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neglected. People were understandably to take repeatable tasks away from difficult to bring in high-quality ex-pat
cutting back on things like graduate employees and increase efficiency. The talent, and two, that in addition to
schemes, which trickles down and now industry is quite focused on innovation the technical, engineering type roles
we’re feeling the consequences. and technology as a solution to the you mention, the US also has a lot
skills shortage. of problems attracting enough blue
JS: I’d agree, it’s something we notice collar workers. Interestingly, the report
with a lot of owner-operators we JS: Absolutely – all of those things are actually shows respondents are more
work with. It’s one of those perennial important, but technology really is worried in Europe, Asia and South
problems that everyone talks about: the the most important part – certainly America than North America, so there’s
ageing workforce, skilled talent starting for us. We frame the problem in terms a disparity there, but I think we need to
to retire and their younger replacements of ‘organisational memory’, thinking be mindful of these trends.
not having that same experience and about skills and expertise that are
skill level – but you’re right that it leaking out of the industry and causing Engineering is the discipline most affected
feels more pronounced a few years the skills crisis; is there a way to by the talent shortage. How can the sector
downstream from the downturn. capture and codify that, to put it into attract and retain engineers in particular?
systems that can then automate tasks? HP: Honestly, to my mind it really is this:
JM: People are feeling the pressure That alleviates the burden on some training, training, training. If you look
from smaller teams – more work, more more junior roles, but can you then at the survey data, that’s what came up
expectations, more demands (on them) apply advanced technologies like AI and time and again, especially if you look at
– and what’s worse the longer positions machine learning to really understand the engineers. The need for upskilling
remain open. On the other hand, we what’s being done in a way that’s in the sector is real, after a period of
shouldn’t neglect to mention the upside comparable to human understanding? neglect during the downturn. We’ve
for people in the industry, which is that That way you retain skills and come out the other side and hopefully
the skills shortage is putting upwards experience – not just handover notes have some better years to look forward
pressure on wages. You have a limited locked in a file somewhere. to, so now’s the time to invest in
supply of people with specific skills, and people while you have a good chance of
those people can enjoy the fruits of that. It’s all about retention – period. keeping them for a few years.
The companies, though, aren’t having Get culture right, and you’ll
such a good time. We’ve talked a lot JM: I’d add that the focus on training
about the people, which is right as be less exposed to the skills should extend to leaders in the
they’re the lifeblood of any company, gap. Technologically, it’s about company too. Often, when people leave,
but there are also impacts that are felt at embracing automation. The it’s not the company itself, it’s their
an organisational level. If you can’t get more you automate, the more manager that’s the issue. Pay attention
enough of the right people onto a project to exit interviews, survey employees
at the right time then you start to get efficient employees can be, and invest in leadership training in line
project delays, which costs companies solving some of the skills gap with the findings to retain talent.
more in terms of longer lead times to by changing the types of roles But I also think we need to do a better
generate revenue, cost overruns or job at attracting people into energy in
missed performance targets – not to needed in an organisation the first place. An engineer decides
mention those higher wages. early on what sector to pursue a career
Moving onto regions most at risk in, then they tend to stick to that path.
Respondents said that the skills shortage though, to my mind it’s actually So, we have to catch them young, tell a
has the potential to decrease efficiency, the United States. You might find compelling story and get them excited
reduce productivity and increase operating that surprising – they have so much about working in energy.
costs. What is the industry doing to combat technical talent and expertise and
this and what regions are most at risk? such a rich energy industry – but, in What can industry as a whole do to
JM: A big thing we’ve seen is the a sense, that’s precisely the problem. help solve the skills gap – culturally,
industry making renewed efforts to If you’re a young, technically minded technologically, through education and
engage with trade schools, universities person looking for a career path, you through diversity?
and apprenticeship programs, trying have this thriving technology economy JM: All of those things are vital.
to get more students trained up and that is really fashionable and attractive. Culturally, it’s about creating an
entering the market. There’s a lot of Those tech companies may help solve environment where people want to stay
recognition that there simply isn’t some of the energy industry’s issues, and are happy with their career path.
enough technical talent to go around but they’re also snapping up most of It’s all about retention – period. Get
and the industry is trying to get the talent that might otherwise have culture right, and you’ll be less exposed
upstream of the problem. The other pursued engineering roles in our to the skills gap. Technologically, it’s
thing, which I’m very pleased to see, is sector. However, I also see a lot of risk about embracing automation. The
that there are more companies focusing in South East and Central Asia, where more you automate, the more efficient
on gender diversity and trying to widen infrastructure is ageing, just as the employees can be, solving some of the
the net for the types of applicants ageing workforce issue impacts there as skills gap by changing the types of roles
they can bring into their company. it does everywhere. needed in an organisation. It’s critical
When you have a skills shortage, it to think beyond today.
doesn’t make sense to ignore half the HP: I’d echo what you said about the Through education, it’s a matter of
population. US being a region at risk. I’d also add getting that industry brand proposition
We also see technology playing a two things; one, that the US’s heavy right so that young people are inspired
greater role. Automation gives you ways restrictions on immigration make it to pursue careers in our sector, teaming

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