding the outlook for the offshore job market, including recommendations for job-seekers?

READ:

Internationally the industry is dominated by national governments with different agendas, larger-scale projects and the political and financial will to ride the storm. The best advice I can give is to be open to other possibilities and other sectors. The job market in oil and gas is down, but there are opportunities in sectors that skills can transfer to, particularly industries with an engineering focus. Job or no job I’d say be flexible. If you are on a project then go the extra mile, if you are coming to the end of a project, find a new one internally if you can. If you are a contractor and rate adjustments are on the cards, think seriously about taking them. If you are currently on the job market, then be flexible, network, be open-minded and expect that you may have to accept a lower rate for the time being. The market will return and most likely return stronger in about twelve months. In the meantime, keep an optimistic long-term view and be pragmatic about short-term difficulties. The pendulum will swing back. RIGZONE.COM RIGZONE.COM

BOOST YOUR CAREER WITH RIGZONE’S JOB SEARCH TOOLS Did you know Rigzone offers various features to enhance your job search? It is our mission to connect talented oil and gas professionals like yourself to the right opportunities. Here’s how we can help you find those opportunities:

JOB ALERTS

CAREER MATCH

JOB SEARCH AGENT

WEEKLY JOB REGISTER

Job suggestions based on your CV and profile that match your skills, education and work experience. Receive up to four email alerts daily to ensure you are always up-to-date.

Our Job Search Agents provide you with job openings based upon your interests. Simply select which job titles, categories, and region you are looking for and receive updates right to your inbox. Sign up in the advanced job search section on Rigzone.com.

One-off job suggestions hand-picked for you by our dedicated recruiting solutions specialists, based on keywords and qualifications found in your profile. Easy application directly through your email.

The latest jobs based on your region delivered directly to your inbox. Gives you an overview of jobs available and the market condition.

Create your account on Rigzone.com and sign up for our job search tools in the Candidate Home section, and reap the benefits today!

Discover Oil and Gas

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BY SAANIYA BANGEE

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@saaniB

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il and gas professionals worldwide are working tirelessly in setting themselves apart in the current hiring market. The key advice recruiters and hiring managers are giving industry workers and job seekers in becoming an essential employee is to be flexible with factors such as work location, pay, position and job tasks.

Workers need to “look at assets within operating groups that have guaranteed longevity due to a level of predicted depletion the asset is expected to return,” industry expert and Managing Partner of recruiting firm Kaye/Bassman International Corp.’s Christopher Melillo told Rigzone. “In many cases, these might be well-developed assets, so the complexity of the work may not be overly challenging, but the organization may have difficulty keeping headcount in that particular location. Too often, assets for mid-sized and larger operators happen to be located in less desirable geographies. Also, be prepared to be in a compressed or condensed role vs. skill set.”

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The industry environment is competitive right now and being a difficult employee is not going to win you any points.

While this doesn’t apply to everybody, Melillo warned, the general message does. The industry environment is competitive right now and being a difficult employee is not going to win you any points. However, budget cuts are inevitable due to the downturn the industry is facing, and unfortunately, not everybody is safe.

With such drastic volatility in the crude prices, it is inevitable that some workers will find themselves looking for jobs. While searching for a job in this market can be tough, employees “should stay positive and keep up morale. Anyone in the industry knows that things will come back around,” Melissa Williams, recruiting manager for Cenergy, told Rigzone. “By staying current with what is going on in the market and knowing how to use many of the new systems in the industry, workers can remain valuable in a competitive job industry.” How can job seekers can get ahead during this time? Rigzone highlights what industry and hiring specialists had to say below:

Persistence never give up. It’s a challenging market but there are still huge levels of activities in this sector. Looking for work can take 40+ hours per week - Sean Fennell, Co-Founder, initiafy

Leadership Leadership is a skill that will always be transferable, regardless of the market. If you are good at leading people, especially when you can lead during tough times, then you are valuable to the industry - Melissa Williams, Recruiting Manager, Cenergy

UPDATE RESUME Workers should update their CVs/resumes frequently with ROI stats, efficiency stats and promotions/advancements they have received at any given company – this will result in a cohesive and impressive document - Erik Bowitz, Senior Resume Expert, Resume Genius

NETWORK The oil and gas industry is a small world. Pull out your Rolodex and schedule lunch with former colleagues. Get out and network – ask questions and listen – and use what you learn to strike up interesting conversations with others ... share knowledge to show breadth of knowledge -Josh Ross, associate partner, Aon Hewitt

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“There has been roughly a 45 percent decrease in jobs for the service industry for both onshore and offshore. While there is still a 3:5 ratio of qualified candidates for every professional engineering position that exists for operators, what was a 2:17 ratio of candidates for actual open jobs at this time last year, is now 6:7,” Melillo said.

