Oilfield service companies often resort to newspaper classifieds when seeking workers. They might want to also scan the headlines for news of layoffs elsewhere in the country.
Tapping into the labour pools in other provinces is one way oilpatch companies could lessen worker shortages, suggests Cheryl Knight, executive director and CEO of the Petroleum Human Resources Council of Canada. Her organization has been contracted by the Petroleum Services Association of Canada to investigate this strategy, and on Wednesday she provided a sneak peak of the resulting findings — expected to be released in full next month.
“There are opportunities for you to transfer workers from other provinces and other sectors within Canada,” said Knight during a presentation at PSAC’s spring conference in Red Deer.
But, she added, the chances of success will vary depending on region and industry.
The Petroleum Human Resources Council focused on heavy equipment operators, heavy-duty equipment mechanics, welders, truck drivers, petroleum services operators, petroleum services semi-skilled workers and engineers in its research.
It assessed the skill transferability of workers in industries like agriculture, forestry, transportation, construction, fabricated metal and equipment manufacturing, mining, and pulp and paper. The council also considered the likelihood of workers from other provinces moving to and succeeding in the oilpatch.
The results suggest that Central Canada’s large and underemployed labour force might not be the best source of workers, as many assume.
“If you just look at the numbers and ignore the other transferability factors, your approach won’t likely lead to success,” warned Knight.
Past efforts to recruit from Quebec have yielded poor results, she noted. Prince Edward Island is too small, Newfoundland has resource-based industries of its own, and even Alberta and Saskatchewan are mediocre markets because of competition for workers from related industries.
“We see, in terms of provinces for key occupations, B.C. and Nova Scotia to be your best bets,” said Knight of the trades.
But, she added, employers should watch for events in other provinces — like the closure of a major mill — that might suddenly put good prospects onto the job market.
“Make it your business to monitor what’s going on in the economy to pick up on opportunities.”
Because engineers tend not to migrate between industries, Knight suggested looking outside the country for such workers.
“Transitioning engineers who are trained in foreign countries, who have oil and gas experience, is probably a better opportunity than an engineer from another sector.”
Oil and gas companies should also be prepared to educate prospective workers about their industry, she said.
“Most people outside of Alberta, outside of the West, outside of petroleum services, do not understand the petroleum services sector.
“They don’t know that their qualifications are transferable, they don’t know what our industry is about, they don’t know what to expect.”
Similarly, new graduates from colleges and universities outside the Prairies may not see the oil and gas sector as a career option.
“It’s challenging times,” said Knight of the labour situation. “It’s quite important that we look at more creative ways to attract and find and seek people out.”
Elizabeth Aquin, a senior vice-president with PSAC, said her organization commissioned the Petroleum Human Resource Council study to help its members identify and tap into labour pools across the country. PSAC is also advocating for improved access to foreign workers, looking into the availability of American workers for oilpatch companies, exploring Canadian Forces personnel as a source of workers and contributing to a University of Alberta study into North American labour markets.
PSAC’s spring conference ran from Tuesday to Thursday.
hrichards@www.reddeeradvocate.com