Why Behaviour and Competency Assessments Matter in Oil and Gas Recruitment

Protecting Safety, Strengthening Performance and Preserving the Standards Built Over Six Decades in the North Sea

When we think about recruitment in the oil and gas industry, technical qualifications are often the first thing that comes to mind. Degrees, apprenticeships, offshore certifications and trade qualifications all play a vital role in ensuring people have the knowledge to perform their jobs safely and effectively.

In my previous blog, I explored why these qualifications remain the foundation of a successful career in oil and gas. They provide evidence of technical capability and demonstrate that individuals have achieved recognised industry standards.

However, qualifications only tell part of the story.

Two candidates may have identical certifications, similar experience and an impressive employment history, yet perform very differently once they step onto an offshore installation or arrive on a major project.

The difference often comes down to behaviours and competencies.

Across the North Sea, some of the world's highest safety standards have been developed over more than 60 years of offshore exploration and production. Those standards have not been created by qualifications alone. They have evolved through decades of operational learning, continuous improvement and an industry-wide commitment to protecting people.

Today, assessing how people behave is just as important as assessing what they know.

The North Sea Has Helped Define Global Safety Standards

The UK Continental Shelf is recognised around the world for its commitment to health, safety and environmental performance.

Since oil and gas production began in the North Sea during the 1960s, operators, contractors and regulators have continually refined how projects are delivered safely.

Every major incident, technological advancement and operational challenge has helped shape today's industry.

Following the Piper Alpha disaster in 1988, the industry underwent one of the most significant transformations in its history. The introduction of the Safety Case Regulations fundamentally changed how operators approached risk management, leadership and workforce engagement.

Rather than relying solely on procedures and compliance, organisations increasingly recognised that safety depends on people making good decisions every single day.

This marked a shift towards building strong safety cultures where behaviours became just as important as technical competence.

Over the following decades, companies operating in the North Sea continued raising expectations around leadership, communication, workforce engagement and personal accountability.

Many of these approaches have since become global best practice and are now adopted on projects across Europe, Africa, the Middle East, Asia and the Americas.

Technical Competence Gets People Through the Gate

Qualifications remain essential.

An electrician must understand electrical systems.

A process engineer must understand process safety.

A crane operator must hold the correct certification.

These qualifications demonstrate technical competence and provide employers with confidence that individuals have achieved recognised standards.

Without them, projects simply cannot operate safely.

However, qualifications cannot assess how someone reacts when plans change.

They cannot measure how effectively someone communicates during an emergency.

Nor can they predict whether an individual will challenge an unsafe act, stop a job if something feels wrong or encourage colleagues to follow safe working practices.

These qualities can only be assessed through behavioural and competency evaluation.

Safety Is Driven by People

Modern health, safety and environmental performance is built upon thousands of individual decisions made every day.

Every toolbox talk.

Every permit review.

Every shift handover.

Every intervention when something doesn't feel right.

The most successful organisations understand that these moments define their safety culture.

People who consistently demonstrate the right behaviours contribute to safer working environments regardless of their role or seniority.

These behaviours include:

• Taking ownership of safety
• Communicating openly
• Challenging unsafe behaviours respectfully
• Remaining calm under pressure
• Learning from mistakes
• Supporting colleagues
• Following procedures even when under time pressure
• Demonstrating professionalism and integrity

These are qualities that cannot be identified by looking at a CV alone.

Competencies Go Beyond Technical Skills

Competency frameworks have become a cornerstone of recruitment throughout the energy sector.

Unlike qualifications, competencies assess how people apply their knowledge in real situations.

A competent supervisor does more than understand procedures.

They inspire confidence.

They communicate clearly.

They manage conflict effectively.

They make informed decisions under pressure.

Similarly, an experienced technician is expected not only to perform maintenance tasks correctly but also to identify hazards, report concerns and contribute to continuous improvement.

Competency assessments help employers understand whether candidates possess these wider capabilities.

Why Behavioural Assessments Matter More Than Ever

Today's projects are becoming increasingly complex.

Digital technologies, automation, remote operations and integrated project teams have transformed how work is delivered.

At the same time, organisations are working with increasingly diverse workforces across multiple nationalities, contractors and suppliers.

Technical expertise remains vital, but collaboration has never been more important.

Employers are looking for individuals who can:

• Build trust quickly
• Communicate across different disciplines
• Adapt to changing priorities
• Solve problems collaboratively
• Maintain high safety standards under pressure

Behavioural assessments help identify these characteristics before individuals join a project.

That benefits both employers and candidates.

Strong Behaviours Reduce Risk

Many workplace incidents are not caused by a lack of technical knowledge.

Instead, they often involve human factors such as communication failures, assumptions, poor decision making or inadequate supervision.

This is why behavioural safety has become such an important part of modern HSE strategies.

Employers increasingly seek individuals who demonstrate behaviours that reduce operational risk.

Examples include:

Speaking up when something appears unsafe.

Seeking clarification rather than making assumptions.

Taking responsibility for mistakes.

Supporting colleagues who may need assistance.

Remaining focused despite operational pressures.

These behaviours contribute directly to safer workplaces.

Recruitment Has Evolved

Twenty years ago, recruitment often focused heavily on qualifications and previous employers.

Today, recruitment processes are considerably more sophisticated.

Many operators now assess candidates against competency frameworks alongside technical capability.

These assessments may include:

• Behavioural interviews
• Competency based questioning
• Leadership assessments
• Scenario based exercises
• Values assessments
• Teamworking evaluations
• Psychometric profiling where appropriate

The objective is not to eliminate candidates.