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DESPITE LAYOFFS, COMPANIES STILL ACTIVE IN COLLEGE RECRUITMENT BY KAREN BOMAN

@KarenBoman

In spite of the layoffs and cutbacks in spending, the oil and gas industry’s interest in recruiting on college campuses for internships and full-time positions has not disappeared. Without exception, the decline in low oil prices is prompting oil and gas companies to scale back the number of students they’re hiring for internships and jobs, Phillip Tenenbaum, global energy vertical leader with Mercer LLC, a global consulting firm focused on talent, health, retirement and investments, told Rigzone in an interview. But all the companies that Mercer works with are saying they still plan to maintain a presence on university campuses and make a small number of offers. “The rationale is that they’ve built a pipeline with the universities and a positive reputation with the university career centers,” said Tenenbaum. “They don’t want to undo the good reputation they have on campuses by totally suspending recruitment.”

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The current oil price downturn hasn’t changed the fact the oil and gas industry will face a shortage of talent. In the next 3 to 5 years, the industry will not only need petroleum engineers and other types of engineers such as plant and operations engineers, but geologists and geoscientists. The industry also will face a shortage of non-technical workers, such as project managers, Mercer found in a recent talent outlook and survey. The industry knows it needs to continue recruiting college graduates and progressing them quickly through an organization’s ranks to fill the trough between older workers who are retiring and younger millennial workers, said Tenenbaum. By doing so, the industry hopes to break the cycle of having a missing generation in the oil and gas industry. A 2014 Mercer study found the industry is facing a classic double hump, with a big wave of retiring older workers, a smaller group of mid-range managers, and then a large wave of younger workers. The gap in the number of workers between baby boomers and millennials resulted from the significant industry downturn in the 1980s that deterred large numbers of Generation Xers from entering the industry. The shortage of entry level and senior level workers seen six months ago has been pushed somewhat to the backburner because of low oil prices, but remains true today. As a result, the industry will still face the fact that the number of university students pursuing degrees in STEM, or degrees in science, technology, engineering and mathematics programs, versus what’s needed. Retention will also remain an issue. “Survey after survey has found that salary isn’t the number one reason a person leaves a job, but their experience with their immediate supervisor.”

Tenenbaum said that industry needs to do a better job in communicating the fact that the industry is not only high tech, but in repairing its image as an unsafe and environmentally unfriendly business. To attract college graduates, the industry also is using the lure of international travel – and the opportunity for graduates to experience the world early on in their careers – as an incentive.

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“They understand that in the past, they had taken more drastic action, and it came back to hurt them in the longer-term.”

To address retention, Mercer is seeing the industry moving from a buy strategy to a build strategy. Instead of poaching talent, companies are looking to spend time getting young workers in the door to train, develop and hopefully retain them.

UNIVERSITY VIEWPOINT ON OIL, GAS RECRUITING Two facets exist for the story on hiring in today’s oil and gas industry, Ramanan Krishnamoorti, chief energy officer at the University of Houston (UH), told Rigzone in an interview. In conversations with industry groups and companies, the oil and gas industry says that it should keep hiring people, and has the mechanisms to keep hiring. But in discussions with individual entities, companies currently are shedding jobs, including many senior level jobs. “It’s a somewhat nuanced position,” said Krishnamoorti. “Everybody understands that, from a broader perspective, they have to keep people in the industry and they have to keep getting people into the field and can’t lose momentum.” Companies continue to grapple with having expensive talent on their payrolls, many of whom are older workers wanting to retire. These workers will need to be replaced, but the downturn in oil prices has made them reluctant to hire, except for certain positions. With a large number of offshore projects placed on hold, companies are laying off workers, but trying not to lay off so many that they can’t resume operations when things improve. Still, the movement of experienced workers within the industry has slowed.

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Most companies are also trying to honor offers already made, and to bring in interns, albeit fewer in number. Tenenbaum believes these efforts reflect positively on the industry.

DESPITE LAYOFFS, COMPANIES STILL ACTIVE IN COLLEGE RECRUITMENT

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“There’s a lot of tension at this point,” said Krishnamoorti of the industry. Despite the current layoffs and more cautious approach on hiring, Krishnamooriti said the industry will still have future talent needs beyond the downturn. And Krishnamoorti still sees big demand for people in the areas of supply chain and safety as well as areas of technological innovation. Oil and gas companies are still recruiting on college campuses, but instead of looking for reservoir engineers and production engineers, they’re looking for students with degrees and skills to help companies get the most out of production data and to operate safely.

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Companies are also looking for college graduates who are not just experts in one area, but can understand the holistic picture of where the industry is going. “People who can look at the whole value chain will become increasingly invaluable,” said Krishnamoorti. For innovation roles, Krishnamoorti sees demand for new interns and college graduates with petroleum and mechanical engineering backgrounds, as well as backgrounds in chemistry, physics and nanotechnology. Krishnamoorti also sees future demand for college graduates in areas such as Big Data and cybersecurity. Despite the layoffs, times such as these offer opportunities to bring in a variety of different talents, and for companies to make RIGZONE.COM RIGZONE.COM

step changes versus incremental changes, Krishnamoorti noted. To ensure that students are not just experts in one rabbit hole, UH has adjusted its curriculum to include a variety of different minors for students, such as supply chain, and an integrated program for a bachelor’s of science degree and a masters of business administration. This will allow students to better understand the business as a whole.

