Skills shortages remain a significant challenge for economies across the OECD, with demand for highly qualified professionals continuing to exceed available labour supply in several key sectors. The latest OECD Skills for Jobs Database 2026 identifies persistent shortages among information and communications technology (ICT) professionals, healthcare workers and teaching professionals, highlighting the importance of investment in education, workforce development and lifelong learning.
Although overall labour market pressures have largely returned to pre-pandemic levels, recruitment difficulties remain in occupations requiring specialist expertise and in roles where working conditions or job quality can make attracting and retaining staff more difficult. The OECD warns that shortages of skilled workers can restrict productivity growth and create longer-term challenges for economic development.
The 2026 edition of the OECD Skills for Jobs Database includes information up to 2024 for most participating countries. It examines how labour market requirements have changed following major disruptions, particularly the COVID-19 pandemic and the rapid adoption of artificial intelligence (AI).
The findings show that shortages are concentrated in higher-skilled occupations, while surpluses are more common in lower-skilled and routine roles.
ICT professionals are among the occupations experiencing the most persistent shortages. The expansion of digital services, the adoption of AI and growing demand for advanced technical expertise have increased pressure on employers seeking suitably qualified candidates. The OECD highlights the United States as an example, where shortages of ICT professionals have intensified since the launch of ChatGPT in 2022.
Healthcare professionals and associated healthcare workers also remain in short supply across OECD countries. Population ageing and rising demand for care have increased pressure on health services, while challenging working conditions have contributed to difficulties retaining experienced staff.
Teaching professionals represent another area of concern. Although demographic changes may reduce demand for teachers in some education systems, the growing importance of lifelong learning, upskilling and reskilling is expected to sustain demand for teaching expertise over the longer term.
The report also identifies occupations where labour supply exceeds demand. Clerical support workers, food preparation assistants, labourers, and street and related sales and service workers feature among the occupations with the largest surpluses.
For some roles, particularly administrative and clerical occupations, changing demand may reflect the increasing automation of repetitive tasks and the growing use of AI technologies.
These developments underline the importance of helping employees adapt to changing employment requirements. Rather than focusing exclusively on recruitment, employers and policymakers must consider how existing workers can develop new capabilities and move into areas where demand is stronger.
The OECD recommends supporting these transitions through upskilling and reskilling opportunities, alongside more flexible approaches to education and training.
Addressing shortages in ICT and other specialist occupations will require a broader approach to talent development. The OECD highlights career guidance, skills-first recruitment, flexible learning pathways and micro-credentials as potential ways to increase the supply of qualified professionals.
Employers can also widen their recruitment pools by recognising transferable skills and considering candidates from non-traditional career backgrounds. This can create opportunities for people seeking to move into growing sectors while helping organisations access talent that might otherwise be overlooked.
In healthcare, expanding entry routes for workers transitioning from other industries and improving working conditions will be important. In education, more flexible pathways and support for people entering teaching as a second career could help strengthen the available workforce.
The OECD analysis also identifies shortages in knowledge areas associated with high-skilled occupations, including computers and electronics, medicine and dentistry. Cognitive abilities and transversal skills are also in demand, reinforcing the need for education and training systems that support continuous professional development.
For businesses, this means treating employee training as a strategic investment rather than an occasional activity. Identifying existing skills gaps, anticipating future requirements and providing relevant development opportunities can help organisations respond to changing technology and business needs.
HR and learning and development teams have an important role in connecting workforce planning with training provision. A clearer understanding of the skills required across different roles can help employers make better decisions about recruitment, internal mobility and professional development.
For individuals, access to relevant training can improve career mobility and create opportunities to move into sectors experiencing sustained demand for skilled workers.
The OECD Skills for Jobs Database provides an internationally comparable assessment of occupational and skills imbalances across 38 countries. Its methodology uses labour market indicators, including employment growth, wage growth, hours worked and online job postings, to identify occupations experiencing recruitment difficulties.
The database translates these occupational trends into more detailed information about the knowledge, abilities and skills in demand. This can help policymakers, educators and employers identify areas where education and training provision may need to adapt.
The findings offer a clear message for organisations: responding to skills shortages requires a combination of effective recruitment, workforce planning and sustained investment in employee development.
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