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The job market in 2025 presents a puzzling contradiction. Walk into any HR department and you’ll hear the same refrain: “We can’t find candidates with the right skills”. Yet dig deeper into how organisations approach talent development, and a different story emerges – one where training and development ranks surprisingly low on corporate priority lists.
This disconnect isn’t just frustrating – it’s reshaping how people think about careers, hiring, and professional development. While salary expectations remain the top hiring challenge (and likely always will), the third-biggest hurdle reveals something more actionable: Lack of required skills among candidates.
According to our 2025 India Talent Trends Report: Compete on Clarity, which includes insights from 1,383 hiring leaders, the third most commonly cited obstacle to hiring – after matching salary expectations and finding applicants that fit the company culture – is the lack of required skills in applicants. This tells us that even with competitive compensation, if candidates lack the foundational skills needed, organisations will still face a major roadblock.
This isn’t just a gap – it’s a fixable one, if employers are willing to invest where it counts.
It’s a paradox we hear time and time again – employers can’t find skills, but don’t invest in training either. Organisations consistently cite skills gaps as a significant hiring challenge, yet many hesitate to invest in building these capabilities internally. The data reveals telling contradictions:
The challenge for employers is clear: building expertise internally requires time that many organisations feel they don’t have. The solution lies in strategic balance – developing core capabilities internally while leveraging external expertise for specialised skills and rapid scaling needs.
Our comprehensive survey of employers reveals five critical skills dominating hiring priorities in 2025. The percentages below reflect how many of these employers selected each skill as a top hiring priority – giving you clear insight into what really matters in today’s job market.:
1. Communication skills (37%): In today’s world of hybrid work and cross-cultural teams, clear communication is everything. It’s not just about sending a message – it’s about making sure it lands. Whether you're sharing ideas over Zoom, working across time zones, or explaining something complex to a client or your manager, the ability to listen well and express yourself simply makes all the difference. It's the foundation of great teamwork and strong relationships.
2. Technical expertise relevant to the industry (33%) While soft skills dominate the top spots, technical competency remains crucial. However, this is not just about knowing specific software or tools – it’s about understanding how to leverage technology strategically within your industry context and staying current with evolving technical standards.
3. Continuous learning (31%): In a rapidly changing world of work, learning doesn’t stop after onboarding – it’s a career-long habit. Employers are actively seeking individuals who take initiative to upskill, reskill, and stay ahead of industry trends. Whether it’s picking up a new tool, earning certifications, or simply staying curious, the ability to continually grow signals a future-ready mindset. It shows you’re not just equipped for today but prepared for tomorrow’s challenges too.
4. Decision making (31%): With more autonomy given to employees at every level, strong decision-making skills have become essential. Employers value professionals who can assess information critically, weigh pros and cons, and act confidently – even without all the answers. Good decision makers don’t just follow instructions; they take ownership, solve problems proactively, and help move the business forward. It’s about combining logic, judgement, and accountability in high-stakes or fast-moving environments.
5. Adaptability (29%): Change is the only constant, and organisations need individuals who can not only embrace but thrive amidst uncertainty. This means a willingness to learn new tools, pivot strategies, and navigate evolving market demands with agility.
The global skills landscape reveals fascinating regional variations that reflect local economic priorities and cultural values. Understanding these nuances is crucial for tailoring your talent strategy or job search:
Employers in Africa uniquely prioritise Analytical thinking (38%) and technical expertise (38%), followed closely by continuous learning (34%). This suggests a strong emphasis on building technical competency and problem-solving capabilities. This focus likely reflects the region’s growing technology sector and the need for data-driven decision making in developing markets.
Asia Pacific shows strong communication skills (42%) preference but maintains relatively balanced priorities across other skills, suggesting diverse economic needs across the region’s varied markets. Adaptability (33%) and analytical thinking (32%) also feature prominently.
