Source: ManpowerGroup infographic.
Around the world, the most difficult positions to fill are in skilled trades (particularly chefs, bakers, butchers, mechanics, and electricians), sales, engineering (mechanical, electrical, and civil), technician roles, and drivers (especially heavy vehicle operators), according to workforce experts ManpowerGroup.
The situation in Singapore is somewhat different. While engineers are among the top five hardest roles to fill, as elsewhere, the other four are accounting and finance professionals, sales representatives, secretaries (including receptionists and administrative assistants), and marketing, public relations, and communications specialists.
These findings come from ManpowerGroup’s annual Talent Shortage Survey (TSS), which surveyed 41,700 hiring managers across 42 countries and territories. In Singapore, 40% of the 234 respondents identified these positions as the most challenging to fill. Linda Teo, ManpowerGroup Singapore’s Country Manager, connects this shortage to “significant restructuring efforts across various sectors, coupled with a tightening labor market.”
“Despite this, employers don’t seem to be acting with urgency to implement strategies that not only address the talent shortage but also proactively prepare for future business needs,” Teo commented.
“Simply recruiting and placing candidates won’t be enough. Employers should foster a culture of learning and empower their employees to take ownership of their career development.”
Teo further suggests that employers explore untapped talent pools, like younger and older workers, and consider improving employee benefits.
The TSS highlights the following key reasons for organizations’ struggles to fill jobs:
- Insufficient applicants – 35%
- Lack of technical skills – 34%
- Inadequate experience – 22%
- Deficient workplace skills – 17%
- Salary expectations exceeding offered pay – 13%
The most probable consequences of talent shortages are a diminished ability to serve clients (42%) and reduced competitiveness and productivity (42%). Additionally, 30% anticipate increased employee turnover, and 26% foresee lower employee engagement and morale.
Within the Asia Pacific region, nearly half of employers (48%) report talent shortages. Excluding Japan, where 83% of employers face hiring challenges, talent scarcity is also a concern in Hong Kong (65%) and Taiwan (57%). However, talent shortages are least problematic for employers in mainland China (24%) due to the country’s large population.
Source: ManpowerGroup infographic.
Conversely, a global career survey conducted in April by Right Management, ManpowerGroup’s global career experts, reveals a disconnect between employee aspirations and employer expectations regarding performance.
The Global Career Aspiration Survey found that only one in ten employees defines career success as high performance and productivity. Almost half of the respondents (45%) ranked work-life balance as their top career aspiration, and the most common definition of workplace success was “enjoyment and happiness.”
“Aligning with employee career motivations and aspirations is crucial for creating a high-performance culture that drives individuals to perform their best,” Teo explained. “When employees have regular career conversations with their managers, they experience effective career development and are more likely to be engaged, motivated, and prepared to embrace new challenges.”
Right Management commissioned the Global Career Aspiration Survey in Q4 2014 to gain a deeper understanding of career motivations and evolving workplace perceptions. The survey gathered responses from 1,225 individuals in countries including Canada, the US, Australia, India, and Singapore.
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