Why More Skilled Talent is Needed for Rising Global Energy Demand
As global energy demands surge, companies across the sector are navigating rapid transformation. At Ocho Energy, in partnership with Al Thuraya Consultancy, we work closely with energy clients who continually impress us with their resilience and determination to keep communities powered — even amid uncertainty.
One of the most pressing and persistent challenges they face is workforce management. From growing talent shortages to evolving regulations and emerging technologies, the conversation around the future of work in energy is becoming more urgent than ever.
Based on the requests and conversations we’ve had with clients over the last six months, we’ve seen a sharp rise in demand for skilled talent — and the need for new approaches to workforce strategy. Here are six key trends shaping the energy and utilities sector right now, and how companies can adapt to stay ahead.
1. Talent Shortages Are Reshaping the Energy Sector
The skills gap is no longer looming — it’s already here. There’s growing demand in specialized fields like renewable energy, data analytics, cybersecurity, and engineering. Yet the competition for this talent is intense, not just within the sector, but across industries.
A major contributor to this challenge is the slow pace at which academic programs are evolving. Many institutions still focus heavily on fossil fuels and traditional systems, leaving new graduates underprepared for roles in renewable and digital energy systems. Cross-sector hiring further complicates the landscape, as companies compete to attract and retain top talent.
To respond, energy companies must sharpen their employer branding and reimagine their employee value propositions — especially for younger, purpose-driven candidates who are drawn to sustainability and innovation.
2. Upskilling and Reskilling Will Power the Workforce of the Future
With limited access to new talent, companies are placing a stronger focus on developing skills from within. Upskilling and reskilling are no longer just HR initiatives — they’ve become business-critical strategies for long-term success.
To close skills gaps and future-proof their workforce, many organizations are forming partnerships with academic institutions, launching in-house training programs, or working directly with our own training academy. These efforts target both current and emerging skill sets, allowing companies to stay ahead of industry shifts and build a workforce that’s equipped to meet evolving demands.
3. Navigating Regulatory Complexity
The energy sector is one of the most heavily regulated industries — and the pace of change is only increasing. Staying compliant while also being agile is a challenge our clients bring to us often.
At Ocho Energy, we support organizations by providing workforce management solutions designed to simplify compliance, especially across multi-jurisdictional operations. By handling the complexity, we allow companies to focus on core business outcomes.
4. Leveraging Technology to Drive Workforce Innovation
Technology — especially AI — is playing a bigger role in how energy companies manage talent. From streamlining recruitment to optimizing scheduling and performance management, tech-driven tools are reshaping the workforce landscape.
AI can reduce time-to-hire, identify skills gaps, and even predict future workforce needs. For energy companies trying to stay competitive in a fast-moving market, tech adoption is no longer optional — it’s strategic.
5. Sustainability and ESG Are Shaping Workforce Expectations
Sustainability and ESG goals are no longer add-ons; they’re central to energy companies’ strategic planning. Stakeholders — from regulators and investors to customers and job seekers — expect action, not just ambition.
Our data shows that 94% of energy and utility employers report they don’t currently have the talent needed to meet their ESG commitments. This is forcing companies to rethink recruitment, culture, and internal development to align with a new generation of values-driven professionals.
6. Strategic Workforce Planning Is the Way Forward
What we’re hearing from industry leaders is clear: there’s no one-size-fits-all solution. Companies need flexible models that combine permanent, contingent, and specialized talent — all aligned with long-term business goals.
By tapping into the expertise of both Al Thuraya Consultancy and Ocho Energy, our clients gain access to a network of services designed to navigate today’s complex realities — from geopolitical risk to talent shortages. Whether the challenge is regulatory, operational, or workforce-related, our companies are built to act as tools that support our clients’ growth.
Powering the Future
The energy transition will require not just new technologies, but new ways of thinking about talent. Companies that invest in people — through development, flexibility, and purpose — will be the ones best positioned to lead.
As partners in this transformation, we’re here to help organizations rise to the challenge — and power a future that’s brighter for everyone.
