We’ve got people.
PennEnergy JOBS is the key to attracting the energy industry professionals you need to hire
to meet your business goals. Our process puts your recruitment message in front of the
industry’s best talent whether it’s online, in print, or at an event. This approach offers you the
fexibility to create custom recruitment advertising campaigns best suited to meet your budget
and objectives.
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Visit: www.PennEnergyJOBS.com
Call: 1-800-738-0134
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12 Winter 2014 | FOR JOB OPPORTUNITIES, VISIT www.PennEnergyJOBS.com | EnergyWorkforce
even after undergoing safety training.
An oil and gas services company we
work with implemented a safety assessment in their hiring process and realized a 28 percent reduction in at-fault
accidents and incidents after screening
out candidates with the lowest safety orientation scores. In addition to improvements in employee safety and well-being, the cost savings associated with
accident reduction was over five times
the cost of implementing assessments as
part of the hiring process. Also, as safe
individuals tend to be more dependable, the company found that the rate of
failures in their drug screens and background checks was reduced as well.
Selectively hire the right people
Hiring mistakes happen – such as those
who do not show up to work after their
first paycheck, tend to cause conflicts
with others in the workplace, or simply cannot learn the procedures and
requirements of the role. These hires
greatly affect productivity and usually
have short tenure.
By using online assessments, indi-
viduals’ suitability for roles can be mea-
sured and determined – these types of
hires can be screened out of the inter-
view process, allowing recruiters and
hiring managers to focus their time
and effort on the candidates most like-
ly to be successful. In fact, organizations
that use assessments early in the hiring
process see a 30 percent reduction in
unqualified candidates in the interview,
an 89 percent reduction in overall time
in the selection process and a 55 percent
reduction in cost per applicant.
Almost all companies will feel pressure to hire new employees as rapidly
as possible. Although it seems counter-intuitive to utilize assessments to screen
out candidates during a talent shortage,
valid and appropriate selection assessments can speed the hiring process by
focusing time and effort on only qualified candidates, rather than wasting time
on those who have little chance to be
successful. ⊗
