It is clear that companies are facing challenges when it comes to accessing skilled labour, as demonstrated by 28% of companies (see chart 1, right) citing this as a key obstacle to achieving their goals. As the number of skilled professionals available in the market decreases in the long term, recruitment efforts need to be supplemented with additional resources, while simultaneously highlighting the comprehensive package that the company can offer to candidates. In addition to salary, candidates are interested in factors such as work culture, flexible and remote working policies, and benefits packages.

This is closely related to the HR investement focus areas in companies (chart 2). Employee retention and the retention of key talent are primary concerns for companies in the long term. At the same time, due to the rapid pace of technological development and the need for process optimisation, upskilling is becoming increasingly important. Therefore, companies are placing greater emphasis on employee training and development. This also increases the likelihood of retaining key talent, as employees are more likely to stay at a company that can offer continuous development and career growth opportunities.

Only 8% of employers do not plan to hire new employees in 2024 (chart 3). Companies are primarily seeking candidates with mid-level seniority, as well as independent workers and specialists. While permanent positions are traditionally the most common, there is an increasing demand for temporary workers and contractors each year. These flexible solutions help employers to better manage their resources during economically volatile times, ultimately resulting in cost savings.