COMPANIES “SHOULD ALWAYS BE ON COLLEGE CAMPUSES” Even with low oil prices, BHP Billiton Ltd.’s position is that it should always be on college campuses recruiting future talent. “We recognize that the industry as a whole has an aging workforce,” said David Purvis, vice president of engineering with BHP, in an interview with Rigzone. BHP is experiencing an attrition rate of workers similar to the level occurring across industry as a whole. To offset this attrition, BHP seeks to bring in top quality talent not only in technical roles in engineering and geoscience, but health safety and environmental roles, data management, human resources and supply chain. Purvis told Rigzone that it takes a long-term approach with its talent recruiting strategy. That strategy focuses on recruiting interns from universities and converting those interns into employees once they graduate. Through its intern program, students are exposed to a mix of challenging field work assignments and formal training through lunch-

“BHP will continue its intern program even during the current pricing environment although at a lower number than in the past,” Purvis said. The background of its interns is more heavily weighted towards technical areas; about one-third of its interns have non-engineering backgrounds. “As we engage with our employees at this time, particularly our junior employees who haven’t lived through a price downturn,” Purvis said, “the company emphasizes the importance of building a good foundational skillset and doing good work.” “If you have good commercial skills and you’re delivering quality work for the company, the concerns over price volatility should be less relevant,” Purvis said.

INDUSTRY STILL INTERESTED IN COLLEGE INTERNS, GRADUATES Oil and gas major BP plc and the wider energy industry is adapting to market changes which requires it to adjust plans and resources in line with operating realities in order to remain productive and competitive, a BP spokesperson told Rigzone. “Our commitment to graduate and internship hiring remains, however it’s necessary for us to adjust intake and other related spend in line with this environment. We remain committed, today and tomorrow, to supporting the ongoing development of the energy industry’s talent.”

Despite the current oil price environment, Exxon Mobil Corp. continues to have an active campus recruiting program, a spokesperson told Rigzone.

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Interns from BHP’s petroleum and coal-based operations in the United States are brought together for formal training events, which allow interns from various disciplines to learn to work together and learn from each other. While understanding the overall energy business landscape is important, Purvis stressed the importance of interns building a strong foundation in their chosen field.

“While this challenging economic environment has required us to make some difficult decisions, we honored our commitments to our interns during 2015 and provided them with a challenging and positive experience while at ConocoPhillips,” a spokesperson for ConocoPhillips told Rigzone in an email statement. “In addition, ConocoPhillips will honor outstanding job offers that have been made to graduating university students.”

ExxonMobil launched the “Be An Engineer” Program in 2014 to highlight the real-life engineers behind some of the world’s greatest technical achievements and provides resources to encourage students to choose engineering careers. A Royal Dutch Shell plc spokesperson said the company’s current university recruitment targets have not been impacted by fluctuations in oil prices, and that graduate career opportunities at the company remain healthy. Chevron Corp. also continues to hire both new college graduates and interns. The company’s intern program has been recognized by Glassdoor as among the 25 highest-rated companies for internships in 2015, ranking number 2 behind Facebook.

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and-learns with executives, week-long sessions to learn about the company’s culture and history and training in soft skills such as presentations and teamwork. At the end of the summer, the interns give a presentation, outlining the project they pursued during their internship.

From the Mind of a New Grad

Proudly Presents

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YOUNG PROFESSIONAL’S

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Top Tips Applying for Your First Graduate Job in European Oil, Gas

Outlook Exploring the Next Generation of Oil, Gas Employees

Successful Career Development Strategies: The Intangibles’ Toolbox

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A LETTER FROM RIGZONE RIGZONE CAREER GUIDE

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hile the entire oil and gas industry is grappling with the effects of the drop in global oil prices, anxious and eager young professionals are preparing to enter the job market with hopes of landing a coveted position in the field of oil and gas.

At Rigzone, we’re extremely excited about the future. That’s why Rigzone merged with Oilcareers in April to expand our global access to the industry’s jobs, data and insight. We’re dedicated to providing you with access to in-demand jobs across the globe through Rigzone Jobs as well as up-to-date industry news.

I remember a conversation I had with my dad a few years back and he offered me some great, yet simple career advice that still resonates today. He said, “Do your absolute best at what you know how to do and what you don’t know – learn. Approach each new job or position with that same mindset.”

While taking into account the current state of the industry, this special section of the Career Guide is tailored with you – the young professional – in mind. We provide interview tips and insight on hiring during a downturn; we also answer some of the most common questions recent graduates have about entering our industry and so much more. This is your gateway to the industry – your foot-in-the-door – to help you begin your career in oil and gas.

It’s true that on-the-job experience is invaluable, and that it will come – in time. And once you couple that experience with the education and skills you already possess, you’ll prove your worth in the industry, making you more marketable and better suited to sustain the cycles of the industry.

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Young professionals entering the industry today have a unique opportunity. As the Great Crew Change is still a significant industry challenge, oil and gas companies will be depending on its younger cohort of employees to hit the ground running – bringing in soft skills and tech-savviness to aid in continued success. Once the energy sector is on the upturn, the need for jobs involving project management, sales and engineering will need to be filled, as experts have already expressed. The mere fact that the industry is actively seeking to engage younger generations and more minorities and women in science, technology, engineering and mathematics (STEM) education is paramount; it means there is a great demand in the workforce for individuals with these specified skills and education. It also means they don’t have enough candidates to meet the demand. This leaves the door open for massive opportunities for young professionals.

