New recruits may hold the answer to the knowledge gap Julianne O’Brien, brand and communications manager, Ikon Science, praises the potential educational value of the Internet and other modern media.
recruitment
SPECIAL XXXXXXXXXXXXXXX • page 30 
N
obody reading this short article needs the personnel challenges facing the oil and gas industry to be spelled out. A survey conducted by the Society of Petroleum Engineers in 2007 found that more than one third of the technical workforce is now over the age of 50. Furthermore the American Association of Petroleum Geologists reports a 70% decline in enrolment in programmes related to geosciences since the 1980s. Most of us can see efforts being taken by our organizations to bridge this knowledge gap and some carry it out better than others; but the fact of the matter is there is ever less time to transfer knowledge. Our over-stretched companies are forced to do more with less and giving staff development the
appropriate time and attention becomes a snowballing challenge. So whilst we all struggle to dedicate resources to on the job training, run and implement mentoring programmes, and make sure that all of our best people are in place as coaches, is there anything else that we should be doing as a collective to help relieve the pressure on the industry as a whole? As a small and fast growing company, the Ikon Science recruitment strategy relies on getting the balance right between recruiting new graduates and making and retaining experienced hires. Our new graduates are mentored by experienced members of staff and therefore the calibre of the mentor and mentee