On 10 October 2025, organisations and communities worldwide will come together to recognise World Mental Health Day. This is a vital opportunity to raise awareness about mental wellbeing, challenge stigma, and take action to support those who need it most. 

For professionals in the oil and gas industry and the renewable energy sector, mental health is more than a personal issue. It is a workforce priority that directly affects safety, performance, and retention in some of the world’s most demanding environments. 

On October 10, 2025, industries worldwide will observe World Mental Health Day. This is a moment to recognise mental well-being, challenge stigma, and drive meaningful action within the workplace. 

For professionals working across oil & gas and the renewable energy sector, the day carries relevance. The demands of the job, combined with the pace of the global energy transition, mean mental health is not just a personal concern but a business-critical issue.

Mental health in the energy sector 

The energy sector is undergoing a major transformation, and sustainability is increasingly playing a key part in this. However, sustainability isn’t just about reducing carbon emissions, it also relates to sustainable workforce practices including supporting employees with their mental health in the workplace. For instance, do all employees have access to and receive adequate support to carry out their day-to-day jobs?  

From offshore oil rigs to renewable energy construction sites, professionals often face conditions that test both physical and mental resilience. For example, extended time away from family, unpredictable schedules, safety-critical tasks, and the pressures of delivering on global energy needs can all take a toll. 

Common mental health challenges in these industries include: 

• Stress and anxiety caused by high-pressure environments and long shifts. 
• Fatigue and burnout linked to long shifts and remote work. 
• Uncertainty and job insecurity during the global energy transition. 
• Barriers to seeking help, with stigma still prevalent in traditionally “tough” working cultures. 

Why supporting wellbeing in oil & gas and renewables matters to businesses 

For employers across oil, gas, and renewables, supporting wellbeing is not only the right thing to do, it also makes commercial sense. Companies that embed wellbeing into their culture see stronger workforce retention, improved safety records, and greater productivity. 

Furthermore, by acknowledging mental health as a core part of operational excellence, organisations can position themselves as employers of choice in an increasingly competitive global talent market. 

How energy employers can respond

World Mental Health Day serves as a reminder for organisations to integrate mental wellbeing into their workplace culture.

Here are some steps that energy companies can take in order to make measurable and meaningful differences for their employees:

• Demonstrate visible leadership commitment through CEOs and managers openly endorsing mental wellbeing and normalising open conversations about mental health and well-being. 
• Provide accessible support services, such as employee assistance programmes and mental health first aiders. 
• Offer training for managers and supervisors to recognise early warning signs of stress and burnout. 
• Implement work-life balance policies, especially for rotational and offshore roles. 
• Integration into safety frameworks, treating mental health with the same seriousness as physical health. 

The bigger picture 

The energy transition is reshaping the global workforce. As new technologies, skills, and operating models all bring opportunity, they also increase pressure. Protecting the mental wellbeing of professionals across oil and gas, offshore wind, hydrogen, and solar is essential for a resilient and future-ready industry. 

It is clear that employees increasingly expect open and transparent workplace cultures, which is why leading energy companies are adopting more collaborative approaches to mental health and well-being. These initiatives are designed to encourage honest conversations, giving people the confidence to speak up without fear of stigma or discrimination. 

For instance, some companies have started providing accessible resources, training leaders to have constructive and empathetic conversations with their teams, and ensuring safe, confidential spaces are available when support is needed. 

Some of these methods include providing resources and training for leaders on how to have conversations with their direct reports, as well as how to create safe and confidential spaces for these conversations to take place.  

Moreover, culture change is at the heart of this shift. The more these practices are embedded and shared across the industry, the more we can collectively learn, adapt, and raise the standard of wellbeing support for everyone. 

At Visuna, we believe the strength of the energy sector lies in its people. By supporting mental health, we can help create a safer and more sustainable future for both the workforce and the industry. 

How Visuna is supporting mental health and well-being 

At Visuna, we recognise that the well-being of our people and partners underpins everything we do. That’s why we’ve taken clear steps to ensure mental health is built into our culture and our way of working: 

• Trained Mental Health First Aiders. Our Mental Health First Aiders, provide a first point of contact and support for colleagues who may be struggling. 
• Better Health at Work Award – Bronze: Reflecting our ongoing commitment to creating a workplace where wellbeing is prioritised and recognised. 
• Open conversations. We encourage our teams across global offices to normalise discussions about stress, balance, and support. 
• Continuous improvement, including embedding wellbeing initiatives alongside safety and compliance frameworks. 

By investing in these measures, we aim to lead by example, showing that energy companies and recruiters can play a meaningful role in building healthier, more resilient workforces. 

This World Mental Health Day 

Let’s commit to making mental health a permanent part of the energy conversation. Together, the sector can break stigma, build healthier workplaces, and ensure that the people powering our world have the support they need to thrive. 

For more information and support, visit the Mental Health website > 

Other articles you may be interested in:

• CV Tips Oil & Gas and Renewables: How to Stand Out >
• Managing Mental Health at Work: Tips for Employees and Managers >

How to Build a Sustainable Workforce

Sustainability is no longer just a corporate saying, it’s a business imperative. Across the energy sector, companies are under growing pressure to respond to climate goals through cutting emissions, aligning ESG targets, meeting stakeholder expectations, and leading responsibly through the energy transition. Due to this shift, green recruitment is becoming a critical part of building future-ready teams and lead responsibly through the energy transition. 

This shift is creating a new demand for a workforce that is not only skilled, but sustainable by design. In other words, the conversation today is really about how to build a sustainable workforce that can deliver on both current and future energy goals

That shift is creating a new demand for a workforce that is not only skilled, but sustainable by design. 

At Visuna, we believe that green recruitment is one of the most powerful tools for building this workforce, especially for oil & gas companies evolving their models and investing in renewables. It’s about more than just hiring, it’s about shaping the future of energy.  

What is green recruitment? 

Green recruitment refers to eco-conscious hiring strategies that reduce environmental impact, promote sustainable practices, and attract talent aligned with climate-conscious values. 

It covers everything from the tools used to hire (like virtual interviews) to the values conveyed in job postings, all the way through to the structure of the workplace itself. 

