What figures emerged and what are the macro-trends of the moment?
In recent years, the job market has been swept by far-reaching changes driven by a series of trends, requested skills, and determining factors. This innovative research study leveraged AI tools to examine more than 30,000 company profiles, over 43,000 job changes, and 650,000 job postings. We specifically focused on three key factors: hiring behavior, the “great resignation,” and the importance of training in the workplace.
Hiring behavior—The bridge between theory and actual employment
Whereas 47% of the job postings were looking for junior profiles, only 10% of hires fell into that category, while senior profiles accounted for 68%. A detailed analysis of the data shows an increase in the skills and experience requested for junior profiles, pushing companies to turn to more expert candidates. The gap highlights the urgent need to match theoretical training more closely to the practical demands of the working world.
The “great resignation”—a paradigm shift in employment
Resignations between 2018 and 2022 grew by 41% across the board, affecting all industries. While a slower trend was found for mid-level and senior profiles, for junior profiles the growth in figures was staggering, with the number of resignations within the first two years of employment doubling. The trend draws attention to the talent retention strategies adopted by companies—strategies that, more than ever before, need to include suitable and effective training plans.
The importance of training as an investment in human assets
A Randstad survey found that workers consider three key aspects when changing jobs: flexibility, growth prospects, and training. The study shows that qualified, certified, or corporate training significantly lengthened years of service with a company, from 50% to 70%.
We found an increase of 50% in professionals provided at least one training course and that 82% of workers attached importance to reskilling and upskilling, whereas one out of every two people was unsatisfied with the training proposals they receive.
The type of training offered has become crucial. Generic training, often in self-learning formats, appears to be a good predictor of imminent resignation, whereas high-level courses, such as those provided by business schools, show a positive impact on careers and retention.
Conclusions
The findings of the study show a growing gap between university education and the skills requested by companies, a tendency for junior profiles to change jobs within the first two years of employment, and the importance of high-level training as an effective tool for closing the gap between employer expectations and the skills acquired in university education.