Fairness And Accuracy In Oil Jobs.

There are two holy grails in oil job recruitment. Recruiters aim for fairness and accuracy. Fairness in oil jobs means treating all candidates for any and all oil jobs equally. Thus all people who have the skills and a registered CV with the oil job recruitment companies are considered for any suitable position. Accuracy means getting the right people into the role and retaining them there for at least one year. Square peg oil job candidates into square oil job holes.

The petrochemical industry is huge and demands large numbers of skilled hard working people all of the time. So the oil job vacancy filling process needs to be responsive, effective and fast while keeping its values of fairness and accuracy. The oil job vacancy filling process begins in practice with the target job. Look for example at the following oil job advert for an electrical engineer:

B.Sc. in Electrical/Electronics Engineering. Excellent knowledge and skills of international codes and standards. Computer literate. Good communication and interpersonal skills. 10 Years experience in Oil or related industry, 5 years of which should be design of power supply, distribution, switch gears, Hazardous area classifications, power management, network, other electrical equipment for Offshore applications.

Oil job recruitment companies would search their candidate databases to define the largest first pool of suitable candidates. Fairness and accuracy are built into this first recruitment stage because the vacancy is well defined. Anybody who has the qualifications and 10 years experience will be in the first pool. Candidate CV cover letters will be compared to this advert and this is why it is important to target your cover letter and your CV to the job requirements in order to ensure you are not rejected at the first hurdle.

The second stage of the oil job recruitment process would be to sift in detail the CVs of all candidates. Attention to detail in candidate CVs will always pay off at this stage. CVs that demonstrate a person's experience and competence in say “Good communication and interpersonal skills” will move to the next stage of the selection process. Recruiters will look for behavioral STARs in any CV. Behavioral because they are example of actual things achieved and STARS because they describe the Situation or Task, the Actions that the candidate took and the Results of those actions.

The short listing and interviewing stage comes next. Accuracy in recruitment decisions is achieved by assessing STARs in both CVs and interview responses and measuring them against the target job requirements. Good oil job interviewers will be skilled in drawing out from interviewees their experiences in a STAR format. They will only be interested in what candidates have actually done and not in what they think. They will ask behavioral questions as opposed to hypothetical ones.

The oil job candidates with the most relevant, the most recent and the most significant and the most STARs will land the jobs. Candidates can greatly help themselves by writing their CV and explaining their job anecdotes in terms of situation or task, action and result

Frank Cullen MD www.oilandgasjobvacancies.com

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