Green recruitment is about going beyond carbon-neutral policies and about recruiting talent with purpose, embedding ESG values into hiring, and using innovative, low-impact recruitment methods. 

Discover more about the growing importance of ESG in the oil & gas industry > 

Why does green recruitment matter in the energy sector? 

It matters because ESG is becoming increasingly important across the world. As well as this, the global energy system is in transformation. While oil & gas still plays a vital role in meeting today’s energy demands, the industry is also adapting fast decarbonising operations, diversifying into renewables, and preparing for a low-carbon future. 

This changing landscape means the skills, values, and expectations of the workforce must also evolve.  

• A recent survey discovered that 48% of Gen-Z workers say they would refuse to work for an employer that doesn’t act on climate change (Deloitte, 2023). 
• Green-related job roles and skills are growing across all industries, not just sustainability-specific jobs. 
• Organisations with a reputation for ESG commitment attract more loyal, purpose-driven talent and enjoy a stronger brand presence. 

Companies need to start attracting talent who not only have technical expertise, but who are motivated by sustainability. 

Green recruitment helps energy companies attract ESG-aligned talent, bridge skills gaps, and future-proof their organisations. But how to build a sustainable workforce in practice? Here are six strategies you can put in place:

• Attract ESG-aligned professionals who want to contribute to climate goals 
• Enhance employer branding in a sector under environmental scrutiny 
• Bridge the talent gap between traditional energy and clean technologies 
• Develop a pipeline of future-ready talent across both legacy and emerging sectors 
• Build resilience in a competitive global workforce market 

Here are six ways you can make your recruitment more sustainable: 

1. Embrace digital-first hiring

Energy companies with field-based or remote operations can dramatically cut emissions by using: 

• Using video interviews and remote assessments. 
• Switching to digital contracts and onboarding. 
• Cutting down on travel and paperwork. 

This not only reduces environmental impact, it also accelerates the hiring process. 

2. Clearly communicate sustainability credentials

Whether you’re an oil & gas company working to decarbonise operations, or a renewables business scaling up, it’s vital to showcase your commitment to ESG. Be transparent about your sustainability journey: 

• Include sustainability milestones in job ads and careers pages 
• Showcase ESG milestones across social media and internally 
• Share stories from employees involved in transition projects  

 3. Create a culture of environmental responsibility

The green shift isn’t only about external communication, it must be embedded in how your teams work. Focus on the following: 

• Support hybrid working to reduce commuting 
• Introduce green travel policies and low-carbon incentives 
• Design eco-conscious workspaces that boost both wellbeing and efficiency

4. Prioritise cross-sector green skills

The energy transition is creating a convergence between oil & gas and renewables. Hiring teams should: 

• Seek out transferable skills (e.g. offshore engineering, project management, data analysis) 
• Identify candidates with “green skills” such as carbon accounting, environmental compliance, or circular supply chain knowledge 
• Upskill existing teams to support renewable energy initiatives

5. Measure & report your impact

ESG-driven recruitment is credible when it is measurable. Here are some ways to begin analysing your impact: 

• Track reduced emissions from hiring activities 
• Monitor sustainability sentiment among employees and perception among candidates  
• Include recruitment metrics in broader ESG or sustainability reports

6. Align hiring with energy transition goals

Recruitment should reflect your company’s long-term energy strategy. 

• Add ESG performance indicators to hiring manager reviews 
• Partner with recruitment firms that specialise in both oil & gas and renewables 
• Use hiring as a tool to shape internal change toward net-zero goals 

Kelly Walker’s Perspective: Recruitment as a Catalyst for ESG 

In Visuna’s 2024/25 Environmental, Social and Governance Report, our Operations Director, Kelly Walker, highlights how recruitment is central to sustainability strategies: 

“The energy transition is driven by people. At Visuna, we see recruitment not simply as filling roles, but as shaping a workforce that can deliver today’s energy needs while building tomorrow’s solutions. By aligning hiring with ESG goals, companies can accelerate their progress toward a more sustainable future.” 

Kelly’s vision reinforces the idea that green recruitment isn’t a side initiative, it is a strategic driver of resilience and innovation across the global energy sector. 

What is Visuna’s role in driving sustainable workforce solutions? 

With decades of experience in upstream oil & gas recruitment and a growing footprint in renewables, Visuna can help support clients with the transformational recruitment challenges faced by energy sector. 

We support our clients by: 

• Sourcing professionals with cross-sector experience and green mindsets 
• Providing consultancy on sustainable hiring practices 
• Helping companies reposition their employer brand as part of the energy transition narrative 
• Building flexible, low-carbon workforce models for the future of energy 

Getting started with a practical roadmap for your next steps 

Whether you’re an upstream operator, offshore contractor, or renewables startup, here are four ways to act and begin building a greener recruitment model: 

1. Audit your hiring practices. Where can you reduce waste and improve sustainability? 
2. Pilot one change, such as virtual interviews or paperless onboarding 
3. Promote your ESG journey to attract top-tier candidates motivated by impact 
4. Partner with experts like Visuna, who understand the complexities of hiring during the energy transition 

The energy transition is about more than technology 

As the global energy sector is being reshaped, not only by technology, but by people, it is organisations that embrace and prioritise green recruitment that will lead the way. Oil & gas companies diversifying into renewables, and renewables companies scaling globally, all need workforces that reflect the future of energy. 

By embedding green recruitment into hiring today, organisations can not only strengthen their ESG performance but also secure the talent needed to thrive tomorrow. 

At Visuna, we are pleased to work with organisations across oil & gas and renewables who are building teams that reflect the future of energy, creating workforces that are resilient, future-ready, and part of the solution. 

As technology and people reshape the sector, those who understand how to build a sustainable workforce will be best placed to thrive. By embedding green recruitment practices today, organisations can secure the right talent for tomorrow.

Let’s work together 

We are proud to support organisations that are embedding sustainability into their workforce strategies. Our teams work globally to deliver tailored, tech-enabled, and sustainability-focused talent solutions. 

Our approach goes beyond filling roles, it’s about advising clients on how to build a sustainable workforce that supports both immediate operational needs and long-term energy transition goals.

