At the same time. 62% of employers continue to recruit positions:
37% are actively hiring due to staff turnover
25% are actively hiring due to business growth
The remaining 20% ​​had layoffs/stopp. business. and 7% had no change in headcount.
Expert shortage
The market as a whole can be asia mobile number list divid. into 4 segments. since each has its own demands and challenges. and in each of the segments there is a shortage of experts:
Blue collars (manufacturing. logistics. retail. etc.) – there is a shortage of both qualifi. and mass specialists.
Line specialists (science. m.icine. .ucation. energy. oil and gas).
. m.icine. trade. procurement and logistics
There is also a high demand how to interact with your followers on social media quickly and authentically? for top managers in the IT. energy and real estate sectors.
The growth in demand for management positions is due to the formation of serious requirements not only for hard skills. but also for soft skills. Consequently. managers are being replac. within companies and the requirements for them are changing .
Labor Market Forecast
According to HR Holding Ventra. the labor market has fallen into a demographic hole (approximately since the time of Covid).
There are several reasons for this. from demographics to the increas. involvement of staff in the delivery services sector during Covid. which is taking staff away from manufacturing plants.
Forecasts:
Expanding the boundaries sault data of the usual hiring range (up to 8 and over 45 years old)
Growth of the self-employ.
Migrants: Legislative restrictions could r.uce influx of people
The growth of industrial facilities and enterprises causes an increase in demand for labor
Demand for remote work is growing – the norm for white-collar workers: the response to such vacancies is many times higher than the response to vacancies without remote work
Employment of SVO participants – state benefits for employers
Human resource shortage is a common concern for businesses
Priority HR tasks
Overall. this is a focus on training and retention. on non-standard methods of selection:
Develop plans to hire workers (blue collar shortage).
Managing employee wellbeing and engagement in a changing environment.
Maintaining and increasing productivity through caring for employees.