Chris Taylor, HRD UK & Canada at Subsea 7, proposes that there isn't in fact a talent shortage in the oil and gas industry. There are a whole other host of factors at play. He also outlines Subsea 7's Conversion Programme.

1. #talentbites

2. Talent Shortage, What Talent
#talentbites
Shortage?
Chris Taylor
HR Director UK & Canada, Subsea 7

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4. Buoyant Market Place
Olympic Stadium
& Infrastructure
Global
Competition
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Limited
Resource
Pool
Onshore
Processing
Heathrow
Terminal 5
Offshore Rotas
Aircraft Carriers
Nuclear
Industry

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The Present

6. Is There Really a Talent Shortage?
• Are the talent shortage statistics correct?
• Is more about quality than quantity?
• Do we allow enough time to resource effectively?
• Recruit right first time?
• Barriers to entry into Oil and Gas too high?
• Do all companies train and develop their staff?
• The impact of contracting market?
• Attraction Strategies?
• Do people understand our industry?
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Subsea 7 Conversion Programme

8. The Programme
A comprehensive 5 week development programme
providing training, knowledge and experience
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required to become a project engineer.

9. The Programme
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Classroom training
On the job practical training
Complete e-learning modules
Visits to Subsea 7 sites, suppliers and subcontractors
Group exercises
Assigned to project team
Further development e.g. IMechE, ICE

10. 2012 Intake - What Industries?
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X 13
X 5
X 5
X 2
Recruitment Process
500 applicants for 25 places
Successful Applicants
Average years experience
= 7.3 years

11. Why undertake a conversion programme?
• Quick and easy to set up
• To replenish the available pool of subsea engineers within Aberdeen’s
engineering community
• Attracts highly competent experienced people (vs. Apprentices / Graduates)
• High retention/loyalty
• Demand is greater than supply for the programme
• Tapping into other industries for talent to create future subsea engineers
• Cost effective – Conversion vs. Graduates
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12. Graduate Engineer vs. Conversion Engineer turnaround time
1 year 2 years 3 years
Conversion Engineer Graduate Engineer
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13. Conversion programme retention rate
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Year Recruited Retained Retention Rate
2005 11 5 45%
2006 8 4 50%
2007 6 5 83%
2008 8 6 75%
2009 12 6 50%
2010 13 11 85%
2011 14 13 93%
2012 24 20 83%
Overall Totals 96 70 73%

14. Industry Sector - Salary expectations
Data from www.prospects.ac.uk
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15. Summary
• Key benefits of running the Engineering Conversion
Programme are:
– Easy to set up
– Tailor to your own organisation
– Cost effective
– High retention
– Conversion engineers have the life/work experience
necessary to immediately add value
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seabed-to-surface
www.subsea7.com

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