Oil and Gas Salary Guide

7/29/2019 Oil and Gas Salary Guide

http://slidepdf.com/reader/full/oil-and-gas-salary-guide 1/32

THE OIL & GAS

GLOBAL SALARYGUIDE 2012Global salaries and recruiting trends.



DISCIPLINE AREAS COVERED

24COUNTRIES WORLDWIDEREPRESENTED 53

RESPONDENTS WORK WITHA GLOBAL SUPER MAJOR 1,200+

RESPONDENTS AREEMPLOYERS IN THE INDUSTRY 5,400

PEOPLE RESPONDED TO THE

SURVEY 14,400+

SURVEY SUMMARY

THANK YOU

We would like to express our gratitude to all those organisations and individuals who participated in

the collection o data or this year’s survey. More than 14,000 responded , which is almost 30 per cent

up on last year and this has once again ensured that we can produce an inormative document to helpsupport your business decisions.

Disclaimer: The Oil & Gas Global Salary Guide 2012 is representative o a value added service to our clients and candidates. Whilst every care is taken in the collection and

compilation o data, the survey is interpretive and indicative, not conclusive. Thereore inormation should be used as a guideline only and should not be reproduced in total or by

section without written permission rom Hays.



CONTENTS

2 Aglobalperspective

Section one - salary inormation

6 Overviewandsalariesbycountry

7 Salariesbydisciplinearea

8 Salariesbycompanytype

9 Contractordayratesbyregion

Section two - industry benefts

2 Overviewobenets

3 Benetsbycompanytype

4 Benetsbyregion

Section three - industry employment

7 Stanglevels

8 Diversityandmovementoworkorce

20Experienceandtenure

22Employmentmix

Section our - economic outlook

26Industryoutlook

27 Mostsignicantissues

From boom times in Australia and Brazil to unrest in North Arica, our report

on salaries once again displays the many trends, events and orces that shape

the complex world o how people are paid in the oil and gas industry. We are

oten very aware o remuneration within our own regional industry (it is one

o those topics that impacts us all in some way), however very ew o us have

a good handle on how remuneration changes as we move around the world.This is the endearing quality and attraction o this document and we are

pleased to say the main reason why it receives so much interest throughout

the industry.

In general the trend in remuneration or 2011 was up; driven on by a buoyant

oil price and most countries around the world seeking to explore or, or

extract the energy resources they need to advance their own economies.

Indeed it was a year that stood out rom others in the breadth o geographic

coverage. Whilst South America and Asia Paciic continued to lead the way

in new investment, two o the traditional power houses o the industry, the

North Sea and the Gul o Mexico, also came back on line in terms o hiring.

This added to an already busy market, where very ew areas o the globe

were let untouched.

This wider participation was also relected in those completing our survey,

both in their geographic coverage and their number. To have over 14,000

respondents this year was a tremendous number which exceeded all

expectations. This large response has allowed us to drill down into more

speciic roles, disciplines and regions. In this regard individuals can more

clearly identiy their own situation whilst at the same time we can ensure that

the igures we produce are an accurate portrayal o the market.

Whilst assessing our own individual package against the igures is an

emotive and oten interesting activity, it is the movement o remuneration

and employment trends over the last three years that provide the most

ascinating insights. In general the market in 2010 relected the tail end o the

global recession o the previous year and was urther weighed down by the

oil disaster in the Gul o Mexico. In 2011 we have seen these issues let behind

and the market regain most o those losses, particularly so when it comes

to permanent salary packages and beneits. Contractor rates are still below

the highs o 2008, and with the general drit towards permanent staing

it remains to be seen whether they will return in the near uture. Whilst the

markets have sotened towards the end o the year in the ace o intense

negative sentiment around Europe, the data shows an entrenched conidence

that should prevail through 2012 and beyond.

Last year’s Salary Guide was downloaded by over 150,000 people. With a

urther 10,000 hard copies distributed at various industry exhibitions and

conerences, it is ast becoming the reerence o choice or those wishing tocompare remuneration globally. This continues to be our driving ambition,

and we will continue to work hard in improving the content to ensure that it

remains as such.