Whether you’re looking to decarbonise your operations, diversify into clean tech, or simply future proof your workforce, Visuna can help. 

Get in touch to discuss sustainable workforce planning, and learn how we can support your transition to a more sustainable way of hiring.

Visit our dedicated ESG page to learn more about Visuna’s ESG commitment.  

Explore our ESG Report 2024/25 for more insights into our commitment to sustainable recruitment > 

Other articles you may be interested in: 

• Recruiting for a Sustainable Future: The Talent You’ll Need – Visuna 
• The Overall Talent Landscape 
• Shift to Remote Work in the Energy Sector: Challenges and Opportunities – Visuna 
• A Greener Path to Power: Developments in Bioenergy – Visuna 

CV Tips for Oil & Gas and Renewables: How to Stand Out in the Energy Sector

In the fast-paced world of oil & gas, and renewable energy, your CV must do more than just list experience, it needs to tell your story clearly, quickly, and convincingly.

Currently, the energy sector is busy across certain sectors, from major offshore wind projects to global oilfield expansions. Moreover, employers are searching for skilled professionals who can deliver safely, adapt quickly, and bring technical expertise to demanding environments.

Your CV is the first step. Done right, it won’t just get you noticed, it will open the door to career-defining opportunities.

Following these CV tips will help you present your skills and achievements in the best possible light.

1. Why Your CV Matters in Energy Careers

Recruiters often spend just 6–8 seconds scanning a CV before deciding whether to read on. That may sound daunting, but here is the good news, you can control that first impression.

A strong, targeted CV is your ticket to the projects shaping the future of energy, from offshore wind farms and hydrogen facilities to next-gen drilling and decommissioning work.

Think of your CV as your professional passport. If it is clear, credible, and compelling, it can take you anywhere.

2. Tailor Your CV for Each Application

In energy recruitment, one size never fits all. Many companies use Applicant Tracking Systems (ATS) to streamline the recruitment process and to quickly identify the best applicants for the role. 

To begin with, here are some simple ways you can create a bespoke CV for each role you apply for within the oil & gas and renewables energy sectors: 

• Mirror the job description: Identify the skills and qualifications emphasised in the role and reflect them back in your CV 
• Highlight sector-specific expertise: Employers hiring for offshore turbine technicians or HSE managers want to instantly see you are equipped for that exact role 
• Use keywords smartly: Including the right language (from “subsea engineering” to “GWO certification”) ensures your CV passes the first filter and increases the likelihood of you progressing to the next stage 

Tip: Create a master CV with all your experience, then adapt a shorter, role-specific version for each application. 

Tip: Also, keep these CV Tips Oil & Gas and Renewables in mind when tailoring each version, and as a result, it can make the difference between an interview and a missed opportunity.

3. Technical Expertise & Certifications: Your CV’s Core Pillars

In oil & gas, and renewables, technical expertise and certifications carry huge weight. They don’t just prove what you can do, they show your commitment to safety and excellence.  

For oil & gas roles, sought-after certifications to highlight include: 

• IWCF Drilling Well Control 
• CompEx Certification 
• Offshore Survival (BOSIET/HUET) 
• API/ASME standards knowledge 

For renewables roles, industry certifications include: 

• GWO Basic Safety Training (BST) 
• Working at Height / Advanced Rescue 
• IRATA Rope Access 
• H2S Awareness / Hydrogen Handling 

Certifications are often a deciding factor between two equally experienced candidates, so make sure you put these certifications front and centre on your CV to ensure you really stand out from the competition.

4. Structure for Speed and Clarity

Recruiters don’t have time to hunt through all the emails and messages they receive. Keep your CV simple and sharp: 

• Aim for 1–2 pages max 
• Use clear headings e.g., Professional Summary, Key Skills, Work Experience, Certifications, Education 
• Use bullet points. Stay away from long paragraphs of text 
• ATS cannot always ready tables, graphics or unusual fonts easily. Stick to readily available fonts such as ‘Calibri’ or ‘Arial’ and opt for a simplistic design. A clean layout says: “I know how to communicate clearly and get to the point.”

5. Start with a Powerful Professional Summary

This short introduction (3–4 lines) is your elevator pitch. If a recruiter only read this, would they want to call you? 

For instance: Instrumentation Engineer with 8 years in offshore oil & gas and renewables. Skilled in turbine diagnostics, HSE leadership, and systems. Seeking a role in offshore wind operations. 

Keep it targeted, confident, and forward-looking.

6. Show Impact Through Bullet Points

Every role on your CV should include achievements, not just a list of responsibilities / duties. 

Where possible, quantify results as numbers prove your value. Did you reduce downtime? Save costs? Improve safety compliance? These are the outcomes employers want to see. 

For example:  

❌ “Responsible for turbine maintenance.”
✔️ “Diagnosed and repaired turbine faults across 20+ offshore assets, cutting downtime by 18%.” 

For each role, include: 

• Job Title, Company, Industry and Dates (including month and year) 
• 3–5 action-oriented bullet points that say what you did 
• Quantified results (e.g., “Reduced downtime by 15%,” “Managed $2M project,” “Certified 100 staff in HSE compliance”) 
• Emphasise safety, compliance, quotas hit, and travel/ mobility readiness 

7. Transitioning from Oil & Gas to Renewables? Highlight Transferable Strengths

Many renewable energy leaders started in oil & gas. Consequently, your skills are more transferable than you may think. Furthermore, framing your experience this way demonstrates adaptability and technical rigour.

• HSE culture is vital in offshore wind 
• Engineering know-how is directly relevant for hydrogen and CCS 
• Offshore resilience is valued across wind, solar, and tidal projects 

If you are making the move, frame your oil & gas experience as the foundation for your renewables future. Employers love candidates who bring proven technical rigour to clean-energy projects.

8. Education, Certifications & Continuous Learning

The energy industry is evolving fast, which is why it is important to show that you are keeping pace. You an do this by: 

• Listing your qualifications, relevant modules, and technical training 
• Including up-to-date certifications (GWO, IOSH, CCS, etc.) 
• Highlighting continuous learning including short courses, micro-credentials, or upskilling in renewables 

Incorporating your learning into your CV signals adaptability and a growth mindset, two traits that are in high demand.

