The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps

The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps

Our latest research reveals, nine in 10 HR leaders believe that up to 50% of their workforce will need new skills to perform their jobs in the next 5 years. Yet, only 7% say they are actively investing in reskilling programs, and 45% admit to having no plans to undertake a workforce transformation initiative to prepare for the changing skills landscape.

PeopleScout partnered with skills-based workforce management company Spotted Zebra to survey over 100 senior Human Resources and Talent Acquisition leaders from organizations around the global and 2,000+ employees globally to compare perspectives on workforce skills. The resulting research report, The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps, provides a detailed picture of the current skills landscape and the disconnects between the perspectives of employees and businesses.

Download our free report for the latest research exploring:

  • The current state of skills in the global workforce and outlook for the future
  • How HR leaders are preparing for the impending skills crisis
  • How employees expect their skills will need to adapt to new technology or automation.

Plus, you’ll get a roadmap of actionable steps to help your organization become more skills-centric.

Green Jobs, Green Skills: Hiring for a Renewable Future 

The future of work is green. According to the United Nations, the global economy is undergoing a “greening,” as industries like energy, transportation and construction adopt more sustainable practices. That process could create 24 million more jobs globally by 2030, putting workers with green skills in high demand.  

However, supply has not kept up, even as the need for green skills spills into other industries like economics and finance, security, market and geopolitical analysis, communications, social sciences, and legal.  

In this article, we’ll explore the drivers for green jobs and the need for green skills, which green skills are in the highest demand and how employers can find and hire top green talent.  

What are Green Jobs? 

So, what qualifies as a “green job?” According to the International Labor Organization, “Green jobs reduce the consumption of energy and raw materials, limit greenhouse gas emissions, minimize waste and pollution, protect and restore ecosystems, and enable enterprises and communities to adapt to climate change.” 

Demand for green skills is outpacing the supply. According to LinkedIn’s Global Green Skills Report, between 2022 and 2023, job postings requiring at least one green skill rose 22.4% while the share of green talent in the workforce only grew 12.3%. 

hiring for green jobs is growing fast

What’s causing the shift? According to the World Economic Forum, many countries are working to achieve net zero by 2050. This means that both governments and businesses are driving the green transition.  

green job growth

So far, the majority of green job growth has come in some of the highest polluting industries, such as energy and transportation, and in some of the countries that produce the most greenhouse gases.  

The U.S., Germany and India, countries that emit some of the highest amounts of greenhouse gasses, are leading the way in green jobs. According to the World Economic Forum, Germany is adopting more green skills in the manufacturing industry, and the U.S. and India are outpacing other countries in both oil and gas and mining.   


For every 100 workers who leave the renewable energy sector, 120 join. (LinkedIn) 



There were 10 times the number of green jobs in the U.S. compared to the fossil fuel industry by 2019. (Source) 



There are now 16.5 million electric vehicles on the road. (LinkedIn)
(Source: LinkedIn, Global Citizen, LinkedIn)

But the need for green jobs goes beyond installing solar panels and building electric vehicles. According to LinkedIn, one of the most important sectors in sustainability is finance, and it is lagging behind. In the fight against climate change, huge investments will need to be made in things like wind farms and electric vehicle charging stations, and financial professionals will be in the spotlight. Despite that, only 6.8% of finance workers globally have green skills. However, there are signs of change. Between 2021 and 2022, the percentage of green jobs in finance grew 17%. 

With increasing competition for green talent, employers need to have an in-depth understanding of the most in-demand green skills and how to attract, hire and train top talent.  

What are Green Skills?  

It is easy to mistakenly associate certain green skills to specific industries. Unlike the ability to set a broken bone, which will qualify a worker for a job in healthcare but isn’t relevant if they’re applying for a role with a law firm, green skills are different.  Think of green skills more like tech and digital skills in their ability to be applied across a wide range of industries. For example, carbon accounting, or estimating the carbon footprint of different organizations, can play an important role in a variety of industries, from consulting to waste management.  While there might be a concentration of workers with green skills in green industries, those skills are in demand across the global economy.  

According to LinkedIn, the fastest growing green skill in the EU is climate action planning. A climate action plan is “a framework document for measuring, tracking and reducing greenhouse gas emissions, and adopting climate adaptation measures.”  

Climate action plans exist for a variety of organizations. For example, they exist at the government level, including for U.S. states, for international organizations like the World Bank, Fortune 500 companies and more. This means employers are competing for candidates across industries.  

There are many green skills that are required for jobs in industries not considered green. For example, according to LinkedIn, a knowledge of energy efficiency could be necessary for roles like a plumbing engineer, utilities manager, vice president of facilities or HVAC specialist.   

