randstad enterprise

enterprise talent advisory services.

Randstad Enterprise Talent Advisory provides an independent, outside-in review and analysis to find your talent edge.

 

dashboard home

2024 in-demand skills dashboard

choose a skill cluster.

explore today’s top 9 global in-demand skills.

With a decreasing global working population, ongoing skills gaps for specialized digital skills, increasing attrition and mismatched expectations, talent scarcity is only getting more complex. That’s why so many talent leaders are driving the transformation to become skills-based organizations that recognize the importance of human potential, not just experience.

Randstad Enterprise’s latest Global In-demand Skills research analyzes today’s top 9 in-demand skills for enterprises across 6 different dimensions and 23 markets globally to help you understand today’s labor market complexity, skills availability and the true potential of people.

 

ids-home

what is enterprise talent advisory?

With 80% of CEOs believing talent strategy can impact business performance, talent has never been more critical for organizations. People are the reason any organization succeeds. Individuals alone contribute, but real progress happens when people connect, relate, create and express themselves in sync with business imperatives.

From understanding present and future skills, to anticipating people's AI-driven changing behaviors, to creating a long-term yet agile talent ecosystem, your people strategy is your business edge. This is the motivation to progress, to never stand still. We call this your talent edge.

individual skills summary

need to know

The data shown here represents information from millions of talent profiles, CVs and job advertisements across 23 markets. This chart provides a combined view of almost 130 million candidates and more than 5 million jobs, aligning with the top 9 in-demand skill clusters.

All skill clusters have been broken down into more than 70 (total) unique combinations of skills, representing specific competencies further matched toward each cluster. The interactive visualization here represents the job vacancy rate (x-axis) and demand (y-axis) of skills. Hover over individual skills to see details on talent supply.

You can view the data by skill cluster and geographic market, and can filter across three dimensions: availability of sub-skills, talent with recent job search activity and the share of talent by preferred employment contract type (permanent or contract).

view the skill cluster dashboards

AI & automation

audit & compliance

cloud computing

customer service

data sciences & analytics

engineering & maintenance

finance & accounting

marketing, content & advertising

software project management & leadership

[webinar] dive deeper into the research with the experts.

Februray 15, 2024

Join this interactive session on Februray 15, where Talent Intelligence experts, Joost Heins and Matt Gorecki, will share extensive insights on the latest global in-demand skills research. Ask your questions about this year’s 9 major high-demand skill clusters, and learn more about the innate core skills, learned sub-skills and key motivations essential to success in those roles.

 

get the global in-demand skills research highlights.

our methodology

The Randstad Enterprise Intelligence team utilized a number of data sources across 23 different markets to compile the list of in-demand skill clusters for this year's Global In-demand Skills research. This involved sourcing millions of job postings and worker profiles to obtain important data on supply and demand, remote working trends, gender diversity, compensation and other factors. We examined key skills that drive the majority of all global enterprise job demand, leading to the creation of our top 9 skill clusters.

Data sources vary based on those that are most representative for each market and include verified information (such as census data) and granular data (such as skill level, job advertisement databases, professional networking sites, social media, vertical networks and more). The research and analysis were conducted in the third and fourth quarters of 2023. Additional desk research involved various news and informational sources to provide context and insights relevant to each skill cluster.

how we define the in-demand skills

Each of the top 9 skill clusters are major skill categories that represent a combination of collective hard skills and competencies that are in high demand for each. The composition of skills relevant for each cluster is based on the human potential model.

Sub-skills are akin to “learned skills” for each in-demand skill cluster and have also been analyzed on an individual level. This data is not additive (individuals have different skill compositions, that might often crossover) and, contrary to skill cluster data, does not show the total availability of talent, but rather accessibility of competencies.

data representing 23 markets

the Americas

Argentina, Brazil, Canada, Mexico, U.S.

Asia-Pacific

Australia, India, Malaysia, Singapore

Europe

Czechia, France, Germany, Hungary, Italy, the Netherlands, Norway, Poland, Portugal, Romania, Spain, Sweden, Switzerland, U.K.

talent acquisition excellence

Understand opportunities and create a business case for evolving TA through an in-depth review of people, data, processes and technology across all functional areas and business units.

services include:

    • maturity matrices
    • user experience ratings
    • competitor benchmarks
    • solution plans
    • business case development
    • RFP management

talent strategy blueprint

Build an actionable and sustainable talent strategy blueprint that aligns to business strategy and creates opportunities for accelerated organizational performance.

services include:

    • actionable talent strategy
    • governance frameworks
    • measures for success
    • executive business cases
    • talent and market intelligence

future of work

Lead and influence a partnership to develop and redesign how your organization conducts work. Bring the future closer to today, designed for humanity.

services include:

    • scalable models of work that differentiate
    • talent-centric work that drives performance
    • cross-organizational and skill pods for disruptive thinking

explore 6 different dimensions

On each in-demand skill cluster page, you will find data on six different dimensions. Click to learn more about what each dimension represents.