9. Practical Tips: Design, File, Proof

Here are three quick wins to make your CV recruiter-ready: 

1. Design: Use simple, professional fonts (Calibri, Arial) and keep formatting consistent 
2. File type: Save in Word (.docx) unless a PDF is specifically requested, most ATS prefer Word 
3. Proofread: Typos send the wrong message. Read aloud or ask a colleague or friend to review before sending 

10. Optional Enhancements

Recruiters often use LinkedIn as a way of sourcing candidates. This also means if your LinkedIn profile is misaligned to your CV, they may discredit your application. 

Here are some quick fixes that can help ensure you are best positioned on LinkedIn: 

• Customise your headline: Do not just use your job title, instead use keywords that recruiters are searching for e.g., Offshore Wind Technician | GWO Certified | HSE-Focused Renewable Energy Professional 
• Ensure your CV and LinkedIn titles, dates, and summaries align 
• Use endorsements and recommendations to enhance your investment 
• List any courses and skills on your profile 
• Add a professional profile photo: Research has shown that profiles with photos get up to 21 times more views 
• Utilise the ‘open to’ feature to show that you are available and looking for your next role  
• Feature media or projects: Upload certificates, safety training or photos from major projects you have worked on (if permitted) to make your experience tangible 
• Engage with industry content: Comment on posts, share sector insights, or publish short updates. Recruiters often notice candidates who are active and knowledgeable 
• Follow target companies and recruiters as this helps you to stay updated n roles and shows your interest in their work when they view your profile 

Tip: As well as certifications and qualifications, you can also list any languages you are fluent in.

11. Boost Your CV’s Visibility

Recruiters often use software to scan CVs before they ever reach a hiring manager. These systems look for specific words and phrases from the job description. However, if these key words and phrases are missing, your CV may never be seen by a person. 

Here is how to make sure your CV makes it through the ATS: 

• Match the job ad: Look at the language used in the advert (e.g., “offshore commissioning,” “GWO training,” “well intervention”) and reflect those phrases in your CV if they apply to you 
• Use industry-standard job titles: Even if your last company gave you a creative job title, use the version recruiters expect to see, like “Process Engineer” or “Subsea Supervisor.” 
• Spell out acronyms (at least once): Write both versions: Health, Safety and Environment (HSE). This way you are covered whether the recruiter searches the abbreviation or the full term 
• Prioritise technical terms: Include the equipment, systems, and standards you work with (e.g., Siemens Gamesa turbines, API, CompEx). These are exactly what recruiters and hiring managers search for 
• Repeat key skills naturally: If the job advert lists “pipeline integrity,” make sure that phrase appears in your CV under skills and work experience, not just once, but in a natural way 

Think of it like this, if a recruiter typed your skills into LinkedIn or a CV database, would your CV appear? 

12. Make Your CV Your Advocate 

Ultimately, your CV is the bridge between where you are now and the opportunities reshaping the global energy landscape. 

In energy sectors, where safety, precision, and adaptability matter, you’ll stand out when recruiters instantly see your technical competence, certifications, and readiness to move and adapt. 

Following these CV Tips Oil & Gas and Renewables ensures your application communicates your value clearly, positioning you as the candidate recruiters want to interview.

Therefore, when your CV reflects your skills, achievements, and ambition, you won’t just be another application, you’ll be the candidate they can’t wait to meet. 

Ready to Take the Next Step in Your Energy Career?  

• Search and apply for available jobs here > 
• Stay up to date with the latest energy developments by following Visuna on LinkedIn > 

Other Articles You May be Interested in 

• 9 Tips to Make your CV Stand Out > 
• The Overall Talent Landscape in 2025: What Energy and Tech Employers Need to Know >
• Crafting a Compelling Cover Letter >

As the global energy and technology sectors continue to evolve, so too does the competition for talent. In this article, we review the overall talent landscape. In 2025, organisations across oil & gas, renewables, and emerging tech face a critical challenge of attracting, retaining, and redeploying skilled professionals in an increasingly dynamic labour market. 

At Visuna, we’ve analysed global market trends, client hiring behaviours, and candidate expectations across our key markets to offer a strategic look at what’s shaping the talent landscape in 2025, and how businesses can get ahead. 

Key trends we’re seeing:

• Surging demand in offshore wind is creating bottlenecks in electrical engineering, project management, and HV technicians. 
• Decommissioning projects are opening new frontiers, especially in regions like the UK, Europe and Australia, though dedicated talent pools are not yet established to support the roadmaps laid out by the government
• Contractor preferences are shifting, with many professionals prioritising project diversity, remote support, and safety standards over long-term placement alone 

Technology Talent: The Hidden Force Behind Energy Transition

While technical skills remain crucial, digital capability is becoming non-negotiable. Cybersecurity experts, data engineers, and automation specialists are increasingly required across critical energy infrastructure.

What’s driving demand?

• Digital twin technologies and AI-led project modelling require niche tech expertise
• Cybersecurity threats in operational tech (OT) environments have increased the need for secure-by-design engineering
• Smart energy systems and decentralised grids mean hiring must span both traditional and emerging tech skillsets

Global Talent Mobility

Mobility remains essential for staffing energy projects in frontier locations, yet regulatory complexity, localisation policies, and tax challenges are rising. Visuna has seen increasing demand for:

• Fast deployment solutions that ensure compliance without slowing down project delivery
• Hybrid work models that allow certain tech or project management roles to operate remotely, even in traditional industries
• Cross-border relocation support, especially for EMEA and APAC projects

What Employers Must Prioritise in 2025

To win in this landscape, energy and tech employers must do more than fill roles, they must build future-ready workforce strategies. Based on our insight, we recommend: 

• Investing in cross-sector training to support transitions from oil & gas into renewables 
• Revisiting contractor engagement models, including benefits, onboarding, and wellbeing 
• Prioritising DE&I, especially in leadership and technical disciplines 
• Partnering with niche, agile recruitment specialists who understand your sector deeply 

How Visuna Can Help You 

At Visuna, we connect leading energy and technology companies with the talent they need to thrive in complex environments. We effectively manage compliance cost effectively, including mobility, visas & permitting. With deep sector expertise, ISO 9001 accreditation, and a global presence spanning the UK, US, Middle East, and Australia, we offer a recruitment model built for tomorrow.

