Flash Eurobarometer 537 (SMEs and Skills Shortages)

SMEs and skills shortages.<br>Topics: most important problems for the own company at the moment; difficulty for the own company to find staff with the right skills in the last two years; average time needed to hire person with the right skills; number of positions (full-time equivalents) currently needed to be filled; most difficult qualification / educational level to recruit; existing job roles in the company; difficulties recruiting staff for selected roles; main reasons for the company´s skill shortages; impact of the skill shortage on own company; impact of the skill shortage on the company´s ability to: reduce environmental impact and help reducing climate change, deploy more IT technologies in the company‘s operations; preferred statement with regard to the deployment of Artificial Intelligence Technologies (AI) in the company over the next five years: (planned) use of AI with an expected significant impact on the company’s skill needs, (planned) use of AI with no expected significant impact on the company’s skill needs, no plans to use AI but expected significant impact on the company’s skill needs in case of use, no plans to use AI and no expected significant impact on the company’s skill needs in case of use; measures taken in order to tackle skill shortages: abandon business or contracts, training and reskilling of the current staff, broaden the candidate pool, more retention efforts for current employees, employer branding and personal marketing, new recruitment channels and more advertising, improve working conditions, increased use of temporary and self-employed workers, use of headhunters or recruitment agencies, more intense use of digital technologies to replace human resources; received type of external support to find skilled staff in the last two years: support in providing staff training, direct subsidies, indirect subsidies, consulting and guidance, fiscal incentives, other external support, no need for external support, company´s applications for external support were turned down, company could not find suitable external support; effectiveness of the external support received to tackle skills shortage in the company; experienced problems with the external support received to tackle the skills shortage in the company: too bureaucratic, too expensive, not adjusted to the needs and circumstances of the company, too lengthy application process, insufficient in size; most useful type of support for the company to tackle skill shortages; attempts to hire foreign talent to solve the company´s skill shortage: from other EU countries, from countries outside the EU, no attempts made; experienced problems trying to hire candidates from other countries: no difficulties, bureaucratic difficulties in the own country, bureaucratic difficulties in the applicant’s country of origin, difficulties understanding the skills of the applicant, difficulties getting the professional qualification recognised, language problems, difficulties advertising the vacancy abroad, no suitable candidates, candidates withdrew during the recruitment process, HR department finds it difficult to fully understand the requirements, other; reasons for not trying to hire people from other countries; awareness of the ‘Enterprise Europe Network‘.

Demography: information about the company: number of employees, average age of employees, year of company establishment, beginning of business activity; intention to hire additional people in the next twelve months; development of turnover in the last two years; total turnover in 2022; type of community; member of industry cluster or another SME business support organisation.

Additionally coded was: respondent ID; country; NACE-Code; region; nation group; weighting factor.

中小企业（Small and Medium-sized Enterprises，SMEs）与技能短缺。调研主题涵盖：企业当前面临的首要经营难题；近两年来企业难以招聘到具备适配技能的员工；招聘到符合要求技能人才所需的平均时长；当前需填补的全职等效岗位数量；最难招聘的资质/学历层次；企业内部现有岗位角色；特定岗位的招聘难点；企业技能短缺的主要成因；技能短缺对企业自身的影响；技能短缺对企业两项能力的影响：降低环境影响与助力气候变化应对、在企业运营中部署更多信息技术（Information Technology，IT）技术；针对未来五年企业部署人工智能（Artificial Intelligence，AI）技术的倾向表述，具体分为四类：计划使用AI且预计将对企业技能需求产生显著影响、计划使用AI但预计不对企业技能需求产生显著影响、暂无使用AI的计划但预计若使用AI将对企业技能需求产生显著影响、暂无使用AI的计划且预计若使用AI也不会对企业技能需求产生显著影响；为应对技能短缺所采取的措施：放弃部分业务或合同、对现有员工开展培训与再技能培养、扩大候选人池、加大对现有员工的留存力度、雇主品牌建设与个人营销、拓展招聘渠道并加大宣传力度、改善工作条件、更多使用临时用工与自主就业人员、聘请猎头或招聘机构、更广泛地使用数字技术替代人力资源；近两年来企业获取的用于招聘技能人才的外部支持类型：员工培训支持、直接补贴、间接补贴、咨询与指导服务、税收激励政策、其他外部支持、无需外部支持、企业的外部支持申请被驳回、未找到合适的外部支持；所获外部支持在解决企业技能短缺问题上的有效性；企业在使用所获外部支持应对技能短缺时遇到的问题：流程过于繁琐、成本过高、未适配企业的需求与实际情况、申请流程耗时过长、支持力度不足；对企业解决技能短缺最有效的支持类型；企业为解决技能短缺而尝试聘用外籍人才的情况：从其他欧盟成员国聘用、从欧盟以外国家聘用、未尝试任何外籍聘用；尝试聘用外籍人才时遇到的问题：无困难、本国境内审批流程繁琐、求职者来源国审批流程繁琐、难以核实求职者的技能水平、难以获得职业资质认可、语言障碍、海外职位发布困难、无合适候选人、求职者在招聘流程中撤回申请、人力资源部门难以充分理解岗位需求、其他问题；企业未尝试聘用外籍人才的原因；对"企业欧洲网络（Enterprise Europe Network）"的知晓情况。

企业人口统计维度信息：企业基本信息包括员工数量、员工平均年龄、企业成立年份、经营活动起始年份；未来十二个月的新增招聘计划；近两年来的营收变化情况；2022年总营收；所属社区类型；是否为产业集群成员或其他中小企业商业支持组织成员。

此外还编码了以下字段：受访者编号、所属国家、NACE行业分类代码（NACE-Code）、所属区域、国家组别、权重因子。