Careers in the 21st Century
AAPG Annual Meeting April 2008
Cheryl Collarini, presenter
Carol Snodgrass, author
Brittany Carnes, researcher
Collarini Energy Staffing Inc.
April 2008
Collarini Energy Staffing

Rooted in engineering and consulting

Formed in response to client needs

Recruiting top talent in the business

International expertise in consulting and staffing

Achieving the perfect match of talent to needs
Collarini Energy Staffing Inc.
April 2008
Disciplines we manage

Accounting and finance personnel

Naval Architects

Administrative and clerical personnel

Operations supervisors

Business analysts

Pipeline, riser, and subsea engineers

Civil and architectural engineers

Process engineers

Drilling engineers & operations
supervisors

Procurement personnel

Production engineers

Project managers and support
personnel

Executives

Facilities Engineers

Geologists, geophysicists, and
petrophysicists

Quality control and inspection
personnel

Health, safety, and environmental
personnel

Reservoir engineers

Sales and marketing professionals

Human resources personnel

Technical writers

Instrument and electrical engineers

Technicians, drafting and graphic

IT professionals


Land, legal, and supporting
personnel
Technicians, engineering and
geoscience

Material and corrosion engineers
Collarini Energy Staffing Inc.
April 2008
Introduction

Your name

Your company

Your position

Where you are from
Collarini Energy Staffing Inc.
April 2008
Overview

Background of the industry

Where we are now

Where will the industry be going in the 21st century?

Where and what will the opportunities be?

Succession planning: how to get new people in the petroleum
industry?

How to be personally successful in this new age of petroleum
Collarini Energy Staffing Inc.
April 2008
Fun Trivia About Oil and Gas

In 400 B.C., an oil well was made on an island in the Ionian Sea to
supply oil lamps.

As early as 1013, wells were drilled in China for natural gas,
which flowed through bamboo pipes. The gas was used in
porcelain manufacture, if not cooking and heating.

In the eleventh century, successful oil wells were drilled by the
Burmese.

Petroleum is mentioned in the Bible in Genesis 14:10,
Deuteronomy 32:13, and Exodus 2:3.

Petroleum is mentioned in the Koran in 23:20, 24:35, and 34:12.
Source: www.helium.com (community of writers)
Collarini Energy Staffing Inc.
April 2008
Fun Trivia About Oil and Gas

In 1640, an oil well was completed in Italy. Kerosene from the oil
was used for lighting.

Streets of Genoa and Parma were lighted by kerosene from an oil
well at Modena in 1803.

In 1857, oil was discovered in Romania and Ontario.

In 1829, a successful oil well was drilled in Kentucky.

In 1932, Standard Oil Company of California (SOCAL) discovered
oil in in Bahrain.

In 1947, the first offshore oil well was drilled off the coast of
Louisiana (by whom?).
Source: www.helium.com (community of writers)
Collarini Energy Staffing Inc.
April 2008
Did you know?
The upstream oil and gas industry:

Uses more computer power than any other industry except the
entertainment industry

Produces more than 75% of new energy options for our future
(solar, fuel cells, wind, and hydrogen)

Actively supports deepwater biological research by making offduty equipment available to marine biologists during deepwater
drilling

Collects large amounts of metocean and atmospheric data to
understand hurricanes

Provides infrastructure for mariculture

Source: Careers
and Gas
– A supplement to: E&P
Oil prices, inflation-adjusted, finally exceeded
thein Oil
1981
peak
(3/08)
Collarini Energy Staffing Inc.
April 2008
21st Century Trends