This section provides a breakdown of the core skills (innate), sub-skills (learned) and motivations/aspirations for each skill cluster. Core skills and motivations/aspirations combined are commonly defined as “soft skills” in the market. The importance for each individual core skill and aspiration is based on the human potential model. 

Through natural language analysis, we identify the frequency of occurrence for non-hard skills across different regions, providing insight into the general potential of each market. You can use this data to understand the general complexity of hiring based on how often skills reflected in the general population represent demand for each individual market. Additional dimensions include an analysis of job advertisements in the context of core skills required by employers.

Skills supply data indicates the total number of individuals who have the noted skills required for each of the in-demand skill clusters in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

The in-demand skills dashboard represents the number of individuals who, based on predefined skills, claim to have such a skill in their profile/CV/social page. You can use these insights to understand the availability of skills in each of the 23 markets researched (“supply map”), availability of sub-skills (“skill type”), talent with recent job search activity (“active talent”), as well as the share of talent who prefer permanent or contract work (“preferred employment type”).

Skills demand data indicates job postings that require noted skills for each of the in-demand skill clusters in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

The in-demand skills dashboard represents the total number of job adverts related to the skill clusters, and allows you to see demand for each skill cluster by market. You can also explore demand for sub-skills within each cluster, and the job vacancy ratio (JVR) — defined as hiring complexity (with a base hiring complexity of 1% for each category) — to understand market competitiveness for these skills. The higher the JVR percentage, the more complex and competitive the market is.

The data included in this graph shows the average salary brackets in U.S. dollars for each of the in-demand skill clusters in the 23 markets examined. Compensation data is mapped and analyzed from combined sources providing current pay data. Given that each skill cluster contains various seniority levels, multiple job roles, and a wide variety of skills, it serves as an indicator of the relative expense of each skill cluster across multiple geographic markets.

The in-demand skills dashboard allows you to explore what salary ranges are considered competitive in different markets to help you stay competitive and within budget when recruiting for high-demand skills.

Remote working data shows the percentage of job postings that offer candidates remote or hybrid work (noted as “demand”), as well as talent working preferences (noted as “supply”) for each of the in-demand skill clusters in each of the 23 markets researched.

These findings are inclusive of job descriptions that use relevant remote/hybrid working keywords and are sourced from job advertisement databases, professional networking platforms and job boards. It is estimated that the actual share of remote/hybrid working opportunities is higher than advertised online. You can view the data by both skill cluster and individual skills.

Gender diversity data shows the current balance of male to female employees currently working in roles that require each of the in-demand skill clusters in each of the 23 markets researched. Findings are based on self-identified, normalized data from talent supply sources.

The in-demand skills dashboard can help you understand in which markets you are more likely to engage female talent for particular skills. You can view the data by both skill cluster and individual skills.

what it shows

Gender diversity data show the current balance of male to female employees currently working in roles that require AI and automation skills in each of the 23 markets researched. Findings are based on self-identified, normalized data from talent supply sources.

Use the chart to understand in which markets you are more likely to engage female talent for AI and automation skills. You can view the data by both skill cluster and individual skills.

need to know

  1. The AI and automation skill cluster has one of the lowest female-to-male talent ratios, with women comprising just 20.8% of the overall talent pool.
  2. India and Australia show the highest gender diversity, where women represent about 44% of new talent entering the market.
  3. Singapore, Czechia and Hungary have the highest percentages of female workers in the skill cluster, while Argentina, Brazil and Mexico have the lowest.

supply

Focusing on four key pillars — talent intelligence; talent experience; diversity, equity and inclusion (DEI); and digital strategy — Randstad Enterprise Talent Advisory audits, reviews and optimizes your talent strategies to ignite the power of your workforce and deliver on business objectives in any market condition. We help you decode the future, today.

Whether you’re seeking a complete review of your current talent infrastructure, want to build a more agile workforce, or are hoping to change the fundamental design of work at your organization for tomorrow, we use a talent-centric lens to ensure your people strategies and business goals align.

We know how to do it because we are you. Our talent advisory leaders have globally designed, built and pioneered the talent industry: from the first potential assessment to the first Relationship Value Proposition to data-driven offshoring decisions; we have designed the future of work in our everyday working life.

you get access to:

recommendations

  1. Broaden your recruitment efforts to encompass multiple geographies. Targeting less competitive markets for AI & Automation talent can expedite the hiring process, alleviate the pressure of intense competition and result in cost savings.
  2. Focus on long-term strategies for upskilling and reskilling talent, aligning these programs with the core skills and motivations for AI & Automation. This can help ensure your workforce is not only proficient but also engaged and aligned with organizational goals.
  3. Foster partnerships with universities and certification boards to create robust internship programs. This can facilitate a pipeline of fresh talent equipped with the latest skills and knowledge, directly contributing to the innovation and growth of your organization.
  4. As flexibility is a major driver today, especially for AI & Automation talent, offer remote work options where feasible. In scenarios where remote work isn’t an option, enhance your relocation assistance programs, which will be helpful for specialized fields like AI Infrastructure and Robotics for which the talent pool is especially scarce.
  5. Support diverse talent entering the market and pursuing careers in AI & Automation. Such individuals have a unique opportunity to develop within a global labor market presenting equal opportunities to achieve success in these highly sought-after roles.

your talent advisory choices.

