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ENERGY STAFFING INDUSTRY.
Term Paper ID:30726
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Essay Subject:
Discusses the uniqueness of the staffing industry that supports the energy service industry.... More...
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8 Pages / 1800 Words
8 sources, 8 Citations,
APA Format
$32.00
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Paper Abstract:
Discusses the uniqueness of the staffing industry that supports the energy service industry. The need for specialists in the energy industry. Background of the industry. Electric utilities. Impact of regulations, technology, competition. Makeup of the energy staffing industry. Benefits of outside agency to recruit and staff. Services provided. Profiles of staffing companies.
Paper Introduction:
Introduction
Recruiting, hiring, training, evaluating and promoting or dismissing employees is one of the most critical functions that a company performs. If an organization does not have the right people with the right knowledge available at the right time, it is at a considerable disadvantage in the marketplace. Some positions are easier to fill than others because there are numerous individuals who possess the right skills and talents to perform the job tasks. Other positions require specialized knowledge and skills that may result in higher salaries, and almost certainly results in longer recruitment times. The energy services industry is a highly specialized industry, and the professionals who work in that industry are themselves highly specialized. This research considers the staffing industry that supports the
Text of the Paper:
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(2 1). This company works with the energy servicesindustry on a retained basis (meaning that it receives an annual fee forits services regardless of how much or how little they are used by theemployer), a contingency basis (meaning that the company receives paymentonly if a successful candidate is found) and a priority search basis (whichcombines the features of contingency and retainer). In this situation,the staffing company has once again conducted the initial interview andscreening process, but the individual never signs on with the customer.Maintaining this more distant type of relationship between the utility andthe individual means that the utility can save money by using individualsonly when it has a specific need, but the wages can be considerably higher(even when the company is not responsible for paying benefits) ("NewPower," 2 1). Today, many energy services staffing and recruiting companies have anon-line presence that makes it more convenient for both employers andcandidates to connect with one another. LeeNidetz, one of the two co-founders, has a background in the telephonyindustry as well as in recruiting, while Moira Higgins, the other co-founder, has a background in staffing services. Some positions are easier to fill than others because thereare numerous individuals who possess the right skills and talents toperform the job tasks. Because the government formerly controlled their rates and becausethey enjoyed protection from competition, utility companies havetraditionally paid high dividends relative to their stock prices. The industry was deregulated only in thelate 199 s, and with questionable success, as some states (such asCalifornia) experienced power shortages and even outages due to problems inthe distribution system based on deregulation. Candidates are able to post theirresumes on-line and review job descriptions for positions outstanding atparticular companies, a feature that has particular allure when individualsare traveling a great deal. Company Profile: Technology Staffing Resources. At the same time, using the Internet makes itpossible for these companies (which are largely located in Texas) to reachmore customers and have access to more candidates than would be possiblethrough traditional marketing methods. Energy. Public UtilitiesFortnightly, p. The president ofManagement Recruiters, Dirk Cotterell, is highly technical and hasinternational connections. Management Recruiters of Salt Lake City is, as are the othercompanies in this industry, an international company that makes full use ofthe Internet both to reach new clients and to cultivate a broad base ofenergy services professionals. Manpower, for example, focuses onproviding clerical and information technology personnel, while AccounTempsprovides temporary accounting personnel to companies. The disadvantages include the fact that recruiters typically aretrying to fill multiple positions for multiple companies, and smallercustomers may have difficulty in receiving the commitment or service theywould like. Nelson, K. Profiles of Energy Staffing Companies Search Consultants International is one of the largest and oldestfirms participating in the energy services staffing and recruiting industry("Growth and Hiring," 1999). New power, new paradigm. Management Recruiters will also provide eitherpermanent employees or consultants to their clients ("Energy," 2 1). PMAOnline. (1999, Spring). Outside recruiters may not also be as familiar with thedetails of the company's operations, or with the corporate culture thatpermeates the operation, with the result that it can be more difficult tofind candidates who are not only technically competent, but who also meetthe specific internal needs of an organization. The Energy Staffing Industry As with other industries, energy companies have sought creativeapproaches to their staffing needs that help them reduce their overallcosts without reducing the quality of the personnel they have available.Recruiting and staffing agencies offer employers of all types an outsidesource to assist in meeting human resource needs, and do so withoutrequiring that the company maintain an in-house recruiting staff. Hazy expectations. Thereare benefits and disadvantages to this approach. The company hasoffices around the world, and recruits from within the specialized energyservices industry. In addition to utilitycompanies, energy staffing recruiters provide personnel to power marketers,which are companies that combine risk management, financial services, powerbrokering and similar services to the utility industry. S26. Thedifference here is that although the individual works for the company inquestion, he or she is not actually placed on the payroll; instead, thestaffing company pays the individual. Internet address: http://www.retailenergy.com/articles/power.htm. Internet address: http://www.mrislc.com/industry/energy.htm. Other positions require specialized knowledge andskills that may result in higher salaries, and almost certainly results inlonger recruitment times. The New world of power marketing.Management Quarterly (4 ), pp. Introduction Recruiting, hiring, training, evaluating and promoting or dismissingemployees is one of the most critical functions that a company performs.If an organization does not have the right people with the right knowledgeavailable at the right time, it is at a considerable disadvantage in themarketplace. As a result, the staffing companies attractspecialists, as well, who have previously worked in the industry in whichthey serve. C. The energy services industry relies on highly specialized personnelwho have significant amounts of education and who have focused on areassuch as geology and engineering. Companies can assignpersonnel to work in foreign countries for long periods of time, and thepersonnel generally sought are highly educated and work in