New research from Newman Stewart suggests that location is now the number one obstacle facing employers trying to fill on-site energy roles, as businesses grapple with shrinking talent pools and changing workforce expectations.
According to the executive search firm, 59% of employers said location was their biggest hiring challenge when recruiting for on-site positions. Cultural fit came second at 28%, while pay was cited by just 11% of respondents.
The findings paint a clear picture of a sector under pressure. While many industries have embraced hybrid and remote working, energy and industrial employers often have no choice but to require staff on-site. The problem? Increasingly fewer candidates are willing to relocate or commit to long daily commutes.
And even when businesses do find technically qualified applicants prepared to be on-site, there is another challenge waiting: making sure they fit the culture of the organisation.
For employers delivering large-scale infrastructure, engineering and energy projects, team cohesion and workplace culture are becoming just as important as technical ability. Companies are looking for people who can integrate quickly, collaborate effectively and contribute positively in high-pressure environments.
The result is a recruitment landscape that is becoming more competitive, more expensive and considerably more time-consuming.
Newman Stewart Managing Director John Tilbrook says businesses can no longer rely on salary alone to attract top talent.
“We are seeing a clear shift in hiring dynamics,” he explained to That's Business. “Location is now one of the most significant barriers to attracting and securing talent, often outweighing salary considerations.”
He added that many energy and industrial roles simply cannot adapt to hybrid working models, making the mismatch between employer expectations and candidate lifestyles even more pronounced.
Tilbrook believes employers need to think more strategically about how they position opportunities, from project appeal and career progression through to company culture and the overall working environment.
The findings are likely to resonate across sectors facing similar recruitment pressures, particularly manufacturing, engineering and infrastructure, where physical presence remains essential.
As workplace priorities continue to evolve, the message from the energy sector is becoming increasingly clear: if businesses want the best people on-site, they will need to offer more than just a competitive pay packet.
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