Ready to build your future workforce? Let’s work together

Whether you’re scaling your next offshore project or seeking your next contract role, Visuna connects you to the talent, opportunities, and market intelligence to move forward. Contact us today >

Related articles:

• The Talent Landscape in 2025 – What Oil & Gas Employers Must Prepare For >
• Recruiting for a Sustainable Future: The Talent You’ll Need >
• Harnessing the Wind of Change: Upcoming Projects in the United Kingdom >

Despite the growing global emphasis on renewables, oil & gas remains a cornerstone of the world’s energy supply, and the need for highly skilled talent in the sector has never been more urgent or more complex.

At Visuna, we work with upstream, midstream and downstream clients around the globe, which gives us real-time insight into where the pressure points are, and more importantly, how businesses can remain competitive in a rapidly evolving labour market.

The Talent Landscape in 2025 – The Sector Isn’t Shrinking, It’s Evolving

Far from winding down, the oil & gas sector is entering a new era, defined by smarter operations, digital transformation and intensified pressure to decarbonise and support net-zero goals. Meanwhile, investment remains strong in exploration, drilling and decommissioning projects, however, the talent pipeline is weakening.

Some of the key challenges we’re seeing:

• Ageing workforce – a large proportion of experienced engineer, drillers and HSE specialists are approaching retirement, with fewer new entrants to replace them
• Perception problems – Younger professionals are often deterred by the industry’s environmental reputation or view it as a short-term career path with limited opportunities to grow in the sector
• Cross-sector competition – Many contracts are moving into renewables or mining, where project conditions, brand alignment and compensation packages may appear more attractive

High-Demand Roles in 2025

In 2025, demand for the following roles is especially high in these areas:

• Oil Field Services – The global rig count is rebounding with increased offshore drilling in Africa, the Gulf of Mexico and the Middle East.
• HSEQ Advisors & Officers – The rising regulatory standards and ESG scrutiny are contributing the rising requirement for these roles.
• Decommissioning – Across the North Sea, Southeast Asia and Australia, a ramp-up in end-of-life asset removal is playing a significant part in the need for decommissioning talent
• Project Services – The pressure to deliver under tighter margins and schedule constraints is a key driver in the demand for these types of roles

In short, the industry’s evolution is creating urgent workforce gaps that cannot be ignored.

Mobility & Localisation – What Does This Mean?

Many oil & gas projects in 2025 are located in regions with tightening localisation policies (e.g., Saudi Arabia’s localisation, and Brazil’s local content rules). At the same time, clients require rapid access to globally mobile contractors who can be deployed safely and compliantly.

This balancing act often creates complex hiring challenges, such as:

• Ensuring visa/work permit compliance without delaying mobilisation
• Managing local vs. expat hiring quotas
• Offering competitive, location-specific compensation in volatile markets

Therefore, companies must adopt smarter hiring frameworks and more agile global workforce strategies. In response, Visuna helps clients overcome these challenges by streamlining compliance, providing global payroll solutions, and building local talent pipelines alongside expatriate access.

The Technical Shift – Digital Skills in Traditional Settings

As oil & gas infrastructure becomes more digitised, the need for technical professionals with hybrid skills is intensifying. Today, even traditional roles require capabilities in:

• Remote sensing and diagnostics
• Data analytics and digital twins
• Automation and control systems
• Cybersecurity in operational technology (OT)
• Oil & gas employers must rethink job descriptions, training, and recruitment processes to reflect this hybridisation of skills.

Consequently, oil & gas employers must rethink job descriptions, training, and recruitment processes to reflect this hybridisation of skills. In doing so, they can build future-ready teams equipped for tomorrow’s challenges.

A Leadership-Driven Employer Value Proposition (EVP)

Beyond salary and benefits, today’s workforce is heavily influenced by leadership style, purpose, and development opportunities. Therefore, organisations that offer visible, values-led leadership and a strong EVP, one that reflects ESG responsibility, long-term growth, and innovation, stand out in the hiring market.

In addition, regional nuances matter. While talent in developing markets may be drawn to security and global exposure, Western candidates often prioritise environmental performance, DEI, and flexible working practices.

To attract diverse talent globally, employers must tailor their EVP to resonate with both local expectations and international priorities.

Reskilling – The Gap Between Intent and Action

According to EY’s global energy workforce survey, 92% of leaders recognise that reskilling is essential to future success, yet only 29% are actively investing in it. This disconnect represents a critical vulnerability. In other words, without strategic action, companies risk falling behind. To maintain competitiveness, companies must commit to:

• Upskilling experienced workers in digital and sustainability-aligned competencies
• Building structured training pipelines for early-career hires
• Supporting lateral movement across technical functions to improve retention

Workforce Planning & Agile Staffing Models

With fluctuating oil prices and unpredictable project cycles, agile workforce models are no longer a luxury, they’re a necessity. As a result, forward-thinking organisations are incorporating the following tactics in their strategies to significantly enhance their operations:

• Using data to anticipate project-based talent needs
• Building flexible pools of pre-qualified contractors, so there is a variety of talent available
• Reducing time-to-fill through digital platforms and rapid mobilisation partners so that projects timelines are maintained and optimised
• Deploying talent across sectors (e.g., from oil & gas to carbon capture projects) to maintain engagement and retain institutional knowledge
• Visuna supports clients with global talent networks, automated compliance, and real-time market insights to navigate these shifting demands.

Moreover, these strategies ensure operational continuity while improving workforce morale. At Visuna, we support clients with global talent networks, automated compliance, and real-time market insights to navigate these shifting demands.

What Can Oil & Gas Employers do Now to Stay Competitive?

To remain competitive in this evolving talent landscape in 2025, we recommend employers review and implement the following:

• Invest in cross-training programs to upskill existing staff into tech-adjacent roles
• Improve contractor experience through better onboarding, communication, and support
• Tap into global contractor networks to meet specialist demands for niche projects
• Actively market the long-term career opportunities of oil & gas careers to younger professionals to attract and retain them within the market
• Use workforce data to forecast demand and prevent bottlenecks and anticipate hiring needs and avoid costly project delays
• Embed cybersecurity and digital resilience into operational workforce planning to enhance operations
• Develop an EVP that resonates with both experienced hires and Gen Z professionals

Ultimately, the companies that invest in talent today will be the ones leading the energy sector tomorrow.

