More employers than ever are struggling to fill open jobs — 45% globally say they can't find the skills they need, up from 40% in 2017 and the highest in over a decade.
Now in its 12th year, the ManpowerGroup Talent Shortage research is the largest talent shortage survey of its kind. Dig into the 2017-2018 data to explore, country-by-country, what's driving this skills gaps and where the problem is most acute.
Discover a new approach to the talent problem: build, buy, borrow, or bridge to ensure your workforce has the in-demand skills for the digital age.
For the 6th consecutive year, skilled trades positions are the hardest to fill globally.
Though artificial intelligence is fast-expanding what can be automated, technology is redefining rather than replacing in-demand roles.
Click on the boxes to explore in more detail.
INVEST IN LEARNING AND DEVELOPMENT TO GROW YOUR TALENT PIPELINE
Continuous learning must be a two-way deal: essential for individuals to stay employable, and critical for companies to develop the talent they need.
GO TO MARKET TO ATTRACT TALENT THAT CANNOT BE BUILT IN-HOUSE
In a tight labor market employers must work hard to recruit candidates, communicating a strong value proposition, clear purpose and attractive culture. If not, they will need to be prepared to pay a premium.
CULTIVATE COMMUNITIES OF TALENT OUTSIDE THE ORGANIZATION
When organizations need to complement existing skills, fill gaps for short-term projects, or quickly find expertise they do not have, it's time to tap NextGen talent outside the company, including part-time, contingent, contract, freelance or temporary work.
HELP PEOPLE MOVE ON AND MOVE UP TO NEW ROLES INSIDE OR OUTSIDE THE ORGANIZATION
Leaders have a responsibility to find pathways so those whose skills no longer fit can bridge to changing roles. When this is not possible, employers need to treat people with respect and dignity and help them transition smoothly, applying their skills to new roles beyond the company
One of the world’s largest food and beverage companies was struggling to fill several thousand roles in a short period of time.
A leading provider of IT products and services experienced challenges recruiting highly specialized talent.
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