Globalization


Economies, developing countries
Overpopulation

India – average 7 births per mother

War and Terrorism

Resource Depletion


Who has the oil? / Who uses the oil?
Energy Conversions

LNG
 Ethanol
Collarini Energy Staffing Inc.
April 2008
Producing Countries / Consumers
1. Saudi Arabia
2. Russia
3. United States
4. Iran
5. Mexico
6. China
7. Norway
8. Canada
9. Venezuela
10. United Arab Emirates
Collarini Energy Staffing Inc.
10.37
9.27
8.69
4.09
3.83
3.62
3.18
3.14
2.86
2.76
1. United States
2. China
3. Japan
4. Germany
5. Russia
6. India
7. Canada
8. Brazil
9. South Korea
10. France
20.5
6.5
5.4
2.6
2.6
2.3
2.3
2.2
2.1
2.0
(2004 numbers, millions of barrels per day)
April 2008
Exporters / Importers
Exporters
1. Saudi Arabia
2. Russia
3. Norway
4. Iran
5. Venezuela
6. United Arab Emirates
7. Kuwait
8. Nigeria
9. Mexico
10. Algeria
Collarini Energy Staffing Inc.
Net Oil Exports
8.73
6.67
2.91
2.55
2.36
2.33
2.20
2.19
1.80
1.68
Importers
1. United States
2. Japan
3. China
4. Germany
5. South Korea
6. France
7. Italy
8. Spain
9. India
10. Taiwan
Net Oil Imports
11.8
5.3
2.9
2.5
2.1
2.0
1.7
1.6
1.5
1.0
(2004 numbers, millions of barrels per day)
April 2008
The Future of the Global Oil Industry

Is there a future?

"Supply is going no place, and demand is rising 2.5% to 3% a year,"
says
economist Philip Verleger Jr. of Aspen, Colorado, August 2007

"The issue isn't whether we have resources, but whether we have
access to them. It is a not a resource question, but a question of
availability and timely
development.“ - Former ExxonMobil CEO Lee
Raymond, December 2007
“An oil crisis is coming, and sooner than most people think. All oil
producers are not investing enough today.” – John Hess, Chief Executive
of Hess
Corporation

Collarini Energy Staffing Inc.
April 2008
Where are the other energy sources?

6% of energy comes from renewables (biomass,
hydropower, geothermal, wind, solar)
• 17% of that 6% is solar
• 1/3 of that 6% is wind

LNG
• LNG offers greater trade flexibility than
pipeline transport, allowing cargoes of
natural gas to be delivered where the
need is greatest and the commercial
terms are most competitive

Coal
• Slowly on the decline
Collarini Energy Staffing Inc.
April 2008
Wind and Solar Energy
Wind

Pros
Solar


Very efficient for electricity
 Clean source of energy
 Could replace up to 20% of our
total electric consumption in the
foreseeable future

Cons

Coastal areas and high altitudes
 Blades pose danger to birds
 Need area to build a significant
number of windmills
Pros

Free and efficient
 Can replace traditional electricity
sources in many places
 Perfect for areas with abundant
sunshine

Cons

High latitude areas do not have
enough sunlight throughout the
day
 Rainy areas do not have enough
sunlight to produce efficient
energy
Ian Callis, ezinearticles.com
Collarini Energy Staffing Inc.
April 2008
Liquefied Natural Gas

LNG in the U.S. since 1912, when the first facility in West Virginia.

Now only 5 U.S. facilities (and one in Puerto Rico) capable of
importing LNG – not nearly enough to handle the amount of LNG
needed.

LNG provides 2.8% of U.S. natural gas, predicted to increase to
16% by 2030, according to U.S. DOE.

LNG is an efficient and safe way to transport natural gas across
long distances and store it near consumers.
www.lngfacts.org
Collarini Energy Staffing Inc.
April 2008
What and where are our future reserves?

Deepwater Gulf of Mexico

Gulf Coast Florida

West Texas

Middle East

Niger Delta

Alaska

South America

Offshore California

North Sea

Algeria
“The best place to look is where we
know petroleum systems are in tact
and functioning.” – Skip Hobbs,
Ammonite Resources Company
Collarini Energy Staffing Inc.
April 2008
Alaska Oil Industry Facts For Example
1957: the first Alaskan oil discovered at Swanson River in Kenai.
Alaska's most important revenue source is oil and gas; 25% of US oil
Prudhoe Bay is North America's largest oil field.
75% of Alaskans support E&P in ANWR; potential of more than 10
BBO.
The Trans-Alaska Pipeline moves up to 88,000
barrels of oil per hour on its 800 mile journey
to Valdez.
www.50states.com, www.anwr.org
Collarini Energy Staffing Inc.
April 2008
Besides money, what is important to our employees?
A late 2006 industry survey of professionals…..
Collarini Energy Staffing Inc.
April 2008
Okay, it really is first about the money
Fair compensation is a fundamental expectation
Collarini Energy Staffing Inc.
April 2008
Elements of compensation

Base salary

Disability insurance

Sign-on bonus

Life insurance

Performance bonus

Medical insurance

Technical training

Dental insurance

Tuition assistance

Vision insurance

Overriding royalty

Vacation and holidays

Stock purchase plan

Savings [401(k)] plan

Stock options or company
participation

Pension plan
Collarini Energy Staffing Inc.
April 2008
Compensation in the 21st Century

