The oil and gas industry has always depended on a skilled and resilient workforce. But right now, they are facing a shrinking talent pool, a rapidly changing skill landscape, and fierce competition from renewables and tech.
Let’s break down the biggest oil and gas workforce challenges, and what we can do about them.
1. A Shrinking Talent Pool Meets an Aging Workforce
It’s no big secret that a large portion of the oil and gas workforce is nearing retirement. Although many of the professionals who built the industry over the last few decades are stepping away, the next generation of young professionals have not arrived in strong enough numbers to replace them, especially in core technical roles, like drilling, reservoir management and field operations.
Without proper succession planning and mentorship programs, we risk leaving major experience gaps and suffering a loss of decades of knowledge and experience. We also need to change the way we perceive. If we want young talent to see a future in oil and gas, we have to show that the industry is evolving, and that it offers meaningful, long-term careers.
2. Losing the Talent Race to Renewables and Tech
Let’s face it. Renewables, startups, and tech companies are winning the war for talent. Engineers, developers and data scientists are drawn to where they see innovation, flexibility, and a sense of purpose.
The oil and gas industry will need to be repositioned as part of the future of energy, because that’s what it is. We will also need to put investments in innovation front and center; from AI and automation to carbon capture and digital field optimization.
And yes, offering more flexible, people-first working environments is expected. The industry needs to show that they are listening to the new generation’s requests and adapt to it.
3. Digital Skills Are Now a Core Competency
From AI driven exploration, predictive maintenance through IoT, to digital twin in asset management, the oil and gas industry is going digital. That shift creates a challenge: most of our existing workforce wasn’t trained for this new digital reality. And the people who are trained in it? They’re not always thinking about a career in oil and gas.
To stay relevant, the industry will need to upskill fast. That means launching more in-house digital training, hiring from adjacent industries, and building partnerships with universities.
4. Diversity and Inclusion Can’t Be a Checkbox
The oil and gas industry has work to do when it comes to diversity. It’s not just about gender, but also about race, ethnicity, and cultural background. A more diverse team brings better problem-solving, more creativity, and a broader view of the communities we serve. Whether it’s about gender, race, or cultural background, we need more inclusive recruitment, hiring, and promotion processes.
Progress here doesn’t happen by accident. It requires clear goals, accountable leadership, and real changes to how we recruit, hire, and promote. At Kepler Search, we believe diversity drives innovation. We’re working to help our clients create environments where everyone feels valued, supported, and heard.
5. Purpose Matters to the Next Generation
Younger professionals want more than a paycheck. They want to work somewhere that reflects their values. Somewhere where climate action, transparency, and social responsibility are taken seriously.
This is a huge opportunity for oil and gas. Many companies are already investing in low-emissions tech, community impact, and cleaner energy solutions, but we need to communicate that story better.
To attract Gen Z and millennial talent, we must be open about our role in the energy transition, and invite our teams to be part of that journey.
Building a Future-Ready Workforce
The oil and gas talent acquisition game has changed. From upskilling the workforce to competing with renewables for talent, every challenge is also an opportunity to rethink how we attract, train, and retain our people.
Eva Toledo
