Key Takeaways

• The global talent gap is widening, with critical shortages in technology, healthcare, and skilled trades by 2025.
• Remote work, upskilling, and cross-border talent mobility are key trends helping businesses address skill shortages.
• Organizations investing in employee development and diversity will have a competitive edge in attracting top talent.

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In today’s rapidly evolving global economy, businesses are facing an unprecedented challenge: the widening talent gap.

As industries continue to transform with the integration of new technologies and shifting demands, the scarcity of skilled professionals across key sectors has become a pressing concern for organizations worldwide.

The talent gap, a critical issue that affects companies of all sizes, is defined by the disparity between the skills required for certain job roles and the availability of qualified candidates in the global labor market.

This widening divide is creating significant roadblocks for businesses seeking to remain competitive, innovative, and operational in an increasingly digitalized world.

By 2025, the effects of this growing talent shortage are projected to be felt even more acutely.

As automation, artificial intelligence, and other cutting-edge technologies redefine how work is done, the need for specialized talent is intensifying.

Industries such as technology, healthcare, finance, and manufacturing are particularly vulnerable to talent shortages, with high demand for skilled workers outstripping the supply of qualified candidates.

This gap is not only impacting businesses but is also influencing global economic trends, driving the need for businesses to rethink how they attract, develop, and retain top talent.

This blog will delve into the top 100 global talent gap statistics, data, and trends expected to shape the workforce landscape in 2025.

Through a comprehensive analysis, we will explore key insights into the sectors most affected by skill shortages, the regions grappling with the most severe talent gaps, and the long-term implications for businesses and economies alike.

Additionally, we will examine emerging trends such as the increasing reliance on remote work, the rise of upskilling and reskilling initiatives, and the innovative strategies organizations are adopting to bridge the talent gap.

Understanding these trends is crucial for employers, HR professionals, and policymakers who are looking to develop strategies to address the talent gap.

With the right insights, businesses can not only stay ahead of the competition but can also contribute to shaping a future workforce that is both skilled and adaptable.

In the coming sections, we will take a closer look at the specific data and trends that highlight the state of the global talent market, offering valuable perspectives for anyone invested in navigating the future of work.

Before we venture further into this article, we would like to share who we are and what we do.

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With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of the Top 100 Global Talent Gap Statistics, Data & Trends.

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Top 100 Global Talent Gap Statistics, Data & Trends

Global Talent Gap Size and Trends

1. According to Korn Ferry’s latest research, the global talent shortage is projected to reach a staggering 85.2 million people by the year 2025, underscoring the immense challenge companies face in finding qualified candidates to fill critical roles worldwide.
2. ManpowerGroup’s 2025 global survey reveals that nearly three-quarters (74%) of employers around the world are currently experiencing significant difficulties in sourcing skilled talent, which is more than double the 36% reported back in 2014, indicating a rapidly intensifying talent crisis.
3. The rate of talent shortages worldwide has effectively doubled over the past decade, rising from 36% in 2014 to 74% in 2025, reflecting a growing mismatch between the skills employers need and the capabilities available in the labor market.
4. The global talent shortage is currently at its highest level in 16 years, with experts forecasting that this persistent gap will continue to challenge businesses and economies until at least 2030, unless significant interventions are made.
5. Recent studies show that 43% of organizations worldwide are currently grappling with existing skill gaps within their workforce, while an additional 44% anticipate facing skill shortages within the next five years, highlighting the urgency for reskilling and talent development.
6. Larger enterprises, defined as those with more than 250 employees, report a higher talent shortage rate of 74%, which is notably greater than the 64% shortage rate experienced by smaller companies, suggesting that scale and complexity may exacerbate recruitment challenges.
7. Economic analyses estimate that by the year 2030, the global talent shortage could result in an annual loss of potential revenue amounting to approximately $8.5 trillion, demonstrating the substantial financial impact of unfilled positions and skills mismatches.
8. Projections indicate that by 2030, the global workforce will be short by approximately 85 million people, a figure roughly equivalent to the entire population of Turkey, emphasizing the scale of the demographic and skills challenges facing the labor market.
9. The World Economic Forum’s Future of Jobs Report forecasts that by 2030, technological and economic shifts will displace 92 million jobs globally while simultaneously creating 170 million new roles, resulting in a net increase of 78 million jobs but with significant mismatches in the skills required.
10. A majority of 63% of employers worldwide identify skill gaps as the primary obstacle hindering their ability to successfully implement business transformations, underscoring the critical role of talent in driving innovation and growth.