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It doesn’t stop with our Career Guide. Rigzone is 100 percent dedicated to providing you with resources to help you navigate through your career journey in oil and gas. If you haven’t done so already, take time to upload your resume to Rigzone. While you’re there, scan the most recent job postings, check out some upcoming industry events (great opportunities to network) or read the latest industry headlines. Be sure to also follow our social media handles; we strive to deliver the news when and how people want it – whether at home, work or on-the-go! The truth is, you’ll need to be proactive in your job search. In order to do that, you’ll need to know what oil and gas recruiters are looking for in candidates and what they expect in the near future – also inside this Young Professionals section of our Career Guide. Turn the page and let us help you jumpstart your career in one of the most vital industries in the world.

-Valerie Jones, Careers Editor rz_careernews

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INTERVIEW TIPS FOR GETTING THAT OIL, GAS JOB

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INFOGRAPHIC: FROM THE MIND OF A NEW GRADUATE

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OUTLOOK: THE NEXT GENERATION OF OIL AND GAS EMPLOYEES

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INFOGRAPHIC: SUCCESSFUL CAREER DEVELOPMENT STRATEGIES: THE INTANGIBLES TOOLBOX

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SENIOR EDITORS Karen Boman Deon Daugherty Matthew Veazey SENIOR EDITOR, EMEA Jon Mainwaring CONTRIBUTING EDITOR Wendy DiBenedetto EDITOR, APAC Chee Yew Cheang EDITOR, CAREERS Valerie Jones ASSISTANT EDITOR, EMEA Andreas Exarheas WEB/GRAPHIC DESIGNERS Sergio Garcia Marcus Tenette MANAGING EDITOR Saaniya Bangee CREATIVE DIRECTOR Eric Duenas VP CONTENT Bertie Taylor

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TOP TIPS: APPLYING FOR YOUR FIRST GRADUATE JOB IN EUROPEAN OIL, GAS

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YOUNG PROFESSIONALS’

TABLE OF CONTENTS

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Top Tips: Applying for Your First Graduate Job in European Oil, Gas

BY JON MAINWARING

Times are tough for young people about to graduate from universities across the European Union. In 2014, the European Commission released figures that showed there were almost 5.4 million EU citizens under 25 years old who were unemployed – equating to some 22.8 percent of all the region’s young adults. During the past few years, one industry that has sought out gifted young people with technical skills was the oil and gas sector as it aimed to stem the staff shortages it began to experience amid the Great Crew Change. However, the recent sharp decline in the oil price means that finding a job in oil and gas is going to be a whole lot tougher for young graduates with no prior experience of the industry. Two companies that operate strong graduate recruitment programs are BP plc and OMV Group. Here, Rigzone talks to them about how university students can best prepare their applications to the industry’s graduate recruiters.

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Both firms require that students applying for entry to their graduate recruitment programs fill out online application forms that can be found on the companies’ respective websites. These involve a set of questions about the candidate’s academic background, extra-curricular activities, work experience and the candidate’s motivations for wanting to work at the company in question. “We open for applications around mid-September, and the closing dates for applications are: Nov. 24 for trading; Dec. 15 for all other graduate roles; and Jan. 26 for interns. However, we may close these applications earlier if we have a strong candidate pipeline, so we would encourage all candidates to apply early,” Suzy Style, BP’s Head of UK Graduate Recruitment, told Rigzone.

KEEP YOUR DETAILS BRIEF & TO THE POINT

A spokesman for OMV said that although the company usually prefers students to use the

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@oiljon

application form on its website, it will accept CVs handed to its recruiters by students at campus recruiting fairs or at other recruiting events. “Try to keep [the CV] informative but quite lean. We are realistic that a graduate isn’t going to have a wealth of experience, so be open and honest about your achievements, qualifications and interests. It should ideally detail, from the top down, your qualifications, synopsis and profile of you as a person (no more than one paragraph), professional experience (internships, part time jobs) and then a little about yourself personally,” OMV’s spokesman said. Although BP does not accept CVs itself, Style also recommends that students sending them to other oil and gas recruiters should keep them brief: “Two or three pages, ideally.”

DON’T LET LACK OF EXPERIENCE PUT YOU OFF

Students with no direct work experience in oil and gas are very welcome to apply for a graduate position with BP, according to Style. “Just because you don’t have experience in the oil and gas sector, it shouldn’t put you off applying. Whilst we recruit a lot of our graduates from our summer internship program, there is a huge variety of roles on offer at BP, not just within engineering. We need graduates to work

“As long as you have done your research on the company, are able to demonstrate an interest in the oil and gas industry and a willingness to learn more, and have highlighted any extracurricular activities you have been involved in … and have some level of work experience, your application will be considered. This work experience can be anything from working in a student union bar to voluntary work.” OMV told Rigzone that it will consider students who do not have qualifications directly applicable to oil and gas. “Of course in certain disciplines, if we want a junior geologist we are not going to hire a business graduate without any expertise in this field, but for broader areas such as HR, sales and marketing, project management, etc., we would look at a broad range of qualifications,” OMV’s spokesman said.

