#talent-shortage

#talent-shortage

The next generation of leaders wants their family offices to look different from those run by their parents - and that shift is driving fierce competition for a new class of talent. A new report from IMD's Global Family Business Center and the Family Business Network, based on 186 survey responses and 65 interviews with family principals across six continents in the first two quarters of this year, found that family offices are rapidly evolving as younger heirs step into leadership roles.

Today's labor market may be stagnating, but it's also uncertain. Candidates aren't behaving as many leaders would expect. The dynamic is trending towards an employer's market. As a result, employers expect that candidates will increase their job searches, accept lower pay increases, and accept new roles more eagerly. But in reality, job searching has actually declined, pay expectations remain high, and candidates are reluctant to move.

Almost half of respondents to Ocient's "From Roadmap to Reality" report say that their companies have not experienced meaningful revenue growth from artificial intelligence (AI) investments due to "poor data quality and overtaxed infrastructures." The data analytics firm further found that "security and compliance pressures" are "shaping enterprise deployment strategies that prioritize flexibility and cost savings, driving movement away from the cloud."

The UK space sector is struggling to attract graduates due to competing industries, particularly banking, offering significantly higher salaries.

Companies are increasingly open to hiring remote talent, with 58% of organizations employing tech talent remotely from other countries, driven by chronic talent shortages.