Oil Rigs Employment The Truth About Interviews For Oil Rig Jobs

Do you feel stressed when looking for oil rigs employment? It’s natural. No matter how experienced you may be, everyone feels anxious when they have to look for a new job. For many people, the most frightening part of finding a job is the interview itself. And yet, by rights, this should be the least worrying part of your job hunt. This article discusses some facts about the oil rig job interview which should help to remove your interview anxieties.

Once you get your interview, you are well on your way to getting a job. Depending on the state of the economy, for every 5 interviews you attend, you could get up to 3 or even 4 job offers. The simple fact is that conducting interviews is expensive. Employers don’t like it because it takes away productive working time from their senior staff. That’s why most HR departments aggressively examine job applicants prior to shortlisting them for interviews.

In a booming economy, experienced oil rig workers can get job offers from their very first interview. But even in a weak economy, even the most inexperienced candidate for offshore oil rig jobs should receive at least 1 or 2 offers from for every 10 interviews he attends. If you are being rejected for every interview, you may need to consider whether or not you are suffering from self-sabotaging behavior. It is probably a good idea to take time out from your job hunt to seek professional counseling to fix this problem.

Sometimes you can see many advertisements for oil rig roustabout jobs and other offshore drilling jobs, especially in the free-to-use job boards like Monster. So you think you should have a good chance of getting an interview. But when you don’t get any calls, you start to lose confidence in yourself and your resume. Before giving up on working in the oil industry, you should know that many employers sometimes put out fake advertisements of vacancies to find out how easily they can hire new workers. If they find many unemployed workers, they will take the opportunity to pressure their existing workers to accept pay cuts or risk losing their jobs to someone who will work cheaper.

Clearing your interview is the last step to getting hired. So make sure you show the right attitude to your interviewer. You need to that you are tough, independent, have initiative, and are a team-worker. You also need to show the interviewer that you have at least some of the skills needed to work on an oil rig. Even though you have already stated your relevant skills in your resume, the interview is where you convince your future boss that you have some of the needed skills and are able to pick up more of what’s needed.

Interviews for oil rigs employment are stressful. But if you keep the facts above in mind, you should find some of your worries melting away. It is all a numbers game – attend enough interviews and you will definitely get a job.

Employment Background Screening

About fifty years back, hiring a person was a simple process. All you had to do after receiving the application was a quick cross reference with previous employers and hire the person. In many cases, even that was not done; people were hired simply because a neighbor or a friend had something good to say about them. Hiring was a matter of gut instinct.

Not any longer. Today, this casual attitude towards hiring your employees could cost you billions of dollars in lost lawsuits.

A security agency had to pay $3 million after their guard had stolen from a client. Subsequent checks revealed that the employee had a colorful criminal record. ?A sales firm had to pay $175,000 in negligent hiring lawsuits when its sales representative was caught forging signatures.

Many companies have lost millions of dollars in negligent hiring lawsuits because they did not uncover vital information through employment background screening.

The Society for Human Resource Management says that 95% of HR professionals in charge of hiring employees conduct employment background screening before they hire. This is a whopping 35% increase from the 60% who used to screen employees in the 1990s. There seems to be a reason for this sudden jump: more than 40% of job applications submitted in the US contain false or fabricated data. More than 9% of the employees who have agreed to get their backgrounds checked are hiding criminal histories. Thus, it is obvious that hiring is contingent on successful employment background screening.

A thorough employment background screening exposes information that was intentionally withheld or mistakenly omitted. Often, employees embellish the truth, particularly when it comes to educational qualification, expertise or experience. Such hidden information may have serious repercussions if it is discovered in a tricky situation. Needless to say, access to such data will stop you from hiring antisocial elements.

Employment background screening consists of a number of checks: background checks, drug tests and psychometric testing. This helps employers ascertain claims regarding qualification, education, previous employment and criminal history. It also helps them uncover any blemished in the person’s character.

