Everyone Talks About the Skills Shortage. Hardly Anyone Talks About Workforce Strategy.
Many companies are currently reporting that they are scaling back recruitment efforts or postponing new hires. At the same time, the shortage of skilled professionals remains high. At first glance, this may seem contradictory, but a closer look reveals why it is not.
Recent figures from the BVDM paint a clear picture:
▪️ 56% of companies report shortages of qualified skilled workers.
▪️ 84% say employee workloads are increasing.
▪️ Experienced professionals are retiring or leaving the industry altogether.
This shows that the skills shortage is not a short-term issue that will resolve itself. It is a lasting challenge that will continue to affect organisations over the long term.
In practice, many companies respond primarily with short-term measures:
Tasks are redistributed among existing staff, overtime is accepted as inevitable, individual training initiatives are launched, or temporary external solutions are put in place. While these steps may provide immediate relief, they do not replace a clear strategy for securing workforce capacity sustainably.
The key question is not only whether organisations invest in people, but what for, and with what objective:
- What skills will employees truly need in the coming years?
- How can qualification and development measures be prioritised effectively?
- Which employees can be prepared through targeted development to succeed in key roles?
- And how can HR work, corporate strategy, and market requirements be systematically aligned?
Companies that can answer these questions with clarity gain confidence and resilience, even in tight labour markets. They create transparency, reduce overload, and make well-founded decisions instead of constantly reacting to staffing bottlenecks.
The good news:
A skills shortage does not have to mean stagnation. With a clear workforce strategy, robust competency models, and a systematic approach to recruitment and development, organisations can actively shape their future.
If you are currently addressing these questions, it may be worth taking a structured look at your own people strategy. We look forward to exchanging ideas.