By Jim Wehner, Vice President & General Manager, KellyOCG
The energy industry is at an inflection point. The global push for renewable energy, combined with rapid advancements in AI, machine learning, and automation, is fundamentally reshaping the talent landscape. To remain competitive in 2025 and beyond, energy companies must move beyond traditional procurement strategies and embrace a proactive, data-driven approach to talent acquisition.
Securing top talent has become even more challenging as the demand for new and specialized skills intensifies. The industry's needs have evolved beyond traditional roles like engineering and geology. Today, energy professionals must be versatile, possessing a blend of technical expertise, advanced data analytics proficiency, and strategic business acumen. A study by the World Economic Forum highlighted that, 30% of [energy sector] workers' core skills are expected to change by 2030, highlighting the significant transformation underway in the global workforce.
Competition for this multidisciplinary talent is fierce. The lure of higher salaries, cutting-edge projects, and flexible work arrangements offered by tech giants and startups continues to draw away potential energy industry employees. The Kelly Global Re:work Report now indicates that 71% of workers are prioritizing flexibility in their job search, and the energy sector must adapt to these new expectations to attract the best candidates.
To navigate these challenges, energy companies must adopt a more dynamic and strategic approach to talent acquisition and development. Key strategies include:
- Refining the Employer Brand: Emphasize the company's commitment to innovation and sustainability. According to a recent Deloitte study, 85% of job seekers now consider a company’s environmental and social impact when evaluating potential employers. Highlight your role in shaping a sustainable energy future.
- Investing in Upskilling and Reskilling: The IEA's World Energy Outlook 2024 highlights the critical need for a skilled workforce to support the accelerating energy transition. By investing proactively in employee training and development, companies can not only fill skill gaps but also build a future-ready workforce from within.
- Leveraging Data for Strategic Insights: Utilize AI-powered platforms and analytics to gain a deeper understanding of talent trends, predict future skill needs, and optimize your sourcing channels. This data-driven approach enables more targeted and effective recruitment.
- Embracing Diversity and Inclusion as a Growth Driver: A diverse workforce is a source of new perspectives and innovative ideas. McKinsey’s research continues to show that companies with diverse leadership teams are significantly more likely to outperform their industry peers.
- Prioritizing Flexibility and Remote Work: The latest data from the Kelly Global Re:work report reinforces the importance of flexibility for attracting and retaining talent. By providing remote and hybrid work options and flexible schedules, energy companies can tap into a wider, more diverse pool of candidates, including those outside traditional energy hubs.
The energy industry is at a pivotal moment. By strategically addressing talent challenges, companies can not only secure the workforce they need to thrive but also position themselves as leaders in the global energy transition.
