Corporate Alumni Networks AWS International

AWS promotes Innovative Recruiting

The skills shortage, which has been a major factor in the oil industry’s cost explosion, was mentioned by one CEO of a Fortune 100 oil and gas company when he referred to excessive reliance on contractors and a shortage of qualified staff.

AWS successfully work with companies to bring former employees – boomerangs back. These individuals might have left during the job shed of the 90’s and early 2000’s or for family or personal reasons. Regardless of their reason for leaving, the loyalty felt by these individuals is equaled by their knowledge and they are quickly up to speed and returning value.

Companies are increasingly preparing for the baby boomer departure and AWS works with forward thinking companies already positioning themselves to mitigate the impact of this exodus.

From late career management to intern programs, contact us to learn how your company can benefit.

AWS experienced professionals fill talent gaps

To meet growing demand by companies for consulting services focused on experienced professionals AWS is reaching beyond its former employee networks to meet key business objectives. AWS has extended offerings by building key working relationships with a number of specialist talent managers, communications service providers and IT professionals. The suite of services focusing on experienced employees will be delivered by AWS to ensure a seamless delivery of services on behalf of clients for consulting agreements and recruitment support. AWS will continue to focus on its forte in the field of alumni networking communities, providing the software platform, management services, feasibility studies and electronic mail shots.

Boomerangs alleviate skills shortage

As the labor market tightens, many employers are becoming more creative in their recruitment efforts. Considering the average cost of turnover and cost per hire, connections with former employees can offer a competitive advantage by providing a pool of prequalified candidates, candidate referrals and new business connections. Formalizing ties with departing employees takes the guesswork out of finding someone once they leave the organization.

There is a growing trend amongst companies to build and maintain relationships with a special part of their talent pool: former employees. Many employees are finding that leaving their employer doesn't always mean saying goodbye. Membership in organized corporate "alumni" communities increasingly is in vogue. Companies see alumni as a resource of good ideas and more. This concerted effort to stay in touch is supported by online databases which enable individuals to update their profiles and contact details.

Responding to a Worldwide Talent Shortage

Responding to a Worldwide Talent Shortage
Online Networking Communities Offer Strategic Recruiting Tool

Five years ago, when BP Commercial Manager Mike Lutz was offered the opportunity to work in Baku, Azerbaijan, he jumped at the chance. “We were working in an offshore basin that was opening up from 150,000 barrels per day (bpd) to 1,500,000 bpd. It was a once-in-a-career opportunity.”

Professionals like Lutz, who is now based in Houston, Texas, have discovered that Eurasia’s burgeoning oil and gas market offers technical challenges and opportunities not often available with established projects in the United States. And although companies are focused on hiring local talent, expatriates are still in demand to help ramp up national employees and add valued expertise and technical knowledge to projects.