The 2022 EURES report identifies the most common and severe labour shortages and surpluses in Europe and explores the main causes for labour market imbalances.
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Demographics
This roundtable discussion explored the reasons behind the skills shortage and the barriers to attracting and retaining the best people.
To better understand Gen Z, the Oliver Wyman Forum and TNM studied them for two years. Its new report explores what makes Gen Z tick, their idealism and desire for personal fulfilment, the rise of side hustle culture, and how this generation is redefining the employer-employee relationship.
This new Workmonitor by Randstad provides the voice of employees around the world on what they want and expect from their employers and how willing they are to ask for it. It offers insight into what is shaping the new world of work in each of the 34 surveyed markets across Europe, Asia Pacific and the Americas.
The deep and rapid changes in the world of work driven by the digital and green transformations as well as population ageing have been associated with greater job instability, with potential costs for companies, workers and society. The unprecedented labour and skill shortages that emerged during the recovery from the COVID-19 pandemic have raised further the importance of developing and retaining talent. In the context of a more age-diverse workforce, addressing this challenge will require better working conditions, greater investments in training and tackling difficulties in reconciling work with health issues and caring responsibilities. This report presents evidence on recent trends in job tenure and employee turnover, how they have changed due to the COVID-19 shock and sheds light on why employees quit their jobs. It identifies key employer and public policies that can support increased employment retention through better job quality, health at the workplace, and training and skills.
The Open University’s 2022 Business Barometer provides an analysis of skills shortages, the associated impacts, recruitment challenges and the effect of flexible working on skills availability. The following broad themes emerge from the data: more than two-thirds of SMEs are currently facing skills shortages, rising to 86% of large organisations and almost three-quarters of organisations say the impact of these shortages has increased workload on other staff, while 78% are seeing reduced output, profitability, or growth. The report reveals clear differences between the ability of organisations in different sectors and sizes to deal with challenging economic conditions, finding that 90% of large organisations have implemented some form of written plan around recruitment, training, addressing skills shortages, ESG, or DEI. The report underscores that as the workplace continues to evolve, business investment in the rapid upskilling and reskilling of workers of all skill levels and ages is key to boosting productivity and resolving hard-to-fill job vacancies.
To close America’s chronic middle skills gap, U.S. employers have to partner much more actively than in the past with local community colleges. Due to waves of disruptive automation, the nature of middle skills jobs is evolving much faster than educators’ abilities to change curriculum.
Surveys of educators (pdf) and employers (pdf) reveal the disconnect behind this partnership’s underperformance and underscore the need for businesses to take the lead in making it more relevant and effective in three areas: training and education aligned with industry needs, commitments to hire community college students, and sharing of data on the supply and demand for talent.
Action Builds Community describes the accelerated pace at which we continued in fiscal 2022 that ended June 30 to pursue our 12-year-old global citizenship program that strives to advance the communities where we live and work and the broader society. Through this report, we illuminate our commitment to honesty and transparency that foster trust; diversity and inclusion that ensure equality for all; and best practices in all areas of our business that ensure our activities align with all with whom we interact.
This report from the CIPD provides an overview of what UK employers are currently doing to improve inclusion and diversity in their workplaces and the measures they have found to be effective. The report also highlights the gaps in practice that suggest the need for further consideration and action.
As part of the ‘Eight Drivers of change – 2022 and beyond’ report, our animation explores the various converging factors leading to the currents skills shortages whilst identifying a number of recommendations for employers to consider to address these.