kathimerini.gr
Greek Companies Face Skills Gap Despite Planned Workforce Expansion
Randstad's 2025 HR Trends survey in Greece reveals a significant skills gap hindering recruitment, with 65% of employers finding salary expectations unrealistic; however, 57% plan to increase their workforce in 2025, driven by growth and new job creation, prioritizing improved compensation, training, and career development.
- What are the long-term implications of the current skills gap and evolving workforce demands on the Greek economy and job market?
- Despite recruitment challenges, 57% of Greek companies plan to increase their workforce in 2025, driven by business growth (70%) and new job creation (48%). This suggests a positive outlook for employment, but the need for new skills (24%) and replacing departing employees (23%) remains a key factor. Sales (48%), technology (41%), logistics (26%), and customer service (19%) show the highest demand.
- How are Greek companies responding to the skills gap and rising salary expectations to ensure they can attract and retain the talent they need?
- The Greek job market faces transformation driven by technology and data management needs. Businesses prioritize improving compensation (55%), training (50%), and career development (38%) to attract and retain talent. This reflects a broader trend of companies adapting to evolving workplace demands and integrating AI.
- What are the most significant challenges facing Greek businesses in recruiting and retaining employees, and how are these challenges impacting their growth strategies?
- Randstad's 2025 HR Trends survey reveals a significant skills gap in the Greek job market. 65% of employers find candidate salary expectations unrealistic, hindering recruitment. Further challenges include insufficient skills (43%) and experience (40%), with 29% struggling to find candidates with required experience.
Cognitive Concepts
Framing Bias
The article frames the situation largely from the perspective of employers' challenges in finding and retaining talent. While it mentions employee salary expectations, it does so in a way that could be interpreted as framing the employees' demands as unreasonable. The emphasis is placed on the difficulties faced by businesses rather than a balanced exploration of the factors influencing both employer and employee decisions.
Language Bias
The language used is generally neutral and objective. However, phrases such as "unrealistic salary demands" could be considered slightly loaded, implying a judgment on employee expectations. More neutral phrasing like "discrepancy in salary expectations" might be preferable.
Bias by Omission
The analysis focuses primarily on employer perspectives and challenges in hiring, potentially overlooking employee perspectives on compensation, benefits, and work-life balance. The article mentions employee salary expectations as a barrier but doesn't explore employee reasons for these expectations or the broader job market factors influencing them. Furthermore, the impact of the current economic climate on both employers and employees is not directly addressed.
False Dichotomy
The article presents a somewhat simplistic view of the challenges, framing it mainly as a mismatch between employer offers and employee expectations. It doesn't fully explore the complex interplay of factors contributing to the skills gap, such as educational systems, training opportunities, and broader societal trends.
Sustainable Development Goals
The article highlights a positive trend in job creation and salary increases in Greece. 57% of companies plan to increase their workforce in 2025, driven by business growth and the creation of new jobs. Furthermore, 76% of companies plan salary increases. This directly contributes to decent work and economic growth by providing employment opportunities and improving income levels.