oficio group

One is infinitely better than zero. When it comes to making progress, small actions matter. One minute of making sales calls is infinitely better than zero. One minute of exercise? Better than none. One minute of writing? That's where it all starts. Sure, it's ideal to dedicate an hour to these tasks, but even one minute gets you in the game. At that point, you're learning, improving, and moving forward. Results become possible. It might not seem like much, but one minute is real progress. At zero, you're still just thinking about it. Start with one. Keep moving.

The Oil and Gas and Energy Sectors continue to evolve. These are some key trends are shaping its talent acquisition: ?? Digital Transformation requires expertise in data analytics, cybersecurity, and digital operations. ?? Sustainability and Decarbonization highlight the need for sustainable practices and decarbonization strategies. ?? Workforce Restructuring emphasizes flexibility to adapt to market changes and technology advancements. ?? Enhanced Safety and Compliance demand professionals skilled in compliance and risk management. At Oficio Group, we specialize in placing top talent in the oil & gas and energy sectors, ensuring clients are positioned for growth and innovation. Partner with us to navigate industry trends and secure the talent driving success. For more insights, check out the Deloitte article by Amy Chronis, Kate Harding, and Anshu Mittal at: https://lnkd.in/gD6UMY3R #OilAndGasTalent #EnergySectorTalent #SustainableWorkforce #SustainableRecruiting #OficioGroup

This article explores how the upcoming shifts in the oil and gas industry, particularly around preventive maintenance and changing market dynamics, will impact workforce needs. It emphasizes the importance of strategic talent planning to stay ahead and adapt to evolving industry demands. #OilAndGasIndustry #WorkforcePlanning #oficiogroup #TalentStrategy

Gen Z is Saying "No" to Management Roles A new trend called "conscious unbossing" is gaining momentum, with a staggering 72% of Gen Z workers opting out of management roles. Many view management as a burden, choosing instead to remain individual contributors. Why the hesitation? Burnout risk: Gen Z watched their parents burn out in managerial positions and now question the value of moving up. Pandemic pressures: Managers faced remote supervision challenges, only to be assigned or laid off as companies restructured. Lack of preparedness: Growing up in a remote work culture, many Gen Z employees feel underprepared for the interpersonal dynamics of leadership roles. What does this mean for the future? Leadership gaps will only widen unless organizations take proactive steps to make management roles more attractive. This means fostering mentorship, emphasizing work-life balance, and investing in professional development. The message is clear: to cultivate future leaders, companies must rethink how they support and incentivize management roles for Gen Z. #leadership #mentorship #genz

Does "Overqualified" Really Mean "Too Old"? I recently had a conversation with an incredibly talented woman - 49, a college graduate, with an impressive portfolio of work experience. She's been actively applying for jobs but keeps hearing the same thing during interivews: "You're overqualified." Sure, she has more experience than the role requires, but she knows what the job involves and wants to do it. She's not looking for extra compensation or a higher title - just the opportunity to contribute and grow if needed. So, let's get real: "Overqualified" often feels like code for "You're too old." Why is someone labeled overqualified when they clearly understand and want the job? Imagine a heart surgeon who, seeking a less stressful career, wants to shift into cardiac rehab. Does their previous role make them "overqualified" for the new one? Only if you say it does. They've got the skills and the desire - so why wouldn't they be a great fit? Often, "overqualified" is just an excuse. For instance, a hiring manager might think, "Susan has too much experience and won't be happy reporting to me, especially since she has more experience than I do! But did Susan say that? Likely not. This happens a lot to older candidates. They bring valuable experience, but sometimes younger hiring managers assume they won't take direction or might retire soon. Ironically, companies often expect employees to stay for about 4 years - so why not hire someone who could potentially contribute for five? It's time to challenge these biases. What's the real reason someone "overqualified" isn't hired?

Embracing Courage: A Reflection on 'The Man in the Arena' Theodore Roosevelt's "Man in the Arena" speech is a powerful tribute to the courage required to pursue meaningful action, regardless of the potential for failure. It reminds us that true achievement belongs to those who take risks, who fall, and rise again. It's easy to criticize from the sidelines, but only those who enter the fray can truly understand the weight of striving, failing, and persevering. In a world full of critics, this message is a timeless call to embrace boldness, resilience, and the relentless pursuit of one's purpose.

How to Push Top Talent Away: The Power of Words in Recruitment Bringing top talent on board isn’t just about offering competitive salaries and perks—it’s about communication. The wrong word or phrase during the interview process can quickly turn a promising candidate away. Imagine this scenario: You're interviewing a candidate, and they mention leaving their last job due to a "misunderstanding." That single word, "misunderstanding," can be a red flag. It often signals a deeper issue, one that might have led to their dismissal. The real misunderstanding here is failing to recognize the impact of their actions. In the same way, there are words that, when used by recruiters or hiring managers, can push top talent away. Here are seven words you should avoid: "Layoff": Even mentioning that your company has never had a layoff can make candidates uneasy. Job seekers crave stability, and this word suggests the opposite. "Might": Top candidates want clarity. Saying "might" signals uncertainty. Instead, offer to find out the answer if you’re unsure. "Maybe": Like "might," this word creates doubt. Candidates prefer clear, definitive information. "Unstable": This word can paint a negative picture. If something is shaky, be honest, but avoid making it sound worse than it is. "Legally": When a sentence starts with "Legally," it usually foreshadows bad news. Candidates want to hear solutions, not complications. "Temporarily": This word can make candidates anxious about the future. Stability is key. "Fluid": A "fluid" situation suggests a lack of a solid plan. Top talent is attracted to organizations with clear direction and stability. These words often creep into our language because we’re afraid to be fully transparent. However, most candidates appreciate honesty and are eager to contribute to a company where they feel they can make a difference. By being straightforward and avoiding these pitfalls, you'll attract candidates who are not only ready for the challenge but are also more likely to stick around. #Recruitment #Hiring #Leadership #TalentAcquisition

Dreams often feel safe and exciting when they're just out of reach. Our imagination thrives on the endless possibilities when there's no risk or failure. But when the moment comes to turn those dreams into action, that's when reality sets in. The closer you get, the more you feel the weight of uncertainty. Doubts creep in - "Is this the right time? What if I fail?" That brief pause, when you stand on the brink of action, is where the essence of life resides. What you do in that moment defines you. It's the line between being someone who merely dreams and someone who dares to pursue those dreams. For me, that moment is what I want my legacy to be about. Not whether I succeeded or failed, but that when I had something I believed in, I took the leap.