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<title>Recruiting 101: The Energy Industry Changes Daily - Are You Keeping Up?</title>
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<td width="75%" valign="top"><p ALIGN="left"><font face="Arial" size="6"><b><strong>RECRUITING
101: THE ENERGY INDUSTRY CHANGES DAILY<br>
<em><small>ARE YOU KEEPING UP?</small></em></strong></b></font></p>
<p><strong><font face="Arial" size="4">BY ROBERT FODGE<br>
</font><em><font face="Arial" size="3">President<br>
Power Brokers, LLC<br>
(703) 450-8383<br>
</font></em></strong><a href="http://www.pwrbrokers.com">http://www.pwrbrokers.com<font SIZE="2"> </font></a><font size="4"></p>
</font><p><font face="Arial" size="4"><br>
</font><font face="Arial" size="2">(<em>originally published by PMA OnLine Magazine: 99/01</em>)</font><font SIZE="2"> </font></p>
<font FACE="Garamond" SIZE="2"><p ALIGN="JUSTIFY"> </p>
<p ALIGN="JUSTIFY"></font><font face="Arial">Chaos, Disorder, Confusion, Turmoil, Discord,
Anarchy, Upheaval, Pandemonium… These are all words that many of you may find
synonymous with the energy industry. Change, Alteration, Shift, Variation, Movement,
Transformation… These words describe the current state of human assets in the energy
industry.</font></p>
<p ALIGN="JUSTIFY"><font face="Arial">Just as the airline and telecommunications industry
have undergone metamorphic change in the past 25 years, the energy industry is now
experiencing the affects of deregulation, or re-regulation as many of you like to refer to
it.</font></p>
<p ALIGN="JUSTIFY"><font face="Arial">Once a "captive" market, energy end-users
are gradually being educated about the benefits of increased competition by aggressive,
customer focused companies. Although it is argued that increased competition may decrease
or increase customer cost, one thing is for sure; customers are not buying on price alone.
These end-users are being presented with a broader range of energy products and services
and a higher level of customer service than they’ve ever experienced. Energy
companies are realigning their organizations and going outside of the traditional channels
to find and recruit a new breed of sales and marketing talent that will help them
transition through deregulation and become more competitive in what is becoming a consumer
driven business.</font></p>
<p ALIGN="JUSTIFY"><font face="Arial">How will you beat your competition for your current
and future business? By finding and attracting the best and brightest the industry has to
offer. One way to do this is to work with a recruiting firm that specializes in finding
the type of people you’re looking for. </font></p>
<b><p ALIGN="JUSTIFY"><font face="Arial">Choosing A Search Firm</font></p>
<ul>
<li><p ALIGN="JUSTIFY"><font face="Arial">Do business with someone you like</font></p>
</li>
</ul>
<blockquote>
</b><p ALIGN="JUSTIFY"><font face="Arial">Developing rapport with the recruiter that
you’ll be working with is very important. After all, you’re delegating an
extremely important task to this person. Your recruiter is also an extension of you and
your company to the marketplace of potential candidates. Make sure it’s someone that
will represent you well.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Multiple Postings</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">To ensure that your position(s) get the highest
priority from your recruiter limit the number of recruiters you give your recruiting
assignments to. Recruiters will work a lot harder when they know they are the only one
competing for the talent pool.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Let Them In</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Educate your recruiter on your company, your
products, and your services. The more educated they are the better job they’ll do
representing you.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Establish Protocol</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Discuss with your recruiter what the process will be
once candidates are identified. Establish time lines and reporting protocol to expedite
the process.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Quality Control</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Let your recruiter know exactly what you expect from
them, and ask the recruiter what he/she expects from you. Provide each other with quality
feedback at every stage of the recruiting process. The higher quality of information and
feedback, the higher quality of candidates you’ll see.</font></p>
</blockquote>
<b><p ALIGN="JUSTIFY"><font face="Arial">Competing For The Talent Pool</font></p>
<ul>
<li><p ALIGN="JUSTIFY"><font face="Arial">Why Us?</font></p>
</li>
</ul>
<blockquote>
</b><p ALIGN="JUSTIFY"><font face="Arial">Give your recruiter plenty of selling
ammunition. The recruiter will need to explain to prospective candidates why your company
will provide them with a better opportunity.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">What kind of Candidates?</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">You need to convey to the recruiter exactly what
type of candidate you’re looking for. Quantify to the best of your ability the skills
and traits you are looking for. The more information the recruiter has, the better the
candidate you’ll be presented with.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">From what type of Company?</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Where do the types of candidates you’re looking
for currently reside? If you’re looking for a particular skill set not commonly found
in the energy industry your recruiter can help you to identify other industries where that
skill set may reside.</font></p>
</blockquote>
<b><p ALIGN="JUSTIFY"><font face="Arial">Competitive Compensation Components</font></p>
<ul>
<li><p ALIGN="JUSTIFY"><font face="Arial">Base Salaries</font></p>
</li>
</ul>
<blockquote>
</b><p ALIGN="JUSTIFY"><font face="Arial">What is the market value for the type of
candidate you’re pursuing? Remember, you get what you pay for, and having the right
candidate can make a big difference in your profit and loss. Spending a few thousand
dollars more for the best candidate will reap incremental returns on your investment.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Incentive Compensation</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">What is your formula for incentive compensation?