How Does Visuna Supports Oil & Gas Clients?

With over 25 years of experience in oil & gas recruitment, Visuna delivers agile, quality-first solutions that scale across global upstream and midstream operations. From directional drillers in West Africa to HSE teams in the Middle East, we help clients fill critical roles faster, and with the right people. We’re ISO 9001 accredited, technically focused, and committed to helping the energy sector evolve through its people.

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Setting and achieving career goals is a vital part of professional growth and personal fulfillment.

Whether you are just starting out or are well into your career, having clear objectives provides direction, motivation, and a sense of accomplishment. Here is your ultimate guide to setting meaningful career goals and ensuring they become a reality.

Why Career Goals Matter

Career goals act as a roadmap for your professional life. They give you clarity on where you’re headed, help prioritise your efforts, and ensure you remain focused amidst distractions. A well thought-out career plan:

• Increases motivation and accountability.
• Guides decision-making for job roles, skills development, and networking.
• Helps align your aspirations with long-term career success.

Without clear goals, your risk stagnation or veering off course, making it harder to achieve the career satisfaction you deserve.

How to Set Effective Career Goals

The key to setting effective goals lies in following a structured, actionable framework. Here are the essential steps:

1. Use the SMART Framework

The SMART framework ensures your goals are:

• Specific: Define exactly what you want to achieve.
• Measurable: Set clear criteria to track progress.
• Achievable: Ensure your goals are realistic and attainable.
• Relevant: Align your goals with your career aspirations and values.
• Time-bound: Assign a timeline to keep yourself accountable.

For example, instead of saying “I want to improve my skills”, reframe it as “I will complete an advanced Excel certification within six months to enhance my data analysis skills.”

2. Assess Your Current Position

Evaluate where you are in your career. Identify your strengths, weaknesses, opportunities, and threats (SWOT analysis). This helps pinpoint areas that require improvement or change, allowing you to craft goals that are both relevant and impactful.

3. Define Short-term vs Long-term Goals

• Short-term goals: Focus on immediate milestones, such as learning a new skill, networking, or taking on a challenging project at work.
• Long-term goals: Envision where you want to be in 5-10 years. This might include leadership roles, starting your own business, or shifting into a new industry.

Balancing short-term and long-term objectives ensures steady progress while keeping the bigger picture in mind.

Strategies to Achieve Career Goals

Once your goals are set, it is time to take action. Here are practical strategies to help you stay on track and achieve success:

1. Break Goals into Actionable Steps

Large goals can feel overwhelming, so break them down into smaller and manageable tasks. For instance. the goal might be ‘transition into a leadership goal’, and the following steps will be:

• Enroll in a leadership development program.
• Seek mentorship from a senior leader.
• Volunteer for team leadership opportunities in current projects.

2. Develop the Right Skills

Identify the skills required to reach your goals. Research industry trends and job descriptions for your desired roles to uncover gaps in your expertise. Online platforms like LinkedIn Learning, Coursera, or Udemy offer accessible ways to upskill.

3. Seek Feedback and Mentorship

Feedback is crucial for growth. Regularly consult with mentors, managers, or colleagues to understand your performance and areas for improvement. Mentorship provides valuable guidance, industry insights, and support as you work toward your goals.

4. Leverage Networking

Networking open doors to opportunities and builds relationships with industry professional. Attend conferences, workshops, or networking events, and actively engage on professional platforms like LinkedIn. Building a strong network ensures you’re well positioned for new opportunities.

5. Stay Adaptable

While having a plan is essential, the professional landscape is constantly evolving. Stay flexible and open to recalibrating your goals as needed. Adaptability demonstrates resilience and ensures you remain aligned with industry demands.

Overcoming Challenges

Achieving career goals isn’t always smooth sailing. Here is how to overcome common obstacles:

1. Dealing with Setbacks

Setbacks are inevitable, but they are also opportunities to learn. Reflect on what went wrong, adjust your approach, and persevere. Remember, resilience is key to long-term success.

2. Combating Procrastination

Break tasks into smaller, time-bound activities to avoid procrastination. Tools like the Pomodoro Technique or project management apps can help you maintain focus and productivity.

3. Maintaining Motivation

Motivation can wane over time. Regularly remind yourself why your goals matter. Celebrate small wins along the way to keep your spirits high.

Tracking Progress and Celebrating Success

Monitoring progress ensures you stay aligned with your career objectives. Use these methods to track and celebrate your achievements:

1. Regular Reviews

Set aside time each month to evaluate your progress. Assess what is working, identify challenges, and make necessary adjustments.

2. Journaling

Maintain a journal to document milestones, lessons learned, and personal growth. Reflecting on your journey helps reinforce a sense of accomplishment.

3. Celebrate Milestones

Reward yourself for achieving key milestones. Whether it is a small treat or a significant celebration, recognising your efforts keeps you motivated.

Setting and achieving career goals is a continuous process of self-reflection, planning, and perseverance. By following the strategies outlined in this guide, you can navigate your career journey with confidence and purpose. Remember, success isn’t just about reaching the destination – it is about the growth and learning you experience along the way.

Australia’s energy industry stands as one of the most dynamic sectors in the country, reflecting a blend of traditional resources and emerging renewable technologies.

The landscape of energy in Australia is characterised by its vast natural resources, ambitious renewable energy goals, and the challenges of transitioning to a sustainable future.

In this blog post, we will delve into the nuances of Australia’s energy sector, exploring its historical reliance on fossil fuels, the rise of renewable energy, government policies, and the opportunities and obstacles that lie ahead.

A Legacy of Fossil Fuels

For much of its modern history, Australia’s energy industry has been dominated by fossil fuels. The country is one of the world’s largest exporters of coal and liquified natural gas (LNG). Coal-fired power plants have traditionally supplied the bulk of Australia’s electricity, providing a reliable and affordable energy source for decades. This dominance was facilitated by Australia’s abundant coal reserves, which have also been a cornerstone of its export economy.

