Seeking Engineers in the Sellers' Market
- T. Don Stacy (Pan American Petroleum Corp.) | William D. McCain Jr. (State U.)
- Document ID
- Society of Petroleum Engineers
- Journal of Petroleum Technology
- Publication Date
- June 1968
- Document Type
- Journal Paper
- 551 - 554
- 1968. Society of Petroleum Engineers
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- 88 since 2007
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A common goal of the recruiting efforts of the various petroleum companies is to supply their needs for engineering manpower. Within this common purpose four recruiting techniques are used. These techniques may be described as the Miles Standish Method, the Combination Mode, the Lothario Approach and the Back Door Path. Each technique is described and evaluation of the effectiveness of each is given. A definite correlation is shown between the recruiting technique employed and the success of the company in attracting young engineers.
The basic principle underlying the success of any recruiting program is the exhibition of a sincere personal interest in each candidate. Observation over a period of years indicates that there are both a wrong and a right recruiting approach.
The paper outlines observations of how certain actions affect the student and his opinion of a company. Salaries, telephone communication, choice of assignment, plant visits, recruiting gimmicks, on-campus interviews, organization charts and other factors, are discussed.
In no case is the struggle of supply and demand more severe than when the product is a prospective employee. As long as engineering enrollments are low, and industry demand is high, this struggle remains acute. The major oil companies must compete with graduate school, military service, and other industries in filling their needs for engineering manpower. Every recruiter wonders "what went wrong" when a promising young engineer accepts the offer of another company. We have observed the recruiting merry-go-round for several years and have noted that although the companies visiting our campus use the same general approach, the degrees of their success vary widely.
The general program for recruiting engineers follows a pattern of: on-campus interviews, interview trips by the engineering student and follow-up. The major difference among the would-be employers is each one's specific application of this general program. This paper attempts to classify the recruiting techniques and correlate them with their success in the hiring of engineers.
A direct contrast is drawn between the unsuccessful and the successful methods of handling engineering students.
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