When will it be paid? Are you going to pay for individual performance or will the bonus be
based on team/company goals achieved?</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Equity Participation</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">If you’re a smaller company, or if you’re
trying to attract very senior level talent you may need to offer stock options or other
forms of equity to attract talent.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Employment Agreements/Contracts</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Because of the volatility of the marketplace,
companies are opening and closing their doors every day. Candidates are looking for some
sign of company commitment to the business. This can also be a good way to protect your
investment and give the candidate some incentive to stick around.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Salary Reviews</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Maybe you can’t offer the candidate the base
salary he/she is looking for. Can you guarantee this individual a salary review and/or
increase after some period of time with proven performance?</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Sign-On Bonuses</font></strong></p>
</li>
</ul>
<blockquote>
<p ALIGN="JUSTIFY"><font face="Arial">Always a good way to get a candidate over the
"decision hump". Also, it can help offset some of the out of pocket expenses
incurred by candidates when relocating, or to help attract candidates that might consider
themselves unavailable because of anticipated bonuses.</font></p>
</blockquote>
<ul>
<li><p ALIGN="JUSTIFY"><strong><font face="Arial">Relocation Assistance</font></strong></p>
</li>
</ul>
<p ALIGN="JUSTIFY"><font face="Arial">What costs associated with relocating a candidate is
your company willing to pick up? Moving of household goods, temporary living/storage,
airfare for house hunting trips, paid points or commissions are fairly standard. </font></p>
<p ALIGN="JUSTIFY"><font face="Arial">Using a professional search firm to assist you
locating and attracting the exceptional candidates that aren’t typically reading the
newspaper help wanted advertisements can help you expedite this time intensive process. In
the typical recruiting process, a recruiter may have to make as many as 200 targeted phone
calls, narrow that list of candidates down to 10 or 12 candidates, then further qualify
them to a manageable 3-5 prospects for you to interview. By the time candidates sit down
at your desk to discuss your position with you, they are qualified for the position,
references will have been checked, you will know what it will take financially to get them
to accept an offer, they will have been coached against the dangers of accepting a
counter-offer from their current employer, and will be prepared to start within 2-3 weeks.
At that point, all you should have to do is decide which candidate you like the most,
extend an offer, shake hands and look forward to having a new star player join your team. </font></p>
<p ALIGN="JUSTIFY"><font face="Arial">The process of identifying, recruiting, and
delivering the best available candidates is a time consuming and extremely detailed
process. The right recruiter can help you take the steps to ensure success in your
efforts.</font></p>
<hr>
<p ALIGN="JUSTIFY"><small><font face="Arial"><strong>Robert Fodge</strong> is President of
<strong>Power Brokers, LLC</strong> based in Sterling, VA. He has been recruiting for the
energy industry for over eight years. Power Brokers is a network of executive recruiters
located around the country that work exclusively with energy companies. They can be
reached via their web site at: <a href="http://www.pwrbrokers.com">http://www.pwrbrokers.com</a>
or at (703) 450-8383.</font></small></td>
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