Talent shortage
> Discover the results for 2021
> Discover the results for 2021
The Manpower survey on talent shortage is conducted every year with the aim of determining the jobs which are the most difficult to fill. It highlights the reasons which lead to these recruitment difficulties and describes the strategies adopted by employers to stem the lack of talent and skill.
Each year, almost 40,000 employers in 43 countries and territories take part in the survey, revealing a picture of the trends of the job market and possible lines of approach. This also brings to light conceivable solutions for an ideal management of human resources. In Switzerland, the representative survey is based on nearly 500 employers.
At the beginning of 2021, 83% of Swiss employers report difficulties in filling vacancies with suitable candidates.
Talent Shortage Outlook Q4 2021: Swiss employers report a decrease of 24 percentage points (57%).
The global talent shortage is 69%. This is the highest level in the last 15 years, with the EMEA region particularly hard hit at 74%.
The skills shortage in Switzerland particularly affects Operations/Logistics (28%), IT/Data (21%) and Manufacturing/Production (15%).
Employer branding is becoming increasingly important. Employers offer financial and non-financial incentives to attract talent. These include training and mentoring, but also more flexible working hours and locations.
To know more about Talent Shortage worldwide, click here
2016 : Staff training: a winning strategy to tackle the talent shortage
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2015 : Talent shortage is a growing problem in Switzerland41% of employers are struggling to find workers with the right skills to fill their vacancies. The talent shortage has increased by 8 percentage points since 2014, but the most striking results can be found in the reasons given by companies to explain their recruitment difficulties:
These figures have increased drastically since last year, with the number of employers unable to find skilled workers up 14 percentage points and those citing a lack of candidates up 18 percentage points. 31% of employers are also finding that applicants do not have the relevant degrees or certificates. These difficulties are having a tangible impact on businesses in our country. 64% of the employers having trouble filling their vacancies say that this reduces their ability to satisfy their clients, while 49% feel they are becoming less competitive. |
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2014 Manpower Talent Shortage SurveyThe ninth annual Talent Shortage Survey, for which 37,436 companies in 42 countries and territories were interviewed in the first quarter of 2014, reveals that 36% of employers are having difficulty filling vacant positions due to a shortage of skills and talent. In Switzerland, 33% of the 752 organisations surveyed are affected by the talent shortage, which is four percentage points lower than in 2013. The survey focuses on the main reasons for this talent shortage mentioned by the companies and shows the impact it has on organisations. Finally, it presents various strategies pursued by organisations experiencing a talent shortage. The survey also compiles a list of the ten most sought after jobs in Switzerland and throughout the world in 2014. Skilled trade workers come out on top once again. Manpower is proposing solutions aimed specifically at HR professionals to enable them to help companies overcome the talent shortage:
Learn about the results of the survey for Switzerland and the world and the role of HR in managing talent shortages.
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The Great Talent Shortage Awakening:
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Break the Crisis and Complacency Cycle – Get Ahead of the Global Talent ShortageAs revealed by the 2012 Talent Shortage Survey, 34% of employers around the world have trouble finding talent for their open positions. However, as the global talent shortage worsens and evolves into an ongoing crisis, too many employers seem to remain inactive and resign themselves to leaving positions unfilled, putting their companies’ growth at risk. The white paper "Break the Crisis and Complacency Cycle – Get Ahead of the Global Talent Shortage" explores several tailored solutions to help employers effectively address the shortage with staff management strategies. Suggested solutions include: hiring candidates with a "Teachable Fit", hyperspecialization of work, flexible staffing, strategic migration of talent and exploring untapped talent pools. Download the white paper
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Promoting Talent, a Forward-Looking StrategyThe results of the 2011 Talent Shortage Survey published in June show that 34% of employers worldwide are having difficulty filling positions. This year again, the shortage reflects a mismatch between the talent demand and supply. The White Paper "Promoting talent, a Forward-Looking Strategy" suggests ways to tackle the lack of qualified workers and highlights the importance of designing a strategic human resources plan and anticipating long terms personnel needs. Download the white paper
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Teachable FitDespite a persistently high unemployment rate in many countries, organizations still report having difficulty filling key positions. So the problem is not the number of candidates but the mismatch between the talent demand and the talent supply. In this White Paper Manpower stresses the importance for employers to broaden their search for candidates to include industry migrants, location migrants, internal role changers and workforce entrants. |
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The Global Talent Crunch: Why Employer Branding Matters NowDuring these uncertain times, employers have to master a difficult balancing act in managing talents and facing the talent crunch. |
Confronting the Talent Crunch2008 edition |
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The New Agenda for an Older WorkforceTo provide sustainable economic growth in a large number of countries where the shortage of skilled labor leads to concerns for the future, the integration of seniors into the job market is emerging as a possible solution to fill the gap between retention and recruitment. |
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The China Talent ParadoxThis white paper examines the skills shortage that Chinese companies must face, despite a population of over 1 billion people. It provides a summary of the solutions that Manpower is recommending to attract, engage and retain qualified employees, particularly by focusing on employees' needs and expectations. |