Energy & Natural Resources Corporate Presentation January 2018 - - PowerPoint PPT Presentation

Energy & Natural Resources – Corporate Presentation January 2018

About Us

• Scales and Associates is a specialist recruitment, staffing management, talent pipelining and mapping partner

for the Energy & Natural Resources sector in Canada. Our proven track record and network of contacts within the Western Canadian Sedimentary Basin and Internationally allows us to provide clients with an unrivalled level of success and service at a fraction of the cost and on a consistent basis. We work with clients to provide a sustainable, economical and effective recruitment, market insight and talent pipelining service that can be adapted in all scale environments, from new start-ups through to major global organisations. Scales and Associates also offer global expertise across other sectors, including Financial Services, Private Banking & Equity, FinTech, Data Science, and Additive Manufacturing. Our capabilities allow us to assist clients in a multitude of locations, from established hugely populated countries to independent islands. Geographically, we pride ourselves on global reach, complimented with local delivery.

Outlook for 2018

• “As we head into 2018, one thing is certain, Technology in nearly all sectors will play a greater importance role than in years before.

Although we have seen a more stable Crude oil price over the last few months, organisations are looking at ways to maximise operational efficiency and factor in Crude oil prices at a new price point. Data Analytics, Big Data and AI (Machine Learning) are disciplines which we believe are going to be the most in-demand for Energy companies in 2018. However the fundamental issue with these skill sets is that the demand outweighs the supply given the expertise is transferable across many other sectors. Financial Services, Logistics, Insurance and Retail have already been hiring these skills sets for the past few years and are advanced in this core area of expertise compared with the Energy sector. My advice to any Energy related company wanting to harness the power of Data Analytics, Big Data or AI (Machine Learning) is to have a strategy in place ahead of when your hiring plans are scheduled, and partner with a staffing firm who can both meet your expectations and have experience hiring in this space. It is believed that there will be a shortage of 1.5Million professionals in this space compared with the volume of job openings by the end of 2018. An analogy I would use is Bitcoin, people knew it was there years ago, now look at the demand. Like Bitcoin, I see Advanced Analytics expertise being a high value commodity in 2018 and for many years to come.”

We are specialists within the WCSB with a core focus on the following areas, providing both permanent and interim staffing solutions

Core Areas of Expertise

• Petroleum

Engineering Drilling & Completions Engineering Geosciences Land & Regulatory Senior Appointments Data Science and Advanced Analytics IT, Accounting & Legal Operations, Asset Integrity & Production Engineering

“As we head into 2018, one thing is certain, Technology in nearly all sectors will play a greater importance role than in years before. Like Bitcoin, I see Advanced Analytics expertise being a high value commodity in 2018 and for many years to come. The Energy sector is lagging behind many

• ther industries globally when it comes to

Advanced Analytics, with a discipline which predicts a skill shortage of 1.5million by the end of 2018 its imperative organisations identify a strategy and partner with a staffing firm capable of meeting their expectations and have proven experience in this space”

What we can do for you

• Talent Acquisition

(Recruitment & Headhunting)

Talent Pipeline Staffing Management (RPO) Market Insight and Brand Perceptions Market Mapping

Partner with an organisation to manage all or part of their recruitment, including the process and strategy to ensure maximum efficiency and effectiveness Research, Identify, Attract and Deliver high quality professionals, utilising various methods to acquire the best individuals for our clients Construct a sustainable Talent Pipeline of relevantly skilled professionals to reduce Time-to-Hire and cost. A highly effective solution for competitive or niche skilled disciplines Provide clients with market insight, news and perceptions of their brand within the market Detailed research into the market, allowing us to provide our clients with a map of certain

• rganisations structure

and size

• Talent Acquisition

Tale lent nt Acquis isiti ition

• n Proc
• cess

ess

Scales and Associates are an advocate of “one size does NOT fit all”. We tailor our processes to suit the requirements of each individual client, from new start-up’s through to major International

• rganisations.

We provide clients with a scalable, detailed executive search methodology, but complimented with an industry low fee per hire. *Please see a flow diagram showing our standard process on the following page

Time me and d Effort

• rt

A key element of Scales and Associates is the time and effort we save our clients with each search. We ensure that from the outset our clients expectations are achieved and we maintain transparency throughout the process. Relating specifically to the Oil and Gas sector, we appreciate there are many candidates currently available in the market. Job advert responses are receiving large volumes of applicants which is making it more difficult for clients to spend time qualifying resumes. Our service allows clients to be confident that their brand is being represented by professional and diligent consultants who have a genuine interest in the Oil and Gas

• industry. We provide clients with the
• pportunity to review the whole industry

and “leave no stone un-turned” in the search for the perfect candidate.