So, what are the most in demand green skills? It depends on where you are. In the U.S., carbon accounting, drinking water quality and energy engineering are seeing some of the fastest growth. While in the EU, sustainability education and carbon emissions round out the top three after climate action planning.  

fastest growing green skills in the eurpean union
fastest growing green skills in the u.s.

How to Hire for Green Skills  

To meet their own hiring and sustainability goals, employers need to understand where to find candidates with in-demand green skills, how to attract them and how to train green-adjacent workers to help fill skills gaps. Here, we cover three options for employers struggling to fill green roles.  

1. Skills-Based Hiring  

Skills-based hiring sounds simple—hiring people based on skills rather than previous job titles. However, according to SHRM, it requires a commitment to change. Traditionally, many jobs list requirements like specific degrees or years of experience that are used to determine if candidates are ready to take on a role.  

According to one survey, more than 80% of employers believe they should prioritize skills over degrees. Yet, 52% are still hiring from degree programs because it’s considered a less risky choice. This means that especially in entry- and mid-level roles, candidates with the right skills could be overlooked for failing to meet these specific requirements.  

Research shows that adopting a skills-based hiring strategy can yield significant improvements to an organization’s talent acquisition program—increasing quality of hire, expanding the talent pool, increasing diversity and improving employee retention.  

Transitioning to a skills-based hiring process requires a culture change, a transformation in thinking from the top down—from senior leadership to hiring managers—andupdates to many aspects of the recruitment process.  

One of the most important steps is updating the screening or assessment process. Rather than eliminating candidates who lack certain degrees or years of experience, develop criteria and assessments that objectively measure the skills necessary for the job. Then, screen candidates in rather than screening them out. An RPO provider with talent advisory capabilities can assist organizations moving to a skills-based screening and assessment strategy. 

2. Green Adjacent Skills and Gateway Jobs 

Additionally, employers can build gateway jobs and look for candidates with green adjacent skills.  

Gateway jobs are roles that can serve as steppingstones and give workers the opportunity to gain the green skills they’ll need for a green career. According to the LinkedIn report, one example of a gateway job is in supply chain management. As the industry looks to reduce its carbon emissions, workers are developing the green skills to do the job, even though they may not have had them when they were hired. In fact, 41% of workers who move into gateway jobs have no prior green experience.  

An effective strategy for hiring candidates for these gateway roles is looking for green adjacent skills. These are skills that don’t necessarily fall under the green umbrella but would give the candidate the ability to do many functions related to the role. For example, candidates with STEM and digital skills can go a long way toward helping an organization reach its sustainability goals. Also, experience in industries currently undergoing a green transformation, like utilities, mining, transportation and agriculture can be applied to green jobs.  

How much more (or less) likely are workers who move into green and sustainability-related jobs to have certain skills?

To find these candidates, employers need a robust souring strategy to identify those with adjacent skills. The right technology solution can identify both active and passive candidates with specific skills, expanding the talent pipeline and predicting factors such as cultural fit, willingness to change companies and future tenure potential. 

3. Reskilling and Upskilling  

When hiring candidates with adjacent skills, employers must implement reskilling and upskilling programs to fill the skills gap.  

According to the World Economic Forum, nearly half of young workers believe they don’t have the right skillset to guarantee them an adequate job over the next decade. On top of that, sustainability transformations happen quickly, and without ongoing training, older workers could be left behind. The good news is that according to PwC, 77% of employees are ready to learn new skills or completely retrain in response to new technologies in the workplace.  

Reskilling and upskilling can happen at a few different levels, from government programs to higher education and private employers. However, organizations shouldn’t just rely on external programs. By building effective reskilling programs, businesses invest in services tailored to developing their own workforce while also assisting the global need for more sustainable work.  

A Renewable Future 

Setting up a green, sustainable future is everyone’s responsibility. As the demand for green skills increases, employers need effective solutions for finding, hiring and training top green talent. RPO providers, especially those with talent advisory services, can be a valuable resource for talent leaders looking to revamp their recruiting programs for a renewable future.  

For more insights on green skills in the energy sector, download our ebook, The Recruitment Handbook for Energy and Utilities.

Manufacturing Recruiters: Retooling Industrial Recruiting for the Modern Age

For many industrial and manufacturing recruiters, navigating the skills gap remains a persistent challenge. A study conducted by Deloitte and the Manufacturing Institute revealed that the manufacturing skills gap may leave an estimated 2.4 million positions unfilled between 2018 and 2028, the result of which may cause 2.5 trillion dollars in lost revenue.

Those numbers represent missing out on major contracts for manufacturers without the skilled talent to fulfill them. They mean extending or missing deadlines with longtime clients. They are the difference between expanding into new markets or experiencing stagnation.

In the past, as long as a candidate possessed a strong work ethic and commitment to getting the job done, few other skills were required. However, over the years, manufacturing has become more complex and depends on sharp minds and an agile mix of technical skills.