Salary ranges:





Geoscientists
$75,000 - $260,000
Geo-technicians
$40,000 - $90,000
Engineers (19 years avg.)$83,000
$122,000
Engineering technicians$55,000 - $86,000
Landmen
$60,000 - $150,000
Average
$140,000
$66,000
$185,000
$64,000
$110,000
9% increase over last year
Average additional compensation, ($60,000 for technical people or
50%)
Signing bonus, relocation expenses expected
Sources: SPE, AAPG, AAPL, Internal
Collarini Energy Staffing Inc.
April 2008
Occupation Employment / Wages for Geoscience Professionals
Source: AAPG
Collarini Energy Staffing Inc.
April 2008
Valuing non-salary compensation

Paid medical insurance is worth as much as $18,000 per year

An escalating-contribution-percentage savings plan

$100,000 per year salary
 30 years
 $800,000 TODAY

An escalating-contribution pension plan

$700,000 TODAY
Collarini Energy Staffing Inc.
April 2008
Valuing non-salary compensation

Comparing Job Offers
Collarini Energy Staffing Inc.
April 2008
Communicating compensation value

Valuing all monetary elements of the compensation package

Make it easy for new employees to understand

Provide a periodic refresher for all employees

Perhaps make it part of their annual personal report
Collarini Energy Staffing Inc.
April 2008
But it is more than just the money……
Today's employees look for more than compensation and
benefits…...they want to work where they are recognized
and rewarded for performance, where there is good
communication, and where they are part of the success of
the company.
Collarini Energy Staffing Inc.
April 2008
“Let’s survey our own employees!”
Collarini Energy Staffing Inc.
April 2008
Collarini survey of oil industry employees

Categories addressed career, work environment, and personal
issues

36 non-monetary factors addressed in those 3 categories

Respondents rated each factor 1 to 5, 1 being a must-have
Collarini Energy Staffing Inc.
April 2008
Collarini pilot program
"Please name one area where our company can
improve."

More formal performance evaluation process

Formal acknowledgement of good work with some type of award

More team building events
Collarini Energy Staffing Inc.
April 2008
Collarini survey of oil industry employees

Personal plea to get higher response rate

Five minutes to respond

Completely anonymous

1,026 people responded

Double the expected response
Collarini Energy Staffing Inc.
April 2008
Respondents by years of experience
Years of Experience
Number of Respondents

0 – 10 years
116

10 – 20 years
171

20 – 30 years
447

30 + years
289
Collarini Energy Staffing Inc.
April 2008
Respondents rating issues #1 in importance
Corporate reputation
= 62%
Challenging work
My team
New ideas welcome
My supervisor
= 42%
Influence on decision making
Commute time
Corporate leadership
= 37%
Flexible work hours
Technology up to date
Corporate vision
Available tech. or prof. career paths
Collarini Energy Staffing Inc.
636
572 = 56%
458 = 45%
445 = 43%
433
373 = 36%
368 = 36%
382
357 = 35%
328 = 32%
317 = 31%
300 = 29%
April 2008
Most important issues by gender
Women (176) highest AVERAGE
•
•
•
•
•
•
•
My supervisor 1.82
Challenging work 1.87
My team 1.90
New ideas welcome 1.90
Flexible work hours 1.95
Commute time 1.98
Corporate reputation 1.98
Least important: variety of
office locations and child,
elder care support
Collarini Energy Staffing Inc.
Men (840) highest AVERAGE
• Challenging work 1.78
• My team 1.88
• New ideas welcome 1.89
• My supervisor 1.93
• Corporate reputation 1.98
Least important: child,
elder care support
April 2008
Most important issues by position
Managers
Geologists

Challenging work 1.60
◆ Challenging work 1.70

Team 1.76
◆ Welcome new ideas 1.77

Influence on decision making 1.83 ◆ Supervisor 1.85

Corporate reputation 1.83
◆ Technology up to date 1.85

Supervisor 1.88
◆ Team 1.85

Welcome new ideas 1.91
◆ Influence on decision making 1.89

Corporate leadership 1.99
◆ Level of technology 1.91
Collarini Energy Staffing Inc.
April 2008
Most important issues by position
Engineers
Other professionals (sales,
financial, business, etc.)

