Attracting, Recruiting & Retaining Staff

1. Tight Oil Canada Congress 2012 Attracting, Recruiting & Retaining Staff Trevor Johnstone & Randy Ritchie www.jrpsi.ca

2. Presentation Overview • Introduction • Current Market Issues • Attracting Staff • Recruiting Staff • Retaining Staff • Summary/Q&A www.jrpsi.ca

3. Introduction • 10th year of business • Completed 500+ search assignments • Limited number of clients • Specialists in Energy • Technical to CXX level, all disciplines • The partners: • Trevor – 26 years with 2 firms • Randy – 20 years with 4 firms www.jrpsi.ca

4. Current Market Issues • Shift of baby boomers to retirement • Limited hiring 12-20 years ago • Lack of trained professionals • Economy boom = high demand • All Commodity areas • Domestic & International • Tremendous Growth of “tight” plays www.jrpsi.ca

5. Current Market Issues • Uptrend in completions & reservoir • Competition in the marketplace • Factors in coordinating interviews • Workloads, meetings, vacations www.jrpsi.ca

6. Checkpoint Given all these issues, is recruitment of qualified staff a top priority for you, or is it just another thing for you to do at work? www.jrpsi.ca

7. Attracting Staff • What are you doing to promote your company? • Do you have a market presence or are you “flying under the radar screen”? • What is the quality of your asset/ opportunity? www.jrpsi.ca

8. Attracting Staff • Why is someone going to be interested in your company and the role? • What will distinguish you from the “competition’? • Are your expectations for staff realistic or unrealistic? www.jrpsi.ca

9. Attracting Staff • If your opportunity has some “hair on it”, how flexible are you? • Consider candidates that lack perfect technical skills but have a great track record of success • Increase remuneration • Change your expectation www.jrpsi.ca

10. Checkpoint Do you have an accurate, compelling story to tell current potential candidates and also those that might be interested in you “down the road”? www.jrpsi.ca

11. Recruiting Staff • Start with Internal methods: Have you: • Looked at an internal promotion? • Tapped out all of your own “trap lines”? • External methods: Have you: • Advertised in a newspaper or job board? • Considered a search firm? www.jrpsi.ca

12. Recruiting Staff Timeline expectations with executive search: • Backdate three months from when you need the role filled • Two “Recruitment Windows” per year • Typically, 2 major payout/vesting events • 90-day window to secure a candidate www.jrpsi.ca

13. Recruiting Staff Search Timeline: www.jrpsi.ca

14. Checkpoint Do you have a realistic expectation of how long it takes to fill open roles in today’s marketplace? www.jrpsi.ca

15. Retaining Staff • Review after 1, 6, and 12 months • Expectations • Communication, lots of it www.jrpsi.ca

16. Retaining Staff • Cater incentives to demographic • Trends • Shift away from remuneration • Increased importance of training • Increased importance of flex time • Appreciation and recognition of efforts • Make it “easy” to work at work • Edible incentives • Freedom to roam from desk i.e. WIFI www.jrpsi.ca

17. Checkpoint Do you have any type of employee retention plan in place? www.jrpsi.ca

18. Summary • Finding qualified staff is difficult and will only get tougher • Know when to use your own recruitment sources and when to use a retainer-based executive search firm www.jrpsi.ca

19. Opportunity for Questions Thank you for your attendance www.jrpsi.ca