However, reliance on fossil fuels has come at an environmental cost. Coal is a significant source of greenhouse gas emissions, contributing to climate change. The energy sector accounts for nearly 33% of Australia’s total emissions, making it a focal point for national and international climate policies.

The Rise of Renewable Energy

In recent years, Australia has emerged as a global leader in renewable energy adoption. Solar and wind power have seen unprecedented growth, driven by decreasing costs, supportive government policies, and widespread public demand for cleaner energy solutions. According to the Clean Energy Council, renewables contributed 35.9% of Australia’s electricity generation in 2022, up from 28% in 2020.

Solar Power: A Shining Success

Australia has one of the highest rates of solar penetration in the world. Rooftop solar systems are particularly popular, with over 3.5 million homes equipped with photovoltaic panels. The sunny climate, combined with facing solar panel prices and government incentives, has spurred this growth. Large-scale solar farms are also proliferating, adding significant capacity to the grid.

Wind Power: Harnessing Nature’s Force

Wind energy is another success story in Australia’s renewable energy sector. States like South Australia and Victoria have heavily invested in wind farms, which now contribute a significant share of their electricity. South Australia, for example, generates over 60% of its electricity from wind and solar, showcasing the potential of renewables to meet large-scale energy demands.

Emerging Technologies: Storage and Hydrogen

The growth of intermittent renewable energy sources has highlighted the need for energy storage solutions. Battery technology, including household batteries like the Hornsdale Power Reserve, is becoming integral to stabilising the grid. Meanwhile, hydrogen is gaining traction as a versatile energy carrier. Australia’s National Hydrogen Strategy aims to position the country as a leading global supplier of green hydrogen, leveraging its renewable energy resources.

Challenges Facing the Energy Transition

Despite these advancements, Australia faces several challenges in its energy transition:

1. Grid Reliability and Stability: The integration of variable renewable energy sources poses challenges for grid reliability. Investments in transmission infrastructure and energy storage are critical to ensure a stable and resilient energy system.
2. Policy Uncertainty: Inconsistent government policies have historically hindered progress in the energy sector. Clear and stable policy frameworks are essential to attract investment and guide the transition.
3. Coal Communities: The shift away from coal has socio-economic implications for communities dependent on mining and power generation. Ensuring a just transition for these workers is a significant challenge for policymakers.
4. Cost Barriers: While the cost of renewable energy technologies have fallen dramatically, the upfront investment required for large-scale projects and infrastructure remains a hurdle.

Government Policies and Initiatives

The Australian government, along with state and territory administrations, has implemented various policies to drive the energy transitions. Key initiatives include:

• The Renewable Energy Target (RET): This policy aimed to ensure that 33,000 GWh of Australia’s electricity came from renewable sources by 2020, a target that has been exceeded.
• State-Based Ambitions: States like Victoria and Queensland have set ambitious renewable energy targets, such as 50% renewable generation by 2030.
• Emissions Reduction Fund (ERF): This fund incentivises businesses to adopt cleaner practices, including energy efficiency and renewable energy.
• Infrastructure Investments: The federal government’s Rewiring the Nation plan aims to upgrade the electricity grid to better handle renewable energy inputs.

Opportunities in the Energy Industry

Australia’s energy transition presents numerous opportunities for innovation, economic growth, and environmental benefits:

1. Exporting Renewable Energy: Australia’s vast land and renewable resources position it to export clean energy in various forms, including hydrogen and ammonia, to energy-hungry neighbours like Japan and South Korea.
2. Job Creation: The renewable energy sector has the potential to create thousands of jobs, particularly in rural and regional areas where wind and solar farms are often located.
3. Energy Efficiency: Investments in energy-efficient technologies and practices can reduce demand, lower costs, and enhance sustainability across industries.
4. Technological Leadership: With the right investments, Australia can become a leader in emerging technologies like energy storage, grid management, and hydrogen production.

A Vision for the Future

The future of Australia’s energy industry is bright but complex. Achieving net-zero emissions by 2050, as pledged by the federal government, will require coordinated efforts across all levels of society. Key priorities include:

• Accelerating renewable energy deployment and storage solutions.
• Investing in research and development for new technologies.
• Ensuring equitable outcomes for all Australians, particularly those in fossil fuel-dependent regions.
• Fostering international collaboration to build a clean energy export market.

Australia’s energy industry is at a critical juncture, balancing the legacy of fossil fuels with the promise of a renewable future. While challenges persist, the opportunities for innovation, economic growth, and environmental stewardship are immense. By embracing a holistic approach to the energy transition, Australia can not only meet its climate goals but also emerge as a global leader in the energy sector of tomorrow.

The energy sector is at the forefront of the global push for a sustainable future.

As the world transitions to cleaner energy sources and embraces ambitious climate goals, the demand for skilled professionals in the industry is surging. Recruiting the right talent is no long just a competitive advantage – it is a necessity for driving the sustainable future that we all envision.

The Evolving Landscape of Energy Recruitment

The shift towards renewables, decarbonisation, and energy efficiency has transformed the energy sector. This evolution requires organisations to identify and attract talent with specialised skills. From engineers developing cutting-edge green technology to strategists navigating new regulatory landscapes, the workforce must be as innovative as the solutions they create.

Key Roles Driving Sustainability

To succeed in building a sustainable future, here are some critical roles energy companies need to focus on:

• Renewable Energy Engineers – Experts in wind, solar, hydro, and geothermal energy are essential to design, implement, and optimise renewable energy projects.
• Energy Storage Specialists – With battery technology and energy storage becoming pivotal, hiring professionals who can innovate in this space is crucial.
• Sustainability Officers – These leaders ensure that sustainability goals are integrated into business strategies and operations.
• Policy and Compliance Experts – Navigating complex regulations and aligning with global sustainability standards require legal and compliance expertise.
• Data Scientists – Data-driven insights are transforming energy efficiency and renewable resource management, making these professionals indispensable.
• Smart Grid Technicians and Analysts – As grid become more intelligent and adaptive, specialists in grid modernisation are vital for improving efficiency and reliability.

