The oil and gas sector is facing growing pressure on its talent pipeline as an ageing workforce, reduced global mobility and a shrinking pool of younger professionals reshape workforce planning. These findings are highlighted in the tenth annual Global Energy Talent Index (GETI) 2026, which examines workforce trends across the global energy industry.
Produced by workforce solutions provider Airswift and supported by energy job board Energy Jobline, the report indicates that fewer young people are entering traditional energy roles while experienced professionals are becoming harder to source. At the same time, willingness to relocate for work continues to fall, limiting access to international talent.
Although adoption of artificial intelligence remains slower than in other industries, the report suggests it is increasingly being used to support career development and workforce planning. However, retention and attraction of skilled professionals remain the most significant hiring challenges for 2026 and beyond.
Pay Trends And Workforce Demographics
The report shows that 50% of professionals and 60% of hiring managers say pay increased during 2025. While salary confidence remains relatively strong, the pace of growth has slowed. Some 67% of professionals expect a pay rise in the coming year, compared with 71% in 2025.
Workforce demographics continue to skew older. Professionals aged over 45 now account for 48% of the traditional energy workforce, while those aged between 25 and 34 represent just 19%. The declining share of early-career professionals raises questions about future skills availability.
James Allen, CEO at Airswift, said, “The ageing workforce challenge is becoming increasingly urgent to address as traditional energy organisations are struggling to make hires with the right technical expertise and experience. With only a third of hiring managers actively recruiting graduates to build their talent pipeline, there is an opportunity for the sector to do much more to secure the people it needs.”
The report suggests that limited graduate recruitment may further exacerbate skills shortages as experienced professionals approach retirement and fewer younger workers enter the sector.
Mobility And Technology Shape Future Hiring
Global mobility continues to decline among traditional energy professionals. The report found that 75% are now willing to relocate for work, down from 80% in 2025 and 89% in 2022. Destination preferences have also shifted, with the Middle East and Europe now jointly ranked as the most attractive regions at 25% each. Asia remains steady at 16%.
Jayden Wallis, President ASPAC & Airswift Resourcing at Airswift, said, “The Middle East is investing trillions of dollars to diversify their economies and are lowering barriers to entry so that organisations can secure the talent they need to deliver an ambitious pipeline of projects.”
Technology is also playing a growing role in workforce development. Around 45% of traditional energy professionals now use AI in their roles, representing a 187% increase since 2024. Despite this growth, 30% still do not use AI to support career development.
Concerns that AI could replace technical roles persist, yet 50% of hiring managers say engineering and technical operations positions are the hardest to fill. In response, nearly half are improving learning and development programmes, while 45% are using AI and automation to build required skills.
Wallis added, “Hiring managers are increasingly struggling to recruit experienced professionals, while a smaller percentage of younger talent is entering the workforce. With the cost of boomerang professionals rising, companies need to be proactive in addressing the talent gap. Investing in retention and attracting younger generations will be essential for closing the gap and securing the talent needed for the future.”