In Switzerland, 41% OF EMPLOYERS are having DIFFICULTY FILLING JOBS in 2015.

0%

15%

30%

45%

60%

2015201420132012201120102009200820072006

40% 41%

31% 30% 31%34% 34%

36% 38%35%

• An eight percent point increase since 2014

• Highest percentage since 2011

SWITZERLAND TOP 10 JOBS EMPLOYERS ARE HAVING DIFFICULTY FILLINGFor the sixth consecutive year, SKILLED TRADES vacancies are the hardest jobs to fill globally.

Skilled Trades

Management / Executive (Management/Corporate)

Sales Representatives

Accounting & Finance Staff

Secretaries, PAs & Office support staff

Engineers

Legal staff

Technicians

Supervisors

Project Managers

More than 2 in 5 employers are not pursuing any

strategies to address talent shortages

Less than 1 in 10 employer is adopting recruitment

strategies to utilize untapped talent pools

EMPLOYERS ARE NOT DOING ENOUGH TO ADDRESS TALENT SHORTAGES

Lack of technical competencies (hard skills)

50%

TOP 5 KEY REASONSFORDIFFICULTY FILLINGJOBS

Lack of available applicants/

no applicants

45%

Lack of soft skills

13%

Lack of experience

12%

Looking for higher salary

than is offered

7%

33%

41%37%

28%

46%

35%36%36%47%

48%

0%

15%

30%

45%

60%

2015201420132012201120102009200820072006

TALENT SHORTAGE INSWITZERLAND AND NEIGHBORING COUNTRIES % Employers experiencing difficulties filling jobs

29 %

46 %

39 %

28 %

41%

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Only 1 in 20 is appointing people who don’t have the skills currently, but who do have potential

to learn and grow

8% are redesigning current work procedures (such as sharing work

assignments between different employees or departments)

Only 1 in 10 is providing additional training and development

to existing staff

Evolution since 2014: = Increase = Decrease = Unchanged = New

Number of Respondents: 750Margin of error: +/- 3,6 %

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TALENT SHORTAGE SURVEYSWITZERLAND

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WHAT EMPLOYERS CAN DO

Promote your unique employer value proposition

to become a talent destination

Foster a learning culture and encourage employees

to own their careers

Design new people practices – the same

old recruitment practices won’t yield different results (e.g. redefine

qualifying criteria)

Adopt an agile mindset – explore untapped pools to source new talent (e.g. candidates

from further afield, youth, older

workers, women, military veterans)

SOLUTIONS

For more details on the 2015 Talent Shortage Survey visit: manpower.ch/talent