Regional Talent Shortage Data

11. Germany currently faces the highest talent shortage rate globally, with 86% of employers reporting difficulty in finding qualified candidates to fill open positions across various industries.
12. In Israel, 85% of employers report experiencing significant challenges in sourcing skilled talent, placing the country among those with the most acute talent shortages worldwide.
13. Portugal’s labor market is also severely affected, with 84% of employers indicating they are unable to find the right talent to meet their organizational needs.
14. Ireland and Romania each report an 83% talent shortage rate, reflecting widespread recruitment difficulties across multiple sectors in these countries.
15. Singapore’s employers face an 83% talent shortage rate, highlighting the city-state’s ongoing struggle to attract and retain skilled professionals despite its advanced economy.
16. Brazil experiences an 81% talent shortage rate, indicating that a large majority of employers are unable to fill critical roles with qualified candidates.
17. Hong Kong reports an 81% talent shortage rate, demonstrating significant recruitment challenges in its competitive and fast-paced business environment.
18. Greece faces a talent shortage rate of 80%, reflecting ongoing difficulties in sourcing skilled workers amid economic recovery efforts.
19. India also reports an 80% talent shortage rate, underscoring the paradox of a large labor pool but insufficient availability of qualified talent for specialized roles.
20. Austria and Hungary each face a 78% talent shortage rate, indicating widespread recruitment challenges in Central Europe.
21. Italy reports a 78% talent shortage rate, reflecting difficulties in filling skilled positions across various industries.
22. Canada experiences a 77% talent shortage rate, highlighting the country’s ongoing struggle to meet employer demand for qualified professionals.
23. Japan faces a 77% talent shortage rate, driven by demographic challenges and a shrinking workforce.
24. Australia and France each report a 76% talent shortage rate, indicating significant recruitment challenges in these developed economies.
25. Sweden, Switzerland, The Netherlands, and the United Kingdom each face a 76% talent shortage rate, demonstrating widespread difficulties in sourcing skilled talent across Western Europe.
26. South Africa reports a 75% talent shortage rate, reflecting persistent skills mismatches and recruitment challenges in the region.
27. Spain experiences a 75% talent shortage rate, indicating a high level of difficulty in filling skilled roles.
28. China faces a 74% talent shortage rate, reflecting the challenges of matching rapidly evolving industry needs with available talent.
29. Norway reports a 74% talent shortage rate, demonstrating recruitment difficulties despite a strong economy.
30. Belgium experiences a 72% talent shortage rate, highlighting ongoing challenges in sourcing qualified professionals.
31. Turkey reports a 76% talent shortage rate, indicating significant recruitment challenges in a rapidly growing economy.
32. The United States faces a 71% talent shortage rate, reflecting widespread difficulties in filling skilled positions across multiple sectors.
33. Guatemala, Mexico, and Peru each report a 70% talent shortage rate, showing significant recruitment challenges in Latin America.
34. Slovakia faces a 69% talent shortage rate, indicating difficulties in sourcing skilled talent within Central Europe.
35. Argentina and Finland each report a 68% talent shortage rate, reflecting recruitment challenges in diverse economic contexts.
36. Taiwan experiences a 67% talent shortage rate, highlighting skills gaps in its technology-driven economy.
37. The Czech Republic faces a 66% talent shortage rate, indicating ongoing difficulties in talent acquisition.
38. Panama reports a 63% talent shortage rate, reflecting recruitment challenges in the Central American region.
39. Chile has a 60% talent shortage rate, demonstrating significant difficulties in filling skilled roles.
40. Colombia reports a 59% talent shortage rate, indicating ongoing challenges in sourcing qualified professionals.
41. Costa Rica faces a 71% talent shortage rate, showing high demand for skilled talent.
42. Puerto Rico reports the lowest talent shortage rate at 53%, suggesting relatively easier recruitment conditions compared to other regions.
43. Poland has a 59% talent shortage rate, reflecting moderate recruitment challenges in Eastern Europe.