There are numerous people to thank in the compilation o this document, not

least o which are the many industry proessionals that took valuable time

to complete the survey. We would also like to thank those in our respective

teams at ‘Hays Oil & Gas’ and ‘Oil and Gas Job Search’ that spent many an

hour analysing the data and designing the ormat. Once again their hard

work and the time taken by those responding have combined to produce a

great reerence document or our industry.

Matt UnderhillManaging Director, Hays Oil & Gas

Duncan FreerManaging Director, Oil and Gas Job Search



OIL & GAS SALARY GUIDE 20122

A GLOBALPERSPECTIVE

PRE-SALTFIELDS,BRAZIL

The Brazilian government pursues

its ambitious plans to develop the

deep water pre-salt elds with

multi-billion dollar investments.

GULFOFMEXICO

The region sees a strong recovery in

employment ollowing the Horizon disaster o

the year beore.

NORTHSEA

Hiring returns to the region ollowing

a dicult recession.

WESTERNCANADA

Buoyant oil prices bring oil sands

projects back on line and drives

up salaries.

WESTAFRICA

Further discoveries and a lack

o social disruption continue toserve the region well. Salaries

rise or both imported talent and

a growing body o local skills.



3

AUSTRALIA

Limited human capital,

multiple mega-projects

underway and a new

emerging Coal Seam

Gas industry drive

salaries to the top o

the global league table.

POLAND

Emerging shale market attracts

oreign multinationals to the many

opportunities on oer.

CHINA

Chinese operators extend their

activities overseas, whilst at home

they aggressively expand operations

to keep up with supplying the

countries mounting energy

requirements.

MIDDLEEAST

Iraq proves to be the major draw

card in the region or new projectsas the country starts to develop its

extensive oil reserves.




SECTION ONESALARY INFORMATIONPermanentsalariesrose6.%overthelast2months.







7

S E C T I O N O N E -

S A L A R Y I N F O R M A T I O N

S E C T I O N T W O - I N D U S T R Y

B E N E F I T S

S E C T I O N T H R E E - I N D U S T R Y E M P L O Y M E N T

S E C T I O N F

O U R - E C O N O M I C O U T L O O K

SALARY INFORMATION

SALARIES

ANNUAL SALARIESBY DISCIPLINE AREA

Operator/

TechnicianGraduate Intermediate Senior

Manager

Lead/Principal

VP/Director

Business Development/ Commercial ,700 38,400 ,800 60,700 94,700 88,400

Commissioning 6,300 N/A 68,00 76,800 6,200 N/A

Construction/ Installation 2,900 47,300 7,400 78,000 8,00 73,200

Downstream Operations Management 38,700 33,800 37,700 62,700 03,600 66,300Drilling 60,900 30,900 7,00 98,000 42,00 N/A

Electrical ,900 28,600 47,400 67,800 98,400 36,000

Estimator/ Cost Engineer 28,000 29,600 39,000 67,00 07,900 N/A

Geoscience 6,700 3,00 8,700 09,000 40,00 9,00

HSE 6,900 3,200 8,700 79,600 9,900 28,00

Instrumentation, Controls & Automation ,300 33,900 48,000 7,300 07,800 N/A

Logistics 3,900 3,000 42,00 72,00 82,400 99,000

Maintenance 47,00 N/A N/A 4,600 84,600 N/A

Marine/Naval 62,900 38,300 ,000 8,00 ,200 68,700

Mechanical ,400 30,400 4,00 66,700 02,700 22,300

Piping 47,400 28,400 43,00 9,000 96,900 N/A

Process (chemical) 48,200 30,00 47,00 68,00 04,800 39,900

Production Management ,300 3,800 9,300 67,00 07,700 260,700

Project Controls 4,200 42,400 49,000 78,600 2,000 34,00

QA/QC ,000 37,000 48,700 68,300 94,400 28,900

Reservoir/ Petroleum Engineering 42,00 37,900 6,400 97,800 23,400 0,000

Structural 43,700 3,600 44,900 9,200 0,800 N/A

Subsea/ Pipelines 6,000 38,600 9,00 0,200 46,900 22,000

Supply Chain/ Procurement 40,00 29,00 48,600 8,200 98,00 80,000

Technical Saety 4,400 32,00 44,300 8,00 0,000 ,900

Undoubtedly we are delicately poised when it comes

to salaries within the industry or next year. Without a

European induced collapse in the global economy we willinevitably be aced with skill shortages in more than just a

ew select locations. This will drive salaries up urther, and

in this scenario we would expect a larger increase than

the rise we have seen in 2011. With this said, and when

considering the alternative, it would be a ‘nice problem to

have’.

