Compliance, Quality Service to Source Top-Tier Talent: Airswift

Q: Can you elaborate on Airswift's strategic vision for the oil and gas sector in Mexico? How have you managed to allocate talent in this region and industry?

A: Mexico is an important market, and we have been committed to it for the past nine years. Our key capabilities lie in recruiting highly skilled and talented professionals to work in the oil and gas industry. Our strategy focuses on identifying the best talent in the market, engaging with them, and presenting them with opportunities in Mexico through our clients.

Our approach includes providing high-quality service and support to our clients and employees, ensuring they receive the benefits and care needed to succeed. We focus on LNG, oil and gas, STEM industries, and other process infrastructure sectors, recognizing transferable skills across these different projects.

Q: How would you assess access to skilled talent for the industry? What are the challenges for retaining and training local talent?

A: Access to skilled talent is a collaborative effort between us and our clients. Together, we strive to provide the best working conditions for our Mexican staff, ensuring a safe environment and ongoing support for their training and development. Like in every country, Mexico is investing in its personnel, and our objective is to identify the most qualified and suitable candidates for each position. Experienced professionals can mentor others, enhancing the overall talent pool.

The Mexican market is dynamic and bustling with activity. There is ample talent available; the challenge lies in identifying, encouraging, and convincing them to join our projects. Offering attractive roles to skilled professionals requires a combination of efforts and the willingness of individuals to either relocate, work offshore, or onshore. Compared to emerging markets that are still in the early stages of oil production, Mexico's market is well-established and fruitful, providing good talent and excellent opportunities.

In addition, we have three delivery centre hubs across key regions (UK, Brazil and Malaysia) operating as market facing groups. The idea is that recruiters can work locally and internationally as part of one transparent, global system, resulting in our extensive database.

With Airswift Digital Onboarding, our intuitive cloud-based talent platform accessible anywhere, anytime, candidates dive into a tailored job board experience, from creating profiles via their social media accounts to receiving job recommendations that truly resonate.

Q: How does Airswift navigate the regulatory environment in Mexico, and what changes have had the most impact on your operations over the past few years?

A: We view Mexico as a very stable market, partly due to its six-year presidential term, which offers longer policy consistency compared to many other countries. As a global player operating in over 60 countries, we bring extensive knowledge and expertise from our other locations into Mexico. Our key differentiator in the market is our strong commitment to compliance. We ensure we have the most current and clear legal guidance on all Mexican requirements.

We are supported by experienced labor, tax, and corporate lawyers, as well as other experts in the field. We make sure to meet all government requirements and obligations, including holding a special REPSE license, which allows us to operate in Mexico. This license was recently renewed for another three years, reflecting our strong compliance record. Our focus on compliance is a key advantage for clients. Having operated in Latin America for the last 20 years, we consistently apply lessons learned from other countries to ensure we remain compliant and effective in our operations in Mexico.

Q: What are the most innovative strategies to attract, retain, and train talent in the demanding oil and gas industry, especially given generational changes?

A: To address the retirement of Baby Boomers in the oil and gas industry, we’re implementing two key strategies focused on talent development and diversity. 

First, we pair experienced professionals with recent graduates to facilitate knowledge transfer, ensuring equal opportunity for all. Our workforce includes a range of individuals from students to those with decades of experience, fostering a culture where everyone can contribute uniquely. Personally, I have been with Airswift for 22 years and strive to share my knowledge with others. Internally, we make sure to find talent that suits our client's needs, giving opportunities to diverse age groups, nationalities, educational backgrounds, and locations. We emphasize meritocracy and fairness while adapting to generational changes through flexible working schedules that balance training needs and remote work options.

The second strategy has been the Airswift Digital Onboarding, our most innovative tool for attracting new talent to the oil and gas and related industries. We designed it with modern candidates and clients in mind. It is available in five languages, creates profiles seamlessly from social media, applies with a single click, and receives notifications and job recommendations.

 Q: With the growing trend of nearshoring and recent economic shifts, how has Airswift adapted its services to support companies relocating to Mexico?

A: Airswift has developed strong relationships with companies in Mexico and those looking to enter the market. We leverage our extensive database of candidates, including those who have previously worked with us, to present the best talent for our clients. Our experience with numerous contractors and employees enables us to identify ideal candidates who possess the necessary skills and qualifications.

We ensure our clients have access to local talent with the right diplomas and skill sets. Additionally, we support clients with their relocation and compliance requirements, helping them navigate Mexican legislation, withhold taxes correctly, and make accurate payments to government entities.

Q: What hard and soft skills do you see as most relevant for potential hires in the oil and gas business?

A: The most critical hard skill is having a strong educational background, ideally in a relevant field. Specialization through appropriate courses and a focus on the industry is essential. For soft skills, adaptability, active listening, and asking insightful questions are crucial. Hard work, a focus on generating value for the company, and continuous development on the job are also important.

Q: What are Airswift's future objectives and plans for growth in Mexico? Are there any upcoming projects or initiatives you are particularly excited about?

A: 2024 has been an excellent year for us. We have invested considerable time, effort, and skill in developing our market in Mexico. We have numerous clients who are very satisfied with our services, and Mexico remains one of our key markets. We aim to continue investing in its development. There is enormous potential in various sectors, from LNG and oil and gas to renewables and the energy transition.

Airswift is a global workforce solutions provider specialized in the energy, process, technology and infrastructure sectors. In Mexico, the company has established a significant presence to support the rapid growth and investment in the region.