LNG is tipped to become one of the world’s most prominent emerging energy markets. Many mega-scale projects are now reaching the construction phase in Australia.

Current approved projects include the Gorgon LNG Development and the PNG LNG Project, and many proposed mega developments such as the Wheatstone LNG Development and Woodside Petroleum’s Pluto Gas Project in Western Australia, Inpex’s Ichthys Gas Project in the Northern Territory, and a number of (CSG) to LNG projects in Gladstone, Queensland.

Just one of these projects is predicted to require up to 10,000 workers during construction, including several hundred management and technical specialists. Demand from all the proposed projects will put considerable pressure on professional resources. Worldwide trade in natural gas is expected to triple by 2030, so this trend is on course to continue.

The global financial crisis transformed Australia into a ‘client-led market’, where there are many more applicants than vacancies. This gave employers power to review and, to an extent, dictate the recruitment process.

Sudden and swift progress in LNG is likely to advocate a shift as of the second quarter in 2010 to a ‘candidate-led market', tipping the balance in favour of employees. Securing skilled staff will be vital to a company’s desired growth and ability to deliver services, which could have a drastic effect on the completion of major projects.

Tips to survive a candidate-led market

1. Streamlined application processes

Candidates are likely to want more direct interface with clients, so electronic application systems with no feedback or interaction will need to be reviewed to make the process more user-friendly. Long periods of time from application to offer won’t be favourable with applicants.

2. Show potential employees that you want them on board

Companies’ interview techniques can often revolve around assessing what a candidate will contribute to the company. In a candidate-led market, it is very important to spend a percentage of time on what the company can offer the candidate that they might not be offered from other employers.

3. Total integrated packages (TIPs)

Skilled tradesmen such as welders are highly price sensitive and often choose jobs based on pay. Certain types of professionals, particularly those coming from overseas senior management positions, on the other hand, will consider other key driving factors in making a decision on which company to join. Other than the project and the salary, companies might consider tailoring tips to make them more family-oriented, for example including school fees, housing and moving costs, or medical care for the family.

4. Hire outside the box

Look outside of your usual pool for potential candidates. Make use of social networking media to build brand awareness in niche markets.

Also, some skill sets are difficult to source in Australia, so this may mean looking overseas. Here, overseas branding and communication is very important. Candidates like to feel familiar with the company they are joining. Speak to an immigration agent and book a number of pre-qualified visas so that things can move quickly when a suitable candidate is found. For those companies with a large national presence, yet not recognised overseas, it’s important to build a brand or be able to communicate the status of the company effectively.

How could the government help?

The biggest regulatory barrier to recruit for LNG projects in Australia is migration law. Recent changes to the laws could somewhat lengthen the visa process for overseas workers and migrants. The longer it takes to approve skilled workers to Australia, the larger the impact will be on the completion of these projects both on time and within budget.

It’s important that the Government work with the industry to ensure they make it as easy as possible for those involved to attract and relocate the skills needed.

Planning ahead

The most important step companies should take to secure skilled workers for LNG projects is to start to plan effectively now. These companies will be much better equipped to recruit the right staff for their parts of the project. Waiting until the last minute will make the process much more difficult, and means recruiters are more likely to be left waiting and therefore struggle once their section of the contracts start.

The Government can help, however the project’s needs must be addressed early and not at the time when demand is high. If Government and industry work together proactively, they will save a lot of time and money further down the line.