Background searching services are offered by a large number of online services and private investigators. When choosing the right company, select a company that has access to a wide network of information. Most screening companies retrieve data from a common pool of data stored with government agencies. They then dig further for criminal history, credit data, sexual offense registration information and other sensitive material. All the data collected on the potential employee is then compiled into a single background check report. The company you employ must be able to give you quick results, because you obviously don’t want to lose a good employee to your competition.

Whether you conduct an in-house background screening or employ the services of a background screening company, it is necessary to go through the claims of your potential employee with a fine-toothed comb. Companies that fail to perform their due diligence before hiring may have to close shop if the worst happens.

Hiring A Professional Pre Employment Background Screening Company – Advantages For Human Resource

With increasing competition in job market, there is also an increase of fake credentials and forge documents provided by the candidates to get a higher position. These types of candidates not only deprive of the right of other candidate who have the original credentials, but also dangerous for the company itself. Therefore, the importance of pre employment background screening has been increasing with every single day.

Background screening of an employee is primarily a work of Human Resource department of a company. But most of the companies hire professional background screening companies to do the task for them. There are several good reasons for hiring a professional company. We will discuss few of them in little detail.

First and foremost reason for hiring a professional screening company is that, if a screening company is good, it will certainly have years of experience in employment verification, criminal background screening, educational document verification and so on. Hence, these companies can screen the background of a candidate far better than the in-house screening done by the human resource department.

Another good reason for hiring a professional background screening service provider is that they do it very fast. A first priority of any HR department is to complete the hiring process as quickly as possible. And if HR gets involve in screening of a candidate, the task may get slow because of other human resource related course. It can become a hassle for HR and for candidate both. So HR prefers to hire a background screening company do the process fast.

Furthermore, cost saving is one thing that make a company to hire screening company. If HR does it by itself, it will need in-house professionals to do the screening of candidates. Means company has to pay these professionals to do the screening, other costs are also involved. On the other hand, HR finds services of background screening companies cost effective. The reason of cost effectiveness is that these companies already have established networks; they are specialized in their work. They find no hassle in doing background screening of an employee anywhere in the world, and hence become cost effective.

Conclusion

Pre employment background screening is one most important task which no company wants to overlook. But this work needs specialization, and background screening companies usually have years of experience and are specialized in executing the task efficiently. Therefore, HR department should think about hiring a good background screening company before establishing an in-house section for screening of a job candidate.

Offshore Drilling Employment Your Cover Letter Must Have These 3 Elements

Both your cover letter and your resume are important when looking for offshore drilling employment. You need to get HR to read both, otherwise it’s all for nothing. First, you need to attract their attention. This is easy – your email (cover letter) subject just needs to state the job title (and code, if any) in the advertisement. Then your cover letter must make them read your resume. Finally, getting you the interview is the job of your resume. For your cover letter, here are three elements necessary to make it powerful…

1. Do You Have Any Relevant Job Experience?

If you had one working week to select 20 candidates out of 500 for interviews, and all you had to go on was their cover letters and resumes, how would you do it? Whether you start from the earliest job applications, or the latest, or randomly open the emails, you would not read every cover letter and resume in detail. When you open the email (cover letter), you’ll only have time to look at the first half-page. It must give you a reason to read on and open the candidate’s resume, otherwise you’ll just move the job application to your trash folder.

So what makes the HR staff decide whether or not to read the rest of your cover letter and resume? The most important factor is relevant job experience. Unless you are going in through the back door, or the company is desperate for workers, your previous job experience is critical to selection. That means you must quickly and concisely state the most relevant points in your job history and tie it to the scope and requirements stated in the job advertisement.

But what if you have never worked in the oil industry before? During the oil boom, experience didn’t matter. But that is not the case during a recession. However, there is still a chance if you can get some relevant training under your belt. Oil is of strategic importance to many nations, and governments have training programs in place to provide workers for the oil industry. While the actual training may take place in technical or community colleges, the syllabus is designed by the oil industry.

Training can be expensive, but the oil industry still pays very well, so it is worth it. Before you pay for your own training, though, you should check if qualify for any form of subsidy. For example, disadvantaged youths in the US may qualify for the JobCorps program, while ex-servicemen in Britain have special training programs to prepare them for offshore oil rig jobs.

