It is actually an agreement that began many years ago in Esbjerg, which was formalized and extended to all of Denmark in 2018. The purpose is to make it easier for companies in the oil and gas industry to recruit employees to work in the North Sea. It is the direct contact between the companies to job centers and trade unions that is the key to a very successful collaboration.
It is the industry organization Dansk Offshore that presents the offshore companies and the Danish Agency for Labour Market and Recruitment (STAR) is responsible for the contact with 3F Transport Esbjerg, Dansk Metal Vest and Dansk Elforbund Syddylland.
Through the collaboration, it is ensured that the unemployed are reached throughout the country, and this is something that STAR ensures to channel to the country's job centers. It is also ensured that people who want to work offshore receive the right safety courses such as BOSIET (Basic Offshore Safety Induction and Emergency Training). At the same time, unemployed people from all over the country are invited to information days in Esbjerg. It is no less a huge success, attracting around 70 people from all over Denmark at each event.
The parties hold a meeting every year to renew the agreement and exchange opinions across the board. This year it took place in Esbjerg, where Dansk Offshore invited the parties. The host of the day was Semco Maritime, where the company's chief oil officer and Dansk Offshore's vice chairman Anders Benfeldt was supposed to be the host. But the vice chairman was unfortunately unable to attend due to illness. Fortunately, two of his employees were ready to talk about the recruitment efforts that the company has been going through over the past year.
Recruitment right now
It is not new that there is a great need for more hands to work offshore. This is also the case at Semco, where a large part of the new employees come from abroad.
- We have 400 employees from abroad who need to be integrated. This means that our working environment is a bit challenged. Of course, it's not the same as before. Then you could talk about what it would have been like to be at home. It's not the same when everyone doesn't speak the same language, explains Bente Droob, senior director, manpower & resources at Semco.
Recruitment is a challenge, and moving out of Denmark makes that so.
- We really want to find our employees in Denmark, but it's difficult. Previously, we looked to the UK, but it has become much more difficult to bring people here after Brexit. That's why we're now looking at Poland and Romania, says Bente Droob.
This is where honesty comes into play between the parties, and union representative Jakob Lykke puts a point on the table. The foreign employees must of course have the same offshore courses as the Danes, and they have often acquired them in their home countries.
- I know where you can buy the finest certificates. It's the easiest thing there is. This is something we need to talk about, says 3F Transport Chairman Jakob Lykke.
The point is that you can buy your certificate without having participated in BOSIET.
English skills
However, Semco is already aware of the problem.
- Cheating can happen, and this is something we are very aware of. For example, we test the blacksmiths' welding skills and their communication skills in English, explains Bente Droob.
Another union member has an example of how safety can be challenged by a lack of communication skills in English.
- Right now there is a language barrier. For example, they don't understand if you shout: Watch out! Explains chairman of Dansk Metal Vest, Dan Holmgaard Rasmussen.
It's an image that even the last trade unionist can recognize.
- They stand there at the safety briefing and say: Yep. But then they go out and do the exact opposite, says Claus Lykke, chairman of Dansk Elforbund South Jutland.
But at Semco, they are already aware that language skills need to be upgraded.
- Our employees for offshore must know English. We are also aware of sending employees on language courses, and this also applies to Danish employees, says Bente Droob.
There is just one more thing that Dan Holmgaard Rasmussen is upset about:
- I have several specific examples of you not taking our employees who we have recommended to apply to you, he says to Semco.
And it is a matter that will be immediately addressed.
- Send the names of those who have not heard from us, and we will look at the applications again, says Marianne K. Hansen, HR & CSR coordinator at Semco and adds to the other points of criticism:
- The general picture with us is that there is a positive atmosphere offshore, although our people were of course reserved in the beginning.
Older offshore employees
Dansk Offshore's CEO, Martin Næsby, has a few points that are important for the organization. Safety is something of a Dansk Offshore trademark.
- Now our work is also about recruitment, but at the same time safety is our license to operate. That's why we have to ensure that employees know what they need to do. Offshore life is no longer as attractive as it used to be – not even financially. It's clear that we have to look abroad for recruitment, but at the same time we must not forget the Danes, reminds Martin Næsby.
There is also another thing on his mind.
- There are too many people with my hair color offshore, he says.
That's something Bente Droob can nod in recognition of.
- The average age is very, very high out there. It may be more attractive to be in the green industry for younger people, she says.
But it's not far to the green industry once you're offshore.
- These are the same skills that are needed in the green industry. And it's also the ticket to CCS, adds Martin Næsby, who is allowed to round off the discussion before the parties sign their cooperation agreement for the next year.
The very open and honest tone is something that he appreciates between the parties.
- We get it unfiltered, and we have completely transparent discussions, says Martin Næsby.
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