Challenging work 1.90

Welcome new ideas 1.48

Team 2.00

Supervisor 1.56

Welcome new ideas 2.03

Corporate reputation 1.67

Supervisor 2.11

Team 1.68

Commute time 2.12

Challenging work 1.73

Corporate reputation 2.13

Corporate leadership 1.74

Flexible work hours 2.17

Commute time 1.74

Corporate vision 1.77

Technology up to date 1.86

Personal and professional
networking 1.91

Influence on decision making 1.93
Collarini Energy Staffing Inc.
April 2008
Most important issues by position
Human resources personnel

Corporate reputation 2.07

Corporate leadership 2.07

Security of premises 2.07

Work hours at home 2.14

Challenging work 2.14

Child/elder assistance 2.14
Collarini Energy Staffing Inc.
April 2008
Least important issues
•
Provision of child and elder
care
•
Variety of office locations
•
Office amenities
Collarini Energy Staffing Inc.
April 2008
Every individual has
needs, desires, and
challenges unique to
him or her…..
Collarini Energy Staffing Inc.
April 2008
Comments from respondents
“I used to be in it for the sex, but that got old. Now I am in it
for the money.”
“My new position pays a little less, my title is less…but I get to
go to parent teacher conferences and see my daughter every
night. I think this is one of the best jobs I have ever had!”
Collarini Energy Staffing Inc.
April 2008
Comments from respondents
“A clear, stable and trusting leader is the most important factor for
me.”
“Important factors to me: Challenging work, knowing you contribute, sharing
your success with the community and enjoying the company of people you
spend over 40+ hours a week with.”
“Main reason I want to leave my job now is that it isn't challenging. A monkey
could do my job. The hours I'm working now is not very good for a single male
who wants a social life.”
Collarini Energy Staffing Inc.
April 2008
Comments from respondents
“Work should be fun. If it's not, why are we doing it?”
“Reasonable amount of time off to pursue
individual interests is VERY important as I get
older. It's NOT all about work, work, work!”
“Its not the technology - its ALWAYS the people”
Collarini Energy Staffing Inc.
April 2008
How can we address individual needs?
•
Culture of supervisory awareness, respect, and care
•
Train supervisors and managers
•
Offer flexibility in meeting individual needs
Collarini Energy Staffing Inc.
April 2008
2007 Survey of Industry Professionals

Geoscientists only: 250 respondents

Years of Experience




0-10 years
11-20 years
21-30 years
30+ years
Collarini Energy Staffing Inc.
25
47
109
68
April 2008
Introduction about survey conducted August 2007
Questions asked:

Where do you see the industry trending in the next 20 years?

Is your company outsourcing?

How efficient are the outsourcers?

Would you like to see more research on alternative fuels?

How will technology affect careers?

Are you able to stay current with technology?

What will be the most valuable skills needed for a successful
geoscientist?

Are companies relying too heavily on computer technology?

What skills are new industry entrants lacking?

What suggestions do you have for encouraging youth to explore energy
careers?
Collarini Energy Staffing Inc.
April 2008
This Year’s Survey of Industry

Geoscientists only, (preparing for AAPG short
course)

250 respondents, 170 with > 20 years of experience
 Their opinions on current industry trends:
• Oil prices up or flat over the next 20 years: 80%
• Increased globalization: 32%
• Companies going “green”: 27%

52% work for companies who are outsourcing, somewhat
effectively

44% would like to see more research on alternative fuels
Collarini Energy Staffing Inc.
April 2008
Where do you see the industry trending in the next 20 years?
10%
Prices up
37%
53%
Prices level
Prices bust
Globalization: 21%
Going green: 17%
Collarini Energy Staffing Inc.
April 2008
Is your company outsourcing?
129 respondents said yes
How efficient are the outsourcers?

Middle East
19

India
38

Asia
22

Mexico
9

South America
19

Other
49

64
Somewhat

16
Not at all

14
Very
52% work for companies who are outsourcing, somewhat effectively
Collarini Energy Staffing Inc.
April 2008
Would you like to see more research on alternative fuels?

Yes 108 /250

43% would like to see more research on alternative fuels
Collarini Energy Staffing Inc.
April 2008
How will technology affect careers?
Are you able to stay current with technology?

Yes
98

On my own
103

no
31
Are companies relying too heavily on computer technology?

Yes
Collarini Energy Staffing Inc.
58
(23%)
April 2008
Exercise

Question: Which skills are the most
important?