Industry-Specific Talent Shortages

44. The Information Technology sector faces the highest talent shortage globally, with 76% of employers reporting difficulties in finding qualified IT professionals to meet growing demand.
45. The Healthcare and Life Sciences industries report a 77% talent shortage rate, reflecting critical gaps in medical and scientific expertise worldwide.
46. The Energy and Utilities sector experiences a 76% talent shortage rate, highlighting recruitment challenges amid a global energy transition.
47. Industries related to Industrials and Materials face a 73% talent shortage rate, indicating difficulties in sourcing skilled workers for manufacturing and production roles.
48. The Transport, Logistics, and Automotive sectors report a 74% talent shortage rate, reflecting challenges in filling roles essential to supply chain and mobility operations.
49. Consumer Goods and Services industries face a 73% talent shortage rate, demonstrating recruitment difficulties in customer-facing and operational roles.
50. The Financial Services and Real Estate sectors experience a 72% talent shortage rate, indicating challenges in acquiring specialized financial and property expertise.
51. Communication Services report a 71% talent shortage rate, reflecting difficulties in sourcing talent for telecommunications and media industries.

Skills in Highest Demand

52. IT and Data-related skills top the list of the most difficult competencies to find, with 26% of employers globally citing these as the hardest to recruit for in 2025.
53. Engineering skills are in high demand, with 22% of employers reporting challenges in finding qualified engineers to support infrastructure and technology projects.
54. Sales and Marketing skills are difficult to source for 21% of employers, reflecting the need for professionals who can drive growth and customer engagement.
55. Operations and Logistics skills are hard to find for 20% of employers, highlighting the importance of supply chain expertise in today’s economy.
56. Front Office and Customer-Facing roles are challenging to fill, with 18% of employers reporting shortages in these critical service positions.
57. Manufacturing and Production skills are difficult to find for 18% of employers, underscoring ongoing recruitment challenges in industrial sectors.
58. Administration and Office Support skills are hard to source for 17% of employers, indicating a need for competent organizational personnel.
59. Human Resources skills are difficult to find for 16% of employers, reflecting the growing complexity of talent management.
60. Sustainability and Environmental skills are increasingly in demand, with 15% of employers reporting shortages in these emerging areas.
61. ESG (Environmental, Social, and Governance), Advisory, Risk, and Governance skills are difficult to find for 14% of employers, highlighting the importance of compliance and ethical business practices.

Country-Specific Talent Shortage Projections by 2030 (Korn Ferry)

62. Japan is projected to face a talent shortage of approximately 18 million people by 2030, driven by demographic decline and an aging population.
63. Indonesia is expected to experience a similar talent shortage of around 18 million people by 2030, reflecting rapid economic growth outpacing workforce development.
64. Brazil is also projected to have a shortage of 18 million skilled workers by 2030, highlighting significant challenges in education and training systems.
65. China faces an anticipated talent shortage of 12 million people by 2030, despite its large population, due to evolving industry needs and demographic shifts.
66. Russia is expected to experience a talent shortage of approximately 6 million people by 2030, driven by population decline and skill mismatches.
67. The United States is projected to face a talent shortage of 6 million people by 2030, reflecting ongoing difficulties in filling skilled positions across key sectors.