USE UNIVERSITY ACTIVITIES TO DEMONSTRATE YOUR QUALITIES

Student life affords candidates with plenty of opportunities to demonstrate that they are not just good academically, but that they have other attributes as well. “At BP, we look for graduates who can demonstrate a host of qualities including initiative, ambition, communication skills, good teamwork, as well as a range of technical skills and qualifications,” Style said. “For the ‘softer’ skills, there are many things besides work experience and academic achievement that help communicate these to a potential employer.

“If you have helped to organize an event, undertaken any voluntary or charity work, or even had a summer job, then tell us about it. A lot of applicants will have outstanding academic credentials, and while we appreciate your work experience might be limited at this stage, your hobbies and achievements are an important way of showing us you have the skills and qualities we are looking for.” OMV added that experience of traveling and working overseas is “always interesting to see” and that it illustrates to the company that the candidate “is open minded and culturally aware”.

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A keenness to work at BP and evidence that you have been industrious at university will help.

For example, being president of a society or captain of a sports team whilst at university shows your ability to lead a team.

THE ABILITY TO WORK IN A TEAM

Students should be wary of appearing too aspirational at the application stage. BP and OMV want ambitious candidates but first and foremost they need candidates who can fit into their respective work cultures. “It is important to have ambition and the desire to succeed in your role, but just as important is your willingness and ability to work well as part of a team, as well as having the right skills for your role,” Style said. OMV said: “Some applicants tend to go a little over the top which can come across too strong. Too keen. The best way to present yourself is to be honest. “This is an opportunity to tell us about you. There is nobody else like you, so explain why you are so unique, so interesting. Being honest does this in a professional manner. We don’t expect people at such stages in their career to be completely polished or the perfect candidate, but they can explain to us what makes them tick, what they want to achieve and their motivations.”

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in HR, legal, accounting, trading, and numerous other disciplines besides,” she said.

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howing a prospective employer that you have the requisite skills begins with a solid CV (or résumé) but the next step is to attend an interview where you can not only demonstrate your oil and gas knowledge but show that you are the team player who the company needs.

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Swift Worldwide Resources CEO Tobias Read told Rigzone that his company, which interviews people daily, sees most success from candidates who carry out a series of steps, starting with thorough research of the companies that they apply to. “Visit the company website and know about its history and growth over the years. Know the job description so you can fit your background most effectively to the company’s needs,” Read said. “Prepare questions for the interview and take notes during the interview.” All of the recruitment professionals Rigzone spoke to agree with this. But Ann Perrins, HR vice president for Upstream Resourcing at BP plc, pointed out that it is a good idea to visit any relevant social media platforms as well, “so that you understand the company’s values and are up to date with the latest company news”. Perrins also added: “It may seem obvious but RIGZONE.COM

make sure that you know the details of your CV inside out, so that you are prepared to answer any questions the interviewer may pose around it. It is also a good idea to review your job application and be prepared to talk around it, as it may have been a while since you submitted it.” Pam Radage, HR manager at North Sea-focused independent oil and gas firm EnQuest plc, said: “It really is all about preparation. If you fail to prepare – prepare to fail. Do your research on the company and try to get a good understanding of its business, strategy, goals, objectives and culture. This will help you understand what skills, knowledge and experience you can bring that will support the business, and will also help you articulate why you want to join the company and what questions you want to ask. “There are lots of resources at your disposal including websites, publications such as annual reports, company magazines and newsletters, online media coverage and social media sites. Don’t forget to tap into one of your most useful and powerful resources – your network of contacts. “As well as researching the company, it’s also useful to have an understanding of the bigger picture. In other words, where the company fits within the wider oil and gas supply chain.”

When it comes to interview attire, turning up in jeans and a T-shirt is probably best left to those looking for jobs at funky technology start-ups. For an oil and gas role, you still need to dress smart. “Appearance and being well–presented is still as important as ever,” EnQuest’s Radage said. “It’s an old adage, but first impressions really do count and last. Being well-presented speaks volumes. It shows that you have made an effort and that the interview/opportunity is important to you. “Think about the impression you want to create and dress appropriately for the role. Creating the right impression from the outset will get you off to a good start and boost your confidence.” Christian Dorfinger, manager for Recruiting and Employer Branding at Austria’s OMV, added: “Dressing smart for the interview is essential. Make a good impression and don’t experiment.” Swift’s Read backs this up with some practical advice about what to wear. “Appearance is still an integral part of making a good first impression. Women should wear a suit or conservative dress. Men should wear a conservative suit, long sleeved shirt, and tie. Wear minimal amounts of jewelry and perfume/ cologne,” he said.

Coping with Nerves

Most people get nervous in interviews but TAQA Bratani HR Manager Gary Hunt believes a candidate can use nerves to his advantage. “It’s important to be yourself and nerves will always have a part to play for each and every one of us. However, nerves can often trigger an ultimately more

polished performance. Think of famous movie stars and singers who are haunted by nerves. This will help you to believe in yourself and recognize that you are not alone,” he told Rigzone.

