The European Commission says that almost half of SMEs cannot find workers with the right skills.

A new Eurobarometer shows that 46% of small and medium-sized enterprises in the European Union have difficulties in finding workers with the necessary skills, while recruitment from outside the EU remains limited. Only one in seven companies has tried to hire citizens from third countries in the last two years, and more than half of them described the process as difficult.

Almost half of small and medium-sized enterprises in the European Union have difficulties in finding workers with the right skills, according to a new Eurobarometer presented by the European Commission.

The survey shows that recruitment from outside the EU remains limited, even though the lack of qualified personnel affects the competitiveness of European companies. Only one in seven small and medium-sized enterprises has tried to hire workers from third countries in the last two years.

In short

46% of European SMEs say they have difficulties in finding workers with the right skills.

Only 14% of SMEs have tried to recruit workers from outside the European Union in the last two years.

Of the companies that have recruited citizens from third countries, 54% described the process as difficult.

The most common obstacles are administrative and immigration procedures, the lack of suitable candidates, and language barriers.

The European Commission links the survey results to the future EU Talent Pool, the first European platform for international recruitment in occupations with labor shortages.

The main barrier mentioned by companies is the complexity of administrative and immigration procedures, cited by 31% of respondents. This is followed by the difficulty of finding suitable candidates, mentioned by 25% of companies, and language barriers, indicated by 24%.

The data shows that most companies manage the recruitment of workers from outside the EU directly. The Commission notes that the level of awareness of public support available for international recruitment is low, while the use of private recruitment agencies is significantly higher in the case of international hires.

Consulted companies also indicate what types of support would make recruitment from outside the EU more accessible. 31% request financial support, 25% want information and guidance, 23% ask for help in finding candidates, 20% mention support for workplace integration, and 18% indicate support for immigration and relocation.

Roxana Menzatu, Executive Vice President for Social Rights and Skills, Quality Jobs and Training, said that SMEs are essential for the European economy and represent about 99% of enterprises.

"SMEs are vital for the EU economy, representing about 99% of enterprises. They need to find people with the right skills to boost EU competitiveness. By providing the right information and support channels for SMEs, we can facilitate the hiring of qualified foreign workers to reduce the labor and skills shortage in the EU," said Menzatu.

She added that the future EU Talent Pool would help match job vacancies in occupations with labor shortages with qualified workers from outside the European Union.

Magnus Brunner, Commissioner for Home Affairs and Migration, said that the data shows the need to help companies attract talent.

"46% of European SMEs have difficulties in finding staff. More than half find recruitment from outside the EU difficult. This clearly shows that we need to help companies attract talent," said Brunner.

The Commissioner linked the survey results to the EU visa strategy, which he said aims to facilitate international recruitment through digitalization, reducing bureaucracy, and simpler transitions from study to work or entrepreneurship.

The EU Talent Pool is presented by the Commission as the first platform at the Union level for international recruitment. Its goal is to connect job vacancies in occupations with labor shortages with workers from outside the EU.

The results of the Eurobarometer are linked to two broader policy directions of the Commission: the EU visa strategy and the European asylum and migration management strategy. Both documents emphasize the need to simplify and accelerate the processes through which Europe can attract the skills it needs, including through the recognition of qualifications and skills.

The Commission also mentions partnerships for talent with third countries. A recent example is the memorandum of understanding with India, which includes opening pathways to attract students, researchers, and workers to Europe. The first announced result is a pilot European Legal Gateway Office, designed as a single point of information and support for the mobility of students, researchers, and workers in the information and communication technology sector.

For the European economy, the data shows a structural tension: companies need skills to remain competitive, but international recruitment mechanisms are still difficult to use for many SMEs. For workers from outside the EU, the stakes are whether future European instruments will transform access to the labor market into a clearer, faster, and more predictable process.

https://2eu.brussels/ro/stiri/comisia-europeana-spune-ca-aproape-jumatate-dintre-imm-uri-nu-gasesc-lucratori-cu-competentele-potrivite