graph showing talent shortage over time

Shortage in the United States Over Time

46% of employers in the United States are facing challenges in filling jobs, which is consistent with the previous year's reported difficulty rate. Employers continue to struggle to fill open positions in the United States at some of the highest levels we've seen in the past decade.

Watch a video to find out more about the talent shortage in the United States.

Talent Shortage by Company Size

In the United States, large companies (250+ employees) have nearly twice as much difficulty filling roles as micro-firms (less than 10 employees).

Mid-sized organizations (50 to 249 employees) are feeling the pinch, too, with 49% struggling to attract the skills they need. Small employers (10 to 49 employees) are doing slightly better, with 44% reporting skills shortages.

Talent shortages by company size

Which Roles Are Most Difficult to Fill in the United States?

Technology is redefining, rather than replacing, in-demand roles. Skilled trades – electricians, welders, mechanics and more – as well as drivers, sales representatives, health care professionals and teachers are ranked some of the most difficult roles to fill.

1. Skilled Trades
2. Drivers
3. Sales Representatives
4. Health Care Professionals
5. Teachers
6. Office Support
7. Technicians
8. Management or Executive
9. Restaurants or Hotel Staff
10. Manufacturing

Top Drivers of Talent Shortage

Lack of applicants and experience as well as applicants expecting higher pay than what is offered are the top drivers of talent shortages in the United States. As companies go digital and roles transform, finding candidates with the right blend of technical skills and human strengths – such as communication, collaboration and problem solving – is more important than ever.

Top Drivers of the Talent Shortage
Color key
  •  Lack of applicants
  •  Lack of experience
  •  Applicants lack required hard skills
  •  Applicants lack required soft skills
  •  Applicants expect higher pay than offered
  •  Applicants expecting better benefits than offered
  •  An issue specific to my organization
  •  Other/don’t know

Leveraging the Talent Shortage Research

Winning in the digital age demands faster, more targeted approaches than ever before. To keep pace in today’s Skills Revolution, an effective talent strategy should be comprised of a blend of four key elements: build, buy, borrow and bridge.

Build
Build - invest in professional development

INVEST IN LEARNING AND DEVELOPMENT TO GROW YOUR TALENT PIPELINE

Buy
Buy - go to market to attract top talent

GO TO MARKET TO ATTRACT TALENT THAT CANNOT BE BUILT IN-HOUSE

Borrow
Borrow - cultivate professional communities

CULTIVATE COMMUNITIES OF TALENT OUTSIDE THE ORGANIZATION

Bridge
Bridge - help talent advance their careers

HELP PEOPLE MOVE ON AND MOVE UP TO NEW ROLES INSIDE OR OUTSIDE THE ORGANIZATION

What Does Success Look Like?

ManpowerGroup is a world leader in innovative workforce solutions. Every day, we connect more than 600,000 people to meaningful work across a wide range of skills and industries helping to power the success of clients around the world.

Successfully addressing talent shortages in the U.S.

Read how the ManpowerGroup family of brands — Manpower, Experis, Right Management and ManpowerGroup Solutions — has helped organizations in the United States and around the world address their toughest workforce challenges.

Let’s Discuss Your Talent
Shortage Challenges

Each organization should have a personalized approach to the talent shortages it faces. As workforce experts, ManpowerGroup finds work for millions of people every year, helping hundreds of thousands of companies attract, assess, develop and retain skilled workers.

Contact us to find out how we can help your organization find and retain the best talent in this digital age.

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