Conduct

Swift’s Read reckons that candidates should take confidence from the fact that they have been called to an interview in the first place. “The company has asked to interview you because they think your resume matches what they need,” he said. “This is especially true for our contractors. For each submittal, we carefully select candidates from our database of 200,000 qualified candidates that possess at least 90 percent of the desired criteria. The interview is more about making sure your personality is a fit and to learn more about the skills listed on your resume.” BP’s Perrins believes the question of nerves ultimately comes back to good preparation. “Knowing you are as well prepared as possible will give you more confidence on the day. It is also a good idea to arrive early, so you have some time to relax and gather your thoughts before the interview, ensuring you are as calm and collected as you can be,” she said. OMV’s Dorfinger agrees with this view. “It’s generally important to be authentic and prepare upfront. Never go to an interview with no plan in mind,” he said. How candidates should interact with their interviewer (or, more commonly these days, interviewers) is a common concern. Do you only offer information about yourself when asked? Should you ask your own questions?

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Presentation

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“As well as researching the company, it’s also useful to have an understanding of the bigger picture. In other words, where the company fits within the wider oil and gas supply chain.”

INTERVIEW TIPS FOR GETTING THAT OIL, GAS JOB

“...Just relax, smile, be yourself and have confidence in your ability.” RIGZONE CAREER GUIDE

BP’s Perrins has this advice:

TAQA’s Gary Hunt agrees with this.

“Good body language and eye contact are important in an interview situation, of course. But most importantly, just relax, smile, be yourself and have confidence in your ability.

“Asking questions of the interviewer is important since it should be a two-way process and will demonstrate that you are enthusiastic and have an appetite to know more. There are no specific rules around when to ask questions; ordinarily it’s towards the end, but depending on how the conversation evolves, it can be appropriate to ask questions throughout the interview session,” he said.

“If you don’t understand a question, it’s okay to simply ask the interviewer to clarify or repeat the question, and if you don’t know the answer, be honest. It’s not always about a right or wrong answer, but about the way you approach the question. “Don’t always feel the need to answer right away. Take a moment to really consider the questions that you are being asked, and try to use plenty of examples from your past experience, from as many different roles and organizations that you have worked for as possible. Varied and interesting examples will add substance to what you are saying, and help an interviewer to visualize the skills that you might bring to the organization.”

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EnQuest’s Radage points out that it is important to remember that an interview is a two-way process. “It is as much about you finding out if the job and the company is right for you as it is the interviewer finding out if you are the right candidate, so it is really important not to be passive,” she said. “Ask questions. It shows you are keen and interested and having a pre-prepared list of questions is a really good prompt, as it is sometimes difficult to remember everything you want to ask in an interview situation. Listening, however, is equally important, so give the interviewer ample opportunity to speak, and acknowledge and confirm an understanding of what you are hearing. “Setting expectations at the start of the interview is good for everyone, so don’t be afraid to clarify if you can ask questions throughout or if you should wait until the end.” RIGZONE.COM

Candidates who already have a background in oil and gas should use this to their advantage, according to Radage. “If you have experience in oil and gas, giving examples of relevant projects you’ve been involved in and tangibles you have delivered is a great idea,” she said. For those looking for their first role in the oil and gas sector, Hunt advised: “Demonstrate to interviewers that you have transferable skills and that you are adaptable. Give tangible examples and convince the interviewer that you can successfully make the transition from the industry you work in today to the oil and gas industry tomorrow.”

FROM THE MIND OF A NEW GRAD... BY WENDY DIBENEDETTO

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Should I work onshore or offshore?

Thoroughly educate yourself about the two work environments. Two important areas to consider are salary and lifestyle. Offshore work often pays more and boasts greater tax benefits than onshore, but the risks are also higher and the work less sociable. Onshore work averages less in base pay but can provide financial rewards in the way of large bonuses for key contributions to successful projects. If you are young and single, and don’t mind working hard for 12 hours straight in harsh, remote locations for 28 days straight with little contact with family and friends, then offshore work may be for you. Onshore work caters to individuals with strong family ties and those needing more social interaction and access to modern comforts.

How do I find a mentor?

Determine your area of focus; identify whether you want a formal or casual relationship with your mentor (this will dictate the time and effort required by both you and your mentor); identify mentoring programs within professional organizations, academic institutions or within your place of employment and sign up; and, depending on the type of relationship, you will need to set your expectations accordingly. For a formal relationship, schedule regular meetings and set objectives and goals. For an informal relationship, make sure it’s okay to occasionally knock on his/her door or call with a question. It’s important not to make the person feel obligated or that you’re expecting a lot of his/her time.

The best way to network is to start with someone you know – have him/her introduce you to people with whom they are acquainted. If you are a recent graduate, find other alumni in the industry – you’ll have a starting point for conversation. When conversing, smile, ask questions and show you’re interested. Attend events you find interesting. By engaging in activities you’re passionate about, you will automatically have something in common with others in attendance. Make sure to swap information and follow up – show that you keep your word. It will set you apart from those that are just there for face time.

What if I can’t find a job – do I go back to school?