To help you find your talent edge and see the possibilities in your people, Randstad Enterprise Talent Advisory consulting services offer an independent, outside-in review and analysis of your talent acquisition and retention strategies. With access to global data, decades of experience, a tech-agnostic and multidisciplinary approach, and our own reality-based methodologies, we can help you renew talent acquisition, build your talent strategy blueprint and co-design your future of work.

the benefits.

According to our 2023 Talent Trends research, 80% of human capital leaders around the globe say the goal of their talent strategy is to have a measurable impact on business performance. But so many hurdles stand in the way of that important goal: from economic conditions and uncertainty, to skills gaps and rising talent expectations. Inefficient processes hinder progress, while great opportunities are left on the table and good intentions are left unrealized.

Randstad Enterprise Talent Advisory uses an independent lens to help you:

 

Over the years, your organization has built talent processes and technologies based on changing priorities. Maybe solutions were implemented or processes were established that just don’t make sense for your business anymore. Maybe your technologies don’t talk to each other in ways that you need today. 

Whether you’re a current Randstad client, or working with other talent partners, we provide a fresh, unbiased review and analysis that helps your business see past its familiarity and comfort zones to build talent strategies that deliver the results you need. 

Even if you’re facing shrinking budgets, it’s critical to keep people at the center of your strategies. In fact, according to Forrester Research, talent-centric organizations are expected to generate 32% more revenue than others over a five-year period. Our Enterprise Talent Advisory team can help you enhance the talent experience, from sourcing to offboarding.

Want to boost quality of hire, shortening time to hire or simply find new efficiencies? We will help you identify barriers within your talent acquisition and talent mobility processes, and develop clear plans to improve outcomes.

Don’t let outside factors like talent scarcity and economic conditions stand in the way of your talent and business goals. Building an agile and adaptable workforce means being able to scale as needed, shift and redeploy resources throughout the organization, and create skills abundance for your organization. Randstad Enterprise Talent Advisory will help you figure out how.

How can you inspire your people to do their best work daily? What are the factors that drive productivity at your organization? How can you create the most equitable workplace for your diverse workforce? And how will you make it all sustainable long term? We’ll help you answer these questions to support your workforce of tomorrow.

our latest insights

 

 

what to do in a downturn economy: 4 workforce strategies to thrive.
read more

what to do in a downturn economy: 4 workforce strategies to thrive.

Economic uncertainty lies ahead, and talent leaders are faced with a unique challenge: how can you balance today’s demands while delivering value long-term. Get 4 workforce strategies that are a must in today’s complex environment.

 

randstad_enterprise_dyslexic_thinkers
read more

dyslexic thinkers: recruiting the unique talent your company needs.

What skills will your organization need in the next 5 years? Find out why Dyslexic Thinkers are your competitive advantage, and how to recruit and support them.

 

enterprise site - cards for insights
read more

Cisco drives business transformation by focusing on the total talent life cycle.

Even as Cisco rebalances its workforce, the company is constantly reinforcing its touch points along the enterprise talent life cycle to ensure it delivers a great people experience. Read their story to learn more.

 

want more in-demand skills intelligence for your organization?

create a business advantage from market uncertainty.

As hiring slows, and talent leaders catch their breath, they’re focused on the ways they can drive transformational change for their organizations through their talent strategies.

How will you put value creation back at the top of your priority list to create a business advantage?

 

deliver a meaningful, mission-driven work experience.

Employers know just how important diversity, equity, inclusion and sustainability are to building workplaces that people are proud of.

But are they taking the right actions to deliver meaningful work experiences? See trend 8 for details.

 

sector report: life sciences & pharma.

84% of life sciences and pharma talent leaders say their goal is to have a measurable impact on business performance — up from 63% in 2022. Get the data and insights you need to create value along the enterprise talent life cycle and compete for the people who give your company a competitive edge.

 

about the 2023 talent trends research.

Now in its eighth year, our Talent Trends research has provided insights that human capital leaders need to drive business agility and results with their talent strategies. The 2023 Talent Trends research is a survey of more than 900 C-suite and human capital leaders at global and regional organizations, across 18 markets around the globe.

It is designed to help our clients and the broader business community understand the top HR and talent acquisition trends for 2023, and this year, to help employers look beyond the challenges of today’s environment to create a strong, sustainable and supercharged future of work.

Conducted by a third party on behalf of Randstad Enterprise, survey panels are composed of business leaders who influence both strategic and operational decisions for their organizations. Online surveys were conducted via external panels during Q4 of 2022.

> visit the Talent Trends archive
Randstad Randstad Sourceright Randstad Risesmart

terms & conditions  | privacy statement  |  accessibility  |  misconduct reporting  |  cookies 

Randstad Enterprise, Diemermere 25, Diemen, 1112TC Amsterdam, Netherlands

 

© 2024 Randstad Enterprise