Employer Responses and Strategies

68. To address the growing talent shortages, 39% of employers globally are prioritizing upskilling and reskilling initiatives aimed at developing the capabilities of their existing workforce.
69. Increasing wages has become a common strategy, with 38% of employers raising compensation packages in an effort to attract and retain skilled talent amid fierce competition.
70. Offering greater schedule flexibility, including part-time and flexible hours, is a tactic employed by 29% of employers to appeal to a broader range of candidates.
71. About 27% of organizations are actively targeting new and diverse talent pools, including underrepresented groups, to expand their recruitment reach.
72. Location flexibility, such as remote work options, is being offered by 27% of employers as a means to overcome geographic barriers in talent acquisition.
73. Expanding the use of temporary or contract workers is a strategy used by 26% of employers to manage short-term skill shortages.
74. To increase candidate visibility, 24% of employers have boosted their investment in paid job advertisements across various platforms.
75. Automation and artificial intelligence are being leveraged by 22% of employers to reduce reliance on scarce human talent and improve efficiency.
76. Recruitment Process Outsourcing (RPO) services are utilized by 22% of organizations to streamline hiring and access specialized recruitment expertise.
77. In some cases, 21% of employers have reduced skills requirements or adjusted job criteria to widen the candidate pool and fill vacancies more quickly.
78. Sourcing global talent from lower-cost markets is a strategy adopted by 19% of employers to mitigate local talent shortages.
79. Expanding outsourcing arrangements is another approach, with 19% of organizations relying more heavily on third-party providers to fill skill gaps.
80. Reducing formal degree requirements for certain roles is a tactic used by 16% of employers to attract candidates with relevant experience but non-traditional education backgrounds.
81. Business Process Outsourcing (BPO) is employed by 15% of organizations as a means to address talent shortages in non-core functions.
82. Despite the growing importance of artificial intelligence, only 12% of IT professionals currently possess the necessary AI skills, even though 80% believe they could use AI effectively if trained.
83. Reuters reports that there is a 50% gap between the number of job postings requiring AI skills and the available qualified candidates, highlighting a critical shortage in this emerging field.
84. More than half (56%) of organizations globally use reskilling programs as a key strategy to close skill gaps and prepare their workforce for future demands.
85. Over 65% of organizations are actively engaged in hiring efforts aimed at closing potential skill gaps and addressing immediate recruitment needs.
86. Competition from other employers is cited by 43% of organizations as a major obstacle in securing top talent, reflecting a highly competitive labor market.
87. Thirty-six percent of organizations identify candidates’ lack of relevant work experience as a significant barrier to successful hiring.
88. Thirty-five percent of employers report that candidates’ insufficient technical skills pose a challenge in filling open roles.
89. By 2030, 80% of employers plan to upskill their workers with training focused on artificial intelligence and related technologies to stay competitive.
90. Seventy percent of organizations intend to hire new talent possessing skills specifically related to AI and emerging technologies within the next decade.
91. Seventy-three percent of employers plan to increase automation of business processes as a response to ongoing talent shortages and operational efficiency needs.
92. Eighty-five percent of employers acknowledge the necessity of upskilling their workforce due to growing and evolving skill gaps in the labor market.
93. Half of all businesses plan to transition existing staff into new and growing roles by 2030, aiming to better align workforce capabilities with future demands.
94. Approximately two-thirds of employers intend to hire talent with specialized AI skills by 2030 to support digital transformation initiatives.
95. In the United Kingdom, 76% of employers report difficulty filling roles due to a lack of skilled talent in 2025, which marks a slight decrease from 80% in 2024, suggesting the talent shortage may have peaked.

Additional Quantitative Insights

96. Half of business leaders surveyed in 2025 identify a shortage of IT skills as a key challenge impacting their ability to innovate and grow.
97. Although more than half the global workforce was expected to undergo reskilling by 2022, this goal was not met, exacerbating the current shortage of IT professionals.
98. Companies with over 250 employees report a 74% talent shortage rate, which is significantly higher than the 64% shortage rate experienced by companies with fewer than 10 employees, indicating that larger organizations face greater recruitment challenges.
99. Fifty-six percent of hiring managers believe that artificial intelligence and automation technologies will fundamentally change the skills employees need to succeed in the workplace over the next decade.
100. Approximately two-thirds of companies admit they are not adequately prepared for workforce disruptions caused by rapid technological advancements and shifting market trends, placing them at risk of falling behind competitors.

Conclusion

As we look toward 2025, the global talent gap continues to expand, posing a significant challenge for organizations, economies, and governments around the world. The statistics and trends presented in this blog highlight just how critical the talent shortage has become across various sectors and regions. The data clearly underscores that the demand for skilled workers is outpacing supply, particularly in industries such as technology, healthcare, finance, and engineering. As the world increasingly relies on digital transformation, automation, and AI technologies, the need for specialized skills is only intensifying.

The talent gap is not just a short-term issue but one that could have long-term economic and societal implications. With businesses struggling to find qualified candidates, competition for top talent will become fiercer, driving up recruitment costs, elongating hiring cycles, and affecting overall productivity. Additionally, the gap could stymie innovation and slow down the growth of industries that rely heavily on skilled professionals. This makes it imperative for companies to reassess their strategies for attracting, retaining, and developing talent.

At the same time, the trends outlined in this blog, such as the rise of remote work, upskilling initiatives, and cross-border talent mobility, indicate that there are solutions available for addressing this issue. Companies that adopt forward-thinking approaches—such as investing in employee development, creating diverse and inclusive workplaces, and expanding their recruitment efforts globally—will be better positioned to thrive in this increasingly competitive talent marketplace. Furthermore, organizations that focus on fostering a culture of continuous learning and adaptation will be able to build resilient workforces that can tackle the evolving challenges of the modern economy.

