The digital skills gap is the shortfall between the technology that oil and gas companies are investing in and the people available to deliver it. EY research found that nearly half of oil and gas companies do not have the skills within their current workforce to realise the return on their technology investments. The most acute shortages are in automation and control systems, OT cybersecurity and digital programme leadership.
Technology is transforming the energy sector. AI-driven maintenance, digital twins, automation, robotics and advanced analytics are now standard investments across upstream, midstream and downstream operations, deployed to improve efficiency, strengthen safety and maximise asset performance.
The technology exists. The people needed to deliver it are much harder to find. Many operators built world-class engineering, operations and maintenance teams over decades. Now they need new capability in data, cybersecurity, automation and digital delivery, often while managing ageing infrastructure, workforce retirements and rising performance expectations.
Which digital skills are most in demand in oil and gas?
The three most in-demand digital skill sets in oil and gas right now are automation and control systems engineering, operational technology cybersecurity, and digital programme leadership. All three require people who understand digital tools and the realities of safety-critical operating environments.
1. Automation and control systems
Engineers with PLC, SCADA and DCS experience remain among the most sought-after professionals in the market. They are the people trusted to integrate new technology into live operating environments where reliability, uptime and safety cannot be compromised.
2. Operational technology cybersecurity
As operational assets become more connected, cybersecurity has moved from an IT concern to a boardroom priority. DNV’s Energy Cyber Priority 2025 report found that 65% of energy professionals say their leadership views cybersecurity as the greatest current risk to their business, 71% believe their organisations are more vulnerable to OT cyber events than ever before, and 57% admit their OT defences lag behind their IT defences. The industry needs people who can protect critical infrastructure, secure legacy systems, and manage cyber risk across complex operational environments.
3. Digital programme leadership
Technology alone does not drive transformation. Successful digital projects need leaders who can bring engineering, operations, IT and commercial teams together and deliver change at scale.
Why is the digital skills gap so hard to close?
Because none of the obvious solutions works quickly on its own. Three factors make this a harder problem than most organisations expect.
Transferable skills only go so far. A strong digital professional from another sector may not be immediately effective on an offshore platform, in a refinery or at an LNG facility. Safety culture, regulatory requirements and operational realities matter as much as technical expertise in oil and gas.
Upskilling takes time. Training engineers in cybersecurity, digital tools and data analytics works, but capability building is a long-term strategy rather than an overnight fix. The same EY survey found that while 90% of executives agreed investment in technology and workforce was essential, fewer than half had a robust plan to reskill their people.
Competition for talent is global. The professionals oil and gas companies want are also being targeted by defence, utilities, manufacturing, infrastructure and renewables. The battle for digital talent is no longer industry-specific.
How are leading operators closing the gap?
The organisations making the most progress combine several workforce strategies rather than relying on one.
- Recruiting beyond traditional talent pools, drawing on sectors such as manufacturing, utilities, defence and advanced engineering, where automation and digital technology are already mature.
- Pairing new digital specialists with experienced operational personnel, so transformation accelerates while critical asset knowledge is retained.
- Using flexible workforce models. Contractors and project specialists can launch new initiatives quickly while permanent capability is built internally.
- Partnering with specialist recruiters who understand both technology and the energy sector, which shortens hiring timelines and improves candidate quality.
What happens to companies that do not act?
Standing still carries real costs. Organisations that fail to address their digital skills gaps risk increased operational downtime, higher maintenance and operating costs, slower project delivery, greater cybersecurity exposure, reduced competitiveness and missed sustainability objectives.
The companies gaining an advantage are investing in technology, and the people needed to unlock its value at the same time.
How can WRS help you build a digital-ready energy workforce?
WRS has spent over 24 years recruiting for the global energy sector, with candidates mobilised in more than 90 countries. Our consultants understand both the technical demands of digital roles and the operational realities of safety-critical environments. Whether you need automation engineers, OT cybersecurity specialists or digital programme leaders, our recruitment solutions cover contract, permanent and managed services.
Get in touch to discuss your hiring plans. If you are a candidate, explore our latest oil and gas jobs or submit your CV.
FAQs
What is the digital skills gap in oil and gas?
It is the shortfall between the digital technology companies that are deploying and the workforce capability needed to deliver it. EY found that 46% of oil and gas companies lack the skills within their current workforce to realise the return on adopted technologies.
Which digital roles are hardest to fill in the energy sector?
Automation and control systems engineers with PLC, SCADA and DCS experience, OT cybersecurity specialists, and digital programme leaders who can deliver transformation across engineering, operations, IT and commercial teams.
Why is OT cybersecurity such a priority for energy companies?
Connecting operational assets to modern IT systems creates new vulnerabilities in safety-critical infrastructure. DNV’s research found 71% of energy professionals believe their organisations are more vulnerable to OT cyber events than ever before.
Can digital professionals from other industries move into oil and gas?
Yes, and many operators recruit from manufacturing, utilities, defence and advanced engineering. The most successful transitions pair incoming digital expertise with experienced operational personnel who understand the asset and its safety culture.
How can WRS help close a digital skills gap?
WRS is a global energy recruitment specialist offering contract, permanent and managed workforce solutions. Visit worldwide-rs.com or contact us to discuss your requirements.
