Introducing Darren Dickson
Janikin Energy are pleased to welcome the accomplished Darren Dickson to our growing team. With an industry background in Engineering and 20 years of recruitment experience, there's no question that Darren will succeed in his new role as International Projects Director. Our Marketing Manager, Mollie Wood, sat down with Darren to find out more about his background, thoughts on recruitment and his future at Janikin Energy.
“engineers need facts, precise information and
dislike being oversold to through shaky soundbites.”
How has your background in Engineering informed your career in recruitment?
The simple answer is it allows me to put myself in to their place and really empathise sincerely with their working environment especially the offshore workers who are driven by family, money, good food, strong morale, toys and cool tech.
An engineer is far removed from a salesperson and despite being a necessary service in their lives, engineers need facts, precise information and dislike being oversold to through shaky soundbites.
Engineering has ultimately made me more mindful and humbler in my approach to candidates and clients.
Why did you choose a role in recruitment? And what have enjoyed most about your career in recruitment?
I fell into recruitment in the early 2000s through a random introduction. I was told that my technical skillset and attitude was refreshing, and, in the right industry, I could earn a solid salary. I fell for the sales pitch!
The greatest enjoyment comes from getting an amazing candidate the right assignment or career move that changes their and their family’s life. In fact, I feel that I have developed solid friendships as a result of these placements over the years and that is truly rewarding.
Throughout your career, you've worked with a range of recruitment companies from large organisations like Spencer Ogden to smaller firms such as Anglo Technical Recruitment. What has been the main difference between working for smaller vs bigger recruitment companies? Do you have a preference?
They both have their distinct attractions.
The small firm by definition will have that family feel. Everyone knows each other and you can walk in to the CEOs/MDs office or call him/her for valuable nuggets of information at a moment’s notice.
Depending on your own drive, the smaller firm is somewhere a consultant/trainee with the right guidance and attitude can develop a very wide understanding of the recruitment process. Just one example would be contractual compliance.
The big firm on the other hand will generally have more dedicated resources/systems, operational support and professional training that can be extremely beneficial for winning new accounts and also getting deals over the line much more efficiently.
Do I have a preference? Medium lol.
“candidates with great personalities and attitudes are often overlooked for the sake of lacking a required skill or two – this is something that should also be addressed.”
What do you believe to be the main challenges facing the Engineering sector globally?
Challenges in engineering within the energy sector (and other sectors for that matter) come from a staff shortage globally. This is something that I have been very aware of over the past decade and have always tried to promote juniors outside of the industry. In fact, I have always gone out of my way to encourage my son and his friends to consider engineering as a potential career path in the future.
I do believe that many of the major energy companies in the UK are actively attracting university graduates but this needs to be a global initiative matched with apprenticeship schemes.
I also strongly believe that candidates with great personalities and attitudes are often overlooked for the sake of lacking a required skill or two – this is something that should also be addressed.
Currently you are based in Spain. What are the challenges and benefits of remote working?
It all comes down to discipline and attitude.
I would not have been able to do this 10 years ago. My son would have been 3 years old, and it simply was not an option. Besides, being in the office was fun, creative and it felt right.
Over the past 5-6 years, I have become much more self-reliant. Relocating to Spain was a fortunate steppingstone in achieving this. The move gave my family the opportunity to try something different, to become independent and- an added bonus- the Spanish are pretty good at tennis, so my son had enough knowledge and competition in order to thrive. Watch this space for Sonny Dickson!
On the work front, I have a decent office set up and in this current era, especially post COVID, it has become much more of a norm and so I already know that I am disciplined enough to thrive working remotely. If anything, I work more productively in 2-3 hr sessions 3 times per day including weekends which is the bug bear of the wife and son…the balance may come eventually.
Could you tell me a bit about the projects you are currently working on? Why are you drawn to working international roles?
The projects range from offshore/FPSO projects to global subsea to global inspection projects. Each of these are areas that I have become an expert in over the years, and I have built up a sizeable client and candidate database. It has taken close to 20 years to get to the point where I no longer need to develop new business, but the hunger remains and I still pitch new clients at least once a week.
Why International projects? International projects are complex in the sense that they require a very precise understanding not just of the project landscape but also of the compliant solutions required to mobilise candidates from different backgrounds to their next career opportunity.
Often the engineering workforce is criticised for being predominately white and male. Do you agree with this view? How have you promoted diversity and inclusion as a recruiter?
In the energy sector this not 100% accurate given the drive to promote indigenous labour.
Especially post Brexit and post COVID, the need to focus on in-country resource has been very prevalent and I can truly account for many Asian, African, and Middle Eastern personnel securing senior assignments that were once given to predominantly white males.
Where the female engineering work force is concerned…
For many decades it was seen that women were unable to succeed or engage in a male-dominated engineering work force. This has, in my opinion, shifted and many of my clients and candidates are in fact women from the UK, EU, Africa and Asia. This said, I would still estimate the ratio to be approx. 1:10 so more promotion is certainly required.
What is your proudest achievement so far?
Watching my son win a major regional tennis tournament in Spain last year was a tearjerker! Work wise… a few come to mind including winning a recruitment award for new entry REC consultants at a prestigious London hotel in the early 2000s. I billed in an excess of 600K in one year with only 3 years of experience.
Also, up there- securing exclusive engineering and inspection accounts, and clients that have taken years to crack
“There is no quick fix to success in recruitment… Do your research, don’t oversell, keep it simple and calm and finally, connect because at the end of the day we are all people with needs, families, outside lives, and motivations.”
What have you learnt from your 20 years in recruitment?
How much time do we have??
There is no quick fix to success in recruitment…the best recruiters are typically very methodical, have a plan in place and get on the phones/video meets. Do your research, don’t oversell, keep it simple and calm and finally, connect because at the end of the day we are all people with needs, families, outside lives, and motivations.
Why have you chosen to work at Janikin Energy?
Sanj and I connected immediately and ultimately a motivated team, a great brand, a strong support system with solid processes and procedures in place is all anyone could ask for?
What are your future career goals?
The goal line is forever changing but I would love to become the in-house leader for best recruitment practices, secure another 3-5 exclusive accounts, get promoted to senior director and ultimately leave a legacy once I do decide to retire in the next 10 years.