How much dierence a year makes in the oil and gas

industry is demonstrated by the rise in salaries within

drilling. Last year’s igures showed those in this sector o

the industry were sitting in the middle o the pack. This year

they are level pegging with subsea engineering as one o

the hotspots or salaries. With demand or onshore drilling

on non conventional sources at an all time high, and rig

utilisation oshore rising, labour demand in this sector is

obviously buoyant.

With drilling activity up, it is not unexpected that salaries or

others in the exploration and production ield are also strong

this year. Geosciences and reservoir/petroleum engineersshowed good increases and production management and

logistics were also strong. Subsea engineering repeated its

increases o last year and project controls and construction

and installation proved that there was plenty o new projects

under construction.

Core engineering disciplines didn’t are so well with

electrical, mechanical, structural and process engineers all

lat in comparison to last year. These core disciplines are

where most engineering proessionals will start their careers,

and may suggest why headline salaries have not increased

beyond the levels seen.




SALARY INFORMATION

SALARIES

ANNUAL SALARIESBY COMPANY TYPE

Operator/

TechnicianGraduate Intermediate Senior

Manager

Lead/Principal

VP/Director

Consultancy 44,600 32,700 46,800 76,000 20,300 46,800

Contractor 46,300 3,300 ,300 6,800 0,900 42,00

EPCM 49,00 36,400 ,700 79,400 20,600 72,300Equipment Manuacture and Supply 42,900 28,300 38,900 9,700 73,800 29,00

Global Super Major 60,200 48,300 70,300 93,00 29,400 222,800

Oil Field Services 49,300 3,00 ,300 69,200 89,400 ,200

Operator ,000 48,700 72,300 97,400 49,200 22,400

In line with the increase in project work those working in an

EPCM company saw a rise in salary as did anyone working

or an operator. The most signiicant rises however came or

those with the least experience within any o the company

types, and relected the increasing competition or entry

level talent compared to the year beore. We also saw a rise

or the most experienced end o the market as companies

sought to put their increasing proits to good use, both in

rewarding that talent, and also in attracting new strategic

hires.

202 $02,000

20 $00,800

202 $67,300

20 $64,00

YEARLY SALARY CHANGES BY COMPANY TYPE

Consultancy

Contractor

EPCM

EquipmentManuacture

GlobalSuperMajor

OilFieldServices

Operator

andSupply

202 $90,200

20 $8,700

202 $74,800

20 $7,600

202 $9,200

20 $87,000

202 $6,600

20 $62,900

202 $03,300

20 $97,00

+5%

-1.1%

+4.6%

-2.2%

+1.1%

+4.8%

+5.6%

With the market on the increase, in general it was a year

in which most company types saw increases in salary

o around the 5 per cent mark. The exceptions to this

trend included both general contractors and equipment

manuacturers, both o which have a high level o localemployees (as opposed to imported talent). In this respect

both groups will be more aligned to local economies than

any global orces and may explain the lack o growth.

The third group to experience little movement in comparison

to last year is the global super majors. This may be the

eects o localisation/nationalisation drives within the

workorce, reducing average salaries. Indeed we have noted

an increase in local employees within this group rom 47 percent last year to approaching 55 per cent this year.







Those benets on the rise

refected the increasing

condence in the market and the

desire o companies to provide

an environment that incentivised

growth. Consequently bonuses,

commissions and share schemes

all made the top ve increases.

5 LARGEST INCREASES

IN BENEFITS

202 20 Increase

Bonuses 4.78% 3.2% 1.27%

Pension .94% .44% 0.50%

Commission 0.78% 0.30% 0.48%

Hardship allowance .26% 0.80% 0.46%

Share scheme 0.87% 0.48% 0.39%

Valueothebenetasa

percentageotheoverallpackage





3




B E N E F I T S


S E C T I O N F


Background:Graphshereshowthetopbenetsbycompanytypeandthepercentageopeoplewhoreceivethem.

