Which countries are facing the greatest talent shortages?
AI skills now top the list of hardest-to-find capabilities for employers worldwide as talent shortages remain historically high, according to ManpowerGroup’s 2026 Talent Shortage Survey.
The survey of 39,063 employers across 41 countries found 72% “report difficulty filling roles,” a modest improvement from 74% in 2025 and 75% in 2024.
ManpowerGroup reported that the global talent shortage has climbed from 40% in 2016 and 45% in 2018 to 69% in 2021 and a peak of 77% in 2023 — before easing to 75% in 2024, 74% in 2025 and 72% this year.
AI capabilities overtake engineering and IT
For the first time, artificial intelligence (AI) capabilities have overtaken traditional technical skills as the scarcest in the market. AI skills “have surpassed all others to become the most difficult for employers to find globally, overtaking traditional engineering and IT capabilities.”
Within technical roles, AI Model & Application Development (20%) and AI Literacy (19%) now lead the global ranking of hard-to-find skills, followed by Engineering (19%), Sales & Marketing (18%) and Manufacturing & Production (17%). Traditional IT & Data skills fell to seventh place at 17%, signalling what ManpowerGroup called “a rapid realignment of strategic talent investment toward AI-driven capabilities.”
“The rise of AI skills to the top of the shortage list reflects how quickly the talent landscape is evolving.” said Jonas Prising, ManpowerGroup chair and CEO. He added that “companies are responding with upskilling and more flexible workforce models, recognizing they will need to hire for potential; while building AI literacy across their workforce so people can apply new technology with judgment and confidence.
“AI is not replacing jobs, it is reshaping work, and companies that connect productivity gains with opportunity and career growth will be best positioned to compete in a talent-scarce world,” Prising said.
Despite the surge in AI-related demand, core human capabilities remain critical. ManpowerGroup reported that communication, collaboration & teamwork are “the most sought-after attributes” at 39%. They are followed by professionalism & work ethic (36%) and adaptability & willingness to learn (34%), “reinforcing the enduring value of interpersonal skills,” according to the report.
Self‑taught digital learning is rapidly reshaping Canadian résumés while also complicating hiring decisions, according to a report.
Talent shortage across countries
The ManpowerGroup survey shows that talent shortages are widespread but uneven across countries. The company said “talent shortages transcend borders, affecting the hiring plans of more than 39,000 employers across 41 countries” included in the study, with intensity varying by market.
Among the highest reported shortages are Slovakia at 87%, Greece and Japan at 84%, Germany at 83% and India at 82%. At the lower end, Colombia and the Czech Republic reported 61%, Finland 60%, Poland 57% and China 48%.
ManpowerGroup research, meanwhile, has consistently placed Canadian employers above the global average for recruitment difficulty.
The company’s 2023 findings show that Canada recorded a 79% talent shortage against a global average of 77%, while more recent ManpowerGroup commentary has pointed to Canadian shortages in the high-70% range, indicating that employers continue to struggle to find skilled workers even as global pressures ease.
Canada’s labour market appears to be roaring back with nearly 200,000 jobs added since the fall, but a report from TD Economics warns that a slate of other indicators is flashing a more cautious signal.
Employers’ response to talent shortage
Most employers are adapting their workforce strategies, according to the ManpowerGroup survey. Specifically, 91% of employers are deploying a mix of strategies, including:
- Upskilling/Reskilling (27%)
- Schedule Flexibility (20%)
- Location Flexibility (18%)
- Increasing Wages (19%)
- Targeting New Talent Pools (18%)
Here’s how employers can compete for top talent in 2026, according to Robert Half:
- Focus on total compensation—not just salary
- Streamline your talent recruitment process
- Be flexible about criteria—and consider adjacent skills
- Lean into a “scalable”, flexible staffing approach
