In order to clarify the main doubts about what oil and gas companies expect from the new generation of professionals and which are the most valued skills in the sector, the Brazilian Institute of Oil, Gas and Biofuels (IBP) held last Tuesday 05/05) an event with HR leaders working in the industry to talk about new career challenges."The idea of this meeting is to enable the exchange of experiences on the labor market, on recruitment and selective processes, and to have a more up-to-date picture of how the market is today and in the coming years and how the new generation can help the oil and gas in this next step, "said Alessandra Simões, headhunter and partner of WePlace.

The main aspect addressed by the specialists was the development of so-called soft skills, that is, behavioral and attitudinal skills. "Hardly the professional will work alone.That's why soft skills are fundamental to career development. In a selective process, it is possible to identify these skills through previous experiences of the candidates, such as engaging in extra projects at the university and the results obtained, "explained Carla Diniz, director of People and Management at NTS.

According to Jaqueline Fonseca, People Management manager at SBM Offshore, the main characteristic of the professional who wishes to join the oil and gas sector is the capacity for resilience and adaptation. "Our market is ambiguous and vulnerable.We had a very positive peak when engineers could turn down opportunities. After the crisis, professionals needed to adapt not only to the new industry momentum, but also to a scenario with reduced wages and new organizational structures. So the need to be resilient and know how to adapt, "she commented.

Taís Rangel, senior manager of HR at the American Bureau of Shipping (ABS) for Latin America, also spoke about the attention that new professionals must have for problem solving skills and persistence in finding solutions. "Technical knowledge is used to know where to go and what we want to do.But when we talk about behavioral skills, we are talking about how to do things to get where we want. We have a very large amount of information, which can cause us to go deeper to solve problems. This persistence is fundamental so that we get, especially in technical matters, to deepen and understand how to bring solutions, "added the executive.

Another point addressed in the event was the need for identification with the organizational culture. For Gabrielle Botelho, Equinor's senior organizational development leader, the ideal is that hiring is done on a grass-roots basis and, from internal development, can result in a long-term commitment of the employee to the company."We are looking for professionals who have adhered to the values of the company. In this sense it is very important that the candidate do his homework and research the company he is applying. You need to know if your profile matches the company profile, "said Gabrielle.

Experts also spoke about the importance of networking, which should be started already in college, and the development of English as a second language. "Invest time and resources to master English, which is a prerequisite in any selection.Know roughly three languages, for example, will not help you in a selection process. If you are able to present your college work in English and explain what you do in that language, you are fit for that industry, "Carla noted. Specialist in Human and Organizational Development of Total, Fábio Martins, also gave tips to participants.