The global shortage of talent is worsening.
A ManpowerGroup survey, which queried 41,748 employers in 42 countries and territories during the first quarter of 2015,
found that 38% of global organizations find it difficult to fill positions, citing lack of suitable candidates.
Across the whole, employers report that skilled trades vacancies are the hardest to fill, as was the case in each
of the previous three years. The second hardest job to fill is sales representative roles rising up the list from fourth,
followed by the engineer category. In sixth place, we see a difficulty in finding compatible managers.
Available talent pool diminishing
When those surveyed were asked why they found it difficult to find the right people for existing positions, one in
three organizations pointed to a shortage of available candidates, and 22% pointed to large discrepancies between
a posted role’s required experience and actual candidate experience.
These insights coupled with AKT’s years of client experience, leads us to conclude that an organization’s reliance on
hiring only external candidates when vacancies arise is an ineffectual strategy.
More organizations are now looking at tapping into existing employees to fill job openings and are investing more
effort in their key people. Now more than ever, upping your career development programs is key.
Want more details?
In Career Development: A Leading Solution for Coping with Talent Shortage white paper, AKT presents the latest field data, and we describe the required steps to build a truly successful career development program.
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