Diversity In Action

Baker Hughes seeks self-directed, hands-on engineers

The oilfield service company needs MEs, ChEs, petro engineers, industrial engineers and more, "at every location that has oil," says the HR manager

Diana Rose-Schilling: diversity is critical to technology solutions.

Two Baker Hughes engineers examine well logs at an oil-drilling rig.

In high demand at Baker Hughes are "self-directed, mechanically oriented, hands-on engineers," says Diana Rose-Schilling, HR manager for Baker Hughes Inc. "We are hiring mechanical, petroleum, chemical and industrial engineers. If they have visionary personalities and prefer hands-on resolutions, that's extremely exciting to us."

Baker Hughes operates in more than ninety countries worldwide, providing products and services to international, national and independent oil and gas companies. Baker Hughes, Rose-Schilling believes, is the only major diversified oilfield service company organized around technology-focused divisions.

"We feel diversity in our corporate culture is critical to delivering best-in-class technology solutions." The right engineer, she explains, "has a hunger for knowledge and an aptitude for problem-solving.

"One of the changes in our industry over the last twenty years is the increased attention to the service side of the industry," says Rose-Schilling. "As we continue to drill deeper, we want engineers who are intrigued by higher pressures and temperatures, excited by the discovery of different kinds of formations, and able to visualize a connection and a solution."

She notes that Baker Hughes' global industry offers a great opportunity for engineers to "gain knowledge, work in a stimulating and dynamic environment and be rewarded for outstanding performance."

The company has large R&D facilities in Houston and Celle, Germany, and operates many sites throughout the U.S. and around the world. "We need engineers at any location that has oil," says Rose-Schilling. "We can offer opportunities to grow a career stateside or internationally. Our workforce continues to grow and we are actively recruiting everywhere, with a focus on the Middle East, Asia-Pacific, Africa and Russia as well as the U.S."

A strong recruiting program reaches out to alumni, as well as students, from universities on five continents. The company participates in events put on by SWE, NSBE, ASME and SHPE. "We believe it's important to stay connected to all available avenues to maintain our diverse pool," Rose-Schilling explains. "Our goal is to ingrain a culture of diversity into the mindset of managers and employees so it becomes second nature to them."

New hires vary by region and country, but with U.S.-based recruits, 65 to 70 percent are experienced pros.

Baker Hughes supports long-term career planning, encouraging managerial and individual involvement. The company provides necessary tools, including training centers, online learning systems and mentoring.

Rose-Schilling points to Joyce Thomas, former VP of reliability for Inteq, the Baker Hughes service division. Thomas is now director of technology career development, and an example of diversity in leadership. "She has taken on a new role in a leadership and development program here that introduces new engineers to the oil and gas industry. She developed the program a year ago, and now she's leading it."

Like its competitors, Baker Hughes has an aging workforce. "We are looking at alternative ways to keep people engaged within the industry. We believe prospective retirees might be glad to stay on if offered more schedule flexibility, and we are happy to do that in order to retain their expertise."

"I think it really has to do more with extra effort," says Rose-Schilling. "The future success of our company is through a diverse workforce."

D/C