The search for skilled employees is becoming increasingly arduous for businesses operating in Peru. A recent study reveals that 76% of employers in Peru are facing challenges in finding talent that meets their specific hiring needs. This represents a important increase from 2024, when 65% of employers reported similar difficulties. The growing gap between the skills possessed by job seekers and the demands of employers is impacting even short-term employment opportunities, posing a complex problem for the nation’s workforce.

this issue isn’t confined to Peru. Globally, the trend is equally concerning. Approximately three out of four employers worldwide are struggling to find qualified talent. This figure has doubled since 2014, when only 36% reported such difficulties. A decade later, the global average stands at a worrying 74%, highlighting a widespread skills gap across various industries and geographical regions.

Global Disparities in Talent Scarcity

The challenges associated with talent scarcity vary considerably from country to country. According to Silvana Cárdenas, Director of Right Management Peru, ManpowerGroup consulting brand, Germany, Israel, and Portugal are experiencing the most significant difficulties due to what she describes as Mass talent leaks. In contrast, Colombia, Poland, and Puerto Rico report fewer challenges in finding suitable candidates.

Mass talent leaks
Silvana Cárdenas, Director of Right Management Peru, ManpowerGroup consulting brand

Within Peru, the scarcity of talent is not uniform across all companies. The study indicates that companies with 50 to 1,000 workers face the most acute challenges, with 74% reporting difficulty in finding ideal candidates. Interestingly, larger, more established companies with 1,000 to 5,000 employees experience less scarcity. Cárdenas explains that these larger companies frequently invest in developing their internal talent pipelines.

Big or more mature companies (from 1,000 to 5,000) work in their internal talent. If there are no specialized figures, it’s time to invest in what is to grow and develop racing lines that give security
Silvana Cárdenas, director of Right Management Peru, ManpowerGroup consulting brand

Conversely, smaller companies with 10 to 50 workers, experiencing a 65% scarcity rate, are primarily focused on increasing their production levels and streamlining internal processes. These companies might potentially be adapting to the talent shortage by focusing on internal growth and efficiency.

They are even thinking of regulating themselves, not finding the talent they need. They will grow and will do it
Silvana Cárdenas, Director of Right Management Peru, ManpowerGroup consulting brand

Industry-Specific Talent Shortages in Peru

The ManpowerGroup study highlights the industries most affected by talent scarcity in peru.Cárdenas clarifies that the scarcity is industry-specific,rather than a nationwide absence of skills. The energy sector is the hardest hit, with a staggering 92% of companies reporting difficulties in finding qualified professionals. This is largely attributed to the energy sector’s competition with the mining industry, which frequently enough attracts talent with higher salaries and established career paths.

It is indeed very easy for mining, which is an already consolidated industry, take these professionals; And also pay more
Silvana Cárdenas, Director of Right Management Peru, manpowergroup consulting brand

Moreover, the limited educational offerings in the energy sector contribute to the talent shortage. However, Cárdenas highlights an chance for growth in cleaner energy sources, such as sustainability, wind energy, and geothermal energy, which could attract new talent to the field.

Finance and real estate are the second most affected sectors, struggling with staff rotation and the urgent need for IT specialists. Cybersecurity and technology experts are increasingly drawn to the Fintech industry, which offers greater versatility and more attractive opportunities compared to traditional office environments.

Cybersecurity and technology experts go to the Fintech
Silvana Cárdenas, Director of Right Management Peru, ManpowerGroup consulting brand

Other sectors facing significant talent shortages include transportation, logistics, automotive, life and health sciences, dialog services, consumer goods and services, manufacturing, and facts technology.

Key Skills in Demand

While countries like India, Brazil, Singapore, China, South Africa, Hong Kong, Taiwan, and Germany are experiencing high demand for IT and data skills, Peru shows a relatively lower concern at 19%. Cárdenas suggests that Peru is still evolving in this area, with industries maturing over time. While the country still relies on importing IT talent, she anticipates a shift as multinational corporations begin to invest in the local workforce.

We are evolving, there are industries that mature along the way. […] We are still bringing Ti from outside, but it will change. Multinationals have started with the northern hemisphere
Silvana Cárdenas, Director of Right Management Peru, ManpowerGroup consulting brand

Currently, the most sought-after skills in Peru are reception and customer service (26%), operations and logistics (22%), sales and marketing (22%), and advice, risks, and governance (21%).

Bridging the Skills Gap: Education and Training

Cárdenas emphasizes the mismatch between the skills of professionals entering the job market and the requirements of organizations. She stresses the importance of collaboration between universities and the business sector to bridge this gap.

How do we palia this gap? the universities they must talk with the business sector, the treatment has to be very close.The higher centers are quite interested in their graduates being accomplished finding work
Silvana Cárdenas, director of Right Management Peru, ManpowerGroup consulting brand

Coordination between academia and industry is crucial because The real world changes faster than a university curriculum changes. external training programs offer a viable solution to address the rapidly evolving demands of the job market.

The real world changes faster than a university curriculum changes
Silvana Cárdenas, director of Right Management Peru, ManpowerGroup consulting brand

Employers are also increasingly adopting upskilling (improving existing skills) and reskilling (teaching new skills) initiatives, with 28% already implementing these measures.