It is to identify those who are most likely to succeed within a particular organisational culture.

Culture Is Becoming a Competitive Advantage

Every organisation talks about safety culture.

The best organisations actively recruit for it.

Technical competence can often be developed through training.

Behavioural habits are much harder to change.

Recruiting individuals whose values already align with an organisation's culture creates stronger teams and improves long term performance.

Companies that invest in behavioural assessment often experience:

• Better employee engagement
• Improved retention
• Stronger collaboration
• Fewer incidents
• Better operational performance
• More effective leadership pipelines

These benefits extend well beyond health and safety.

Leadership Behaviours Set the Standard

Behaviour starts at the top.

Supervisors, managers and senior leaders establish the expectations that shape workplace culture.

Employees quickly recognise whether safety genuinely comes first or whether production pressures take priority.

Strong leaders consistently demonstrate behaviours such as:

Listening before making decisions.

Encouraging open discussion.

Recognising positive safety interventions.

Supporting continuous learning.

Leading by example.

These leadership behaviours reinforce the standards that the North Sea industry has spent decades building.

Why This Matters During Energy Transition

The skills developed across oil and gas are increasingly being transferred into offshore wind, hydrogen, carbon capture and storage and other emerging energy sectors.

The technical disciplines remain highly valuable.

Equally important are the behaviours and safety cultures that have become synonymous with North Sea operations.

Many new energy projects are adopting the same behavioural expectations because they recognise the value of the industry's long established safety culture.

This is another reason why competency assessment continues to grow in importance.

Orion's Approach to Recruitment

At Orion, we have been supporting the energy industry for nearly four decades.

Working closely with operators, engineering contractors and service companies has shown us that successful recruitment is rarely about technical qualifications alone.

The strongest candidates combine technical expertise with behaviours that reflect the values of the organisations they join.

That means understanding how candidates communicate.

How they respond to challenges.

How they work within teams.

How they approach safety.

How they demonstrate accountability.

These qualities often determine whether someone becomes a trusted member of a project team.

As recruitment specialists, our role is not simply to match skills with job descriptions.

It is to understand the people behind those skills.

By taking a consultative approach, we help clients identify professionals who will contribute positively to both operational performance and organisational culture.

Looking Ahead

The oil and gas industry continues to evolve.

Artificial intelligence, digitalisation and automation are changing the technical landscape, but one thing remains constant.

People remain the industry's greatest asset.

The North Sea has spent more than six decades developing some of the highest operational and safety standards anywhere in the world.

Those standards have been achieved through continuous learning, leadership and an unwavering commitment to protecting people.

Qualifications will always remain essential.

They prove that individuals possess the technical capability to perform their roles.

Behaviour and competency assessments ensure they also possess the judgement, communication skills and professional behaviours needed to uphold the safety culture that has become the hallmark of our industry.

As employers continue to compete for skilled professionals, recruitment decisions will increasingly be based not only on what candidates know, but on how they apply that knowledge every single day.

Because in an industry where safety is everything, behaviours are every bit as important as qualifications.

Frequently Asked Questions

Why are behavioural assessments important in oil and gas recruitment?

They help employers evaluate how candidates communicate, make decisions, manage risk and contribute to a positive safety culture, all of which are essential for safe and efficient project delivery.

How do competency assessments improve HSE performance?

Competency assessments measure how individuals apply their technical knowledge in real working situations, helping organisations identify professionals who consistently demonstrate safe behaviours and sound judgement.

Are qualifications enough to secure an oil and gas role?

Qualifications remain essential, but employers increasingly assess behavioural competencies alongside technical expertise to ensure candidates are the right fit for both the role and the organisation's safety culture.

What behaviours do employers value most?

Employers typically look for strong communication, accountability, teamwork, leadership, problem solving, adaptability and a willingness to challenge unsafe practices when necessary.

How has the North Sea influenced global HSE standards?

Over more than 60 years, operators, contractors and regulators working in the North Sea have developed world leading approaches to safety leadership, risk management and workforce engagement. These practices continue to influence energy projects around the world.

 How Orion Helps Organisations Recruit the Right People

At Orion Group, we understand that successful recruitment goes far beyond matching qualifications to a job description.

For almost 40 years, we have partnered with organisations across the global energy industry, supporting projects in oil and gas, offshore wind, power, hydrogen, carbon capture, life sciences, infrastructure and manufacturing. We understand that every hire has the potential to strengthen safety, improve performance and shape project success.

Our recruitment specialists assess not only technical capability, but also the behaviours, competencies and cultural fit that enable individuals to perform effectively in safety-critical environments. Whether recruiting permanent employees, contractors or complete project teams, we work closely with our clients to understand the standards, values and competencies that matter most to their business.

As the energy transition gathers pace, the industry's expectations continue to rise. Finding people who combine technical excellence with the right behaviours has never been more important.

If you're looking to strengthen your workforce or take the next step in your energy career, Orion can help.

Looking to hire? Our specialist recruitment teams can help you identify professionals who possess the technical expertise, behaviours and competencies needed to support safe, efficient and high-performing projects.

Looking for your next opportunity? Explore our latest energy jobs and connect with our recruitment specialists to find roles across oil and gas, offshore wind, renewables, hydrogen, carbon capture, power and infrastructure where your skills and experience can make a real impact.Click here

Get in touch with Orion today to discover how the right people can help deliver safer projects, stronger teams and lasting success across the global energy industry.