Which generation is most in demand in the oil and gas industry right now: Baby Boomers, Gen X, Millennials, or Gen Z?
The answer to that question is Millennials, Dave Mount, president of Louisiana-based OneSource Professional Search, told Rigzone.
“They have work experience ranging from four to 18 years,” Mount told Rigzone.
“Many companies are experiencing the big change in crew from the retirement of the Boomers and are building their company/bank with these professionals,” he added.
Baby boomers ranked second on a list of three sent Mount. The head of OneSource Professional Search said this generation offers “great industry experience” and “work ethic” and emphasized that they are in demand at smaller, small and mid-sized businesses “that need experienced leadership , a mentorship and a transfer of knowledge from the new and less experienced”. employees”.
Gen Z ranked third and last on Mount’s list, with OneSource’s president noting that most Gen Z workers are close to entry-level, “and our company is not in high demand of nearby level search”.
“They are being hired through the typical corporate college recruiting channels,” Mount said.
When asked the same question, Brian Binke, managing director of Michigan-based Birmingham Group, a subsidiary of Sanford Rose Associates, told Rigzone that the oil and gas industry is experiencing a growing demand for more workers young people, “competent in new technologies and soft skills, to replace retired professionals”. These are individuals who were born between the years 1990 and 2001, Binke pointed out.
“Despite robust profits and increased global demand, the industry faces challenges in attracting and retaining this new talent,” Binke said.
“To address this, companies must invest in education, innovative recruitment strategies and technology. McKinsey predicts the need to fill 1.9 million skilled roles by 2025, prompting companies such as ExxonMobil to partner with educational institutions and Shell with Google Cloud to improve its appeal,” Binke added.
“Furthermore, diversity needs to be improved, with companies like BP seeking more women in leadership positions. Competitive compensation, such as TotalEnergies’ comprehensive benefits, is also essential. Environmental initiatives, such as Chevron’s commitment to reduce emissions , are necessary to address public concerns,” he continued.
“Thus, through education, technology, diversity, competitive pay and sustainability, the industry can overcome this skills shortage,” Binke said.
According to Texas-based The Center for Generational Kinetics, which describes itself as the number one research firm in generational studies and solutions, baby boomers are those born between 1946 and 1964, Gen Xers are those born between 1965 and 1976 , Millennials are those born between 1965 and 1976. 1977 and 1995, and Generation Z are those born between 1996 and 2015.
At the beginning of this year, in an article on oil and gas contractingBinke told Rigzone that not enough young adults are entering the oil and gas industry.
“Young adults who are interested in the energy workforce tend to gravitate toward renewable energy because it’s the new ‘big thing,'” Binke said at the time.
“Oil and gas companies will face recruitment issues in the future because many people currently in oil and gas want to leave the industry,” he added.
In the same article, Neil Bradshaw, Petroplan’s head of permanent recruitment for EMEA, told Rigzone that there simply aren’t enough young people entering the oil and gas workforce in recent times.
“It will be a real potential challenge in the coming years for companies in a global industry that has traditionally experienced challenges with skills shortages,” he added.
Gladney B. Darroh, founder and president of Houston-based Piper-Morgan Search, told Rigzone in this article that “there will always be ‘enough’ young people attracted to the oil and gas industry that oil companies and gas (upstream/middle). /downstream) will always do what they have to do to entice them”.
To contact the author, please send an email andreas.exarcheas@rigzone.com