Pricing cing

We have fixed our fee for Energy & Natural Resources related hires to 7.5% of base salary only. This provides clients with an effective and economical pricing structure which has saved clients tens of thousands of dollars

• n external hiring costs, and therefore still

allows them to use a professional firm who can explore the whole industry, not just candidates who are “on” the market. 6 hires per year @ 20% ($25,000) = $150,000 6 hires per year @7.5% ($9,375) = $56,250 *Based on average salary @ $125,000 **Average recruitment costs in this sector are 18-20% of base salary We also offer pricing structures for

• rganisations who don't necessarily have

the capital to engage a professional firm, but still require our services (for a confidential discussion regarding this, please contact us).

Talent Acquisition is the process of identifying, approaching and acquiring a relevantly skilled professional on behalf of a client.

Talent Acquisition

• “Given our genuine interest in the Oil and

Gas sector in Calgary, we feel strongly about current market conditions and want to help clients still develop their business in an efficient and economical manner. Employee’s are our clients greatest asset and we are providing a solution for clients so they can attract and retain the best, but a fraction of the cost.”

Stage 1

Consultation Discuss details of the role, technical skills required and personality fit. This allows us to begin an effective search and identify the best possible prospective candidates

Stage 2

Research and Identification

• Carry out research into the company, areas of operations and competition to

compile an extensive list of candidates to approach. We have a dedicated research consultant who mines through data specific to the brief. We then identify our extensive target list as we "leave no stone un-turned" in the search for the ideal candidate

Stage 3

Approaches and Qualification

• Once the list has been approved by the managing consultant we then start to

make informed and confidential approaches to those candidates. We will also qualify them against the brief to determine whether they are to be shortlisted

• A meeting or video interview will be conducted for a more detailed

screening/qualification of the candidates skills and personality

Stage 4

Short Listing

• Once we have compiled our qualified shortlist of candidates we then present

them to the client and talk through our comments before de-briefing after their

• review. Financial packages will also be disclosed so we can manage expectations

Stage 5

Interviews and feedback

• Once feedback from the shortlist is given we will schedule interviews for the

selected candidates. Once the interviews are complete we will discuss feedback from the client and relay that to the candidate, whether it be positive or negative

Stage 6

Offer Management and Offer Acceptance

• We work with both the client and candidate from the start of the process to

ensure expectations are managed and offers accepted. We are there to ensure the process runs smoothly and concludes with the outcome both parties desire

Stage 7

Due Diligence & Resignation Management

• References are taken and written up for the client to review
• Maintain contact with the candidate throughout their resignation and notice

period to ensure there are no issues

Stage 8

On boarding

• Maintain communication with the candidate throughout their first month of

employment and meet with them to ensure they are content with their new

• environment. This also allows us to provide feedback to the client. We also

like to hear about the candidates experience as we take a genuine interest in

• ur candidates careers

Talent Acquisition Process

• Staffing Management (RPO)

Staffing Management (RPO)

• Fully Outsourced Basis

An organisation outsources all recruitment activity. Scales and Associates manage the end-to- end recruitment process and strategy for the clients

• rganisation.

Hybrid Basis An organisation retains their own in- house recruitment team, however, they need a partner on an ongoing basis to manage the roles they struggle to fill themselves. This may be caused by "peaks" of recruitment demand, technical complexity of the roles, lack of geographical coverage

• r performance issues within the

internal team. Project Basis An organisation engages Scales and Associates for a specific period of time to complete a start- to-finish recruitment project. The nature of the engagement is time bound and relates to a specific need, generally by the type of role and/or geography.

RPO is an economical and efficient alternative to external “spot hiring” recruitment. It can either compliment an existing HR function or work as a clients sole recruitment effort.

Staffing Management is our tailored version of recruitment process outsourcing (RPO). Recruitment Process Outsourcing (RPO) simply means that an organisation uses a partner to manage all or part of their recruitment rather than do it themselves. This can either be:

• "Employee's are a company's greatest asset, they're your

competitive advantage- You must attract and retain the best“

Why Use Staffing Management

• Efficient Recruiting

Reduce Time-To-Hire KYC Know You Client Increases consistency of hiring Reduction on external spot hiring costs

Effective Recruiting

Improved selection process

Positive Business Impact

Increased staff retention Better quality candidates and increased new hire productivity Positive brand impact - Professional approach to hiring process Improved Employee Engagement Consistent high quality candidates Enhanced candidate experience Improved hiring manager experience

When to use Staffing Management & Talent Acquisition

• Staffing Management & Talent Acquisition

Volume of Candidates Time Sensitive Niche skills Niche skill set Time Sensitive Volume of Candidates Developing Team

Staffing Management is effective when the following points are a challenge for a hiring organisation