Whether your organization is planning to grow its operation, preparing for retirements in your workforce or upskilling in response to automation and productivity improvements, closing the skills gap relies on finding the right talent.

In this article, we will cover how manufacturing recruiters can better find the right talent to create a workforce with the right mix of competencies and skills for success in the modern industrial workforce.  

Dissecting the Manufacturing Talent Landscape and Recruiting Challenges

Manufacturing has experienced an ebb and flow in job loss and growth over the past few decades. However, industrial activity monitored by the ISM manufacturing index hit a six-year high in August 2017, indicating a growing trend in overall manufacturing output. What’s more, according to the Bureau of Labor Statistics (BLS), manufacturing output in the first quarter of 2017 was 80% higher than its level 30 years ago.

The increases in productivity in manufacturing is in part thanks to technological advances and improvements made in industrial production. To keep pace with technology-driven innovations, manufacturing organizations require a more technically skilled workforce.

Before optimizing your manufacturing recruitment strategy, it is crucial to understand the challenges that the manufacturing industry faces with reputation, the generational workforce divide and the changing nature of skilled work.

The Manufacturing Industry Has a Reputation Problem

A Kronos survey found that only 37% of those surveyed would encourage their children to pursue a career in the manufacturing industry. The survey also found that less than a quarter of respondents know that the manufacturing industry offers well-paying jobs.

To attract the next generation of manufacturing talent, you must address this perception and the bias many younger skilled workers may have regarding the industry. While campaigns to such as “Manufacturing Day” are helping improve the industry’s image, manufacturing recruiters must also be proactive in their efforts to communicate the new and exciting opportunities their organizations can provide to candidates.

The Retiring Manufacturing Workforce

The mass departure of the Baby Boomer generation continues to impact organizations across all industries. The Pew Research Center estimated that 10,000 baby boomers will retire every day for the next 19 years.

The results of this are being felt throughout the manufacturing industry – and is only predicted to get worse. When Deloitte calculated the impact of retiring Baby Boomers on the manufacturing industry, they estimated that approximately 2.7 million workers would retire from manufacturing between 2015 and 2025 – a figure that represents 22% of the manufacturing workforce.

Recruiting Engineers: The Changing Nature of Work Requires New Skill Sets

Recruiting Engineers

Automated processes like computer-aided design, 3D printing, robotics and computer numerical control (CNC) machining have replaced much of the manual workforce in manufacturing. Consequently, today’s manufacturers need talent with technical skills who are confident decision-makers, critical thinkers and quick learners.

Given today’s tight candidate market and widening skills gaps, finding candidates with the right mix of experience and technical skills within the manufacturing industry proves to be a consistent challenge. Organizations now have to carefully prioritize the “must-have” skills while hiring talent to fill these roles and consider which additional skills can be taught on the job.

What’s more, the specialization of manufacturing roles requires employers to be well-versed in technical and engineering recruitment to hire the talent needed for product design and production. RPO providers with experienced teams of technical and engineering recruiters can help supplement internal manufacturing talent acquisition teams by sourcing candidates with experience in product design, robotics, assembly engineering, automation, machine programming and control engineers. 

What is a Technical Recruiter?: The Benefits of Technical Recruiters in Manufacturing

Technical recruiters specialize in sourcing candidates for technical roles in the technology and engineering fields. While traditional recruiters and technical recruiters share similar responsibilities, there are additional benefits when engaging a technical recruiter:

  • Identifying the right experience and skills: An expert technical recruiter can identify work experiences that are transferable between industries, ultimately, increasing the odds that candidates will be successful in the new role.
  • Greater pool of talent: Technical recruiters have large networks of candidates they can reach out to since they are constantly communicating with individuals who are open to work. This means they already have access to top engineering, manufacturing and technical talent.
  • Understanding industry terminology: Technical fields such as engineering, robotics and automation are often jargon-heavy. So, the ability to understand and use the correct vocabulary is essential. Technical recruiters speak the language of candidates and can clearly communicate skills and requirements. They can also answer and ask in-depth questions.

Lack of Traditional Manufacturing Talent

While there are many new skills sets needed in manufacturing that require recruiting engineers and technical talent, there is still a need for traditional skills. However, just like technical roles, finding candidates to fill traditional manufacturing occupations is challenging.

According to the BLS, an additional 44,000 machine operator roles will be needed by 2026. Current trends indicate this number will be a hard order to fill for manufacturers. If left unchecked, manufacturers are facing a talent crisis that could leave up to 2 million roles vacant.

Retooling Your Manufacturing Recruitment Strategy

The time and resource investment needed for manufacturing recruiters to source, interview and hire the right talent is considerable. On average, it takes 94 days to recruit employees in the engineering and research fields and 70 days to recruit skilled production workers for manufacturing positions.

