Manpower Inc. annual survey reveals talent shortages continue despite current economic environment
Manpower Inc. released on Thursday 28 May 2009 the results of its fourth annual talent shortage survey, revealing that 30 percent of employers across the globe continue to struggle to fill positions available despite the global economic downturn.
According to Manpower’s 2009 Talent Shortage Survey, the top three positions employers are having most trouble filling globally remain unchanged from 2008: skilled manual trades people, sales representatives and technicians (technical workers in the areas of production/operations, engineering and maintenance). Manpower surveyed nearly 39,000 employers across 33 countries and territories to gauge employers’ ability to find the talent they need.
“Despite high levels of unemployment in many markets, this year’s talent survey suggests a mismatch between the type of individuals available for work and the specific skills that employers are looking for,” said Jeffrey A. Joerres, Chairman and CEO of Manpower Inc. “In an environment where companies are pressured to shift their mindset to think more strategically and creatively about how to do more with less, the same approach is being applied to how they manage their talent. Employers are looking for ways to accelerate their business strategy with less people. It’s this specificity of skills required in the individuals that employers are now seeking that is creating a sense of talent shortage amidst an overabundant pool of available workers. This conundrum is frustrating both employers and individuals.
The top 10 jobs that employers are having difficulty filling across the 33 countries and territories in 2009 compared to 2008 are (ranked in order):
2009 Hot Jobs 2008 Hot Jobs
1. Skilled Manual Trades 1. Skilled Manual Trades
2. Sales Representatives 2. Sales Representatives
3. Technicians 3. Technicians
4. Engineers 4. Engineers
5. Management/Executives 5. Management/Executives
6. Accounting & Finance Staff 6. Laborers
7. Laborers 7. Administrative Assistants / PAs
8. Production Operators 8. Drivers
9. Administrative Assistants / PAs 9. Accounting & Finance Staff
10. Drivers 10. IT Staff
“The current economic downturn is masking mega trends such as demographic shifts and underlying talent shortages that are impacting the way companies and individuals view work around the world. Talent management strategies are no longer a one size fits all. The importance of an organization’s employer brand will become more critical as companies continue to adjust and align their workforce to prepare for the next cycle,” added Joerres. “This downturn signifies how an agile workforce strategy is required to attract and retain the talent that a company needs in order to achieve its business strategy.”
According to the Global Talent Crunch – Why Employer Branding Matters Now, paper also released by Manpower today, a strong employer brand will help organizations attract and retain the best talent; and therefore enable them to win during these challenging times and achieve their growth plans.
Manpower entered the Middle East market late in 2007 through its acquisition of Clarendon Parker Middle East, the region’s largest staffing solutions provider. “As one of the world’s leading employment services companies, Manpower has a global reputation for its surveys and research,” said Pat Luby, Managing Director, Manpower Middle East. “The work we do really helps employers to understand what’s happening now and what’s coming next in the world of work.”
A recent Manpower Middle East research paper highlighted the growing need for regional companies to implement retention plans for staff, based on findings that indicated employers are finding it increasingly difficult to attract and retain talent. The study concluded that employers have realized that their HR strategies need to be upgraded to include innovative and progressive retention programs and practices if they are to retain and nurture their internal talent.
Luby added: “Now that Manpower has a presence in the Middle East, we can offer our clients and candidates the same in-depth market knowledge. We can share our ideas about what future trends will be and, more importantly, how to manage them effectively.”
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