Attracting and Retaining Top Talent
Key Point 1: Invest in Talent Development
Skilled drillers are in high demand, but short supply due to an aging workforce, a lack of interest among young people, and a skills gap. Companies can invest in talent development to create an environment where skilled drillers can learn, grow, and advance in their careers.
Key Point 2: Broaden the Recruitment Pool
Broadening the recruitment pool by reaching out to potential candidates who may not have considered a career as a skilled driller can help attract more people to the industry. Companies can also partner with trade schools, community colleges, and local organizations to promote the benefits of working as a skilled driller.
Key Point 3: Offer Competitive Compensation and Benefits
Offering competitive compensation and benefits is essential to attract and retain talented drillers. This includes paying skilled drillers fairly and providing them with benefits that enhance their well-being and satisfaction.
Finding and retaining skilled drillers is a challenge that many companies in the construction, mining, and oil industries face. Skilled drillers are in high demand, but short supply, due to factors such as an aging workforce, a lack of interest among young people, and a skills gap. How can companies overcome this challenge and attract and retain talented drillers?
Invest in talent development
One strategy is to invest in talent development. This means creating an environment where skilled drillers can learn, grow, and advance in their careers. Talent development can include offering training programs, mentoring, coaching, feedback, recognition, and career paths. According to Deloitte Insights, talent development is a key to attracting and retaining highly skilled people in any industry.
Broaden the recruitment pool
Another strategy is to broaden the recruitment pool. This means reaching out to potential candidates who may not have considered a career as a skilled driller, such as women, veterans, minorities, and students. Companies can also partner with trade schools, community colleges, and local organizations to promote the benefits of working as a skilled driller, such as high pay, job security, and career opportunities. According to BigRentz, combating misconceptions and stereotypes about the labor industry can help attract more young people to skilled trades.
Offer competitive compensation and benefits
A third strategy is to offer competitive compensation and benefits. This means paying skilled drillers fairly and according to the market value of their skills and experience. It also means providing them with benefits that enhance their well-being and satisfaction, such as health insurance, retirement plans, bonuses, incentives, and flexible work arrangements. According to Forbes, attracting and retaining talent has increasingly become a critical business risk for companies across geographies and industries.
Finding and retaining skilled drillers is not an easy task, but it is not impossible either. By implementing these strategies, companies can increase their chances of hiring and keeping talented drillers who can help them achieve their goals.
