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skills & classification.

The skilled trades examined in the Global In-demand Skills research are based on ISCO-08 level 2 categories, gathered from the International Labor Organization (ILO). This is aggregated data for 22 markets (Malaysia and Canada are excluded). The skills included within each category are listed below.

retail & direct sales

  1. ISCO-08 2 digit level: 52, sales workers

nursing & medical care

  1. ISCO-08 2 digit level: 32, health associate professionals
  2. ISCO-08 2 digit level: 53, personal care workers

maintenance & repair

  1. ISCO-08 2 digit level: 93, laborers in mining, construction, manufacturing and transport
  2. ISCO-08 2 digit level: 74, electrical and electronic trade workers
  3. ISCO-08 2 digit level: 72, metal, machinery and related trades workers

manufacturing & plant operations

  1. ISCO-08 2 digit level: 83, drivers and mobile plant operators
  2. ISCO-08 2 digit level: 82, assemblers
  3. ISCO-08 2 digit level: 81 stationary plant and machine operators

skills hiring complexity.

what it shows


Skills hiring complexity data represents the job vacancy rate (JVR), also known as “hiring complexity,” derived from skill supply and demand information for each profile under ISCO-08 2 digit classification across 22 markets.

These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based demand data gathered from job boards, job aggregators and career sites.

See hiring complexity for each skilled trade by market and explore information about job advertisement and supply levels for each. The higher the JVR, the more competitive it is to recruit for that skill.

need to know

General hiring complexity levels differ quite significantly across various geographies, but are growing across markets like Singapore, the U.S., Netherlands and France. These markets are seeing significant challenges when hiring talent within skilled trades, caused by multiple factors, including: 

  • limited mobility

    • Due to typical on-site requirements, talent supply for blue-collar skilled trades is restricted to a city/region level in each market.
    • In rare occasions, talent can be relocated, although it has very low applicability on multi-market level, considering language barriers.

  • misperceptions/generational preferences

    Historically, skilled trades have erroneously been perceived as less prestigious or as roles that provide broad growth opportunities. As a result, many people in younger generations have not been attracted to this type of work, significantly impacting talent scarcity as a large share of talent retire, leaving a widening skills gap. 

  • compensation

    Throughout the last few decades, working in these skilled trades could ensure comfortable living, however as the cost of living rises in many markets, compensation across the globe is not keeping pace.  In many markets, compensation for skilled trades is linked to local minimum/average wages, which can be limiting for talent and will make it harder for employers to attract individuals to these roles.  

  • regulatory compliance & hiring restrictions

    • Some markets, such as Germany, have many regulations that limit the flexibility of employment across borders, limiting talent pools and blocking the introduction of new, fresh and flexible arrangements for workers.
    • On the same front, the number of regulations and responsibilities frequently pushes employees away from pursuing careers within these fields. 
    • Adjusting regulatory requirements might make it easier for employers to attract and hire talent from markets with higher supply as a long-term solution to local challenges. This would also require employers to put more effort toward talent marketing, training, relocation support and remunerations. 

take a deep dive into the in-demand skills research and find your competitive talent advantage.

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