Governments and educational institutions also have a vital role to play in addressing the global talent gap. By investing in education, vocational training, and policies that promote skill development, they can help equip the workforce of the future with the expertise needed to meet the demands of emerging industries. Collaboration between the private sector, public institutions, and training providers will be essential for closing the talent gap and ensuring that the workforce is ready for the challenges ahead.

As we look ahead to 2025, it is clear that the talent gap will remain a critical issue, but it is not one without solutions. Organizations that proactively address the talent shortage through strategic initiatives, investment in skills development, and a focus on workforce diversity and inclusion will not only overcome this challenge but will emerge as leaders in their respective industries. The key to success will lie in leveraging the right data, understanding emerging trends, and adapting to a rapidly changing landscape. By doing so, businesses can secure the talent they need to remain competitive, drive innovation, and contribute to the economic growth of the future.

Ultimately, closing the talent gap is not just about filling vacancies—it’s about ensuring the continued success and growth of businesses, industries, and entire economies. It is a shared responsibility that requires commitment, collaboration, and innovation from all stakeholders involved. As we move toward 2025, those who take the initiative to bridge the talent divide will be best positioned to thrive in a global economy that increasingly values skills, adaptability, and a forward-thinking approach to talent management.

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People Also Ask

What is the global talent gap?

The global talent gap refers to the shortage of skilled workers in various industries worldwide, leading to challenges in recruitment and economic growth. It occurs when the demand for specific skills exceeds the availability of qualified candidates.

What are the main industries affected by the talent gap?

The talent gap significantly impacts industries like technology, healthcare, manufacturing, finance, and engineering, where specialized skills are in high demand but short supply.

How will the global talent gap impact businesses in 2025?

By 2025, businesses will face increased competition for top talent, higher recruitment costs, longer hiring processes, and potentially slower innovation due to the shortage of skilled workers across critical sectors.

What are the key factors driving the global talent gap?

Factors driving the talent gap include rapid technological advancement, changing workforce demographics, globalization, and an insufficient supply of skilled workers in emerging sectors.

How does automation affect the global talent gap?

Automation increases demand for tech-savvy workers and specialists in AI, robotics, and data analysis. While automation may eliminate some jobs, it also creates a need for highly skilled workers to develop and manage new technologies.

What are the most in-demand skills for 2025?

Skills in AI, data science, machine learning, cybersecurity, cloud computing, healthcare expertise, and advanced manufacturing will be highly sought after in 2025 as industries adapt to technological advancements.

How can businesses address the global talent gap?

Businesses can address the talent gap by investing in employee training, offering competitive salaries, expanding recruitment efforts globally, embracing remote work, and fostering a culture of innovation and inclusion.

What role does remote work play in bridging the talent gap?

Remote work allows businesses to access talent from anywhere, broadening the pool of available candidates. This can help alleviate local talent shortages, offering more flexibility and opportunities for skilled workers worldwide.

How can upskilling help close the talent gap?

Upskilling helps close the talent gap by equipping existing employees with the necessary skills to meet evolving industry demands. Training programs can prepare workers for new technologies and responsibilities within their current roles.

What are the trends in talent acquisition for 2025?

In 2025, talent acquisition will focus on digital recruitment platforms, artificial intelligence-driven hiring, diversity and inclusion initiatives, and offering flexible work arrangements to attract a broader talent pool.

How does the talent gap affect economic growth?

The talent gap slows economic growth by limiting the workforce’s ability to meet industry demands. Without enough skilled professionals, productivity and innovation are hindered, affecting national and global economies.

What is the impact of the global talent gap on startups?

Startups are often more vulnerable to the talent gap due to their limited resources for recruiting and training. The lack of skilled workers can delay product development, hinder growth, and make it harder for startups to compete.

Why are tech companies facing significant talent shortages?

Tech companies are experiencing talent shortages due to the high demand for specialized skills in software development, cybersecurity, artificial intelligence, and data science, while the supply of trained professionals is limited.

How will the global talent gap affect healthcare in 2025?

In healthcare, the talent gap is expected to worsen in 2025, with shortages in doctors, nurses, and healthcare technicians. This shortage will challenge healthcare systems worldwide, making it harder to provide adequate care.

What can educational institutions do to address the talent gap?

Educational institutions can help by focusing on STEM (science, technology, engineering, and mathematics) programs, offering specialized training in high-demand fields, and collaborating with industries to ensure curricula align with market needs.

