Shaping the Future of Talent Acquisition in the Energy Sector

The energy sector is undergoing one of the most significant transformations in modern history. With global commitments to sustainability, decarbonization, and energy efficiency, companies must not only rethink their business models but also their talent strategies.

Francesco Pinci, Marketing Manager at Gibson Watts, had the opportunity to interview Andrea Bellina, Head of Talent Acquisition at Engie Italy, with the aim of gaining insights into talent acquisition in the energy industry, addressing three crucial topics, which are: The Shifting Energy Landscape, Talent Shortages in the Energy Sector,  The Role of AI in Talent Acquisition: Tool or Replacement.

The Shifting Energy Landscape

As climate goals push the world toward renewable energy, companies like Engie must balance several key priorities:

• Reducing Fossil Fuel Dependency: While natural gas remains a necessary part of the energy mix, it must become progressively decarbonized.
• Enhancing Energy Efficiency: Companies are focusing on reducing overall energy demand by implementing advanced efficiency measures.
• Advancing Energy Storage: As renewables like solar and wind become dominant, energy storage solutions must be developed to stabilize supply.

“These shifts are not just about renewable energy, it’s about a fundamental change in how we approach energy consumption,” Bellina explains. “The demand for new skills, especially in technology and sustainability, is skyrocketing.”

These shifts create new skill requirements across the industry, with a rising demand for professionals skilled in renewable energy technologies, digital solutions, and sustainable infrastructure development. However, the demand for these skills far outweighs supply, creating a significant talent shortage.

Talent Shortages in the Energy Sector

One of the biggest challenges facing energy companies today is the scarcity of skilled professionals. Bellina notes that finding candidates who are “ready-now” is increasingly difficult. “The reality is that the market is extremely competitive,” he says. “When you do find qualified talent, they are often expensive due to high demand.”

Engie Italy, in response, has prioritized hiring junior professionals with high potential, focusing on nurturing and training them for long-term roles. Bellina explains, “Rather than waiting for ideal candidates, we are investing heavily in the development of young talent. The energy sector is changing fast, and we need to ensure that our people are ready to tackle future challenges.”

As Bellina points out, Francesco Pinci also confirms that there is a significant shortage of talent, both among middle level professionals and senior executives. At Gibson Watts, we recently completed a project with a couple of companies in the energy sector, successfully placing two C-level executives, a Chief Financial Officer and a Chief Business Development Officer. We are seeing significant challenges in finding such complex roles, both in the European and American markets. It is not easy to find people with such a high level of seniority who also have the right set of required skills, specific to a company and its work environment.

The Role of AI in Talent Acquisition: Tool or Replacement?

Artificial intelligence is playing an increasing role in recruitment, automating processes such as CV screening and candidate matching. Bellina remains cautious about relying too heavily on AI in hiring decisions. “AI can help us speed up processes and reduce hiring times, but it cannot replace human judgment,” he emphasizes.

While AI can efficiently handle administrative tasks, the qualities that make a candidate a good cultural fit or an effective leader are often intangible and beyond the capability of machines to assess accurately. Soft skills, adaptability, and long-term potential are areas where human judgment continues to be essential.

Bellina believes AI is a valuable tool to optimize recruitment processes but should never replace the “human touch” in decision-making. “AI is fantastic for sorting through large amounts of data quickly, but when it comes to assessing leadership potential or an individual’s fit within a team, those are human decisions,” Bellina explains. “The value of face-to-face interaction, emotional intelligence, and empathy is something technology cannot replicate.”

The fact that an algorithm can quickly choose the best candidate based on their CV can save time for HR, but it’s a time that will later be paid for when they have to search for another person for the same position. Behind every CV, there is a person, and from their experiences, we can see traits of their character and identity, which must be compatible or not with the team, the department, and the way they interact with others. This is something that can be read between the lines based on their experiences. A CV is all about parameters, but we live in a social context, so it’s not possible to judge a CV as if it were a numerical system.

Both Pinci and Bellina agree that AI loses value, especially when it comes to placing executive or corporate decision-making roles, where a CV plays only a minor part. Realistically, a person is evaluated in their entirety, not just based on their skills. When filling senior positions, the level of attention and detail must be extremely high, particularly from a human perspective.

Conclusion

AI plays a valuable role in enhancing efficiency and providing data-driven insights, but it cannot replace human expertise, especially in leadership hiring. Critical decisions should remain in the hands of experts who evaluate competencies, values, and long-term potential through a strategic, human-centered lens.

Successful talent acquisition depends on integrating AI-driven analytics with human insight. As AI technology continues to evolve, organizations must embrace automation while preserving the essential human element in decision-making.

About Gibson Watts

At Gibson Watts, we specialize in leadership recruitment and executive search, helping businesses secure top-tier professionals for critical leadership roles.
With a proven process and a global network, we support both multinational corporations and emerging start-ups, ensuring they have the right talent to drive success. Our expertise extends beyond recruitment, we are committed to shaping a sustainable future for businesses and the planet. By leveraging our deep market insights, sector knowledge, and industry influence, we connect organizations with highly skilled professionals for both contract and permanent positions, empowering them to thrive in an ever-evolving landscape.

Our expertise extends beyond recruitment, we are committed to shaping a sustainable future for businesses and the planet. By leveraging our deep market insights, sector knowledge, and industry influence, we connect organizations with highly skilled professionals for both contract and permanent positions, empowering them to thrive in an ever-evolving landscape.