‘People provide the only sustained competitive advantage in the knowledge economy. How can HR and line managers respond to cost cutting calls whilst protecting their company's edge?’

The downturn in the global oil price which began in mid 2014 has had a significant impact on talent acquisition by companies across the oil and gas industry – operators, service companies and others.

In this paper, we will explore how the oil and gas industry – upstream, midstream and downstream - is currently sourcing talent in the Middle East and North Africa (MENA) region, employee sentiment under the current oil price context, how the recruitment sector has adapted during the downturn to meet changing client needs, the talent need in post-sanctions Iran and the main challenges and opportunities – and solutions – facing HR managers seeking to maintain a competitive edge.

The paper will cover the following key themes:

  • Candidate sentiment in MENA in the face of the oil price downturn. How is your most important resource feeling right now and why?

  • Expatriates vs. local content – squaring operational needs with regulatory requirements. Where are expats coming to MENA from? Which local candidates are in good supply and where are the shortages?

  • New markets that offer International Oil Companies (IOCs) opportunities during the downturn such as Iran – the talent need post-sanctions

  • The recruitment sector response – increasing specialisation

  • The key issues and opportunities facing people managers in companies like yours

Keywords:
personnel competence, employer, middle east, Upstream Oil & Gas, Iran, contractor, local content, Recruitment, MENA region, requirement
Subjects:
Professionalism, Training, and Education, Personnel competence
Copyright 2016, Society of Petroleum Engineers
You can access this article if you purchase or spend a download.