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BP unveils recruitment campaign for future downstream leaders

09.03.2014  |  HP News

The program is run by BP for candidates around the world to work in refining and marketing, as well as within safety and operational risk, information technology and services.


BP on Tuesday started its 2015 Future Leaders Program (FLP), a recruitment campaign which aims to fast-track early career recruits to be the business leaders of the future.

The FLP is a selective global recruitment and development program, run by BP for candidates around the world to work in its refining and marketing businesses, as well as its safety and operational risk, information technology and services functions.

This year’s program builds on the success of previous campaigns and aims to attract 30 individuals of the highest caliber to benefit from a bespoke global development program that lasts a minimum of three years, BP said in the news release.

Participants will benefit from significant mentoring and access to senior BP executives, combined with a real business role and an overseas placement. As a minimum, applicants must have a postgraduate qualification, at least three years’ professional experience, a global outlook and the ambition and potential for senior leadership.

Last year, over 4,000 individuals from around the world applied. Previously, successful applicants from the program, which started three years ago, have gone on to perform a multitude of diverse development roles, from being a petrochemical engineer in China to a fuel supply coordinator in Germany.

“We want to attract the very best individuals from around the world – the diverse leaders of tomorrow – who will play a key role in maintaining and enhancing BP’s excellence and innovation," said Rita Griffin, BP's marketing officer. "With only 30 places available annually around the world, competition in the past has been intense.

“We’re looking for people with a global perspective and the flexibility to work anywhere in the world, in either the technical or commercial tracks of the programme. We’re encouraging people to apply irrespective of whether they have experience within the oil and gas sector. We want candidates with an open mind, who have the drive and ambition to be the next generation of leaders within BP.”

Applicants are expected to come from a range of backgrounds, having typically studied STEM (science, technology, engineering or mathematics) subjects to PhD or Masters level and/or an MBA. Once accepted on to the FLP, BP will work with the successful candidates to create a bespoke career program, designed to optimize their development opportunities. Candidates will be closely mentored by a senior leader.

In addition, they will become part of the existing global FLP network at BP.

Applicants are welcome from all countries and can learn more about the program and how to apply at www.bp.com/flp. Applications must be submitted between September 2 and October 31.

For those candidates who progress beyond the application phase, this will be followed by an interview and assessment phase. 

Successful applicants will usually be expected to start work with BP between February and October of 2015, with BP able to work around individual needs, according to company officials.

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Joseph Sauan

Dear Sir,
I am in final year of study in mechanical engineering.
I am really interested to be part of BP.
Have any vacancy of my field of study please contact me on my email address: jsauan@gmail.com or my mobile no. +675 72157500


Dear Sir,
Right now I am working as a Quality Engineer/ Inspector (Communication) in Saudi Aramco with MSc. and 7 + years of experience. Please advise if you would like to hire me.

Bablu kumar

Sir i'm persuing b.tech in chemical engineering , how can i attach to your company

sanjay singh

respected sir /mam,
have any vacancy of fire&safety officer pls contact my mob no-09016085406, 09725953015.

my total exp 5 years


myself completed BE in instrumentation engineerng...
i would like to work in your organisation in refining side please inform me for any vacancies.

Anand Vedpathak

I have +5 Years experience in Valve manufacturing company as a QA-QC Engg. Management representative

Muhammad Tahir

Dear Hiring Manager.
I want to work in BP, I have Six year's experience in QA/QC field.

Anonymous - PAST LEADER

To those of you that have responded to the article for employment consideration, you're clearly not reading the article. It told you to apply at www.bp.com/flp.

Trust me, I've been an employee, and you’ll have a very difficult time just by not paying attention to that very simple direction. Rooted deep in BP’s corporate and lower management leaders is arrogance and ignorance of valuable people. In many ways, BP has become a company that could be the greatest to work for, but in many more they are blinded to the valuable people they already have.

They want those that will make the decisions which indirectly hurt others, just to compete with competitors; at all costs. The best people of BP are not at the corporate level or within the ranks of management. They are the individuals that are called late at night when equipment fail because someone decided the budget couldn’t handle a repair or replacement; example being Tony Hayward’s arrogant statements that ended his career with BP back in 2010. The best individuals are brow beat every day to keep costs down even though the ability to progress from their location is non-existent. BP hits you with below expectations or non-team player statements in your file, mean while you’re not aware it’s happening behind closed doors.

They've been exorcising this recruitment method for a few years now, and most of the engineers are let go prior to 3 years, or they end up landing jobs as reliability or project engineers. They began taking college graduates, with GPA of at least 3, and then went up to 3.5. Now, I would assume they're not getting what they wanted that way either.

BP's corporate HR slogan on Leadership is stemming from business acumen ideals of PROFIT, PROFIT, and PROFIT but then again that’s what business is correct? However, at what cost – lives, poor engineering judgment? Since the 2005 and 2010 incidents, BP began rolling out some very robust standards and has struggled to meet them at each operating site. The "leaders" are those that find ways for the sites to be cost efficient. But, the outcome is compromise to good engineering and reliability practices. Beware of the shiny opportunity, you will either make unethical decisions or be pushed out to pasture. Either way, the framework of your demise will appear or sound as though you are a non-team player.

Andre Gurses

BP wants: people with a global perspective and the flexibility to work anywhere in the world.
BP wants brave guys to go IRAQ, KUWAIT and ALGERIA.
Thanks, but NO, thanks.

natvar vyas

September 5, 2014

Dear Hiring Manager:

I am interested in the Management Process Engineering position with BP. I have relevant experience in lead process engineering as well as supervisory roles. My process engineering experience ranges from grass roots to modification of existing operating refining facilities, as well as technical design leadership of oil and gas facilities. My supervisory experience ranges from administrative management, defining resource requirements, technology evaluations and overall project supervision.

With my global experience working in cross-functional teams, I understand the impact and value teamwork and look forward to the opportunity to be a part of your technical leadership team. Please email me where can I submit my detailed resume with my work history and accomplishments.

I look forward to hearing from you about exploring this opportunity further.


Natvar G. Vyas

John R

Apparently BP does not feel it has or is hiring the people it wants to develop into its future leaders, so BP must try something else.

Rigoberto Santaella

I´m interested in the request, as you wish look my resume at linkedin: https://www.linkedin.com/profile/view?id=192006275&trk=nav_responsive_tab_profile

Best Regards

Tony H

Good to join BP for 10 years, learn about process, safety and strategy and then leave to a more dynamic and less badly-paying environment.

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