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How you should be approaching energy recruiting in 2024, per Houston expert

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Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the energy sector may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

This article originally ran on InnovationMap.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing the energy industry’s potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce 

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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CenterPoint launches real-time tracker to map Houston’s power grid upgrades

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Houstonians can now track electronic infrastructure improvements via CenterPoint’s new Community Progress Tracker, part of the company’s ongoing Greater Houston Resiliency Initiative.

The tracker allows users to search by zip code and see completed work in real time, as well as updates on upcoming projects that highlight infrastructure improvements and efforts to strengthen the power grid in the face of extreme weather. Users can view icons on a map that track automation and intelligence projects, storm-resilient pole and equipment installations, undergrounding work and tree trimmings.

CenterPoint had installed 10,000 storm-resilient poles, cleared 1,600 miles of higher-risk vegetation, completed 99 miles of power line undergrounding and hardened 220 miles of power lines by the end of Q1 2026, according to the company.

For the rest of 2026, CenterPoint aims to install 35,000 stronger, storm-resilient poles, clear high-risk vegetation from 8,000 miles of power lines and harden 500 transmission structures against storms.

Via centerpointenergy.com

“We are proud of the progress made in 2025, which helped deliver more than 100 million fewer outage minutes when compared to 2024, and we are determined to make even more progress in 2026 as we work toward our defining goal: building the nation's most resilient coastal grid,” Nathan Brownell, CenterPoint's vice president of resilience and capital delivery, said in a news release. “To date, we are ahead of schedule in making critical 2026 GHRI improvements, and we will continue to build the stronger, smarter infrastructure necessary to further improve systemwide reliability and strengthen resiliency, reducing the likelihood and impact of outages for our customers.”

Woodlands-based company signs deal to develop 200 MW battery storage project

power deal

The Woodlands-based Plus Power announced this month that it has entered into a 20-year energy storage agreement with Tennessee Valley Authority (TVA), one of the largest public energy providers in the U.S.

Through the agreement, Plus Power and TVA will develop the Crawfish Creek Energy Storage project, a 200-megawatt / 800-megawatt-hour utility-scale battery energy storage facility in Jackson County, Alabama.

Construction on Crawfish Creek Energy Storage is expected to begin in 2028, and commercial operation is planned for the summer of 2029. The project will store electricity when demand is low and release it during peak periods, helping improve grid reliability, affordability, and energy security, according to a news release.

"Battery storage is essential to protecting the reliable, affordable electricity our region depends on to power next-generation technologies," Monika Beckner, TVA vice president, power supply & fuels, said in the release. "Projects like Crawfish Creek strengthen the Valley's energy security, improve our ability to manage extreme conditions, and help unleash American energy."

TVA selected Plus Power for the project in 2025 via a request for proposal to supply new capacity resources needed across the region. Plus Power currently owns and operates nine facilities that provide enhanced power reliability to Arizona, Hawaii, Maine, Massachusetts and Texas, totaling 1,650 megawatts/4,150 megawatt-hours. With this deal, Plus Power is entering its seventh state market and expanding into the Southeast.

"Plus Power is proud to support energy resilience in Jackson County and the Tennessee Valley, a key region for America's military, aerospace, and nuclear innovation," Brian Duncan, chief commercial officer at Plus Power, said in a news release. "Battery energy storage systems are flexible and millisecond-fast, making Crawfish Creek uniquely suited to meet the region's evolving needs. We are excited to partner with TVA to deliver a resource that supports economic expansion while strengthening American energy dominance and security.”

Profit for Houston-based oil companies declined in Q1, but only on paper

Money Matters

Profit for the two largest oil companies in the U.S. tumbled during the first quarter, a three-month period in which the price of crude and gasoline rocketed higher. It's a setback on paper only, however, the result of financial hedges that backfired after the U.S. and Israel launched attacks on Iran in late February.

Exxon Mobil and Chevron reported quarterly results on Friday, May 1, with adjusted profits for both companies topping Wall Street expectations. The shares of both companies, up sharply this week, ticked higher before the opening bell.

With energy prices depressed at the start of the year, Exxon Mobil and Chevron had arranged hedges to offset volatility, a standard practice in the industry. Companies and investors through hedges lock in a price in advance to protect themselves from futures swings. That can provide them with some predictability on costs.

In the aftermath of an attack by the U.S. and Israel on Iran, however, the physical delivery of oil became impossible with the Strait of Hormuz essentially closed. Exxon and Chevron cannot book gains on those hedges until the crude is physically delivered.

The near closure of the Strait of Hormuz off the coast of Iran is a flashpoint in the war and the source of much of the economic pain being felt globally. About 20% of the world’s oil passes through the strait on a typical day, but the passage has been choked off since the war began in late February.

Exxon earned $4.18 billion, or $1 per share, for the period ended March 31. A year earlier it earned $7.7 billion, or $1.76 per share. The company lost almost $4 billion in the quarter on what it called “unfavorable estimated timing effects” of its hedges.

Removing such one-time impacts, Exxon earned $1.16 per share, 9 cents better than Wall Street projections, according to a survey by Zacks Investment Research predicted. Exxon does not adjust its reported results based on one-time events such as asset sales.

Revenue totaled $85.14 billion, breezing past Wall Street's expectation of $81.49 billion.

First-quarter net production was 4.6 million oil-equivalent barrels per day. That’s down from 5 million oil-equivalent barrels per day in the previous quarter.

“If you look at the unprecedented disruption in the world’s supply of oil and natural gas, the market hasn’t seen the full impact of that yet," CEO Darren Woods said during a conference call. "So there’s more to come if the strait remains closed, why haven’t we seen those impacts manifest themselves fully in the market yet? Well, I think we all know there was a lot of water and a lot of oil in transit on the water, a lot of inventory on the water.”

Chevron reported a first-quarter profit of $2.21 billion, or $1.11 per share. It earned $3.5 billion, or $2 per share, a year earlier.

The company said that its quarter included a $360 million net loss related to a legal reserve and that foreign currency effects lowered earnings by $223 million.

Chevron's adjusted profit was $1.41 per share, easily beating the 92 cents per share Wall Street was calling for. Like Exxon, Chevron does not adjust its reported results based on one-time events such as asset sales.

The company's revenue totaled $48.61 billion, also better than expected.

Exxon and Chevron are among the big drillers reporting earnings this week. On Tuesday BP said that its first-quarter profit more than doubled.

The oil companies' results come at a time when gasoline prices in the U.S. hit new multiyear highs, a point of increasing agitation for travelers, households and also businesses that are particularly sensitive to higher energy prices.

The average price of gasoline in the U.S. hit $4.39 on Friday, according to motor club AAA, up more than 8% this week.

Inflation in the U.S. rose sharply in March, fueled by the largest jump in gas prices in six decades, according to data from the U.S. Department of Labor. The surge in gas prices has squeezed the budgets of lower- and middle-income families, making it more difficult to pay for necessities.

But it’s disrupting businesses as well, particularly those sensitive to higher fuel costs. Airlines worldwide have begun canceling flights as the war in the Middle East strains jet fuel supplies and pushes up ticket prices.

Oil prices eased on May 1, helping to steady the relatively few stock markets open worldwide on the May Day holiday.

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