Understanding SB19-181 and Its Impact on Colorado’s Oil and Gas Regulations

After being signed into law by Governor Jared Polis, Senate Bill 19-181 has sparked uproar and uncertainty across the state of Colorado. Even the Denver Post describes the bill’s passage as something that will dramatically change oil and gas regulations in Colorado. However, not everyone is clear on what this bill actually means. In reality, this new law has far-reaching implications that affect individuals both inside and outside the industry. What’s in the Bill? While laws are often filled with confusing language, SB19-181’s Bill Summary opens with a clear intention: “The bill prioritizes the protection of public safety, health, welfare, […]
Read more

The 2019 Human Resources Trends That Affect You

HR is not a new field, but it is far from a stagnant one. With technology expediting change and various regulations taking shape, the business world is a much different one than it was just a few years ago. Adaptation is a high priority for today’s HR departments seeking ways to respond to changing environments and capitalize on new human resources trends. Improving the Employee Experience In a world that has become highly focused on user experiences, it should be no surprise that HR departments are following suit. Focusing on employees has always been a major HR duty, but in […]
Read more

Best Practices for Your Managerial or Executive Job Search

Early in your career, conducting a job search likely seemed more straightforward. You were eager for a range of experiences and opportunities, and the majority of guidance for job seekers was tailored to your skill level.
Read more

A Plan for Progressing Your Executive or Managerial Career

Did career growth seem more straightforward when you were starting out? Entry level roles are often firm in their scope and direction, with a clear path that stems from them. However, as you rise into managerial and executive positions, there is less rigidity. While it’s exciting to open up new potential in a higher-level position, it might also leave you feeling rudderless in your career. Whether you’re in oil & gas, utilities, HR, manufacturing, or another industry, there are tried and true ways to create a plan that transforms and progresses your career. Formulate Career Goals Goal creation is second-nature […]
Read more

What Movie Trailers Can Teach You About Improving Your Recruiting Process

Lights. Camera. Action. Movie trailers consistently captivate and engage their target audiences, and the way they do it provides valuable insight for improving your recruiting process and candidate experience. Today’s tight labor market means multiple industries are competing for every level of talent, from early career professionals to managers and CEOs. To stand out, it’s necessary to create an efficient process that communicates clearly, shows off your merits, and addresses the points that interest candidates most. Speak to Their Career Journey Movie trailers know exactly what their audience cares about most, whether it’s a slapstick comedic moment, romantic kiss between […]
Read more

Achieving Growth Through a Hunting Business Mentality

Would you like to increase your company’s profitability? The answer, of course, is yes. For companies in any industry, doing so typically requires business development and growth. However, most organizations are optimized for managing current clientele rather than seeking new ones. While this farming mindset works wonders for maintaining a current book of business, a few strategic adjustments can help spur growth. Organizations with high-performing sales teams raise their new-client aspirations aggressively, with 75% of these top organizations raising sales quotas by 11-25% each year. In order to achieve those lofty goals and increase profits, they utilize a hunting business […]
Read more

Data vs. Reality: Land Better Talent by Adjusting Compensation Packages

For organizations across all industries, hiring excellent talent is getting harder. When seeking those with deeper backgrounds, such as senior managers, directors, or executives, it might even seem impossible to land the talent you really need. After all, market insights may suggest certain salaries for certain roles, but in practice it’s not so simple. Reconciling data with the reality of what it takes to hire exceptional candidates today is the answer, and that requires adjusting compensation packages. Understanding the Market Data There’s no question that raw data of what candidates are actually earning in their current (or similar) roles is […]
Read more

Utility Business Models Are Adapting to Modern Markets in 4 Ways

Chalk it up to changing laws, consumer preferences, or stakeholder pressure, but the consequence is the same: the utilities market is transforming. Forbes reports the sector is changing so quickly that utility business models simply can’t keep up and must better answer to modern needs and expectations in four distinct areas. Let’s take a look at how a Refine Search client is adapting its business model accordingly and leading the way. Environmental Performance It should come as no surprise that Forbes highlights environmental performance as a critical part of utility business models. In 2004, Colorado voters passed Amendment 37 , […]
Read more

Effectively Managing Executive Age Gaps in the Oil and Gas Industry

Did you know the median age of an oil and gas employee is 42.8 years old, up from 38.6 in 2011? While younger than other industries, it’s a clear trend that the workforce is aging. Combined with a large number of executives beginning to retire, this creates a distinct leadership gap that must be addressed to ensure a company’s long-term success. Let’s take a look at how this unique trend formed and why it affects your succession planning and employee management. A Timeline of Changing Demographics To understand the age gap affecting your company, it’s necessary to look at a […]
Read more
When to hire a search firm

How to Know When You Need to Hire a Search Firm

Many employers think of partnering with a search firm as something of a last resort — and one that they don’t normally consider while trying to fill the gaps in their teams. As someone who has spent nearly 18 years in the field of Recruiting and Human Resources, I’ve seen this first hand. Early in my career, I worked for a large government contracting company (which later became Lockheed Martin), where hiring a third-party recruiting firm was considered merely an extra cost that would cut into the company’s profits. I suspect that they didn’t quite realize how much more they […]
Read more