This article is devoted to the study of the features and problems of retaining young specialists in the oil and gas sector. The article discusses the main problems faced by oil and gas companies when working with personnel; it describes new interesting initiatives of domestic and international companies operating in the oil and gas industry, aimed at increasing their attractiveness to potential and existing employees. Despite the long history of the oil and gas industry, the emphasis is still on the introduction of new technologies to increase production power, but the need to develop the work of human resources services should be equally high. The authors describe the use of HR marketing tools in companies; the most relevant solutions of Western companies for attracting and retaining young specialists are considered; the article describes an analytical study devoted to the problems of effective workforce management in the oil and gas industry. Based on the review of oil and gas production enterprises located in Russia, the authors conclude that the companies have switched to a more creative approach to finding yesterday's graduates. The tendency is that the choice of a future profession should take place in adolescence. The topic of non-material remuneration for young specialists was indirectly touched upon. Variations in the formation of a value proposition for young professionals, the need for a more thorough study of this area are considered.