Case Study - LNG

Recruitment for the Ichthys Project

Our client is a global Oil and Gas explorer and producer headquartered in Tokyo, Japan

One year into a drilling program at Browse Basin about 200km north-west of Western Australia’s Kimberley coast, the client discovered a significant gas and condensate discovery, now called the Ichthys Field; FID was granted to extract and process LNG.

At the time, the client's Australian branch was new, with a small HR department supporting their exploration projects side of the business.

It was clear that they did not have the capacity or infrastructure to build a recruitment function to support the ambitious workforce plan due to commence for the next phase of this project.

  • Post FID the focus was to award multiple contracts for construction of offshore and onshore processing plants/facilities and as such they did not have an appetite to add to their contracts team’s workload in the selection and sign up of 6 further categories of supply into the resourcing model.
  • There were multiple Australian projects coming online within a similar time frame, all competing for local and global talent meant that the client needed to partner with an innovative partner and a global leader in RPO.
  • The company was concerned with the retention of a workforce that could be relatively transient in nature, and so wanted a partner that could build compelling retention strategies into the recruitment process.
Offshore Recruitment

The new service was implemented in 12 weeks with a 2 phased approach enabling us to meet the client’s requirement to begin recruiting at week 9 in order to stay on track with manning plan.

Our Solution

We implemented an RPO solution to support the high profile LNG project.

Through the coordination of our teams across Perth, Manila, and Krakow, we leveraged our international tool pools to complement the project's changing hiring needs.

  • Our end to end resourcing scope including advising on retention and sourcing strategies, talent pooling using Avature, testing, interviewing, offer, on-boarding and mobilisation of candidates.
  • Implemented technology for an innovative global sourcing model designed to support long term pipelining of roles against a manning plan, and drive down recruitment agency reliance.
  • Delivered hiring strategies focused on retention through a tailored assessment and selection process, and a 100% consistent approach to ensuring quality of hires.
  • Deployed a robust attraction strategy within local communities for local hires, in line with the client’s commitment to local communities.
  • Working with training and development teams to understand how hires in associated industries can be incorporated into the workforce.

The Results

We managed over 70 suppliers through a tender exercise which resulted in over 25 third party agreements being executed directly with NES Fircroft for supply of recruitment services (agencies), sourcing tools (such as CV tanks, advertising etc.), testing, visa services, relocations and tax advice.

  • We produced complex plans to support our service management system including a Quality Management Plan, HSE Plan, AIP Plan to mitigate risk and ensure alignment to the client’s HSE commitments and HR strategies.
  • 2,000 applications were generated and processed in the first 2 weeks of go live alone.
  • We had a total of 5,969 applications received, over 200 telephoned screened, 100 taken to interview.
  • Initial batch of 40 hires reached offer stage in less than 3 months with a 97.5% non-agency success rate and 97.5% local hire rate.
  • Source mix is 97% direct and 3% agency – all of the directly sourced at offer stage reside within Australia.
  • 3 market maps conducted as an integrated service offering within the RPO framework.
  • The number of direct hires represent a total saving of $800,000 ($275,000 saving on our targeted source mix of 65% direct delivery) on the average agency fee by salary

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