Rank the lists with 1 being the most important.
Collarini Energy Staffing Inc.
April 2008
What are the most important technical skills?
Modeling 16%
Geophysical interpretation 17%
Geophysical attribute evaluation 16%
Fundamental geophysical and geological integration 24%
Software fluency 17%
Management Skills 8%
Other 2%
80% of those surveyed are able to keep up with current technology
Collarini Energy Staffing Inc.
April 2008
Which skills are most important?

Ranking of 11 skill areas to stay competitive











Creativity
Industry experience
Communication
Education
Teamwork
Determination
Leadership
Flexibility
Perseverance
Patience
Risk taking
Collarini Energy Staffing Inc.
3.7
3.8
4.4
4.5
4.6
5.6
5.9
6.1
6.5
8.1
8.1
The lower the
number the higher
the importance
April 2008
Which skills are new entrants lacking?




Practical experience
Work ethic
Patience
Professionalism

Of 26 free-form comments on this question, 7 people identified a lack of
fundamental knowledge and/or education!

“College training has become focused on high end topics like
geostatistics and simulation. I am often shocked at the lack of
foundation when interviewing recent graduates.”
Collarini Energy Staffing Inc.
62%
39%
30%
28%
Multiple answers
were allowed
April 2008
How do we encourage youth to explore energy careers?
125 people responded:
We need to actually educate young people by
“getting out there!”
Tell them about the technology
Tell them about the importance of energy to our very
survival
Tell them about the investigative aspects of finding oil
Tell them about the travel opportunities
Tell them about the $$$$$!
Collarini Energy Staffing Inc.
April 2008
How do we encourage youth to explore energy careers?






Sponsor job fairs
Visit campuses
Sponsor internships before majors are decided
Get them in the high schools and middle schools
(even grammar school!)
Get information to the college campuses
Speak at the Rotary, Kiwanis, Elk, Moose, PTA,
wherever you can

Topic? We are a great industry with great technology,
and we keep the world going.
Collarini Energy Staffing Inc.
April 2008
Which skills are new entrants lacking?




Practical experience
Work ethic
Patience
Professionalism

Of 26 free-form comments on this question, 7 people
identified a lack of fundamental knowledge and/or
education!
Collarini Energy Staffing Inc.
62%
39%
30%
28%
April 2008
What suggestions do you have for encouraging youth to explore
energy careers?

“Very challenging and exciting career.”

“Understand that the job is fascinating and fulfilling but the
responsibilities are large. Learning curves are often short and the best
approach is to take early responsibility for learning as much as
possible.”

“Wide breadth of options...you aren't stuck with one career path.”

“Companies need to mentor new employees right out of school. My
basic training and mentoring at Chevron from 1966 thru 1970 was
invaluable to my career. New employees need to have a basic
grounding in the science of finding oil and gas.”
Collarini Energy Staffing Inc.
April 2008
Prolonging the Future of Oil and Gas

How can you encourage youth to start a career with an older
generation still in control?

What the older workers see as important, the younger ones do
not. There is a huge gap between the two.

We can not encourage young talent until we accept what they
want.

Encourage practical on-hands field experience, particularly in the
early stages of their career.
Collarini Energy Staffing Inc.
April 2008
Prolonging the future of oil and gas

80% of the industry’s workforce will age out in the next ten years without
eager, younger workers available to replace them.
“A majority of the U.S. energy sector workforce, including skilled scientists
and engineers, is eligible to retire within the next decade. The workforce must
be replenished and trained.” – Hon. Samuel W. Bodman, Secretary of Energy,
National Petroleum Council, U.S. Department of Energy

Some oil and gas companies are trying to change their top-down, rigid
management styles, hoping to attract younger workers.

The industry is expanding the number of professorships and other
programs it sponsors at universities as a means of bringing in new
recruits. It is also increasing the number of scholarships and tutoring
opportunities it offers to drive more students into math, science, and
engineering.
Collarini Energy Staffing Inc.
April 2008
Other comments

Technology and fundamentals

Issue of growing concern
•Younger technical people know the computers
•Older technical people know the fundamentals
Concerns always expressed by experienced people.
Mentors without strong computing skills are a talent solution underutilized
today, especially in the area of geoscience.
“Too much application of software and computer hardware
limits the actual geological/geophysical concepts while
working for exploration or development projects. There
should be balance.”
Collarini Energy Staffing Inc.
April 2008
Other comments
“The industry has done little to enhance our image from the popular
misconception of greed, corruption, and harmful to the environment.
“
“Many workers in the industry are close to retiring. I'm highly
interested in the future of flex / part time jobs as a career extension.
“ (Here is your next mentor!)
“Companies need to mentor new employees right out of school. My
basic training and mentoring at Chevron from 1966 thru 1970 was
invaluable to my career. New employees need to have a basic
grounding in the science of finding oil and gas.”
Collarini Energy Staffing Inc.
April 2008
Here are examples of people making a difference