The expectation of finding a job in the oil and gas industry within six months is lofty. Until the right position comes along, earning certifications is an excellent idea as is completing a soft skills course. Taking any job with your targeted company or organization can open the door to future opportunities. Pursuing a higher or additional degree is always an option, but an expensive one. Incurring more debt when you don’t have any prospects for paying it off isn’t always the best idea.

What if I don’t have any experience in the industry?

Here’s your opportunity to become creative with the experience you do have – regardless of the industry. Make the most of what is on your resume. If you’ve worked in retail, stress your customer service experience. Showcase an issue that you resolved for a customer and tell how you used your problem-solving skills and critical thinking to find a solution. Volunteer or try an internship – these are excellent ways to gain practical experience, acquire new skills and make key contacts who can help secure a permanent position. Be flexible and practical. Consider accepting junior positions that may open doors to bigger and better opportunities down the road. Sources: “Offshore or Onshore: Which Route to Take?” By Matthew V. Veazey, Rigzone Staff, Rigzone.com April 30, 2014, “How to Network: 12 Tips for Shy People” by Meridith Levinson, CIO.com December 11, 2007

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How do I network with strangers?

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Outlook: Exploring the Next Generation of Oil, Gas Employees BY VALERIE JONES

@rz_careernews

The oil and gas industry will soon see many veterans retire, leaving the field ripe for blossoming young professionals. With the recent layoffs and budget cuts from numerous oil and gas companies, it creates a pathway for new, fresh talent to enter the workforce. Young professionals shouldn’t allow the current state of the market to deter them from excitement about entering the world of oil and gas because there’s quite a bit to be excited about.

PAGE 50

With many Baby Boomers expected to leave the industry soon, it means that employers and recruiters will be looking for skilled young professionals to head up some of their roles. And recent grads stand to fare well in regards to earnings potential: oil and gas extraction is expected to be the top-paying industry for Class of 2015 bachelor’s degree graduates, according to the National Association of Colleges and Employers. “When everybody’s tied to commodity prices, everybody fires at the same time and everybody hires at the same time,” Mike Weast, regional vice president of IT at nationwide staffing firm Addison Group, told Rigzone. Weast works with companies across all sectors of the oil and gas industry. “That rush to hire depends on the skillsets that are available at the time. In upstream, there will be a wide gamut of skills necessary and many different levels of candidates to come onboard.”

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Once the market is back on the upswing, oil and gas employees should prepare for recruiters who are looking for educated and experienced candidates prepared to dive in headfirst.

What Recruiters are Looking for “With retirements and individuals choosing to take other career paths, there are still avenues for young workers coming out of school who want to make it in oil and gas,” Weast said. “We’ve never had so many clients. Production has almost doubled since 2005. That type of production requires workers. A lot of projects have been put on hold, so you’re going to need a lot of project managers, business analysts and those who can provide support for people in the field. There will be new holes being drilled, so companies will need to be able to support those people wherever they are.” Recruiters are looking for candidates with good tenure, whether it’s prior industry experience or recent graduates who were working their way through college, Weast added. Solid references are important. Internships are also important to recruiters, and a good indication of how much on-the-job experience a candidate possesses. “A great deal of the companies we work for offer internships and will hire interns after the culmination of an internship,” Weast said. “That experience on your resume [or CV] is invaluable and

it really differentiates you from your other counterparts graduating with a bachelor’s degree.” Weast offered three distinct practices that make the difference between good workers and great workers. PAGE 51

• BE ON TIME: “If you’re supposed to be at work at 8 a.m., be there at 8 a.m.”

• GIVE 100 PERCENT EFFORT: “Everybody’s watching you. How you’re able to project effort doesn’t go unnoticed.” • PLAY NICE IN THE SANDBOX: “Sometimes it’s give;

sometimes it’s take, but playing nice goes a long way to making the team better as a unit.”

How to Become a Standout Candidate: University Officials Weigh In Colleges and universities are preparing the next generation of oil and gas professionals, individuals who will need to exhibit an increased level of marketability due to the current highly-skilled hiring pool. Dr. Bonnie Dunbar, director for the STEM Center at the Houston, Texas-based University of Houston, stresses the importance of soft skills, such as effective communication, to her students.

Will Ritchie Careers Consultant Team Leader, Robert Gordon University in Aberdeen

Dr. Bonnie Dunbar, Director, STEM Center, University of Houston

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Grant Aguinaldo Principal, Envera Consulting

“I tell my freshmen engineers all the time: you need the technical skills, but if you can’t communicate them, they just stay within you. You can’t always depend on your electronics and gadgets. You may need to communicate something to your boss who is sitting next to you on a plane,” said Dunbar. “Engineering is creative, dynamic and inventive and it requires more than just a technical skillset.” While the compensation potential often attracts the attention of students – Dunbar said her students’ eyes light up at the mention of salaries in the industry – she encourages students to be as prepared as possible. “Learn the language of mathematics – it’s the most universal language in the world,” she said. “It’s a common communication tool. Having that foundation opens up significantly more careers in the industry.”