INDUSTRY BENEFITS

COMPANY BENEFITS

4% 2% 22% 9% 7% 6% 3%

32% 2% 6% 7% 6% 7% 42%

33% 6% 2% 7% 7% % 42%

43% 23% 28% 8% 9% 7% 33%

TOP BENEFITS BY COMPANY TYPE

EPCM/CONTRACTOR GLOBAL SUPER MAJOR/OPERATOR

EQUIPMENT MANUFACTURER & SUPPLY OILFIELD SERVICES/CONSULTANCY

In terms o company type, operators and the

majors continued to distribute more benets to

their workorce than any other group at just over

29.5 per cent o overall package.

B o n u s e s

B o n u s e s

B o n u s e s

B o n u s e s

P e n s i o n

P e n s i o n

H e a l t h p l a n

H e a l t h p l a n

H e a l t h p l a n

H e a l t h p l a n

C a r / t r a n s p o r t / p e t r o l


C a

r / t r a n s p o r t / p e t r o l

C a

r / t r a n s p o r t / p e t r o l

H o u s i n g

H o u s i n g

H o u s i n g

H o u s i n g

H o m e l e a v e

a l l o w a n c e / f i g h t s

H o m e l e a v e


H o m e l e a v e


M e a l a l l o w a n c e

O v e r t i m e

O v e r t i m e

N o b e n e t s

N o b e n e t s

N o b e n e t s

N o b e n e t s




Background: Graphs here and overlea show the top benets by region and the percentage o people who receive them. CIS includes Russia and the ormer Soviet Republics.

INDUSTRY BENEFITS

REGIONAL BENEFITS

TOP BENEFITS BY REGION

AFRICA ASIA

AUSTRALASIA COMMONWEALTH OF INDEPENDENT STATES

On average, beneits received by those working in

Arica are valued at 34% o their total package.


Asia are valued at 36% o their total package.


Australasia are valued at 17% o their total package.


CIS are valued at 23% o their total package.

33% 24% 9% 2% 8% 9% 28%

38% 7% 4% % 8% 8% 3% 33% 3% 9% 3% % 3% 37%

42% 8% 27% 22% 23% 8% 2%

Across most geographic regions we saw an increase in the

value o the benets paid, although most signicantly in

Arica and Asia. Australasia, Russia & the CIS, and Europe

were also in positive territory. As has been the case in

recent years we have seen most o the increases coming

rom developing nations, which is refective o the desire o

companies in these regions to retain trained sta in the ace

o increasing competition rom overseas.

While both North and South American gures ell slightly, it

was the Middle East that saw the largest drop in the value o

the benets in comparison to overall package. This was rom

previous highs o 38 per cent the year beore to just over 32

per cent. However there is some evidence to suggest that

this is more refective o employers in that region shiting the

emphasis in remuneration towards higher base salaries and

away rom allowances.

This relationship between benets and base salary should

not be ignored when considering the relative make up o

employees’ remuneration. Whilst some regions continue to

place more emphasis on either base salary or benets, we

have ound that all regions are trending towards 72 per cent

base salary and 28 per cent benets.

B o n u s e s

B o n u s e s

B o n u s e s

B o n u s e s

P e n s i o n

P e n s i o n

P e n s i o n

H e a l t h p l a n

H e a l t h p l a n

H e a l t h p l a n

H e a l t h p l a n

C a r / t r a n s

p o r t / p e t r o l



H o u s i n g

H o u s i n g

H o u s i n g

H o m e l e a v e


T r a i n i n g

N o b e n e t s

N o b e n e t s

N o b e n e t s

N o b e n e t s


H o m e l e a v e


O v e r t i m e

S c h o o l i n g

M e a

l a l l o w a n c e






B E N E F I T S


S E C T I O N F


INDUSTRY BENEFITS

REGIONAL BENEFITS

TOP BENEFITS BY REGION

EUROPE MIDDLE EAST

NORTH AMERICA SOUTH AMERICA


Europe are valued at 16% o their total package.

On average, beneits received by those working in the

Middle East are valued at 32% o their total package.


North America are valued at 21% o their total package.


South America are valued at 33% o their total package.

