Skilled workers urgently needed

There are several reasons for the shortage of skilled workers in Switzerland. One of the key drivers is demographic change. More and more people are reaching retirement age, while not enough young people are coming up through the ranks.

In addition, technological progress is fundamentally changing many activities. New job profiles are emerging or changing to such an extent that existing qualifications are no longer sufficient. At the same time, many young people are opting for academic careers, while training places in the dual vocational training system are not always filled.

The situation is also worsening internationally. Countries that used to be a source of large numbers of skilled workers for Swiss companies, such as Germany or Austria, are now facing the same challenges.

The consequences of the shortage of skilled workers are already being felt in many sectors. Companies are unable to accept orders or have to postpone projects due to a lack of qualified personnel. This slows down growth, increases wage costs and affects the competitiveness of the Swiss economy.

The shortage is also placing an increasing burden on existing teams. Their workload is rising, and overtime is becoming the norm in many places. The consequences are also evident in society – for example in the healthcare sector, where understaffing jeopardizes the level of care, or in the education system, which is suffering from a shortage of teachers. In the long term, there is a risk that this will restrict innovation and represent a structural burden for the social system.

According to the University of Zurich’s Skills Shortage Index, workers are currently in short supply mainly in technical and manual professions. Almost a third of all vacancies on the Swiss labor market are difficult or impossible to fill. Sectors that are central to the Swiss economy are particularly badly affected.

The IT and technology sector does not have enough specialists in software development, cybersecurity and data management. The shortage of nurses and medical staff is especially noticeable in the healthcare sector. There is also a lack of qualified specialists in engineering, construction and education. In addition, workers are in high demand in interdisciplinary professions such as logistics, transportation and skilled trades in almost every sector. 

In the long term, the shortage of skilled workers can only be resolved by placing specific emphasis on training and qualifications in certain occupational groups. Dual vocational training remains a key factor for success. It should be geared even more strongly toward the requirements of the digital economy so that apprentices and students acquire the skills that will be needed in the future.

Even SMEs can play an active role. Companies that invest in the further training of their employees and offer clear development prospects not only guarantee their own expertise, but also strengthen their attractiveness as an employer. Cooperation between business and educational institutions, for example by means of practical training programs or joint innovation projects, helps to identify talented employees at an early stage and retain them in the long term. This establishes closer links between education, the labor market and the economy, and can act as a crucial lever to enable employers to mitigate the shortage of skilled workers in the long term.

Technological innovations can help to alleviate the shortage of skilled workers. Automation allows processes to be designed more efficiently, reduces time spent on routine tasks and enables existing resources to be used in a more targeted manner. More and more professions require a high level of digital skills, for example in data analysis, robotics or artificial intelligence. This transformation of different professions requires continuous further training. Companies that actively promote technological developments and involve and support employees at an early stage gain a long-term competitive advantage and strengthen their position on the labor market.

Competition for talent is increasingly being determined by working conditions. Flexible working models, family-friendly structures and modern management approaches are becoming decisive factors. Offering employees organizational leeway and development opportunities increases satisfaction and loyalty.

For younger generations in particular, a sense of purpose, trust and flexibility often count more than the job status or title. Companies that respond to these needs increase their chances of retaining skilled workers in the long term.

The shortage of skilled workers is not an isolated Swiss phenomenon, but a global trend. Competition for well-trained talent is growing worldwide. Migration, exchange of knowledge and international cooperation are gaining in significance. At the same time, automation and innovation are accelerating the transformation of many professions. By way of example, Swiss Post responded to the shortage of IT specialists by opening a European development site in Portugal in 2022. This gives the company access to a broader pool of skilled workers and enables it to expand its digital expertise at the same time. Companies that recognize developments of this kind at an early stage can reorganize their HR strategy more effectively and take advantage of opportunities before shortages arise.

Ensuring the availability of skilled workers is a long-term task that requires foresight, flexibility and hard work. Education, politics and business must work together to ensure that Switzerland continues to have a sufficiently qualified workforce in the future.

For companies, this means planning strategically, reacting to changes at an early stage and investing in their employees – both locally and internationally. Combining education, integration and innovation lays the foundation for sustainable success. Skills shortages cannot be solved overnight – but they can gradually be reduced with foresight, openness and planning.