specializedfields, such as engineering and risk management. The companyis building on the expertise of its consultants in order to enter thismarket, rather than deciding to enter the market and then find the rightconsultants. Conclusion A new company with energy services expertise and connections in theindustry could probably be successful at competing in this niche market.However, lacking the knowledge of the industry, the companies within thatindustry, and the characteristics that make individuals successful withinthose companies, a new search firm will have considerable difficulty. Internet address:http://www.searchconsultants.com/jobs/aboutind.html. Prior to the 199 s, utilitycompanies were generally publicly owned and highly regulated monopoliesthat grew out of the large expense of producing electricity. This research considers the staffingindustry that supports the energy service industry, and the characteristicsthat make that industry unique. This limits the number of firms in the industry and has led tothe proliferation of small companies rather than the extension of largestaffing services (such as Manpower) into the energy services industry. (2 1, June). The company's main focus continues to be technology tools andsoftware development, with the energy services specialists provided as anadditional benefit to existing Infosys clients. (2 1). Based in Illinois,Technology Staffing Resources focuses on Subject Matter Experts (SMEs) withstrong backgrounds in the energy services industry who are able to meet thedemands of the industry as a whole. Management Recruiters of Salt Lake City specializes in the energyservices industry with a particular emphasis on power marketers. Largemonopolies could rely on a fixed client base and offer reasonable rateswith the help of government regulation that limited entry into the marketand essentially protected the monopolies. The movetoward deregulation of the industry has increased the profit pressure oncompany management in order to maintain these dividend levels, with theresult that companies are even more interested in keeping their costs downthroughout their organization (Conley, 2 1). 2 -22. Infosys is based inHouston and has a satellite office in Austin, as well ("Welcome," 2 1). Conley, J. Welcome to Infosys. Because of this,the energy staffing companies tend to be highly specialized and focused inthe energy services industry, unlike other recruiters who may serve severalunrelated industries. Thus, one individual may work forseveral different companies over the course of a year, as demand requires,but receive a paycheck only from the staffing company. Energy staffing recruiters provide the recruiting services thatemployers would otherwise have to provide in-house. (2 1). Risk Management (48),pp. The most successful companies are alsoable to match individuals based on how they will fit into the corporateculture. At the same time, the energy companies that the staffingorganizations serve have specific and highly specialized needs, and thestaffing companies must be sufficiently well versed in these industries tobe able to discern the companies' needs and find the best possiblecandidate for the job. Thecompany focuses on risk management, origination, quantitative analysis,asset management and debt structuring, all of which are key power marketingareas. The company was founded in 198 by JosephBaker in Houston, where its headquarters are now located. However, even in this highlyregulated environment, technological innovations created a competitivemarket where excess capacity was sold to other electrical utility companiesand where competition brought an entirely new business model to theindustry (Nelson, 1999). The recruiters conduct initial interviews, and then matchcandidates to individual companies based on the companies' requirements aswell as the candidates' skills. Services Provided by Energy Staffing Recruiters The energy services industry is a highly specialized industry withunique needs and requirements of its employees. At thesame time, these companies tend to be small in size and privately held sothat little information is available regarding the size of the industry asa whole, or how many individuals are placed through the staffing andrecruiting companies in the energy services industry. The Energy Services Industry Historically, the traditional structure of the electric utilityindustry was one of regulation. Search Consultants International has a strongreputation with in the industry, and provides both employees (thoseindividuals eventually hired by Search Consultants' clients) andconsultants, who perform a specific contract and then move on. These companies placeads and seek qualified candidates for jobs based on their customers'requirements. SearchConsultants focuses on power marketing and trading, risk management, supplychain management, exploration, and project management, and seeks to fillvacancies at a variety of executive, managerial and professional levelswithin an organization. Technology Staffing Resources was formed in 1991 in response to thederegulation then taking place in the telecommunications industry. Chief among the benefitsis that smaller organizations can take advantage of the services of aprofessional recruiting without paying the recruiter during those timeswhen the company is not actively hiring. However, the natureof the energy services industry, which is highly specialized, has resultedin a relatively small number of firms participating in this field. The energy services industry is a highlyspecialized industry, and the professionals who work in that industry arethemselves highly specialized. There are a small number of large companies that operate within therecruiting industry as a whole. The staffing and recruiting companiesthat support this industry must, therefore, be able to communicate withthese individuals in such a way as to be able to evaluate their skills andtalents. This helps the company maintainquality while reducing its overhead. (2 1, June 15). Internetaddress: http://www.technologystaffing.com/history.htm. The company uses the Internet for muchof its marketing, as well as personal contacts and traditional marketingtools for the industry ("Company Profile," 2 1). Theywere long considered a conservative investment that offered safealternatives to bond investing because of their high yield. References About Search Consultants International. (1999). (2 1). At the same time, many professionalrecruiters maintain strong networks in the industries in which they work,making it possible to fill positions with already-qualified personnel in ashorter period of time than would otherwise be possible. Internet address:http://www.infosysdg.com/index.html. 13-14. Infosys is a relatively new entrant into the energy services staffingand recruiting industry, and is diversifying into this market afterfocusing on software development and information technology. Typically, recruiters also conduct reference checks on thecandidates, and will even perform much of the negotiation between thecandidate and the employer, although some employers note that since therecruiter typically is paid a percentage of the candidate's salary, thereis some conflict of interest associated with this practice (Nelson, 1999). Growth and hiring in the power marketing industry. There is no fee to the candidate for SearchConsultants' services; the service is paid for by the employer ("About,"2 1). In the energy services field, recruiting companies may also provideconsultants to energy services companies rather than just employees.
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