Biggest Talent Shortages in 2018 and Beyond


Unemployment is extremely low. Job growth is expected to continue. And with a smaller population of workers to replace retiring baby boomers, employers are really feeling the pain of talent shortages.

Just which jobs are experiencing the highest growth – and biggest skills gaps?

Research (compiled from a number of sources) cited in this Fast Company article lists the following sectors and roles most at risk for talent shortages between now and 2025:

  • Skilled trades, including electricians, machinists and welders
  • Healthcare, including occupational and physical therapy aides
  • Manufacturing, including production workers and engineers
  • Sales, including professionals with a solid combination of social and cognitive skills
  • Math-related fields, including actuaries and statisticians

Preparing for what’s to come.

Demographic, economic and competitive forces will make qualified talent even tougher to find in the coming months and years. Let’s review a few things your organization can do to overcome talent shortages:

Forecast your long-term staffing and hiring needs.

A shortage of qualified talent dramatically increases the lead-time required to fill positions. Accurate forecasting gives you more time to create strategies for building your ideal workforce – even when qualified candidates are in short supply. So, rather than waiting for projects to start or orders to come in, look to the future and begin sourcing talent well in advance of your actual needs.

Find ways to recruit passive talent.

In today’s market, talented people are gainfully employed and not necessarily looking for new opportunities. As a result, traditional recruiting tactics may not be enough to find the qualified workers you need. To consistently attract and employ the best, adjust your recruiting methods to focus on passive candidates:

  • Do a better job “selling” your opportunities. Move beyond a garden-variety list of job duties and detail what makes each available job exceptional. Describe major challenges to be met, potential for advancement and/or reasons your organization is a great place to work.
  • Work referral sources. Good people generally know other good people. So, share your job openings with employees, valued clients, trusted vendors and other potential referral sources (make sure you use the tip above to sell your roles effectively). Consider upping referral bonuses for your toughest-to-fill roles.
  • Develop relationships with passive candidates on social media. Social media is a great platform to connect and communicate with passive talent. Invite passive candidates to follow your company and career pages on LinkedIn. Share updates on hot job openings. Showcase your employment brand online, so passive candidates can see the amazing work you do and get a glimpse of what it’s really like to work for your organization. Do whatever you can to be respectful, professional and responsive when communicating with passive candidates – so that when they’re ready to consider a new job, your company is top-of-mind.

Partner with a qualified staffing agency.

PrideStaff maintains relationships with thousands of active and passive job seekers to help you win the war for talent. As a true consultative partner, we will: take the time to learn about your true business goals; analyze your existing workforce plan; and develop a staffing strategy that ensures you have access to the right resources – right when you need them.

Struggling with skills shortages in your organization?

Contact PrideStaff today to learn more about our Workforce Growth Solutions and On Target fulfillment process