While many envision a broad economic softening in 2023, labour demand will remain strong in many growth sectors. Ongoing digital transformation will drive employers in these sectors to find creative ways to fill medium- and higher-skill positions.
Employers that focus on supporting their people in career advancement will attract, retain, create, and curate the next generation of talent at scale.
Today, strong job growth cannot be met because of a widening gap between the skills people have and the specialist skills companies need."
90% of S&P Top 100 Global Companies are recruiting for the same 39 technical roles.
Our clients are asking:
How do we find the specific technical competencies we need to drive business results?
How do we overcome the current talent scarcity?
How can we cost-effectively improve the results of our recruitment and retention efforts?
Historically, clients could buy the technical talent they need in the contingent workforce marketplace.
But today's tight market makes this a difficult and expensive endeavour.
The Talent Shortage and increasing demand for IT & Digital skills has been recognised by other third party sources including Microsoft with their Chief Executive Satya Nadella citing:
“Every job will increasingly require digital skills. And, in the next five years, nearly 149 million new tech roles will be created. Talent is everywhere but opportunity is not”.
Microsoft conclude their research recommending organisations will need to build the talent they need to address this talent shortage. This aligns to Experis' 4 B's Strategy, where the Experis Academy is providing Build and Bridge solutions to compliment the traditional Buy and Borrow recruitment strategies that UK and Global organisations have historically relied upon.
When it comes to hiring, traditional digital knowledge – like the ability to code or proficiency in a computer language – may not be a must anymore. Different skills have become more vital, like critical thinking, problem-solving, self-management, active learning, resilience, stress tolerance and flexibility, which is why the WEF has ranked them among the top 10 job skills of 2025.
The unpredictable nature of work is changing how we address skills development. Employers need to think beyond current job-related skills and upskill employees holistically for a future-ready workforce. Companies that can bridge the gap between the skills they currently have and the skills they’ll need in the future increase their odds of a successful digital transformation by 170%.
Gartner conclude as part of their research that: we need to understand and communicate the rationale for upskilling and continuous learning, we must connect learning to business outcomes, provide transparency on skills requirements, implement a 70-20-10 model for learning.
The Experis Academy understands our customers’ changing capability needs. We design bespoke learning programmes based on business outcomes and adopt a 70-20-10 learning approach. Ensuring our customers succeed in building the skills they need for today and for tomorrow.
The total number of skills required for a single job is increasing by 5.4% annually.
Thirty-three percent of the skills that were present in an average job posting in 2019 will not be needed by 2024.
