The latest ManpowerGroup Talent Shortage Survey not only gauged where employers are having difficulty filling available positions, but also examined why organizations are facing a lack of talent and what they are doing to mitigate these challenges. The results reveal increased difficulty finding the right talent in the wake of global economic recovery with limited effort to systematically fill the gaps—and notable regional variances.
For the 2011 Talent Shortage Survey, employers in many countries are reporting a slight increase in difficulty, such as Japan’sfour percentage point increase to 80% in 2011 compared to 76% in 2010.
However, in some countries, including some of the largest economies in the world, employers are reporting a dramatic surge in difficulty filling positions. India and the United States report the largest increases in difficulty; in India, difficulty increased to 67% in 2011 from only 16% in 2010—a 51 percentage point increase.
In Brazil, the difficulty in filling job positions stood at 57%.
Nearly one in four employers say environmental/market factors play a major role in the talent shortage—employers simply aren’t finding anyone available in their markets. Another 22% of employers say their applicants lack the technical competencies or “hard” skills needed for the job, while candidates’ lack of business knowledge or formal qualifications is the main reason identified by 15% of employers.
In Australia, the difficulty in filling job positions stood at 54%.
Approximately three-quarters of employers globally cite a lack of experience, skills or knowledge as the primary reason for the difficulty filling positions. However, only one in five employers is concentrating on training and development to fill the gap. A mere 6% of employers are working more closely with educational institutions to create curriculums that close knowledge gaps.
In Taiwan, the difficulty in filling job positions stood at 54%.
ManpowerGroup surveyed nearly 40,000 employers across 39 countries and territories during the first quarter of 2011 to gauge the impact of talent shortages on the global labour market. The 39,641 interviews were conducted via telephone in 39 countries and territories: 10,337 in 10 countries throughout the Americas, 11,167 across eight countries and territories in Asia Pacific and 18,137 across 21 countries in Europe, the Middle East and Africa (EMEA).
The level of difficulty filling positions varied across the EMEA region, with employers inRomania the most difficulty; 53% of respondents there are having trouble filling jobs due to lack of available talent.
Globally, one in three (34%) employers reports experiencing difficulties filling positions due to lack of available talent—a three percentage point rise over 2010—while 66% report no difficulties. Employers are more likely to report difficulty this year than at any point since 2007.
In the US, the difficulty increased to 52% from 14%, a 38 percentage point increase.
while the global economic downturn may have masked the talent shortage for several years, the global recovery has made the strains of the talent shortage more evident, as organizations that cut back staff are discovering that they need more of the right people in place to move forward and support their business strategy.
In Turkey, the difficulty stood at 48%.
Approximately three-quarters of employers globally cite a lack of experience, skills or knowledge as the primary reason for the difficulty filling positions. However, only one in five employers is concentrating on training and development to fill the gap. A mere 6% of employers are working more closely with educational institutions to create curriculums that close knowledge gaps.
In Argentina, the difficulty stood at 51%. Note that the global average is 34%.
Nearly one in four employers say environmental/market factors play a major role in the talent Shortage — employers simply aren’t finding anyone available in their markets. Another 22% of employers say their applicants lack the technical competencies or “hard” skills needed for the job, while candidates’ lack of business knowledge or formal qualifications is the main reason identified by 15% of employers.
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