2. Do You Have Any Outstanding Skills?

Besides meeting the scope and requirements of the advertised oil rig jobs, is there any other thing that might make you special? Do you exceed the requirements in any way? For example, if the advertised roustabout jobs say they need people with 2 years of working experience, do you have 5 years? If you can add this kind of depth, and successfully make your case in the cover letter, you’ll have a better chance of getting hired.

However, depth is not the only way. How about breadth? Do you have any extra skills? Let’s take that same roustabout job. Perhaps you have scaffolding experience? Then say so. Companies always want people with some extra skills, as long as they don’t have to pay for it. Every boss wants his workers to be able to back each other up. He cannot afford to have critical jobs left undone just because the only guy who can do it broke a leg or something like that.

3. Can You Start Work Immediately?

Being able to start work immediately is always a strong point in your favor. If you can start work immediately, you can sometimes trump a rival with better experience. However, this does not just mean not having a job right now. You need to clear a lot of red tape before you can work on an offshore oil rig. If you have already dealt with the necessary paperwork, this saves the human resource staff a lot of trouble and they will be more willing to call you up.

While they aren’t supposed to behave this way, they are also human. In any case, this is a list of government paperwork you often have to deal with:

Firefighting certificate

First aid certificate

Helicopter underwater escape training certificate

Offshore survival certificate

Vaccinations

Passport

Visa

Relevant local union membership(s)

There is no fixed format for a cover letter. Neither is there such a thing as a perfect cover letter for offshore drilling employment. However, one thing is clear – your cover letter must have the above three important elements to persuade HR to read your resume.

Benefits Of Working With An Employment Firm For Peoplesoft Staffing

The demand for PeopleSoft professionals is steadily rising every day, but PeopleSoft staffing is not easy. This is why it is often quite difficult for companies to find the right PeopleSoft professionals to fill their vacant positions. Partnering with a staffing firm can help you get the right professional faster.

Help finding the right candidate

To get the right PeopleSoft professional for your business, it is better to work with an IT staffing company, rather than a boutique employment firm. IT staffing agencies solely dedicate their efforts in finding IT professionals and so they have better knowledge, more experience and have a faster turnaround time in providing a PeopleSoft professional. A company might not always have HR resources dedicated to a specialized technology. A boutique staffing firm that recruits for many industries may also lack that insight. So, it is better to hire an expert for this purpose.

Help finding the right candidate faster

PeopleSoft staffing takes time. Proficient PeopleSoft professionals are not available easily. It is often difficult for businesses to get PeopleSoft professionals on mission critical projects. Partnering with an employment company assures a business access to proficient IT professionals faster. Moreover, it reduces chances of wrong hires.

Helps in forming a healthy work culture

A wrong hire can be dangerous for a business. It can cost a business in terms of money and time. Working with a staffing firm considerably reduces the chances of mis-hiring. This is because an IT staffing agency not only assesses the technical skills of a candidate but it also tries to find out whether or not a resource will match the work culture of a company. This ensures a congenial and homogenous workforce that works toward achieving a common goal.

Works as an extension of HR department

In reality, an IT staffing company works as an extension of a companys HR department. It posts advertisements, screens resumes, interviews candidates and finally sends the short-listed candidates to the prospective employer for the final hiring decision. Specialized staffing companies work with a business to help them find the right candidate with skills in a particular technology faster.

Benefits of working with a staffing firm

In other words, a staffing firm allows businesses to concentrate on their core areas of business operations by taking away all of the distractions that are not essentially related to those core areas. The benefits of partnering with an IT staffing firm for PeopleSoft staffing is actually twofold – first, it gives access to qualified PeopleSoft talent faster and second it assures that the candidate will be a right fit for the company, not only technically but also within the work culture.

In addition, if you decide you need to let someone go, a staffing agency can help you by providing replacement staff. This can be done discreetly without other people within your company knowing that you are looking to replace someone. Partnering with an employment firm ensures that a business always has access to quality talent and the firm will use discretion in finding the best fit for your needs.