Attracting, Recruiting & Attracting, Recruiting & Retaining StaffRetaining Staff

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Trevor Johnstone & Randy RitchieTrevor Johnstone & Randy Ritchie

Tight Oil Canada Congress 2012Tight Oil Canada Congress 2012

Presentation OverviewPresentation Overview

IntroductionIntroduction Current Market IssuesCurrent Market Issues Attracting Staff Attracting Staff Recruiting StaffRecruiting Staff Retaining StaffRetaining Staff Summary/Q&ASummary/Q&A

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IntroductionIntroduction

10th year of business10th year of business Completed 500+ search assignmentsCompleted 500+ search assignments Limited number of clientsLimited number of clients Specialists in EnergySpecialists in Energy Technical to CXX level, all disciplines Technical to CXX level, all disciplines The partners:The partners:

• Trevor – 26 years with 2 firmsTrevor – 26 years with 2 firms• Randy – 20 years with 4 firmsRandy – 20 years with 4 firms

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Current Market IssuesCurrent Market Issues

Shift of baby boomers to retirementShift of baby boomers to retirement Limited hiring 12-20 years agoLimited hiring 12-20 years ago Lack of trained professionalsLack of trained professionals Economy boom = high demandEconomy boom = high demand

• All Commodity areasAll Commodity areas• Domestic & InternationalDomestic & International

Tremendous Growth of “tight” playsTremendous Growth of “tight” plays

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Current Market IssuesCurrent Market Issues

Uptrend in completions & reservoirUptrend in completions & reservoir

Competition in the marketplaceCompetition in the marketplace• Factors in coordinating interviewsFactors in coordinating interviews• Workloads, meetings, vacationsWorkloads, meetings, vacations www.jrpsi.ca

Trend: Type of Searches conducted by Johnstone & Ritchie

0

510

15

2025

30

2008 - 2009 2009 - 2010 2010 - 2011 2011-2012

Year of business

Per

cen

tag

e Reservoir

Completions

Geology &Geophysics

CheckpointCheckpoint

Given all these issues, is Given all these issues, is recruitment of qualified staff recruitment of qualified staff a top priority for you, or is it a top priority for you, or is it just another thing for you to just another thing for you to

do at work?do at work?

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Attracting StaffAttracting Staff

What are you doing to promote your What are you doing to promote your company?company?

Do you have a market presence or Do you have a market presence or are you “flying under the radar are you “flying under the radar screen”?screen”?

What is the quality of your asset/ What is the quality of your asset/ opportunity?opportunity?

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Attracting StaffAttracting Staff

Why is someone going to be Why is someone going to be interested in your company and the interested in your company and the role?role?

What will distinguish you from the What will distinguish you from the “competition’?“competition’?

Are your expectations for staff Are your expectations for staff realistic or unrealistic?realistic or unrealistic?

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Attracting StaffAttracting Staff

If your opportunity has some “hair on If your opportunity has some “hair on it”, how flexible are you? it”, how flexible are you? • Consider candidates that lack perfect Consider candidates that lack perfect

technical skills but have a great track technical skills but have a great track record of successrecord of success

• Increase remunerationIncrease remuneration• Change your expectationChange your expectation

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CheckpointCheckpoint

Do you have an accurate, Do you have an accurate, compelling story to tell compelling story to tell

current potential candidates current potential candidates and also those that might be and also those that might be interested in you “down the interested in you “down the

road”?road”?

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Recruiting StaffRecruiting Staff

Start with Internal methods:Start with Internal methods:Have you:Have you:• Looked at an internal promotion?Looked at an internal promotion?• Tapped out all of your own “trap lines”?Tapped out all of your own “trap lines”?

External methods:External methods:Have you:Have you:• Advertised in a newspaper or job board?Advertised in a newspaper or job board?• Considered a search firm?Considered a search firm?

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Recruiting StaffRecruiting Staff

Timeline expectations Timeline expectations with executive search:with executive search:

Backdate three months from when you Backdate three months from when you need the role filled need the role filled

Two “Recruitment Windows” per yearTwo “Recruitment Windows” per year• Typically, 2 major payout/vesting events Typically, 2 major payout/vesting events • 90-day window to secure a candidate90-day window to secure a candidate

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Recruiting StaffRecruiting StaffSearch Timeline:Search Timeline:

Week 1-3Week 1-3 Search firm is engaged, Search firm is engaged, finalizes profile & recruitsfinalizes profile & recruits

Week 3-5Week 3-5 Search firm interviews long Search firm interviews long list and presents candidateslist and presents candidates

Week 5-7Week 5-7 Client interviews short list of Client interviews short list of candidatescandidates

Week 7-9Week 7-9 Top two candidates Top two candidates references & negotiationsreferences & negotiations

Week 9-12Week 9-12 Top candidate secured. Top candidate secured. Begins new roleBegins new role

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CheckpointCheckpoint

Do you have a realistic Do you have a realistic expectation of how long it expectation of how long it takes to fill open roles in takes to fill open roles in

today’s marketplace?today’s marketplace?

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Retaining StaffRetaining Staff

Review after 1, 6, and 12 monthsReview after 1, 6, and 12 months• ExpectationsExpectations• Communication, lots of itCommunication, lots of it

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Survey results: Why do people look outside current company?

0% 20% 40% 60% 80% 100%

Lack of training

Lack or lateral mobility

Lack of responsibility

Lack of upward mobility

Low pay package

Lack of recognition

Poor management

Degree of importance High Moderate Low

Retaining StaffRetaining Staff Cater incentives to demographicCater incentives to demographic

TrendsTrends• Shift away from remunerationShift away from remuneration• Increased importance of trainingIncreased importance of training• Increased importance of flex timeIncreased importance of flex time• Appreciation and recognition of effortsAppreciation and recognition of efforts

Make it “easy” to work at workMake it “easy” to work at work• Edible incentivesEdible incentives• Freedom to roam from desk i.e. WIFIFreedom to roam from desk i.e. WIFI

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CheckpointCheckpoint

Do you have any type of Do you have any type of employee retention plan in employee retention plan in

place?place?

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SummarySummary

Finding qualified staff is difficult and Finding qualified staff is difficult and will only get tougherwill only get tougher

Know when to use your own Know when to use your own recruitment sources and when to recruitment sources and when to use a retainer-based executive use a retainer-based executive search firmsearch firm

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Opportunity for QuestionsOpportunity for Questions

Thank you for your attendanceThank you for your attendance

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