Improved recruitment process and timeframes

• Ensuring candidates engagement in a competitive

market Given current market conditions, often there is a high volume of response for vacant positions, many of which are not suitably qualified

• Focus on Quality and not Quantity

Specific skill set relevant to a particular asset or resource play

• Technical skill set which is in-demand and is facing a

skill shortage in the market Developing Team Growth or development of a teams technical capabilities

• Improving efficiency and effective performance

What does Staffing Management include

• Managed Recruitment Process

Recruitment Strategy Industry Specialists Talent Acquisition Process Talent Pipelining Market Insight and Brand Perceptions Reference Checking Offer Management Resignation Management Interview Scheduling On-Boarding Talent Pipeline Talent Pipeline is the ongoing process of constructing a database

• r pipeline of relevantly skilled professionals for a client
• It allows us to understand the clients business both culturally

and technically, therefore allowing us to construct a Talent Pipeline of relevantly skilled professionals exclusively for our clients

• A benefiting factor is that it ensures efficient and effective hiring

to maximise the recruitment process and strategy Talent Acquisition Talent Acquisition: The process of Researching, Identifying, Attracting and Delivering high quality professionals

• Approaches can be done through headhunting techniques,

networking or utilising an already structured talent pipeline Market Insight and Brand Perceptions Its critical clients are aware of their brand perception, as well as insight into the market and competitors. This can be valuable for salary reviews, market intelligence, news or general perceptions of their brand

• When networking with industry contacts, we are engaging with

many relevantly skilled professionals and therefore can provide insight into the market and perceptions of the clients brand. This information is documented and presented to the client

Staffing Management

• What our clients say about us

“I have had the pleasure of working with Andrew, to hire four senior technical geologist. Andrew has an easy going style that is coupled with a focused mind that can quickly focus to the key skills and personalities that are required. He listens attentively and presents a range of options. He follows up with good questions that help the two of us narrow the list of viable candidates and hone in on the most suitable set of skills and

• experience. He provides guidance for the prospect and to me to help manage expectations and
• negotiations. Andrew is a highly regarded professional. ”

Geology Manager- Intermediate Exploration & Production Company- WCSB

“Andrew was extremely helpful when our Company was looking for a geologist. I appreciated him being very cognizant of the skill sets that we required and not overwhelming us with individuals that did not fit our criteria. In the end, he found us the perfect candidate.” VP Exploration- Junior Exploration & Production Company WCSB

“I have been working with Scales and Associates for the past 3 years and am very impressed with the quality

• f candidates that they have provided. Andrew is both responsive and professional and has a track record

for finding candidates that not only have the rights skills and abilities but fit our organization culture as

• well. He is focused on building a relationship with his clients and takes the time to thoroughly understand

their needs. I would highly recommend Andrew.” Head of Human Resources- Private Large Exploration & Production Company WCSB

• Candidate Testimonials
• “Andrew’s genuine and open way of working is a breath of

fresh air in the industry. He communicates honestly, yet professionally and is very efficient at it. He was always quick to answer my queries during the hiring process and I greatly appreciated his support. The overall experience was extremely positive and I would not hesitate to recommend Andrew to anyone.”

Job Title- Data Scientist

“This was the first time using this type of recruiting service and I couldn't be happier with the outcome. Very professional but sensitive at the same time, they understand both side views and

• needs. Scales and Associates are with you during all the

process, no matter how long it is, providing their support and

• expertise. "

Job Title- Chief of Staff & Analytical Specialist “It was my pleasure to work with Andrew, he is an excellent

• professional. He made me feel comfortable and gave me confidence to

reach my goals. He is able to get all the answers that you have during the recruitment process. After the process was complete, he followed up to ensure I was comfortable and happy in my new environment. I will be absolutely sure to contact him again if I need his services in thefuture.” Job Title- Head of Production

“Andrew is highly knowledgeable about the Oil and Gas industry in Calgary. His professional approach is both refreshing and effective. I will continue using him for new hires in my team and recommending his services to my network.”

Job Title- VP Exploration

Areas We Cover

• We pride ourselves on global reach, local delivery. Don't hesitate to ask us about any other locations your organisation would like

assistance with, our network in new locations is growing daily

Bahamas & Caribbean region Andorra Calgary Head Office Singapore Bermuda U.S Egypt Switzerland

Andrew P. Scales

• Director

Scales and Associates +44 (0) 161 669 5833 +44 (0) 7427 636 065 +1 403 668 7016 andrew@scalesassociates.ca www.scalesassociates.com www.scalesassociates.ca

“Unearthing the best talent in the industry”

We welcome any enquiries and hope we can provide you with some insight that will help your organisation in 2018. Whether we can assist you directly or can provide you with some free advice

• n the market, don't hesitate to contact

us.