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 yea rs 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.”
Core Areas of Expertise ---- We are specialists within the WCSB with a core focus on the following areas, providing both permanent and interim staffing solutions Data Science Senior and Advanced Geosciences Appointments Analytics Drilling & Petroleum Completions Engineering Engineering “As we head into 2018, one thing is Operations, certain, Technology in nearly all sectors Land & Asset Integrity & IT, Accounting & will play a greater importance role than in Regulatory years before. Production Legal Like Bitcoin , I see Advanced Analytics Engineering expertise being a high value commodity in 2018 and for many years to come. The Energy sector is lagging behind many other 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 ---- Staffing Market Insight and Talent Acquisition Market Mapping Talent Pipeline Management (RPO) Brand Perceptions (Recruitment & Headhunting) Partner with an organisation Research, Identify, Attract Construct a sustainable Provide clients with Detailed research into to manage all or part of their and Deliver high quality Talent Pipeline of market insight, news and the market, allowing us recruitment, including the professionals, utilising relevantly skilled perceptions of their to provide our clients process and strategy to various methods to professionals to reduce brand within the market with a map of certain ensure maximum efficiency acquire the best Time-to-Hire and cost. A organisations structure and effectiveness individuals for our clients highly effective solution and size for competitive or niche skilled disciplines
---- Talent Acquisition ----
Talent Acquisition ---- Talent Acquisition is the process of identifying, approaching and acquiring a relevantly skilled professional on behalf of a client. Tale lent nt Acquis isiti ition on Proc ocess ess Time me and d Effort ort Pricing cing We have fixed our fee for Energy & Natural Scales and Associates are an advocate of A key element of Scales and Associates is “one size does NOT fit all”. We tailor our the time and effort we save our clients with Resources related hires to 7.5% of base processes to suit the requirements of each each search. salary only. individual client, from new start- up’s through to major International We ensure that from the outset our clients This provides clients with an effective and organisations. expectations are achieved and we maintain economical pricing structure which has transparency throughout the process. saved clients tens of thousands of dollars We provide clients with a scalable, detailed on external hiring costs, and therefore still executive search methodology, but Relating specifically to the Oil and Gas allows them to use a professional firm who complimented with an industry low fee per sector, we appreciate there are many can explore the whole industry, not just hire. candidates currently available in the market. candidates who are “on” the market. Job advert responses are receiving large volumes of applicants which is making it *Please see a flow diagram showing our more difficult for clients to spend time 6 hires per year @ 20% ($25,000) standard process on the following page qualifying resumes. = $150,000 6 hires per year @7.5% ($9,375) Our service allows clients to be confident = $56,250 that their brand is being represented by *Based on average salary @ $125,000 professional and diligent consultants who **Average recruitment costs in this sector have a genuine interest in the Oil and Gas are 18-20% of base salary industry. We provide clients with the opportunity to review the whole industry We also offer pricing structures for and “leave no stone un - turned” in the organisations who don't necessarily have “Given our genuine interest in the Oil and search for the perfect candidate. the capital to engage a professional firm, Gas sector in Calgary, we feel strongly about but still require our services (for a current market conditions and want to help confidential discussion regarding this, clients still develop their business in an please contact us). 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.”
Talent Acquisition Process ---- Interviews and feedback • Once feedback from the shortlist is given we will schedule interviews for the Consultation selected candidates. Once the interviews are complete we will discuss Discuss details of the role, technical skills required and personality fit. This allows us feedback from the client and relay that to the candidate, whether it be Stage 5 to begin an effective search and identify the best possible prospective candidates positive or negative Stage 1 Offer Management and Offer Acceptance Research and Identification • We work with both the client and candidate from the start of the process to • Carry out research into the company, areas of operations and competition to ensure expectations are managed and offers accepted. We are there to compile an extensive list of candidates to approach. We have a dedicated ensure the process runs smoothly and concludes with the outcome both research consultant who mines through data specific to the brief. We then Stage 6 Stage 2 parties desire identify our extensive target list as we "leave no stone un-turned" in the search for the ideal candidate Approaches and Qualification Due Diligence & Resignation Management • Once the list has been approved by the managing consultant we then start to • References are taken and written up for the client to review make informed and confidential approaches to those candidates. We will also • Maintain contact with the candidate throughout their resignation and notice qualify them against the brief to determine whether they are to be shortlisted Stage 7 period to ensure there are no issues Stage 3 • A meeting or video interview will be conducted for a more detailed screening/qualification of the candidates skills and personality On boarding • Maintain communication with the candidate throughout their first month of Short Listing employment and meet with them to ensure they are content with their new • Once we have compiled our qualified shortlist of candidates we then present environment. This also allows us to provide feedback to the client. We also them to the client and talk through our comments before de-briefing after their like to hear about the candidates experience as we take a genuine interest in Stage 8 Stage 4 review. Financial packages will also be disclosed so we can manage expectations our candidates careers
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