The ManpowerGroup Talent Shortage Survey is based on responses from 2,100 UK employers and asks how much difficulty they are having filling jobs due to lack of skilled talent. It forms part of the ManpowerGroup Employment Outlook Survey – the most comprehensive, forward-looking employment survey of its kind, used as a key economic indicator by both the Bank of England and UK Government. Running globally since 1962, various factors underpin the success of the survey:
UniqueIt is unparalleled in its size, scope, longevity and area of focus. The ManpowerGroup Employment Outlook Survey is the most extensive, forward-looking employment survey in the world, asking employers to forecast employment over the next quarter. In contrast, other surveys and studies focus on retrospective data to report on what occurred in the past.
IndependentThe survey is conducted with a representative sample of employers from throughout the countries and territories in which it is conducted. The survey participants are not derived from ManpowerGroup’s customer base.
RobustThe survey is based on interviews with 2,031 public and private employers across the UK to measure anticipated employment trends each quarter. This sample allows for analysis to be performed across specific sectors and regions to provide more detailed information.
FocusedFor more than six decades the survey has derived all of its information from a single question: “How do you anticipate total employment at your location to change in the three months to the end of March 2024 as compared to the current quarter?”
Survey MethodologyThe methodology used to collect the data for the Net Employment Outlook has been digitised in 41 global markets for the Q1 2024 report. Survey responses were collected in October 2023. The question asked and the respondent profile remains unchanged. Size of organisation and sector are standardised across all territories to allow international comparisons.
This report contains forward-looking statements, including statements regarding labour demand in certain regions and sectors, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended 31 December 2022, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.
The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers that expect to see a decrease in employment at their location in the next quarter. A positive Net Employment Outlook figure means that, on balance, there are more employers who expect to add to their headcount in the following three months than those who intend to reduce staff.
Seasonal adjustment is a statistical process that allows the survey data to be presented without the impact of hiring fluctuations that normally occur through the course of the year, usually as a result of various external factors, such changes in weather, traditional production cycles and public holidays. Seasonal adjustment has the effect of flattening peaks and smoothing troughs in the data to better illustrate underlying employment trends and provide a more accurate representation of the ManpowerGroup Employment Outlook Survey results.
Employers are selected based on the types of companies and organisations they represent. We want to ensure that our panel is representative of each participating country’s national labour market, so each country’s panel is built in proportion to that country’s overall distribution of industry sectors and organisation sizes.
The person we select to interview will be someone with a good overview of staffing levels and hiring intentions within their organisation. Normally this will be the head of HR or an HR manager. However, in smaller organisations, that person may be a general manager or even the CEO.
