All-Round Opportunity in Talent and HR SolutionsWed, 01/22/2014 - 10:58
Q: How would you describe the perception of the Mexican workforce among NOCs and IOCs?
A: They are a bit afraid of the experience and certificates that the Mexican crews have. There is still a lot to be done in terms of training but major facilities are coming in, such as Falck Nutec, which will offer BOSIET certification in Mexico. This will go some way toward providing training levels that satisfy companies. The next step is to get the certificates recognized worldwide, since international companies have very strict rules. Most of the crew members we hire finish internationally required modules and we then train them to do their job perfectly. One issue that remains is the language barrier, particularly since this training is no easy task and represents a significant time investment. Overall, the people we contract have the experience and the certificates we need, and if they do not, we can get some specific certificates through the training agencies we work with. This process has been satisfactory so far.
Q: What do you identify as the main human resources the sector needs?
A: When a foreign vessel docks in Mexico, we ask its owner to consider switching some of the European crew members for Mexican replacements, with the advantage of getting the same work quality at a lower cost. Every vessel that comes to Mexico needs a locally certified ship security officer, every company asks us for that. We have a very large number of candidates for this position but we might run out of them one day. The qualifications that are most difficult to find are tool pushers, certain deck positions and especially crew members with experience in deepwater drilling since that has not been done much in Mexico. To keep track of all these needs, we work with iPS through an offshore international operations database, which now has over 50,000 candidates. This centralizes all the information about candidates and clients, as well as tracking all our interactions with clients and personnel. We can review their actions, both good and bad, alongside their old contracts and wages. Having a quality system like this in place is requirement to get the MLC:2006 certificate.
Q: What developments in the Mexican oil and gas industry would aid your objectives as an outsourcing and HR company?
A: Considering that the Energy Reform has now been approved, we expect additional international companies to enter Mexico but it will take a while before the effects are felt. Another convenient element would be increased checks for MLC:2006 regulations. For example, vessels flying the flag of a MLC:2006 ratified country have to use recruitment and outsourcing companies that are also MLC:2006 certified. This certification helps protect and respect workers’ wages and working hours. It establishes a maximum amount of working hours, a requirement for employees to get paid at least once a month, and many other elements that make the lives of sea workers a lot fairer. Unfortunately, not many companies are certified in Mexico, giving us a major competitive advantage. It would be good for us to see more MLC:2006 checks here in Mexican waters, at least for vessels flying foreign flags. This is not happening since Mexico is not an MLC:2006 ratified country yet. Hopefully, this will change in the near future.
Q: What are Full Crew’s objectives for 2014?
A: We have been growing quite steadily at 30% to 35% per year and we plan to continue this rate of expansion. We have a minimum growth objective of 25%, but this year, we are targeting 40% or 50%. Many opportunities are coming our way due to the MLC:2006 certification. We have opened up a new office in Ciudad del Carmen, as most operations take place there and all the operational crews are based there. This is the next step Full Crew is taking on its quest to gain more exposure. In essence, continuous growth and expansion opportunities are the main aspects we are focusing on.