29% 2% 9% 4% 8% 8% 43%

36% 2% 32% 2% 8% 2% 30% 37% % 34% 22% 3% 2% 28%

38% 22% 2% 26% 23% 9% 2%

B o n u s e s

B o n u s e s

B o n u s e s

B o n u s e s

P e n s i o n

P e n s i o n

P e n s i o n

H e a l t h p l a n

H

e a l t h p l a n

H e a l t h p l a n

H e a l t h p l a n



C a r / t r a n s p

o r t / p e t r o l


H o u s i n g

H o m e l e a v e



O v e r t i m e

O v e r t i m e

N o b e n e t s

N o b e n e t s

N

o b e n e t s

N o b e n e t s


O v e r t i m e

H o u s i n g

T r a i n i n g




SECTION THREEINDUSTRY

EMPLOYMENTOverathoallemployersexpectsalariesto

increasebymorethan0percentinthenextyear.



7




B E N E F I T S


S E C T I O N F


The condence in the stang markets at the point the

survey data was taken was particularly high, although it is

worth noting that data was taken in September and October

2011, beore the world economy started to alter around

European concerns. Over a quarter o those surveyed

expected an increase in stang levels by 10 per cent or

more, which is an unprecedented level o condence sincethis survey rst started. As 2011 came to a close, it is this

condence that is most at risk rom depressed sentiment

engulng the media.

As mentioned earlier, the use o contractors has become

more widespread in comparison to the year beore. The use

o expats continued to expand on the back o orecasted

growth last year, and once again the market appears to

believe it will grow again in 2012.

STAFFING LEVELS

CONFIDENCE THAT STAFFING LEVELS WILL

CHANGE IN THE NExT 12 MONTHS

PERCENTAGE OF STAFF EMPLOYED ON A

TEMPORARY OR CONTRACT ASSIGNMENT

AREAS IN WHICH CONTRACTORS ARE

EMPLOYED IN OIL AND GAS

ExPECTATION THAT CONTRACTOR LEVELS

WILL CHANGE IN THE NExT 12 MONTHS

PERCENTAGE OF WORKFORCE EMPLOYED

AS AN ExPAT

ExPECTATION THAT ExPAT LEVELS

WILL CHANGE IN THE NExT 12 MONTHS

Increasemorethan0%

Increasebetween-0%

Increaseupto%

Remainstatic

Decrease

Morethan20%

Between-20%

0-%

None

Increase

Remainthesame

Decrease

Engineering

Geoscience

Drilling

Construction/Installation

Projectcontrols

Always

Sometimes

Never

Increase

Remainthesame

Decrease

Increasemorethan0%

Increasebetween-0%

Increaseupto%

None

26.%

2.3%23.3%

2%

4.3%

37.2%

29.6%

2.9%

.3%

4.9%

37.8%

6.3%

34.9%

2.6%

20.6%

8.9%

49.6%

43.6%

6.8%

INDUSTRY EMPLOYMENT

STAFFING LEVELS

0 20 40 60 80 00




INDUSTRY EMPLOYMENT

DIVERSITY & MOVEMENT OF WORKFORCE

This year we have seen an increase in the number o women

working in the industry, however the pace o growth is not as

quick as most would like. The percentage this year has risen

to 7.8 per cent up rom last year’s igure o 7.1 per cent. Sadly,

to achieve parity with the wider general workorce in terms o

gender diversity will take over 30 years at the current rate o

growth.

We have noted a small decrease in the average age o those

working in the industry rom 36.5 down to 35.5 years old. This

is consistent with the rest o our data, which shows that while

there was a good level o new entries into the industry, many o

these people were experienced sta rom other industries. This

has reduced the average level o experience in the industry;

however it has had only a marginal eect on age.

DIVERSITY OF STAFF

GENDER IN OIL AND GAS WOMEN IN OIL AND GAS

Businessdevelopment

Projectcontrols

HSE

Supplychain

QA/QC

Construction/installation

Other

92.2% 7.8%

DEMOGRAPHICS

Male

Female

-

2 4

2 -

2 9

3 0 -

3 4

3 -

3 9

4 0 - 4 4

4 -

4 9

0 -

4

-

9

0 -

4

6

+

4.3%

.6%

6.9%

27.%

7.4%

2.9%

4%

7.2%

2.4%

8.9%

0.2%

7.9%

0.3%

.%

7.7%

3.%

.%

.%

.7%

Male Female

WORKING AT HOME OR ABROAD

7.3% 42.7%

2012

Home Abroad

6%

7.4%

9%

6.2%

4.8%.4%

.2%






YEARS OF ExPERIENCE

INDUSTRY EMPLOYMENT

ExPERIENCE AND TENURE

FOR SPECIFIC DISCIPLINE AREAS

0-4years

-9years

0-9years

20+years

36.3% 22.2% 20.9% 20.6%

Within last year’s survey we reported a sharp decrease in

those with less than our years experience in the industry.