Addressing External factors and Promoting Inclusion

Several external factors contribute to the talent scarcity in Peru, including an aging population, the underrepresentation of women in the workforce, and biases in the application process.Cárdenas advocates for strategies to address these issues, such as integrating Silver talent (older workers) into business ranks, promoting

perus Talent Crunch: Unlocking Solutions to a Growing Skills Gap

Is it true that a staggering 76% of Peruvian employers are struggling to find qualified workers? This isn’t just a Peruvian problem, is it? Let’s dive into the global and local implications of this critical skills shortage.

Senior Editor: Dr. Ramirez, thank you for joining us today. The article highlights a meaningful talent shortage affecting peruvian businesses, with a remarkable 76% reporting difficulties in filling positions. Can you expand on the scope and severity of this issue, and how it compares to global trends?

Dr. Ramirez: The statistic you mentioned is indeed alarming, reflecting a broader global trend of workforce skills mismatches.Peru’s 76% figure is significant,but it’s part of a worldwide challenge. Globally, a significant percentage of employers struggle to find suitably qualified candidates, impacting productivity and economic growth. While precise percentages fluctuate depending on the study and year, the consistent observation across numerous industries and regions indicates a large and persistent gap between the skills possessed by the workforce and the skills demanded by employers. This skills gap is not merely about a lack of workers; it’s about a gap in relevant skills and expertise for changing business needs.

Senior Editor: The article mentions “mass talent leaks” as a contributing factor, especially in countries like Germany, Israel, and Portugal. Can you explain this phenomenon and its implications for businesses struggling to attract and retain talent?

Dr. Ramirez: “Mass talent leaks” refer to the significant outflow of skilled workers from a country,often to nations offering better compensation,career opportunities,or quality of life. This brain drain weakens the domestic workforce, hindering innovation, and impacting economic development. Such as, highly skilled individuals in fields like technology, engineering, and medicine may leave countries experiencing political instability or limited economic advancement. This creates a vacuum within those countries’ industries.Businesses experience recruiting challenges, and the national economy suffers from a loss of expertise and innovation. Companies frequently enough need to invest significant resources in attracting and training replacements.

Senior editor: The article points toward discrepancies within Peru itself. Smaller companies seem to be more acutely affected than larger ones. Why is this the case?

Dr. Ramirez: That’s a crucial observation. Larger, established companies often have the resources to invest in internal talent development. They build robust training programs, mentorship schemes, and internal promotion pathways. These proactive measures help retain their workforce and develop an internal talent pipeline, reducing their reliance on external recruitment.smaller companies, however, often lack the resources for extensive internal development programs, making them more vulnerable to talent shortages and competition from larger firms offering more appealing compensation and benefits packages. These smaller organizations might need to focus on improving efficiency and internal processes as a compensatory measure.

senior Editor: the energy sector in Peru is disproportionately affected. What are some of the unique challenges this sector faces in attracting and retaining skilled personnel?

Dr. ramirez: The energy sector’s challenges are multifaceted. Competition from other high-paying sectors, such as mining, considerably impacts it. Mining often attracts skilled professionals with higher salaries and more established career paths, leading to an overall scarcity of professionals for the energy sector. This situation highlights the need for increased investment in education for specific job roles and competitive salary structures. Furthermore, the limited educational offerings in specific niches within the energy sector also contribute to the talent deficit.

Senior Editor: what strategies can Peruvian companies implement to mitigate the impact of this skills gap and attract the talent they need?

Dr. Ramirez: Addressing this challenge requires a multi-pronged approach:

Invest in employee development: Companies should prioritize upskilling and reskilling initiatives to enhance existing employee capabilities and adapt to evolving industry demands.

Strengthen partnerships with educational institutions: Collaborative programs should be developed to ensure educational curricula align with industry needs.

Enhance employer branding: Companies need to showcase their unique culture, values and opportunities to attract and retain top talent. strong employer brands can help attract the best individuals for organizations.

promote diversity and inclusion: Creating an inclusive workplace that welcomes diverse skill sets and experiences is critical for attracting a wider pool of talent.

* Leverage technology: Adopting technology solutions for recruitment, training, and employee engagement can improve efficiency and broaden the access to a wider talent pool.

Senior Editor: The article mentions a mismatch between university education and the skills needed in the workplace. How can this gap be bridged?

Dr. Ramirez: The gap between academic training and real-world job requirements is, indeed, significant. Close collaboration between universities and the business sector is essential. Universities must adapt their curriculum to align with current industry needs. On the other hand,companies should engage in active career guidance and internship programs to provide students with practical experience and better prepare them for the challenges of the professional world.

Senior Editor: What are your final thoughts on the long-term outlook for addressing this talent shortage in Peru and across the globe?

Dr. Ramirez: The talent shortage is a complex issue, but it’s not insurmountable.By proactively addressing skills mismatches through strategic investment in education, training, and by fostering collaboration between academia, industry and government, employers can build a more robust and resilient workforce capable of driving economic growth. This would require long-term commitment and innovative solutions at all levels. The future of work hinges on our ability to proactively adapt to the evolving skills landscape.

Senior Editor: Dr. Ramirez, thank you for sharing your expert insights on this critical subject.This has been incredibly informative. Readers, please feel free to share your thoughts about this issue in the comments below, or discuss this on social media using the hashtag #PeruSkillsGap.