How does talent mobility help address the global talent gap?

Talent mobility allows workers to relocate or work remotely, which helps businesses access skilled professionals from regions with surplus talent. This flexibility can mitigate the effects of local talent shortages and boost global recruitment efforts.

What is the future of work in light of the talent gap?

The future of work will be marked by greater reliance on technology, remote work, and flexibility. Organizations will need to focus on continuous learning and innovation to stay competitive in a world where the talent gap presents significant challenges.

How can diversity and inclusion help close the talent gap?

By fostering diverse and inclusive work environments, businesses can tap into a broader talent pool, attracting skilled professionals from various backgrounds and perspectives. This can help alleviate the talent shortage and enhance creativity.

What are the economic consequences of not addressing the talent gap?

Failing to address the talent gap could result in slower economic growth, reduced competitiveness, and an increased reliance on outsourcing. Countries and companies that do not tackle the issue may fall behind in global markets.

How can governments help bridge the talent gap?

Governments can implement policies to promote education and training, incentivize industries to create more opportunities for skilled workers, and support initiatives that improve access to jobs for underrepresented groups in the labor market.

What is the role of AI in the talent gap?

AI can help bridge the talent gap by automating repetitive tasks, allowing skilled workers to focus on more complex roles. It also aids in recruitment processes by using algorithms to match candidates with jobs, improving hiring efficiency.

How does globalization impact the global talent gap?

Globalization increases competition for skilled workers, as companies can hire talent from across the world. However, it also provides opportunities for businesses to tap into talent from regions with surplus skills, helping address local talent shortages.

Why is there a talent shortage in manufacturing?

The manufacturing sector is facing a talent shortage due to the need for highly skilled workers in automation, robotics, and precision engineering. Many workers lack the technical skills required to operate and maintain advanced machinery and systems.

How will the talent gap evolve by 2030?

By 2030, the talent gap is expected to grow even larger as industries continue to evolve with technology. Companies will need to focus on long-term solutions such as continuous upskilling, global talent sourcing, and improving workforce adaptability.

What are the key trends in talent development for 2025?

Talent development will focus on personalized learning, virtual training environments, AI-driven coaching, and fostering a growth mindset. Companies will prioritize ongoing education and skill enhancement to close the talent gap effectively.

How does the talent gap impact recruitment costs?

The global talent gap drives up recruitment costs as companies compete for a limited pool of skilled professionals. This increases salaries, advertising expenses, and the resources needed for talent acquisition, making it harder to hire efficiently.

What strategies can businesses use to attract skilled talent?

Businesses can attract skilled talent by offering competitive compensation packages, providing career development opportunities, implementing flexible work arrangements, and creating a culture of innovation and inclusivity.

How do changing demographics contribute to the talent gap?

As the global workforce ages, many countries face a shrinking pool of experienced workers. This demographic shift, combined with slower labor force growth, exacerbates the talent gap, especially in sectors like healthcare and skilled trades.

What is the impact of the talent gap on innovation?

A talent shortage can stifle innovation by limiting access to the creative and technical expertise needed to drive new ideas. Companies struggling to fill key roles may miss out on opportunities to innovate and remain competitive.

How can companies address the talent gap with technology?

Companies can use technology to improve recruitment processes, enhance employee training, and foster collaboration. AI-driven tools, learning platforms, and automation can streamline operations, helping to bridge the talent gap by improving efficiency.

What skills are most lacking in the global workforce?

Skills most lacking in the workforce include advanced technical abilities like software development, data analysis, cybersecurity, and AI expertise. Soft skills such as leadership, communication, and problem-solving are also in high demand but in short supply.

How does the talent gap affect global supply chains?

The talent gap can disrupt global supply chains by causing delays and inefficiencies. A lack of skilled workers in logistics, manufacturing, and technology hampers the ability to meet demand, impacting production timelines and customer satisfaction.

Sources

• Korn Ferry Global Talent Shortage Reports 2024-2025
• ManpowerGroup Global Talent Shortage Survey 2025
• ManpowerGroup India Talent Shortage Files
• ManpowerGroup UK Talent Shortage Survey 2025
• Vervoe Skills Shortage Report 2024
• World Economic Forum Future of Jobs Report 2025 via Coursera Blog
• Broadbean Skills Gaps to Close in 2025
• Reuters AI Skills Gap Report 2024