This was consistent with a drop in recruitment or those

with little or no experience and was relective o the act

the industry was recovering rom the recession o previous

years. In 2012, the pool o available talent has diminished

signiicantly and this has led many companies to employnew talent and seek to retrain.

As a result, the percentage o those with less than our

years experience has grown rom 20 per cent o the total

workorce to just over 36 per cent. It is worth noting that in

2010 the igure was over 40 per cent when the market was

arguably at its peak so we still have a small way to go beore

we hit that mark.

The picture becomes more pronounced when broken down

by job unction, with Geo-science and Subsea/Pipelines

showing little change rom last year, and in some cases

edging up slightly in terms o average experience. However

we have seen a reduction in construction/installation and

project controls. Both disciplines are clearly project led and

indicate that the project development space has attractedthe most newcomers. In our experience this is where

most skills can be transerred into oil and gas rom other

industries.

Construction/Installation

Projectcontrols

Geoscience

Subsea/Pipelines

0 20 40 60 80 00

OIL & GAS INDUSTRY



2




B E N E F I T S


S E C T I O N F


TIME IN CURRENT ROLE

INDUSTRY EMPLOYMENT

ExPERIENCE AND TENURE

Tracking last year’s gures, tenure has remained

static with just over 25 per cent o respondents

possessing less than one year’s experience in theircurrent role. Again this indicates a busy market

with a great deal o hiring activity taking place.

SOURCE OF NEW EMPLOYMENT

Lessthanyear

-2years

3-years

6-0years

Morethan0years

2012

2011

26% 2% 28.7% 2% 8.3%

24.7% 23.8% 3.% % 9%

N e w s

p a p e r

C o m p a n y w e b s i t e

O n l i n e j o b b o a r d

W o r d o m

o u t h

H e a d h

u n t e d

A g e n c y

I n t e r n a l

M o v e

O t h e r

8.% 3% .% 2.3% 3.6% 3.6% 8.3% 6.6%




INDUSTRY EMPLOYMENT

EMPLOYMENT MIx

Aside rom the equipment manuacturers, the year saw a

sharp rise in permanent sta as a percentage o the overall

workorce. This trend continued year-on-year as companies

sought to build up their core skills in a buoyant market.

The increase in permanent sta was in some cases at the

expense o temporary sta. However it should be noted that

this does not signiy a drop in contractor numbers, only a

reduction in their share o the total employed.

Contracting companies and consultancies appear to have

been most bullish, making a strong rebound on the back o

a buoyant project market. Correspondingly there was less

o a all in the use o temporary contractors within these

employers as they coped with extra workload.

Equipment manuacturers have reduced overall staing

levels and may be eeling the eects o the recent economic

turmoil somewhat earlier in the project cycle than other

companies.

Should this trend low through to other parts o the industry,

we would expect the use o contractors to rise in responseto uncertainty around the general economy.

EMPLOYMENT MIx BY COMPANY TYPE

GLOBAL SUPER MAJOR OPERATORS

0 20 40 60 80 00

Permanent

Permanent/part-time

Contracteddirect

Contractedthroughagency

PERCENTAGE CHANGE FROM 2011 TO 2012

GlobalSuperMajor

Operators

EPCM

Equipmentmanuacturers&Suppliers

OilFieldServices

Consultancy

Contractors

7.%

0.7%

-3.3%

-4.9%

.2%

0.2%

-0.2%

-.2%



23




B E N E F I T S


S E C T I O N F


INDUSTRY EMPLOYMENT

EMPLOYMENT MIx

“the year saw

a sharp rise inpermanent sta

as a percentage

o the overall

workorce”

EPCM EQUIPMENT MANUFACTURER & SUPPLIER

OIL FIELD SERVICES CONSULTANCY

CONTRACTOR

8.6%

0.%

-3.8%

-4.9%

-8%

-.7%

.4%

8.3% 7.3%

0.%

-3.9%

-3.9%

-0.8%

.3%

0.6%

-..%

-6.8%

0.%

0.6%

6.%




SECTION FOURECONOMIC OUTLOOKItwasagoodyearortheOil&Gasindustrywith

condencebeingledbyarobustoilprice.



