How to take advantage of skill shortages and stay ahead

The Hays Salary Guide FY26/27 highlights a growing disconnect between employers and employees when it comes to skill shortages, upskilling standards, and development opportunities. 

The mismatch in reporting is stark. Where 46% of hirers point to in-house training as something they offer, only 32% of employees agree. And while just 5% of employers admit to having no upskilling support available, 19% of employees say there is none. This data reflects a clear perspective gap, but both sides have elements of truth to them. In fact, this disparity paints a clear picture of what’s really going on: a lack of defined structure, visibility, and communication.

Without these key factors, employees and employers alike are left to address the skill shortage issue individually, potentially leading to clashes in approach and perspective. Clarity isn’t just a ‘nice to have’; it’s a driving factor in whether professionals choose to stay or go.

The good news is that once you understand the disconnect, you’re already ahead of the game. Knowing that employers are struggling to find talent – and that the conversation around skills shortages often isn’t happening at all – gives you the opportunity to shape the conversation and position yourself strategically. 

 

The data points clearly to engineering, trades, healthcare, project management, data analysis and software development as areas of acute need. If you’re in or adjacent to these fields, there’s a growing opportunity in the market for you to leverage. If you’re not, it’s worth taking the time to understand what’s driving in your sector. Take advantage of resources like the Hays Salary Guide FY26/27 to get a comprehensive image of how skills are being measured and valued in your specific industry, role and location.

 

The professionals who benefit most from a tight market make their capabilities easy to see and assess. Consider having a direct conversation with your employer about where your skills sit, what the organisation is seeking, and how you can bridge the gap between them. Remember that businesses are responding to skills shortages in different ways, with 42% prioritising upskilling current employees, 33% hiring new talent to fill gaps, 10% reskilling workers into new positions, and 15% of organisations with no formal strategy at all. 

 

Employees want specific, practical support, with 50% citing funded external courses as their top ask and 33% seeking career development paths with concrete, skill-building milestones. Whether you want to explore internal development opportunities or are looking to get learning support on a specific skill, don’t wait for your employer to initiate the conversation – ask directly, and factor the answer into deciding whether or not you’re in the right place to build your career.

 

Over 70% of employees have been in their current role for less than four years, and 36% are looking for a new role right now. In an increasingly mobile market, the temptation to move quickly for short-term gains can be appealing, but it’s not necessarily the best approach. Valuable career moves build capability, increase skills, and position you well for future opportunities. With extensive insight and market knowledge under your belt from the Hays Salary Guide FY26/27, you’ll be equipped with the data you need to move strategically. 

 

AI capability is increasingly becoming a differentiator in the job market. As organisations adopt AI tools and technologies, professionals who can demonstrate practical AI literacy are becoming more valuable across a wide range of roles and industries. Roles being created to manage and build AI are appearing faster than the talent supply can meet them, and without universal standards for capability, it’s worth logging a track record of practical application to demonstrate your knowledge and capacity.