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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.

 

dashboard home > engineering & maintenance

2024 in-demand skills dashboard

choose a skill cluster.

engineering & maintenance.

The broad skill cluster of engineering and maintenance has been evolving intensely, especially with the implementation of new technologies and the growing shift toward the green economy.

While roles in civil engineering, electrical engineering, and installation and maintenance have been affected by the job market normalizing after the hiring boom of the last few years, the decrease has been substantially lower than in the tech sector. As skills in this cluster are very transferable to the green space, demand is likely to increase in the coming years.

 

engineering & maintenance.

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

From applying science and math in the development of innovative solutions, to ensuring tools and machinery work as intended, the engineering and maintenance field is broad, encompassing a wide range of skills and responsibilities.

Innate core skills encompass problem-solving, communication and teamwork, and adaptability, while important sub-skills (learned skills) include operational efficiency, technical tools and expertise in their respective fields of engineering. Key motivations include opportunities to continually improve, solve problems and work with machinery, systems and structures.

core skills

  1. problem-solving and troubleshooting
  2. communication and teamwork
  3. ability to adapt to changing priorities
  4. curiosity
  5. analytical thinking
  6. spatial awareness
  7. creative thinking
  8. hands-on learning
  9. logic
  10. persistence and resilience
  11. collaboration
  12. interest in technology
  13. attention to details

sub-skills

  1. operational efficiency
  2. civil engineering
  3. technical tools
  4. electrical engineering
  5. mechanical engineering
  6. equipment maintenance
  7. facility maintenance
  8. safety and compliance

motivations

  1. passion for working with machinery, systems and structures
  2. continuous improvement
  3. problem-solving and innovation
  4. economic and efficiency goals
  5. sustainability and environmental concerns
  6. career advancement and financial incentives
  7. professional challenge and intellectual stimulation
  8. teamwork and collaboration
  9. impact on society and quality of life

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 engineering and maintenance 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. With a talent pool of 25.6 million, engineering and maintenance is the second-largest skill cluster studied. More than half of all talent are based in the U.S., followed by India and the United Kingdom.
  2. This skill cluster shows relatively quick growth, increasing by 1.2% in the last year, compared to the 0.8% average yearly growth of all clusters.
  3. Since engineering and maintenance talent are less mobile and are often required to be onsite, the talent pool is less accessible than other clusters. As a result, it’s common to relocate talent within the field, rather than fight talent scarcity in the local market.

skills demand

what it shows

Skills demand data indicates job postings that require engineering and maintenance 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. While demand for engineering and maintenance talent is the lowest of the skill clusters in the research, it’s still two times more difficult to hire individuals with these skills compared to standard hiring complexity.
  2. It is most challenging to hire relevant engineering and maintenance talent in Singapore, the U.K. and Brazil, while Norway, Malaysia and Mexico have the lowest hiring complexity out of the markets analyzed.
  3. The most frequently in-demand sub-skill is mechanical engineering. Operational efficiency is the most scarce skill, while safety and compliance and facilities maintenance are the least scarce.

compensation

what it shows

The data included in this graph shows the average salary brackets in U.S. dollars for engineering and maintenance skills 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. Given the wide variety of roles, compensation within the engineering and maintenance skill cluster is broad, though average compensation is the second-lowest of all the skill clusters.
  2. Engineering and maintenance talent earn the highest wages in Switzerland, the U.S. and Germany, while the lowest wages are paid in India, Argentina and Mexico.
  3. High-impact skills, like Lean manufacturing, Kaizen and design, receive higher compensation than others within the cluster.

remote & hybrid working

what it shows

Remote working data shows the percentage of job postings that offer candidates remote or hybrid work for engineering and maintenance 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. As most engineering and maintenance jobs have to be onsite, less than 12% of jobs are advertised as hybrid or remote. The jobs that are remote are mostly related to design or management.
  2. The markets most likely to offer remote engineering and maintenance work are Hungary, Czechia (widely known as Czech Republic) and Portugal, while Mexico, Canada and Singapore are the least likely.
  3. Talent in the engineering and maintenance cluster is least likely to pursue new careers, with fewer than 19% open to something new, compared to the average for all skill clusters of 33%.

gender diversity

what it shows

Gender diversity data shows the current balance of male to female employees currently working in roles that require engineering and maintenance 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 Engineering & Maintenance skills. You can view the data by both skill cluster and individual skills.

need to know

  1. The engineering and maintenance skill cluster has a large gender gap, being 27% female and 73% male (both self-identified).
  2. The markets with the highest share of self-identified female engineering and maintenance talent are Romania at 66% female, the Netherlands (43%) and Singapore (36%), while India (14%) and Hungary (11%) are the lowest.
  3. With male talent making up 77% to 82% of the newest talent across the large talent pools of the U.S., U.K. and India, there appears to be low interest among female talent in the engineering and maintenance career path.

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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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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