2




B E N E F I T S


S E C T I O N F


As the market continued to

heat up so did the concern or

skill shortages. This has grown

as a percentage o the overallsample rom 28 per cent to over

30 per cent and now represents

the largest concern o those in

the industry.

Skillsshortages

Economicinstability

Environmentalconcerns

Saetyregulations

Immigration/overseasvisaprogram

Other

Security/saetycausedbysocialunrest

30.6%

29%

3.3%

0.%

7.%

8.3%

.6%

EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET





27




B E N E F I T S


S E C T I O N F


EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET

ECONOMIC OUTLOOK

MOST SIGNIFICANT ISSUES

As the market continued to heat up so did the concern

or skill shortages. This has grown as a percentage o the

overall sample rom 28 per cent to over 30 per cent and now

represents the largest concern o those in the industry. This

is being elt most acutely in Australia and South America,

the two hotspots in the world where local resources are

most stretched. North America and Europe are ollowing

close behind.

Not surprisingly economic stability is also a concern at 29

per cent. It is only in Australasia with its booming market

where this appears to be o lesser concern.

Moving the other way and slowly diminishing rom people’s

ocus is environmental and saety concerns. We can only

assume, as time passes by so does the memory o the oil

spill in the Gul, and the issues surrounding the cause o that

event attract less attention.

This year we have included a new response which we havesought to gain an insight into, namely social unrest. As

expected, we saw spikes in concern in both Arica and the

Middle East. A comparison o data on this issue will make or

interesting reading in subsequent years.

All

Arica

Asia

Australasia

CIS

Europe

MiddleEast

NorthAmerica

SouthAmerica

0 20 40 60 80 00

Skillsshortages

Economicinstability

Environmentalconcerns

Saetyregulations

Immigration/overseasvisaprogram

Other

Security/saetycausedbysocialunrest




COUNTRIES WORLDWIDE

32

OFFICES WORLDWIDE 257

CONSULTANTS WORLDWIDE 7,620

PERMANENT CANDIDATESPLACED LAST YEAR 60,000

ABOUT HAYS

PEOPLE PLACED INTO

TEMPORARY ASSIGNMENTS

LAST YEAR190,000

We are leading global experts in qualied, proessional and skilled recruitment. Last

year our experts placed around 60,000 candidates into permanent jobs and around190,000 people into temporary assignments.

We employ 7,620 sta operating rom 257 oces in 32 countries across 20

specialisms. We have market-leading positions in the UK, Asia Pacic, Continental

Europe and Latin America.



29

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United Kingdom

Aberdeen

T: +44 12 2459 2870E: [email protected]

London


Russia

MoscowT: + 7 495 228 2208

E: [email protected]

Poland

Warsaw

T: +48 22 584 5650


Netherlands

Rotterdam


France

ParisT: +33 (0)1 42 99 16 60


Canada

Calgary

T: +1 403 269 4297


United States

Houston

T: +1 866 420 4297


Meico

Meico CityT: + 52 (55) 5249 2500


Colombia

Bogotá D.C.

T: +57 (1) 313 58 67


Brazil

Rio de Janeiro

T: +55 21 2430 6600


United Arab Emirates

Dubai


India

MumbaiT: +91 22 4248 2500


ChinaBeijing

T: +86 10 6598 9122


Shanghai

T: +86 21 2322 9600


Singapore

Singapore City

T: +65 6303 0152E: [email protected]

Australia

PerthT: +61 8 9254 4579


Melbourne

T: +61 3 9670 2066


Brisbane

T: +61 7 3231 2962


SydneyT: +61 2 9249 2299


Adelaide

T: +61 8 8212 5242


New Zealand

Wellington


United Kingdom

Manchester


Australia

PerthT: +61 404 162 491


United Arab EmiratesDubai

T: +971 4311 7175


oilandgasjobsearch.com

To nd your local oce please visit the Hays website:hays-oilgas.com

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