Eight out of ten companies in the south of Spain (Andalusia, Extremadura and the Canary Islands) claim to have difficulties in finding the professionals they need, which represents an increase of 7 percentage points compared to 2022; the highest growth in Spain as a whole. Despite the increase, it is at the national average (80%), at historic highs for the second consecutive year, according to data from ManpowerGroup‘s ‘Talent Mismatch 2023’ study.
With the lowest mismatches, and below the national average, are Levante (Region of Murcia and Comunitat Valenciana), with 76%, which decreases by two points; and the Central area (Community of Madrid and Castilla-La Mancha), which reduces its 2022 result by three points with 78%.
On the other side, with the biggest gap, is the north-east of Spain (Catalonia and the Balearic Islands), with 84%, which represents a growth of 3 points compared to last year. It is followed by the north (Cantabria, Basque Country, Navarre, La Rioja and Aragon), with 81%, with a year-on-year growth of 2 points; and the north-west (Galicia, Asturias and Castilla y León), with 81%, although this is down seven points compared to 2022.
The talent mismatch shows a mismatch between the profiles demanded by companies to meet their needs and the skills that candidates have to fill them. Among the technical skills, the most required by companies in the South, by volume, are IT and data; sustainability; and engineering.
Soft skills are playing an increasing role and have become particularly relevant in recent years. Among these, and from most to least in demand in Andalusia, Extremadura and the Canary Islands, are resilience and adaptability; creativity and originality; and the ability to work in a team.
Among the strategies implemented by companies located in Andalusia, Extremadura and the Canary Islands to attract and retain the professionals they need, flexibility in terms of where or when they work is a key factor, according to more than half of the companies.
Next come economic measures, such as salary increases (25%), followed closely by the option of assessing alternative sources or those that were not previously used to access candidates, according to 24% of respondents. In addition, signing bonuses or bonuses for changing jobs is for 21% of companies in these regions another of the resources used to attract and retain talent.