Mike Weast, Regional Vice President of IT, Addison Group

EXPLORING THE NEXT GENERATION OF OIL, GAS EMPLOYEES

Aguinaldo offered three tips to young professionals preparing to enter the industry:

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Will Ritchie, careers consultant team leader at Robert Gordon University in Aberdeen, said engineering students need to “understand and articulate themselves in a much wider capacity than just their technical professional competence,” adding that “resilience and perseverance, along with a ‘can do’ and ‘will do’ attitude are increasingly sought after skills by employers.” Ritchie said large scale oil and gas organizations are recruiting for future leaders, however, job candidates shouldn’t expect for all opportunities to be advertised. Candidates should “inquire, connect and network their way into the hidden jobs market via social media, professional bodies and networks, personal and academic connections and attendance at industry fairs and expos,” he said.

What Young Professionals Should Be Doing Now PAGE 52

When the market turns around, recruiters will be tasked with finding the right people and placing them in the right positions. Candidates can better their chances, Weast said, by networking, keeping their resume or CV up to date and getting referrals – from recent graduates, older family members, colleagues or anyone who is in the industry and is willing to help. “When things tighten up in the industry, which is the case now, those relationships and connections you have become a lot more valuable when numerous people are trying to land the same positions,” he said. Grant Aguinaldo, principal of Envera Consulting, a California-based air quality compliance consulting firm, also mentors young professionals in the industry.

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• EDUCATE YOURSELF ON THE ISSUES. “Understand the key issues that surround the oil and gas industry. With the accessibility of the Internet, it has become easier to conduct research on key industry issues and it’s important that young professionals understand these issues and how they impact the operation of a business. For example, if you’re targeting jobs in the upstream sector, learn how current and/or pending fracking regulations can impact the industry. You don’t have to become a ‘know-it-all’ about these issues, but you should be aware enough to have a basic discussion on the issues, should the topic come up within a conversation.” • KNOW YOUR ROLE. “Understand how your role fits into the larger operation of the business. For example, if you would like to work within the environmental field at a refinery, understand the overall goal of the department. Understand how all of the different job functions work together to meet the overall goal.” • LEARN THE LANGUAGE. “Talk to folks currently working

in the industry in order to understand the language of the industry. This is important because knowing the language of an industry can serve as a competence trigger to a potential employer. It demonstrates that you have done your research about the industry and you know what you’re getting into – something that is not done by many who are applying for the same job.” Industry newcomers should exhibit confidence, knowing that they have prepared well and possess the knowledge and skills necessary … and that they are the best person for the job. Weast added that job-seekers should not get discouraged. “Know what it is that you want to do in oil and gas,” he said. “Find who’s hiring in the field and looking to fill the job you desire. Apply, and be ready when the phone rings.”

Successful Career Development Strategies: The Intangibles’ Toolbox

Having the right set of soft skills can be the differentiator between you and another candidate or peer when pursuing a new position or promotion. If you think about it, the majority of your job performance involves the application of emotional intelligence or a soft skill. So, what are these “nebulous” terms and how can you obtain them? Although the terms may seem interchangeable, soft skills include learned abilities that are not directly related to a specific career or job. These skills may be broken down into three key categories: communication, teamwork and the basics. Emotional intelligence, commonly referenced as

SOFT SKILLS

• COMMUNICATION • TEAMWORK • BASICS

COMMUNICATION: • Relationship Management • Advanced Presentation • Report & Business Writing

TEAMWORK:

• Meeting Facilitation • Project Management

BASICS:

• Customer Service

• Cross-Culture & Diversity

EQ, is comprised of inherent qualities that are developed or coached, rather than learned or taught. EQ affects how we govern our own behavior and social interactions in hopes of achieving positive results. Soft skills, which can be taught, allow us to effectively communicate within mostly business settings; whereas, EQ is the ability to recognize, understand and manage emotions in both personal and social situations. New graduates or individuals in between positions who want to begin a new career in the oil and gas industry are encouraged to earn certifications in as many soft skill courses as possible. Invest your time in one of several online courses offered by for-profit companies, industry organizations and academic institutions – some are even free. Pick up a few books on the various tangible skills offered by the “How-To for Dummies” series. There are also free phone/tablet apps available for download on emotional intelligence. Don’t miss out on mastering what is becoming an important part of your career in today’s workplace – it’s literally at your fingertips.

EMOTIONAL INTELLIGENCE SELF-AWARENESS:

• Willingness to Learn • Loyalty • Empathy • Ambition • Trust

• SELF-AWARENESS • SELF-REGULATION

SELF-REGULATION:

• Work Ethic • Stress Tolerance • Anger Management • Responsibility • Assertiveness

• DecisionMaking & Critical Thinking • Leadership

Sources: Society of Petroleum Engineers, MyCareerInOilandGas.com, MiningOilandGasJobs.com, North Carolina State University Supply Chain Metrics Blog, NAFT Club, Maersk Training, EmotionalIntelligence.net

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Your applicable skillset, educational background, degrees and certifications are important for a career in oil and gas. However, these credentials comprise only a portion of what an employer desires in their employees. Soft skills and emotional intelligence, both previously thought of as “nice-to-haves,” are now essential in the development of a successful career.

PAGE 53

BY WENDY DIBENEDETTO

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