Becky Daniel

In the cyclical world of oil and gas recruiting, few personal attributes on the part of the recruiter are as valuable as a positive outlook.

"I would not have lasted in this business 20 years if my prevailing attitude was not that of an optimist," said Becky Daniel, President/Managing Partner of Houston-based Austin Group Resources, L.P., a placement firm that specializes in filling downstream vacancies. Daniel represents engineers and environmental, health, and safety (EHS) professionals seeking positions globally in the chemical, refining, manufacturing, and consulting sectors. Prior to entering the technical recruiting field, Daniel enjoyed successful stints as a speech and debate teacher at a Houston-area high school and then as a manufacturers representative in the chemical and environmental sectors.

According to Daniel, the word "reversal" best encapsulates the direction of the downstream labor market within the past two years. "Things have changed for just about everyone," she said. "In '07 and '08, I spent the year finding anyone who would consider leaving their jobs, which at that time were in well-funded companies with a full complement of bonus and benefits and staffed so that time constraints were met and people were carrying 'fair' job responsibilities," Daniel recalled. "In '09, the cuts have gone deep, many excellent engineers were surplussed, and those remaining are doing the work of two or more."

'Things have changed for just about everyone.'

Thanks to cuts in capital budgets by various industry players in refining and chemicals, the demand for project engineers obviously has softened. However, Daniel has observed a particularly sharp decline in the number of openings for maintenance and reliability engineers. In both 2007 and 2008, Austin Group's single greatest request was for engineers with M&R expertise. In the current hiring climate, such requests "greatly diminished," Daniel said.

Daniel sees similarities between current market conditions in refining and chemicals and previous downturns. "The lack of funding for projects, elimination of mentors and middle management are similar to downturns of the past," she said. "The difference seems to be a lack of optimism that the current climate is permanent," Daniel explained. "Because of an aging workforce in greater numbers, there is a concern that great opportunities with stable organizations are diminishing, never to return. I spend a great deal more time preparing otherwise confident candidates for interview. Pessimistic interviewees are rarely hired."

The underlying lack of optimism has diminished the expectations of many candidates that Daniel represents, particularly those who have been out of work for an extended period. "Realism has set in," said Daniel. "For those who were downsized in early '09, there was still a feeling of entitlement that they would be eligible for greater salaries, career progression, and perks. As excessive application without response has continued, candidates have become more understanding that a job description on the Net does not mean interviews are taking place or are even imminent."

Daniel is not allowing a downbeat sentiment to cloud what she witnesses on a daily basis. "There are great jobs with exceptional clients now, and have been throughout the year," she said, adding the caveat that the jobs are not necessarily in Houston or other locations near established refining and chemicals bases. Consider that many of the refineries and chemical plants that are being built are located in developing countries.

Daniel pointed out that her firm continues to regularly place engineers at all levels of experience. Demand for her firm's candidates is currently strongest in the areas of engineering, EHS, procurement, and in managerial/corporate with specific subject matter expertise. "An exceptional engineer will still have options if he has a stable work history, can interview, and is open to locale, salary constraints, and is willing to commit to re-proving themselves as fast-trackers who make contributions quickly and effectively," Daniel said.

'An exceptional engineer will still have options if he has a stable work history, can interview, and is open to locale, salary constraints, and is willing to commit to re-proving themselves as fast-trackers who make contributions quickly and effectively.'

For downstream professionals who have been affected by a downsizing and are looking to rejoin the workforce, Daniel advises a targeted, proactive approach. "Sharpen your resume, specify your unique skill sets, network effectively, don't spend endless hours sending blind resumes, work on interviewing skills, and remember it is unlikely that many prospective clients will have much concern about those who lost jobs in '09," she said, explaining that so many others – from fellow applicants to engineers at the highest level of an organization -- have been in similar situations during their careers. Personal attributes and professional background, however, do garner attention. "If you exude confidence and a stable work history, being unemployed in this marketplace will not keep you from being hired, eventually," Daniel added.

Downstream professionals who have survived the latest round of cuts but may wish to obtain employment elsewhere do have options but should first engage in some soul-searching. "I believe it is a great time to move for some candidates, but a thorough inventory is necessary," noted Daniel. "What would you be giving up, would your move offer greater stability? Is there greater potential for career path?"

Daniel stressed that the onus is squarely on the individual candidate to respond to the questions in the preceding paragraph before moving from one company to another. Furthermore, she noted that candidates would do well to remain mindful of the proverbial big picture and how it is affecting downstream companies. "Newly formed partnerships, renewable, and deep holes in organizations with attrition and retirement will continue to affect external hire," she said.

The candidate's responsibilities notwithstanding, Daniel added that the recruiter is providing services both for the candidate and the company making the hiring decision. "Recruiters have long-standing relationships with clients who depend on their discernment in presenting the appropriate skill set for a hire," she said. "If a candidate does not possess that, I cannot represent him. If he does have the requirements and refuses to tailor a resume to honestly point out those qualifications, my recommendation will not likely be enough to get him seen."

Daniel also wants candidates to realize that there are times when a recruiter must accept the hiring authority's decision without explanation. "I am completely on the side of my candidate, but my service to them is free. If they are seriously in contention for a position, it will take the combined strategy of client, candidate, and recruiter to get the right offer in place. This year, as in all others, only those with a transparency and willingness to work honestly and fairly with a recruiter will reap the benefits only they can provide."

Daniel expects "many great years of hiring to come." She observed that downstream hiring activity has been improving since the third quarter of this year and should continue a steady albeit slow rise through 2010. "I have been blessed beyond all reason to represent the caliber of clients and candidates I have had the privilege to work with," she concluded. "I refuse to believe that the considerable intellectual talents of the men and women I represent will not always be in demand in the marketplace."