Both the oil and electric utility sectors in Canada face a critical skilled labour shortage. With Canada’s aging demographic, retirement is becoming an eminent reality all too soon for organizations within the sectors; all the while new, skilled talent continues to prove a difficult find.
Canada has the potential to become a global market leader in the oil and gas sector. With Alberta alone housing over 170 billion barrels of oil and Canada ranking as the third largest natural gas supplier in the world, there is real opportunity for Canada to jump into the global market. But results from the Petroleum Human Resources Council of Canada’s latest HR Trends and Insights Survey reflect a gross skill shortage which has become a key business issue for organizations in the sector. With conventional gas sources waning, the future lies in developing unconventional gas. Unfortunately the skilled talent needed to develop unconventional gas is hard to come by as boomers are retiring and fewer Gen Y’s are interested in the sector.
Likewise, the utility sector is undergoing transformation, as they work toward providing sustainable and efficient energy. According to the Canadian Electricity Association (CAE), the sector faces immediate and long-term workforce challenges. Some of the major issues that CAE sites is low awareness of career opportunities in the industry and competing against other industries for technical talent.
With both sectors advancing toward the future and providing better, more efficient products and services to customers, the continuing skilled labour shortage is a hindrance to this growth. Join us at TMA’s People in Energy-Canada Summit as we discuss ways to attack the skilled labour shortage for the two sectors. Learn from industry peers, industry experts, and thought leaders as they share case studies, best practices, tools, and frameworks on successful recruitment and retention strategies to address the critical skilled labour shortage.
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