Skills to Look For in Candidates

Sustainability-focused roles demand a combination of technical expertise and a forward-thinking mindset. Here is what to prioritise:

• Technical Proficiency in renewable energy systems, energy storage, and emerging technologies.
• Adaptability and Innovation to navigate a rapidly changing industry.
• Commitment to Sustainability, reflected in their career choices and personal values.
• Cross-disciplinary Knowledge, particularly in areas like policy, economics, and technology integration.

How to Attract Top Talent for a Sustainable Future

Recruiting for sustainability requires a proactive approach:

• Highlight Your Commitment to Sustainability – Showcase your organisation’s efforts in reducing carbon footprint and promoting green initatives.
• Offer Growth Opportunities – Provide training and development programs for emerging energy technologies.
• Foster an Inclusive Culture – A diverse workforce brings innovative ideas and perspectives that drive progress.
• Build Strong Partnerships – Collaborate with universities and training institutions to create a pipeline of skilled professionals.

Recruiting for a sustainable future is about more than filling positions – it is about creating a workforce that drives positive change. By focusing on the right skills and roles, energy companies can lead the way in building a cleaner, greener, and more resilient world.

The United Kingdom has firmly established itself as a leader in wind energy, with an ambitious roadmap to achieve net-zero carbon emissions by 2050.

As the world transitions towards greener energy solutions, the UK is pushing forward with several cutting-edge wind farm projects that promise to redefine the renewable energy landscape. This blog explores some of the most significant upcoming wind farm initiatives, shedding light on their potential impact, challenges, and contributes to a sustainable future.

The Power of Wind Energy in the UK

The UK’s geography, with its long coastline and exposure to strong, consistent winds, provides an ideal environment for wind energy production. Offshore and onshore wind farms have become cornerstones of the country’s renewable energy mix, currently generating over a quarter of the UK’s electricity. Upcoming projects aim to increase this share significantly, creating jobs, boosting local economies, and reducing reliance on fossil fuels.

1. Sheringham Shoal and Dudgeon Extension Projects

One of the most promising developments is the Sheringham Shoal and Dudgeon Extension Projects, spearheaded by Norwegian energy company Equinor and its partners. These projects aim to expand the capacity of two existing offshore wind farms located off the coast of Norfolk.

The combined extensions will double their current electricity generation, supplying power to approximately 710,000 homes. This large-scale initiative is expected to bolster the UK’s renewable energy supply significantly, while innovations in cost efficiency and environmental management set a benchmark for future projects. By consolidating the projects into a single legal entity, Equinor has optimised operations and minimised ecological impact, reinforcing the UK’s leadership in sustainable energy development.

2. The Firth of Forth Offshore Wind Farm

In Scotland, the proposed Firth of Forth Offshore Wind Farm is set to be one of the world’s largest offshore wind installations. Situated approximately 29 miles oof the East Lothian coast, the project involves just over 300 wind turbined with a staggering capacity of 4.1 GW. This scale has the potential to power millions of homes, making it a game-changer for Scotland’s renewable energy sector.

However, the project has faced criticism from environmental organisations concerned about its impact on marine and bird life, including species like black-legged kittiwakes and Atlantic puffins. To address these concerns, the developers have introduced design modifications, such as turbine spacing and radar systems to minimise bird collisions. This project exemplifies the balance that must be struck between environment preservation and the urgent need to combat climate change.

3. Scout Moor II Onshore Wind Farm

Onshore wind farms also continue to play a vital role in the UK’s energy transition. The proposed Scout Moor II projects near Manchester is set to be the largest onshore wind farm in the country. With 21 turbines generating 100 MW of power, this project will supply electricity to 100,000 homes, meeting 10% of Greater Manchester’s domestic energy needs.

In addition to its environmental benefits, the project is expected to bring substantial economic gains, including £200 million in investment and hundreds of skilled green jobs. Public consultations are underway, and construction could begin by 2025, with completion targeted for 2030. This development demonstrates the potential of onshore projects to complement the UK’s offshore wind initiatives.

4. Green Volt Floating Offshore Wind Farm

The Green Volt Offshore Wind Fam is a groundbreaking project that highlights the future of wind energy innovation. Located 80km off the East Coast of Scotland, this floating offshore wind farm will utilise 35 advanced turbines, each with a capacity of 16 MW, totaling 560 MW. It is slated to become Europe’s first commercial-scale floating wind farm, marking a significant milestone in renewable energy technology.

What sets Green Volt apart is its floating design, which enables turbines to be deployed in deeper waters with stronger and more consistent winds. The farm has already secured all necessary planning approvals, with operations expected to begin by 2029. In addition to powering the National Grid, it will supply renewable energy to nearby oil and gas platforms, reducing their carbon footprints.

Challenges and Opportunities

While these projects holds immense promise, they also face challenges. The environmental impact of wind farms, particularly offshore installations, continues to be a point of contention. Developers must navigate complex regulatory frameworks, conduct thorough environmental assessments. and engage with local communities to build consensus.

Onshore projects, while less ecologically disruptive, often face opposition from residents concerned about visual and noise impacts. However, with careful planning, community engagement, and technological advancements, these obstacles can be addressed.

Despite these hurdles, the opportunities are vast. The UK’s wind farm projects are expected to contribute significantly to reducing carbon emissions, meeting climate goals, and enhancing energy security. They also promise economic benefits such as job creation and investment in local economies, particularly in coastal and rural areas.

The Road Ahead

As the UK continues to lead the global push towards renewable energy, its wind farm projects symbolise a commitment to sustainability and innovation. From massive onshore installations like the Firth of Forth to pioneering floating designs like Green Volt, these developments showcase the potential of wind energy to power the future.

The success of these projects will depend on collaboration between governments, energy companies, environmental organisations, and local communities. By balancing growth with ecological responsibility, the UK can set a global example of how to harness renewable energy effectively.

The upcoming wind farm projects in the United Kingdom are more than just energy initiatives – they are a testament to human ingenuity and the power of collective action in addressing climate change. With the right mix of technology, policy, and community support, these projects will not only transform the UK’s energy landscape, but also inspire a greener, more sustainable world.

The wind of change are truly blowing strong in the United Kingdom, and the future of renewable energy has never looked brighter.