Boy Scouts Geology Merit Badge


ExxonMobil supports Hispanic Heritage Youth Awards


BSA has been giving out Geology Merit Badges since 1912. To date
they have given out close to 400,000.
Sponsors the Engineering and Mathematic categories
Alaska Department of Labor Workforce Development

Denali Youth Initiative program that will establish a framework within
rural Alaska that prepares youth between the ages of 16 to 24 for
their first job for employment in the Denali investment priorities of
energy.
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge – what is already good news!
What the AAPG is doing…..

Grants-in-aid - fosters research in the geosciences

Student Chapter Program - provides students the
opportunity to develop leadership skills and serves as a
focal point for developing a feeling of professionalism
through meeting industry representatives

Mentoring Program, Certification Program, Visiting
Geologist Program
Source: www.aapg.org
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge – what is already good news!
What the IPAA is doing…..
Academy for Petroleum Exploration, Production and Technology in Houston 2008.
Facilitating an energy education curriculum in the Houston and Spring Branch ISDs.
Working with the Offshore Energy Center and its teachers to educate K-12th grade
students about oil and gas industry careers.
Working with Halliburton, Schlumberger and Oceaneering on field trips to stimulate
educator and student interest in career opportunities with the industry.
Coordinating with the World Affairs Council of Houston to launch the Global Energy
Initiative. This program brings energy policy issues to students. Last year over 330
Texas teachers benefited impacting 43,000 students statewide.
www.ipaa.org
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge – what is already good news!
What the SPE is doing…..
The Society of Petroleum Engineers and the Association of Heads of US
Petroleum Engineering Schools invite you to participate in the 2008 SPE
Colloquium on Petroleum Engineering Education. Important issues for
the industry as it strives to obtain the high quality professionals needed
to conquer tomorrow’s technical and social challenges will be discussed.
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge this century
Huge people shortages are forecast
Stealing from each other is not the best answer
Creativity and flexibility are essential for the best success
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge – some ideas
Locate and recruit those who have left your company
Laid off, mothers, retirees
Locate and recruit those who have left the industry
Environmental geologists, draftsmen, etc.
Address flexibility in how the job gets done
From home, part time, from far away, job sharing
Recruit from other industries
Manufacturing, construction
Introduce continuous process efficiency improvement
Teach time management, and streamline processes
Manage the workload with more and better trained support personnel
Technicians, administration
Effectively use mentors…..NOW!
Collarini Energy Staffing Inc.
April 2008
People: Your most important asset:
Steps to getting a talented workforce:
Channel the energy
• Recognize self determination as a driving force in career
development
 Encourage career self-management
• Empower the ability to become independent and to be
connected
 Encourage connectedness
• To develop advanced skills of networking and communication
 Establish a creative climate
• There is a need for stability and tools are needed to cope with
uncertainty
 Provide authentic leadership
• People respond and gravitate toward that is which authentic
and
Source: Lyle Baie, Hart’s
E&P trustworthy

Collarini Energy Staffing Inc.
April 2008
Meeting the challenge – some ideas
Find jobs with similar skills, recruit, and cross-train people
 Mortgage administrators to lease analysts
 Graphic designers to draftsmen
 IT professionals to engineering and geophysical technicians
 Earth science teachers to geoscience technicians
 Engineers from food, manufacturing industries for process engineering
 Engineers from aerospace and power for instrument and electrical
engineering
Collarini Energy Staffing Inc.
April 2008
Work / Life Balance
Energy companies that have flextime work schedules
Aera Energy
BP
Chevron USA
Collarini Energy Staffing
ConocoPhillips
Devon Energy Corporation
Direct Energy
El Paso Corporation
Enbridge Energy
EOG Resources, Inc.
Highmount E&P
MCX Exploration (USA) Ltd.
Reliant Energy
Shell Oil Corporation
SUEZ Energy North America, Inc.
Collarini Energy Staffing Inc.
“By moving a relatively small number
of cars off the roads during peak
congestion periods, a measurable
improvement in mobility will be
realized.” – Houston Mayor Bill White

Other flextime policies?
Company Advantages: happy
employees –less absenteeism,
less traffic / congestion

