06/05/2026
On 29 April 2026, partners from the TRAILS network took part in the SkillsPULSE International Workshop titled “Understanding skill gaps: Employer experiences, workplace drivers, and practical responses.” The event, organised within the SkillsPULSE Horizon Europe project, brought together over 60 participants, reflecting the growing urgency of addressing skills shortages across Europe.
SkillsPULSE (Skills – Predicting, Understanding, and Locating Shortages in Europe) contributes to the European Skills Agenda by strengthening skills intelligence and supporting strategic upskilling. The project focuses on building a robust evidence base for developing training opportunities—particularly in emerging STEM fields—while equipping policymakers and stakeholders with tools to anticipate and respond to labour market needs. These objectives strongly align with TRAILS’ work on improving skills intelligence ecosystems and supporting regional innovation.
Opening the workshop, Liga Baltina highlighted the project’s ambition to bring greater clarity and consistency to how skills shortages are defined, measured, and understood. The session focused on the employer perspective, exploring how research can better connect evidence with practice, and how training systems can respond more effectively to evolving labour market demands.
Insights from the SkillsPULSE Employer Survey
Martin Hayford (University of Tartu) presented key findings from the 2026 SkillsPULSE Employer Survey, offering high-resolution, employer-driven insights that complement traditional macro-level data. By incorporating firm-level evidence—particularly from SMEs, which are often underrepresented in EU analysis—the survey provides a more nuanced understanding of skills gaps across Europe.
The survey covered 395 firms in Finland, Greece, Italy, and Poland between January and March 2026. Findings reveal persistent recruitment challenges, with notable differences by firm size. Larger firms tend to be more active in hiring, while smaller firms recruit less frequently and often focus on lower-skilled roles.
Across all countries, problem-solving and specialist knowledge were identified as the most critical skills gaps, followed by interpersonal skills such as teamwork. Basic literacy and numeracy were rarely cited as major concerns, indicating a shift in demand towards more advanced and transversal competencies.
The survey also highlights the growing role of artificial intelligence in the workplace. While adoption is already widespread, it is often limited to specific functions or groups of employees. Importantly, AI is seen as transforming jobs and required skill sets rather than replacing them, with moderate levels of employee acceptance.
Linking Skills Intelligence to Policy and Practice
Providing a broader policy perspective, Simone Rosini (European Commission, DG EMPL) emphasised that “skills are the currency of the 21st century.” He outlined key EU initiatives, including the Union of Skills and the Skills Portability Initiative, aimed at improving transparency and facilitating mobility across Europe.
For TRAILS, these discussions reinforce the importance of connecting data, policy, and practice. Strengthening the link between skills intelligence and regional decision-making remains essential to ensure that education and training systems can adapt to rapid economic and technological change.
Shared Challenges Across Europe
Moderated by Ewa Kusideł, the panel discussion brought together perspectives from across Europe, highlighting both shared and country-specific challenges.
A key takeaway was that many perceived “skills gaps” are also “meaning gaps”—linked to identity, changing professional roles, and uncertainty in rapidly evolving workplaces. Employers face a dual challenge: reskilling existing staff while recruiting new talent, both constrained by tight labour markets and persistent mismatches between education systems and industry needs.
Country examples illustrated different approaches:
Towards More Responsive Skills Ecosystems
Across discussions, several systemic barriers emerged, including limited resources in SMEs, weak connections between education and labour markets, and insufficient anticipation of future skills needs. At the same time, promising practices are developing, such as stronger industry partnerships, expanded on-the-job training, and earlier engagement with learners.
A key conclusion of the workshop was the value of a harmonised EU-level employer survey, which could provide a stronger and more consistent evidence base for policymaking. The discussions also reinforced the growing importance of AI in shaping both current and future skills needs.
For TRAILS, these insights underline the need for high-resolution data, coordinated approaches, and human-centred policies to support Europe’s digital and green transitions. Strengthening skills intelligence systems and ensuring their effective use at regional level will be critical to building resilient and future-oriented labour markets.
This project has received funding from the European Union's Horizon Europe research and innovation programme under grant agreement No 101132673