Employers in Europe places the highest value in interpersonal skills (42%), highlighting the continent’s emphasis on collaborative work cultures and long-term relationship building. Adaptability (41%) is also extremely high, reflecting the need for agility in complex European markets.
The Middle East shows the strongest preference for communication skills (49%), significantly higher than the global average. Analytical thinking (39%) and continuous learning (36%) are also significantly valued, underscoring a drive for informed decision-making and ongoing skill development.
Employers in North America s places a high premium on communication skills (44%) while maintaining significant emphasis on technical expertise (36%) and decision-making capabilities (35%). It’s a clear signal: North American employers want leaders who can both code and communicate – professionals who bridge the gap between tech and strategy.
South American employers stand out with adaptability (43%) as its top priority, closely followed by interpersonal skills (42%). This potentially reflects economic volatility and the need for resilient, flexible workforces capable of navigating changing business conditions.
Understanding these differences helps employers consider potential biases or areas where different perspectives might be emphasised in hiring. The data reveals intriguing differences in how men and women managers and leaders prioritise skills.
Related: How to hire to improve gender diversity in the workplace
Women managers show stronger preferences for communication skills, technical expertise and proficiency in AI, pointing to a leadership style that combines relational intelligence with modern capability. This suggests a focus on fostering trust through clear, empathetic communication, leveraging technical know-how to support team success, and using AI tools to streamline processes.
Men managers, while also valuing communication skills, tend to place slightly more emphasis on adaptability, technical expertise, and continuous learning – all of which appear among their top five skills. They also prioritise decision making and analytical thinking, highlighting a pragmatic, forward-looking leadership approach.
Related: What women in India really think about workplace gender equity
Skill priorities shift noticeably across management levels, revealing how perspective changes with responsibility
Middle management: Middle managers are often on the front lines, translating strategy into action and managing teams directly. Their top skills are ranked equally for communication (34%), technical expertise (34%), and decision-making skills (34%).
Senior management: Their priorities remain similar to middle management, with communication (39%) still high, and followed by technical expertise (34%). Continuous learning (32%) also gains equal footing with adaptability. This reflects their need to communicate vision, navigate strategic shifts, and make data-driven decisions.
Top management: Communication skills, continuous learning, and decision-making each hold equal importance (34%), followed closely by technical expertise (32%) and analytical thinking (30%).
This distribution suggests that while foundational capabilities remain vital, senior leaders are increasingly expected to think holistically – adapting quickly to changing conditions, building strong relationships across the organisation, and leveraging both technical and analytical insights to guide complex decisions. For these professionals, success hinges not just on what they know, but on how effectively they connect dots, drive strategy, and lead through uncertainty.
Related: Workplace ageism: A top concern despite lower incidence rates in India
Different industries reveal distinct skill priorities that job seekers should understand when targeting specific sectors:
Technology employers prioritise communication skills (38%) and notably rank technical expertise second (34%). This reflects the industry’s recognition that technical brilliance must be paired with the ability to explain complex concepts to non-technical stakeholders.
A growth mindset and human connection drive performance in sales functions. Continuous learning (49%) ranks highest, signalling a strong emphasis on staying ahead in fast-evolving markets, products, and customer behaviours. Communication skills (43%) and interpersonal skills (36%) remain central to building trust, influencing decisions, and nurturing long-term relationships.
Adaptability (30%) highlights the need to pivot quickly with shifting customer demands, while analytical thinking (28%) reflects the growing reliance on data to identify trends, personalise outreach, and close deals more effectively.
Communication skills (38%) and adaptability (37%) top the list, reflecting HR’s critical role in navigating change and aligning people strategies across diverse teams and evolving business conditions.
Analytical thinking (34%) and continuous learning (32%) underscore a growing focus on data-driven decision-making and staying current with evolving workforce dynamics and legislation. Interpersonal skills (31%) round out the top five, reinforcing HR’s unique position in fostering trust, empathy, and collaboration across all levels of the organisation.