April 2008
Flex in the City – Houston Mayor Bill White’s Plan
“In 2007, we recognized 43 Houston employers for their sustainable flex options.
These organizations realized that by employing flexibility as a management strategy
for effectiveness, they could enhance productivity, increase employee satisfaction and
even reduce Houston traffic during peak commute times. “
Does your organization qualify?
Mayor Bill White's Flexible Workplace Initiative
works with top employers citywide to implement
flex work options that get Houston moving!
Collarini Energy Staffing Inc.
April 2008
Telecommuting

Advantages – better for environment, quieter work environment,
choice of location/time, more time for family/work life balance,
cost savings to employers (overhead)

Disadvantages – reliance on technology, connections to
databases and internet, number of wi-fi locations, less interaction
with co-workers (reduced team effort)
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Technology progresses!
Collarini Energy Staffing Inc.
April 2008
Discussion

Where do you see technology going in the next 30 years?
Collarini Energy Staffing Inc.
April 2008
Where do you see technology going in the next 30 years?

“The shift will come very quickly, and it will be a very fast changeover. If we want to
attract people to our industry, we need to turn our workplace into something more
tech-savvy.” – Basil Allam, Chevron, Careers in Oil and Gas

“Software has become a black box and it is far too common to do work without
really understanding the methods or limitations.” - Anonymous

“Whether you have a PC on your desk in 10 to 15 years will be a matter of choice,
not necessity. If you do, it will be vastly more powerful than your current system,
thanks to advances in nanotechnology,” Doug Tougaw, an engineering professor at
Valparaiso University who is developing nanocomputers.

“I am of the school that a strong "fundamentals" is critically important over
technology. Technology will continue to evolve and change, without the
fundamentals one is at risk in misusing the technology.” Bill Barkhouse,
ExxonMobil
Collarini Energy Staffing Inc.
April 2008
Managing Your Career

Geoscience Competency Matrix
Collarini Energy Staffing Inc.
April 2008
Managing Your Career
Action Plan possibilities – direct your career

Specific training

Pursue a mentor

Attend technical society meetings




Participate on committees
Read technical papers
Stay in the loop
Ask for developmental assignments

New geologic basins, domestic, international
 New technology/research

Volunteer for special projects/assignments

Speaking program
 Mentoring/training others
Collarini Energy Staffing Inc.
April 2008
International Assignments

Jobs overseas

Adds value to your portfolio

Statistics

International departments with some travel

See the world
Collarini Energy Staffing Inc.
April 2008
International Assignments

Going Global: Overseas assignments can mean glamour,
adventure, and excitement and can be very beneficial to finances
and career. Before you take that leap, consider what a decision
may affect.

•
In a survey of 23 multinational companies, more than half of all senior
executives had taken overseas assignments during their careers.
Kidnappers, pickpockets, terrorists, oh my! ORC Worldwide publishes a
Location Evaluation Report that provides specific conditions in various
places. So does the US Department of State. Know what you are getting
into.
Source: Collarini Energy Staffing Newsletter September 2007
Collarini Energy Staffing Inc.
April 2008
Self Marketing

Old Cliché – “It’s not what you know, but who you
know” is still as relevant today as it has always been.
Collarini Energy Staffing Inc.
April 2008
Networking

No Jobs for Life


Career Choices


2006 college graduates are expected to change jobs at least 5 times
within their careers
Go for the job you really want, don’t just take one and get stuck in
the wrong place
Staying Marketable


Broad experience (international, multiple basins)
Specialization (AVO, etc.)
Collarini Energy Staffing Inc.
April 2008
30 Second Sales Pitch

Core Elements of a Pitch

To start:
• You
• Company
• Problem you solve
• What you want/call to action

Descriptive

Engaging – “Tell me more!”

Clear precise language

Target pitch / products / services to audience
Netplaynetwork.com
Collarini Energy Staffing Inc.
April 2008
30 Second Sales Pitch

30 second pitch – when do you use it?

