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Global Labor Market
A ManpowerGroup report reveals that the difficulty in finding qualified professionals, especially in artificial intelligence, is forcing companies worldwide to shift from outsourcing to retraining their existing workforces. This trend is redefining human capital strategies and poses a direct challenge to the competitiveness of Spanish companies in international markets.
The talent shortage has ceased to be a temporary problem and has become a structural pressure on developed economies. A new global study by ManpowerGroupThe "Talent Shortage Survey 2026" puts figures to this reality: in key markets such as Brasil, an 80 % Employers report serious difficulties in filling their vacancies. This mismatch between the supply and demand of skills has forced corporations to adopt a paradigm shift, where internal retraining or reskilling It is consolidating itself as the main strategic response.
From 'signing' to internal restructuring
The traditional model of searching the market for a "ready-made" professional for a specific role is showing its limitations. The report highlights that 44 % of the companies consulted already places the upskilling (skills improvement) and the reskilling (learning new skills) as its main tool for closing the talent gap. This dynamic is especially critical for the Spanish economy, whose competitiveness depends largely on the ability of its companies to adapt to digitalization and compete in high value-added sectors. The lack of suitable profiles not only hinders innovation but also threatens the efficiency of supply chains and export capacity.
"The difficulty in hiring is no longer restricted to very specific roles. What we're seeing is a broader mismatch between available skills and the abilities that the market has begun to demand more rapidly," he says. Nilson PereiraCEO ManpowerGroup BrasilThis analysis, although focused on the Latin American market, reflects a global trend that directly affects Spanish businesses. The retraining of the existing workforce allows for the accelerated adoption of critical skills without relying exclusively on an increasingly strained and costly recruitment market.
Artificial intelligence as the epicenter of the deficit
The epicenter of this shortage lies, for the first time, in skills related to artificial intelligence (AI). The development of AI models and applications tops the list of the most difficult technical skills to find globally, surpassing traditionally in-demand roles in IT, data, marketing, and sales. For Spanish companies undergoing digital transformation, from the banking sector to Industry 4.0, the inability to fill these positions represents a strategic bottleneck.
At the same time, the “Relatório de Tendências Globais 2026” from the same consultancy indicates that the 62 % A significant percentage of employees want to build their long-term careers within their current company. This data reinforces the argument in favor of internal development programs. These programs not only address an operational need but also align with employee expectations, strengthening retention and engagement in a highly competitive talent environment.
A requirement for business sustainability
The implementation of programs of reskilling Effectiveness requires a change in mindset within management teams. "The focus is no longer just on finding someone who can arrive quickly. The discussion shifts to how to identify potential, what skills can be developed, and how the company creates an environment where continuous learning is part of the routine," he emphasizes. PereiraThis vision transforms retraining from an emergency response into a pillar of long-term business strategy.
For the Spanish economy, integrated into the competitive European market, the adaptability of its workforce is a determining factor. reskilling “It shouldn’t be seen merely as an emergency response to the shortage of professionals,” the executive concludes. “It becomes part of a broader business sustainability agenda, because it expands the company’s adaptability and strengthens retention.” Ultimately, the combination of attracting new talent with the robust development of internal human capital is emerging as the only viable path for companies to navigate technological complexity and maintain their relevance on the global stage.
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