Manufacturing Recruiters

To improve manufacturing recruiting outcomes, organizations should stop reacting to talent shortages with a single-minded focus on specific skill sets or certifications, and take a big-picture, strategic approach to recruitment.

In this section, we will outline how to analyze weak points in your manufacturing recruitment processes, help you refine your approach to fill your most urgent talent needs with top talent and how to get this talent interested in your organization.

Rethink Job Descriptions

It can be easy to provide a laundry list of skills, experience and “musts haves” when writing a job description. However, this practice can scare top talent away from applying to positions within your organization, even if they are qualified.

Candidates who might be a perfect fit for a role may self-select out of the application process because they do not meet every single qualification. Worse, candidates who are not qualified end up applying because they recognize one or two items on the list and think, “Sure, I can do that.”

Instead of making a long list of qualifications, describe what the candidate’s onsite responsibilities will be like should they be hired for the role. Not only will you attract better candidates from the start, but you will also stand a higher chance of retaining employees because they understand what they signed on for.

Along with describing responsibilities, also be honest about working conditions in job descriptions. You will need to describe those conditions accurately to clarify any misconceptions and adequately prepare your candidates for their potential work environment.

Manufacturing Recruitment Ideas: Master Employer Branding

Manufacturing Recruitment

Top candidates want to work for dynamic, growing organizations. If you are trying to recruit talent from outside the manufacturing industry, these candidates need to believe that they will have autonomy and opportunities to ascend the ranks of your organization. Your team of manufacturing recruiters and your HR department should work together to create a plan to communicate your organization’s employer value proposition to candidates.

When engaging candidates, your recruiters should act as “culture carriers” and highlight what makes your organization an employer of choice. When pitching top talent, your manufacturing recruiters should research what will get candidates excited about your organization, whether it is your unique company culture, the opportunity for driving change or the potential to build a lasting and rewarding career.

Also, make sure to highlight the benefits of working at your organization. Do you currently offer insurance, profit sharing or a retirement plan? Are there discounts on the goods you produce for employees and their families? The extras you provide will help differentiate your organization and make it more appealing to candidates.

Manufacturing recruitment ideas to improve your employer brand include:

  • Promote onboarding and training: Your organization should put considerable thought into promoting your onboarding, training and continuing education programs (e.g., mentorships). Promoting your commitment to your employee’s early success, you can bolster a candidate’s confidence in applying to your organization. 
  • Tailor your manufacturing recruitment to target recently displaced workers: Unfortunately, many manufacturing workers were displaced during the COVID-19 pandemic. To attract these candidates, market benefits like increased job stability, new PTO policies, wage increases and improved workplace flexibility.
  • Communication is key: Provide consistent and regular feedback to candidates and encourage them to engage with your organization during the application process. Recruiting automation technology can help send texts and emails to candidates to keep them in the loop during each stage of the manufacturing recruitment process.

Work with Local Academic Institutions 

Most universities, community colleges and technical schools have a wide range of programs and courses in manufacturing processes, fabrication, welding, automation and machining. So it makes sense to target students at these institutions as part of your manufacturing recruiting program.

Create a list of local schools your manufacturing recruiters should reach out to and have them contact campus career centers at each school. Once they have established contact, ask them to inquire about chances to share internships and employment opportunities with students. It is important to establish a relationship with the career centers at your target schools, as each school has specific guidelines, events and timelines associated with its recruiting process.

Once on campus, it is important to establish a strong employer brand presence. Partnering with marketing can be invaluable in this instance, as a company’s marketing team can create materials that specifically appeal to the campus audience.

Invest in Building a Superior Candidate Experience

Identifying roadblocks and issues that can make it difficult for candidates to move through in your current hiring process is important in creating a better candidate experience. A lengthy hiring process or unrealistic job offers could be causing your organization to miss out on top prospects.

Your recruiting teams should ask for feedback about your hiring process from current employees and even candidates who turned down your offer. This can bring you insights from candidates who pass on your job offers and determine whether these roadblocks are culturally entrenched or can be changed.

For example, do candidates frequently complain about a lengthy interview process? If so, there may be a way to streamline the interviews to accelerate the decision-making timetable, such as video interviews.

Building a better candidate experience begins and ends with your manufacturing recruiters communicating expectations upfront with candidates, so they know exactly how long the process will take, how they should prepare and what each step of the process entails.


Organizations willing to rethink their manufacturing recruitment strategy now will gain a critical first-mover advantage. Rather than fighting for talent with antiquated tools and tactics, they will be leading the charge forward. If you establish a reputation for being an employer of choice in the manufacturing industry, top talent will seek you out, and be excited to be part of your dynamic, innovative organization.