individually, the percentage of employers who report talent shortages impact business outcomes at
a high level climbed from 13% in 2012 to 19% in 2013, while those who identify a medium impact
climbed from 29% in 2012 to 35% in 2013.
Why the change? Clearly, last year employers were still measuring the lay of the land, placing many
hiring decisions on hold until business again settled into familiar patterns. However, business hasn’t
resumed a familiar pattern, and employers waiting for it to do so will likely wait in vain.
In fact, the increasing number of employers reporting a high or medium impact might be viewed as
an encouraging sign. The uptick indicates more employers recognize the need for access to top
talent; in an uncertain business environment the right skills are essential to leveraging opportunities
once they appear. The survey results indicate fewer employers are resigned to await the return of
business as usual.
This year we also asked employers to identify other impacts they associated with their organizations’
inability to fill key roles. Nearly four out of ten respondents associated talent shortages with reduced
competitiveness and productivity. One out of four respondents actually blamed the inability to fill
positions with increased employee turnover.
The results of our research also indicate that a growing number of employers acknowledge the peril
of conducting business when forward-looking talent management strategies are put on hold. As a
result, nearly eight out of ten employers surveyed tell us they are taking steps to grow the talent pool
and ensure access to the right skills that will help drive business results. Yet more than one out of
five employers report that they are currently doing nothing to remedy the skills gaps, indicating that
they may not understand how the talent shortage is putting their business at risk or they simply don’t
know how to effectively solve the issue.
Highlights