Make it a story, add detail

Client, what you did, results
 Statistics
• Independent numbers that tell about your success
 Awards
 Recent wins

Chosen for the audience – research

Differentiate yourself from others
Netplaynetwork.com
Collarini Energy Staffing Inc.
April 2008
30 Second Sales Pitch

It’s How You Say It






Posture
Hand Shake
Food Management
Dress Professionally
Cultural aspects of interaction
Connect and move on
Collarini Energy Staffing Inc.
April 2008
30 Second Sales Pitch

DO





Say what you mean
Short, precise
Invite engagements
Use metaphors
Use powerful verbs

DON’T





Collarini Energy Staffing Inc.
Don’t hedge
• “I think…”
Long, empty
• Facilitate, “quite frankly”
Watch jargon
Typical buzz words
Vague verbs
• Impact, provide
April 2008
Exercise

30 Second Sales Pitch

Know your purpose, why you are different, why they should care, what you
can do for them
 How many of you have a 30 second sales pitch?
 Example:

Write your 30 Second Sales Pitch
Collarini Energy Staffing Inc.
April 2008
12 Ways to Avoid Job Seeker Mistakes

Go after jobs you are qualified for

Keep your resume simple

Refer to your interviewer as Mr. / Ms. / Ma’am / Sir

Keep your private life private

Research and understand the position and company

Dress for the position you want to have

Don’t waste time sending out resumes for positions you don’t really
want

Be direct (with examples) in your responses to an interviewer

Make sure your e-mail address and voice mail are appropriate

Network: the more people you involve, the better your chances

Always say thank you and send a thank you note / e-mail

Ask questions: What is going to make the person who takes this
position successful?
Source: www.careerbuilder.com
Collarini Energy Staffing Inc.
April 2008
Resume Writing

How to move your resume to the top of the stack

Exercise to help identify strengths and weaknesses

Resume key words or buzz words

Review your accomplishments

Don’t be afraid to blow your own horn

Describe challenges you overcame
Collarini Energy Staffing Inc.
April 2008
Make a Checklist of Your Accomplishments

Awards, special recognition

Increased efficiency

Solved difficult problems

First time to accomplish something

Created, developed, invented, or designed something

Prepared presentations, reports, articles

Managed groups or departments

Saved the company money

Trained employees

Increased sales

Promoted, upgraded

Implemented or developed a new procedure
Collarini Energy Staffing Inc.
April 2008
Resume Writing: Keywords and Activities
Research:
observe, investigate, study, perceive, sense, measure, test, inspect, examine
Analysis:
compare, extract, correlate, derive, evaluate, differentiate, identify
Interpretation:
explain, understand, portray, advise
Problem solving:
trouble shoot, improve, critique, redirect, redesign, restructure
Systemizing:
coordinate, organize, develop procedures
Planning:
long term, short term, forecast, strategize, set goals
Management:
supervise, control, direct, budget, administer, delegate
Leadership:
show the way, govern, inspire, motivate, assert, decide, advise
Decision-making:
judge, select, decide under pressure, arbitrate
Mentoring:
teach, coach, counsel constructively, help others grow professionally and personally
Innovative:
invent, change, develop, devise, break with convention
Imagination:
visualize, conceptualize, fantasize
Vision:
ask “what if?” or “why not?” then act to find the answer, “see” the future clearly
Listening:
understand the message others are delivering
Negotiation:
mediate, intervene, resolve differences
Initiative:
be among the first to try or do
Flexibility:
adapt easily to change, be “politically” aware
Collarini Energy Staffing Inc.
April 2008
Resume Writing


Have an expert proofread before finalizing!!!

Principal vs. Principle

Lead vs. Led
Especially important if English is a second language
Words That are Easy to Misuse
Collarini Energy Staffing Inc.
April 2008
Interviewing Skills

Dress / Physical appearance

Demeanor / Body language

Direct answers to questions – no one word answers

Identify your strengths and qualities

Don’t make yourself sound dated

Don’t criticize your previous employer
Collarini Energy Staffing Inc.
April 2008
10 Questions to Dazzle Would-Be Employers

What type of growth and advancement opportunities does this
position and the company offer?

How do you see me benefiting the company?

What would my first project be?

Are continuing education and professional training stressed?

Why did you choose this company?

What is the company’s culture?

Who will evaluate me if I’m hired?

What exactly are the job responsibilities?

When will a decision be made on the successful candidate?

May I contact you if I have other questions?
Kate Lorenz, careerbuilder.com Editor
Collarini Energy Staffing Inc.
April 2008
?
Collarini Energy Staffing Inc.
April 2008
Meeting the challenge
People are our most important and least expensive asset
A 20-barrel per day increase in production pays for an engineer or
geoscientist for a year, with some to spare, at today’s prices. Invest
wisely in them!
“God, thanks for this boom we have prayed for since 1982. We promise
not to screw it up this time!“
Thanks for your attention!
Collarini Energy Staffing Inc.
April 2008