This document discusses topics related to personnel recruitment and development for the Shtokman gas field project. It covers improving the candidate experience, distinguishing candidates from applicants, considerations for mass recruitment of remote projects, plant construction jobs needs, and the importance of training and development practices. The key points are timely communication with candidates, understanding applicant motivations and qualifications, planning recruitment far in advance for large projects, and investing in ongoing learning for personnel.

1. International Seminar on professional training and development of personnel for
Shtokman gas field development
Hiring the Best Talent
Irina Stepanova,
BD/Recruitment manager
Swift WorldWide Resources
Archangelsk - 15/09/10

2. Improving recruitment experience for the candidate
Understanding the sense of urgency that drives the lives of modern professionals
– Thinking in terms of 28 x 28
Timely, regular feedback channelled through recruiter
– Lose interest if no contact within 2 weeks
– General attitude to the company -> future references and applications
– Improved results of further search
Synchronizing the candidate and the company
– Take advantage of Moscow-bound trips for interviews
– Economy of scale

3. Candidates vs. Applicants
Competition from global marketplace
– More jobs than qualified personnel (offshore, subsea, LNG, drilling fluids, process engineers)
Fundamental difference: Candidate vs Applicant
– Ideal candidate is usually happily employed
– Several competing offers or counter-offer from the current employer
– Timely processing and feedback paramount within 5-10 business days
– Seniors: willing to know organizational structure, where they fit in

4. Mass recruitment: remote, technology rich projects
Pre-planning:
– Requirements, Deadlines, Numbers of contractors.
Execution
– Focused advertising, proactive search and selection, mobilization.
– Time required: minimum 2 months
Local knowledge + global reach
– Local office – important for junior and blue-collar personnel
– Support, coordination and check-ups from head office

5. Plant Construction Jobs
• General Foreman • Electricians • Light Equipment Operations • Riggers
• Pipefitters • Rodbusters • Insulators • Painters
• Foreman • Instrument Fitters • Heavy Equipment Operations • Ironworkers
• Welders • Concrete Finishers • Sheet Metal Workers • Helpers
• Carpenters • Instrument Technicians • Millwrights
• Laborers
Peak at different times
Russian specialization wider than Western analogue
Don’t speak English (90%) -> interface needed
Transparent C & B important up front (accomodation, living allowance, etc.)

6. Forward thinking: T & D practices
Educational programs
– study tours to offshore platforms
– stipends
Best practices from Sakhalin –
On the job training and development SEIC, Exxon, Schlumberger
– Corporate universities (GE, Shell)
– Mentors
Russianisation

7. THANK YOU