The Job Market in 2025: Who Will Really Be in the Driver’s Seat?
Around 7 out of 10 employers worldwide are currently struggling to find the talent they need, according to the latest international survey by ManpowerGroup, which included employers from 42 countries. Since 2014, the talent shortage has doubled — a decade ago, only 36% of employers reported difficulties in finding staff. So, which talents are most in demand today? What do talents want to avoid at work? What conditions are employees and employers placing on each other? These and other questions are answered by Evelina Latyšovič, Head of Business Operations at the Lithuanian division of the global HR solutions company ManpowerGroup.
The greatest global talent shortages today are found in the healthcare sector (77%), as well as in IT, transport and logistics, and energy, according to ManpowerGroup data.
“However, the situation is a bit different in Lithuania. In the IT sector, it’s currently the employers who set the conditions. Over the past year, many IT companies have laid off programmers, keeping only the most highly skilled and productive talents. It seems that these teams are unlikely to expand anytime soon in Lithuania. Therefore, in this sector, it’s the employers who call the shots — they can choose from a wide pool of candidates,” explains E. Latyšovič.
According to the expert, other sectors — such as pharmaceuticals, medicine, energy, and logistics — continue to experience a high talent shortage in Lithuania, just like elsewhere: “We are also currently facing a serious lack of sales professionals and data analysts. In these fields, employers must adapt to candidates’ demands and expectations.”
Stress: What Employees Are Trying to Escape
As many as 49% of employees worldwide experience daily stress at work. This is one of the reasons why about half of Generation Z (born 1997–2012) plans to leave their current jobs within the next six months. A similar trend is seen among Millennials — 1 in 4 specialists born between 1981–1996 plan to leave their current employer.
“Thinking about quitting a job is a natural and human response to daily stress at work. These shocking figures help explain why younger generations place such importance on employers who care about their emotional well-being, can offer stable and clear career paths, and provide financial security,” says E. Latyšovič.
She adds that workplace stress is often related to the fast pace of digital transformation and the introduction of AI tools into daily operations: “Half of employees who are now required to use AI tools say they have no idea how to use them to meet the new productivity levels set by managers. Leaders should remember that implementing new work tools requires additional time and financial investment in training. Otherwise, employees may feel more lost than empowered.”
Employees who can skillfully use various IT tools and analyze data are among the most sought-after talents globally: “26% of employers report being unable to find talent with these skills. That explains why employees feel stressed when asked to use cutting-edge tech without having the necessary skills.”
Employers tackle this problem in various ways — 28% choose to upskill or reskill existing employees. Others opt to offer higher salaries or more flexible work schedules.
A Good Salary Is No Longer Enough
In Lithuania, flexibility remains one of the top priorities for talent when choosing an employer — both in terms of time and location.
“Employees continue to prefer employers who offer flexible working conditions, including the option to work remotely. Companies that can provide this see greater engagement, satisfaction, and loyalty from their employees,” E. Latyšovič explains.
Talents also care about the nature of the projects they’ll be working on: “For construction project managers and IT specialists, the product or service offered by the company is very important. They prioritize meaningful and distinctive projects.”
Employers No Longer Willing to Bend
According to E. Latyšovič, especially in IT, employers feel that they are slowly regaining control of the job market and are becoming more confident in raising their expectations for talent.
“We’re seeing more employers wanting to bring staff back to the office — either full-time or part-time. They also expect candidates to have experience in an identical role or even hope to find senior-level talent for mid-level salaries,” she notes.
Still, E. Latyšovič believes that future success will belong to those employers who consider not only their own needs but also those of their potential employees: “The job market can shift very quickly. Those who will benefit most are the leaders who, even when in a position of power, continued to care about the well-being of their current and future employees. We always suggest looking for ways to make things possible — for example, how to enable remote work — instead of just listing reasons why it can’t be done. That’s how you achieve shared goals.”
