2010 Talent Shortage Survey Monday, 18 May 2015. Manpower Inc. 2010 Talent Shortage Survey | Monday,...

2010 Talent Shortage SurveyTuesday 18 April 2023

Manpower Inc. 2010 Talent Shortage Survey | Tuesday 18 April 2023

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Talent shortages in the news…

Within the next eight years there could be at least 5 million potential job vacancies in the United States.

Economics Week, April 2010

By 2020 India will have the largest youth population in the world, but only a fraction of them will be employable due to a severe skills gap.

Outlook Business (India), April 2010

51% of IT organizations surveyed believe talent issues have limited their efficiency and productivity.

Deloitte, September 2009

Europe’s work force is expected to become 15% smaller within five decades. The Wall Street Journal, April 2009


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Despite the recent downturn, finding the

right talent remains a pressing, pervasive

issue for employers worldwide.

31% of employers worldwide are

telling us they are having difficulty finding

the right talent.


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The immediate problem is not the number of potential candidates.

Rather, it’s a talent mismatch: There are not enough sufficiently skilled people in the right places at the right times.


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Global Survey Findings

About Manpower’s Annual Talent Shortage Survey

Fifth year

Nearly 36,000 employers

36 countries and territories

Research conducted in Quarter 1 2010

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The Questions

1. How much difficulty are you having filling jobs due to the lack of available talent?

2. What is the one job you are having the most difficulty filling due to the lack of available talent?


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Global Survey FindingsPERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS


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Global Survey FindingsEmployers having difficulty finding talent


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Global Survey Findings The top 10 jobs employers are having difficulty filling globally

Skilled Trades1

Sales Representatives2

Technicians (primarily production/operations, engineering or maintenance)

3

Engineers4

Accounting & Finance Staff5

Production Operators6

Secretaries, PAs, Administrative Assistants & Office Support Staff

7

Management/Executives8

Drivers9

Laborers10


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Americas Survey FindingsPERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT


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Americas Survey Findings


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Americas Survey Findings

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3 Engineers

4

Accounting & Finance Staff

5 Production Operators

6

Secretaries, PAs, Administrative Assistants & Office Support Staff

7

Management/Executives

8

Drivers9

Laborers

10Skilled Trades

The top 10 jobs employers are having difficulty filling in the Americas


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Asia Pacific Survey FindingsPERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT


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Asia Pacific Survey Findings


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1 Sales Representatives

2 Technicians (primarily production/operations, engineering or maintenance)

3 Engineers

4

Accounting & Finance Staff

5

Production Operators6

IT Staff (Primarily programmers/developers)

7

Management/Executives

8 Sales Managers

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Laborers10

Asia Pacific Survey Findings

Skilled Trades

The top 10 jobs employers are having difficulty filling in the Asia Pacific region


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PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT

Europe/Middle East/Africa (EMEA) Survey Findings


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EMEA Survey Findings


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1 Production Operators6

1



3

Drivers4

Accounting & Finance Staff5

Chefs/Cooks

6

Secretaries, PAs, Administrative & Office Support Staff

7

IT Staff

8

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EMEA Survey Findings

Skilled Trades

Engineers

Doctors & other Non-Nursing Health Professionals

The top 10 jobs employers are having difficulty filling in the EMEA countries


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[COUNTRY] Survey Findings

The top 10 jobs employers are having difficulty filling (ranked in order):

[Customize with your country’s survey findings if available. If not delete.]

[Country Name]

1. Insert Job Title

2. Insert Job Title

3. Insert Job Title

4. Insert Job Title

5. Insert Job Title

1. Insert Job Title

2. Insert Job Title

3. Insert Job Title

4. Insert Job Title

5. Insert Job Title


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One thing is clear: The talent mismatch cannot be filled one position and one hire at a time.

Organizations must recalibrate their mindsets to consider candidates who may not meet all the job specifications, but whose capability gaps can be filled in a timely and cost-effective way—candidates who are a “teachable fit.”


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What is “Teachable Fit?”

It’s a concept that looks at the capabilities required by a job, evaluates the importance and teachability of each, and finally determines the capacity of candidates to develop these capabilities.


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Finding a Teachable FitTo find a teachable fit, organizations must ask four questions:

What capabilities are essential to performing the job?1

Which of these are teachable in an efficient way?2

Is there adequate time and money to develop these capabilities in the candidate?

3

Do candidates have the capacity (motivation and capability to develop them?

4


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Training is Vital.

A commitment to reskilling and upskilling current and potential employees will enable organizations to expand the available pools of talent, ensure that their workforces continue to be appropriately skilled and keep employees engaged in their work.

Learn more about these ideas in our new Fresh Perspectives paper, Teachable Fit: A New Approach to Easing the Talent Mismatch, available on the Research Center at Mapower.com.


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Confronting the

Talent Crunch

Employers

Governments

LaborUnions

AcademicInstitutions

Individuals

What can organizations do now?Key stakeholders must form effective partnerships to combat the talent shortage


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Employers

• Invest in training and development• Redefine jobs and facilitate mobility within

organizations• Expand the recruiting pool to find those with a

“teachable fit”• Improve retention, especially of older workers• Invest time in local schools and universities to

ensure curriculum meets market needs


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Governments

• Adjust immigration policies as necessary to enable the flow of in-demand talent

• Coordinate policies between sending and receiving nations to encourage mutual benefit

• Use effective labor market forecasting methods• Invest in employee education for training and

transition• Foster partnerships among other stakeholders


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Labor Unions

• Focus on employability and continuous training to keep members’ skills up to date

• Work with the marketplace and employers to coordinate reskilling partnerships and keep course content current

Academic Institutions


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Individuals

• Take responsibility for managing your career• Remain flexible and willing to experiment in

new roles• Be alert to labor market trends and

opportunities• Be creative in transferring skills from job to

job and industry to industry


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Manpower Employment Outlook SurveyThe most extensive, forward-looking hiring forecast; 36 countries and territories.

Teachable Fit: A New Approach for Easing the Talent MismatchThe talent mismatch will only intensify as the economy recovers. Learn how organizations can recalibrate their talent strategies and find candidates with a teachable fit.

The world of work experts

Full articles can be found in Manpower’s Research Center at www.manpower.com/researchcenter.

Manpower provides research and reports for economists, journalists, university researchers and think tanks to help them assess and forecast the health and direction of the world’s labor markets.

Social Networks vs. Management? Harness the Power of Social MediaThis Fresh Perspectives paper explores how organizations should leverage the connective power of social networking to enhance productivity, innovation, collaboration, reputation and employee engagement.


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Questions?

Answers

2010 Talent Shortage Survey Monday, 18 May 2015. Manpower Inc. 2010 Talent Shortage Survey | Monday,...

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