Workforce Housing as a Recruitment and Retention Strategy - Part II: New Challenges

North American mining and oil & gas corporations continue to face a shortage of experienced oilfield workers and professionals. A 2014 white paper by the author showed record numbers and percentages of workers in these sectors will be retiring, and reluctance of many newer workers to take jobs requiring extended periods away from home will contribute to the deficit. Since publication of the 2014 paper, world oil prices dramatically collapsed and in the past six to eight months have rebounded to levels that make drilling and production again economic. This adds fresh problems: attracting back laid-off workers and recruiting new ones.

Reducing Alcohol and Substance Abuse: A Benefit of Workforce Housing in Oil, Gas, Mining and Construction Industries

Alcohol- and substance-abuse is most prevalent among blue-collar workers, and the upstream oil and gas, mining, and construction industries are among the highest sectors in which safety is paramount. Throughout this white paper, solutions are presented. This includes the importance of quality housing that makes a welcome place for the “other 12 off-shift hours” and creates a controlled environment with relevant policies.

Workforce Housing as a Recruitment and Retention Strategy:

North American oil, gas, mining and construction operations are facing an unprecedented shortage of professionals and skilled tradespeople this decade and beyond. Several strategies can be implemented to face these problems; one is to address the “other 12 hours” when workers are off-duty by offering top-quality housing to attract and retain these valuable employees.

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