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enterprise talent advisory services.

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

 

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2024 in-demand skills dashboard

choose a skill cluster.

AI & automation.

As the use of artificial intelligence (AI) and automation continues to expand across all industries, the need for professionals with these skills has also grown rapidly. With demand constantly ramping up, it’s clear that this skill cluster has fully transitioned from a once niche market into a mainstream, highly sought-after one. Although the domain encompasses a wide and ever-growing array of AI and automation skills, high demand and low supply mean there remains a notable scarcity of specialized talent available to fill these roles.

 

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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.

take me to:

skills & motivations

skills demand

remote & hybrid working

skills supply

compensation

gender diversity

skills & motivations

The AI and automation field involves the creation of artificial intelligence and automation solutions, such as machine learning and robotics. Such roles include developing systems that perform tasks typically requiring human intellect and/or manual labor.

Innate core skills encompass problem solving, analytical thinking and mathematical aptitude, while important sub-skills (learned skills) include machine learning, AI frameworks and robotics. Key motivations include opportunities for technological innovation, career advancement and having an impact on society and business.

core skills

  1. complex problem solving
  2. logical and analytical thinking
  3. mathematical aptitude
  4. curiosity and inquisitiveness
  5. creativity and innovation
  6. attention to detail
  7. interest in technology
  8. persistence and determination
  9. spatial reasoning
  10. collaboration
  11. ethical awareness

sub-skills

  1. machine learning
  2. robotics
  3. AI frameworks and libraries
  4. natural language processing
  5. computer vision
  6. AI infrastructure and tools
  7. automation tools and platforms
  8. ethics and compliance

motivations

  1. technological innovation
  2. problem-solving and intellectual stimulation
  3. societal/industrial impact
  4. financial incentives
  5. career advancement
  6. research/academic engagement
  7. entrepreneurial prospects
  8. ethical considerations
  9. global collaboration
  10. continuous learning and skill development
  11. creative expression
  12. contribution to sustainability
  13. work-life balance

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

skills supply

what it shows

Skills supply data indicates the total number of individuals who have the skills required for AI and automation 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.

Use the chart to understand the availability of skills (“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”).

need to know

  1. The U.S., India and the U.K. have the largest pools of AI and automation talent, with the U.S. comprising more than one-third of the global talent pool.
  2. Czechia, Hungary and Argentina show the lowest availability of AI and automation talent.
  3. AI infrastructure is a particularly rare skill-set, represented by fewer than 50,000 specialists worldwide. Ethics and compliance skills are also in short supply among technical specialists in AI.

skills demand

what it shows

Skills demand data indicates job postings that require AI and automation skills 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.

See demand for each skill cluster by market, explore demand for sub-skills within each cluster or view the job vacancy rate (JVR) — defined as hiring complexity — to understand market competitiveness for these skills. The higher the JVR, the more competitive it is to recruit.

need to know

  1. Talent in the AI and automation skill cluster are five to eight times more challenging to find than the market average, with specializations like robotics up to 18 times scarcer.
  2. Given the novelty of the field, senior AI talent are in very high demand, with the job vacancy ratio (JVR) for such individuals 89% higher on average.
  3. Finding talent with relevant skills is easiest in India, Germany and Malaysia (mostly attributed to low demand), while Norway, Brazil and Germany offer the highest access to senior talent.

compensation

what it shows

The data included in this graph shows the average salary brackets in U.S. dollars for the AI and automation skill cluster in the 23 markets examined. Compensation data is mapped and analyzed from combined sources providing current pay data.

Select the markets of interest to understand what salary ranges are considered competitive and in which markets you should recruit to stay within budget.

need to know

  1. Switzerland, the U.S. and Australia offer the highest overall compensation levels for AI and automation skills.
  2. Argentina, India and Malaysia offer the lowest average compensation for such talent.
  3. AI infrastructure and tools and machine learning are the most expensive skills on an individual level. For average skills value, natural language processing, image processing/computer vision and deep learning can be up to 80% higher than the average compensation for this skill cluster.

remote & hybrid working

what it shows

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

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.

need to know

  1. While 26% of global AI and automation job postings are categorized as either remote or hybrid, 52% of talent prefer these working arrangements, leading to a significant discrepancy.
  2. Approximately 40% of talent in this skill cluster are open to a career change, the second-highest percentage among all skill clusters — likely fueled by the recent boom in this sector.
  3. More than 17% of talent prefer contract work or self-employment, with Canada, the U.K. and Australia having the highest average percentages of contractors.

gender diversity

what it shows

Gender diversity data shows 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 21% 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:

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.

webinar: reframe your enterprise talent blueprint.

March 16, 2023 | 10 a.m. EST | 3 p.m. CET

Join Cisco and The Josh Bersin Company to explore the 2023 Talent Trends findings and learn how your talent strategy can drive a sustainable, supercharged 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.

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

 

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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
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