Financial employers in India place the highest value on analytical thinking (37%), reflecting the industry’s deep reliance on data-driven insights and strategic analysis. However, technical expertise (36%) remains close behind, underscoring the continued importance of domain-specific knowledge in navigating financial systems.
Communication skills and decision-making (both 32%) also rank highly – critical for managing client relationships, team alignment, and compliance in a fast-moving environment. Notably, proficiency in AI (29%) rounds out the top five, highlighting the growing demand for tech-savvy professionals who can harness emerging tools to enhance financial services.
These sectors demonstrate the strongest emphasis on technical expertise (42%), highlighting the continued demand for specialised knowledge in engineering, operations, and production systems. At the same time, the importance placed on adaptability and decision-making (both 35%) reflects the need for agile, data-informed responses in increasingly optimised and automated manufacturing environments.
Based on the comprehensive data we've explored, here's a look at what employers can do to navigate this competitive landscape and secure top talent in 2025:
You've told us that finding candidates with the right skills is a major headache. Yet, we've also seen that training and development often aren't top of mind for keeping or attracting talent. This is a big disconnect!
What you can do: Take a fresh look at your learning and development budget and strategy. Think about investing more in upskilling and reskilling programmes for your current team. You might even explore partnerships with colleges or online learning platforms. And here's a tip: make sure you talk about these opportunities in your employer branding. Candidates really value a company that's committed to their growth.
Our data clearly shows that “soft skills” like communication, adaptability, and interpersonal abilities are incredibly important globally, often even more so than purely technical expertise.
What you can do: Start integrating ways to assess these crucial soft skills into your hiring process. We can help train your hiring managers to spot these qualities effectively. We also recommend looking beyond traditional degrees and embracing “skills-first” or “new-collar” approaches. This means valuing practical experience and potential just as much as formal qualifications.
Skill priorities aren't the same everywhere, or even across different roles or management levels. A universal approach simply won't get you the best results.
What you can do: Tailor your job descriptions, employer branding, and even your interview questions to match the specific skill priorities of each region, job level, and the diverse talent you're hoping to attract. Our deep market knowledge can guide you in making these precise adjustments.
Today’s candidates are increasingly looking for clear information on flexible work options, compensation, and how exciting new technologies like GenAI will impact their roles.
What you can do: Be proactive and open about your company's stance on hybrid work, salary ranges, and how you’re integrating GenAI from the very first stages of your hiring process. This builds crucial trust and helps you attract candidates whose expectations truly align with your organisation's reality.
In today's fast-changing world, candidates crave stability and a sense of psychological safety at work.
What you can do: Focus on building a values-driven, transparent, and supportive company culture. Make sure your leaders clearly articulate your vision and strategy. Investing in initiatives that genuinely support your employees' well-being and career progression is paramount for long-term retention – this is how you ensure your best talent chooses to stay and thrive with you.
The 2025 skills landscape reflects a workforce adapting to complexity and change. While technical expertise continues to hold weight, the growing emphasis on soft skills like communication, adaptability, and decision making – alongside continuous learning – points to a shift toward more human-centric capabilities. In a world increasingly shaped by automation and innovation, it’s the blend of technical know-how and critical thinking that will set talent apart.
For the job market to function effectively, both employers and job seekers must recognise their mutual responsibility in addressing the skills gap. Employers need to invest more heavily in development, while professionals must commit to continuous learning and skill building.
The organisations and individuals who successfully navigate this skills evolution will be those who understand that building capabilities is not a one-time event but an ongoing strategic advantage in an ever-changing global economy.
Discover the latest workforce trends shaping India’s hiring landscape in the Michael Page India Talent Trends 2025 Report: Compete on Clarity.
This report explores what today’s job seekers and employees truly want – and where employer perceptions may not align. It offers practical insights for talent leaders and hiring professionals looking to attract, engage, and retain top talent in a rapidly evolving market. Download the full report or explore our interactive online tool to access deeper, real-time insights tailored to your hiring needs.
Read more:12 ways to create work-life balance for employeesTech job seekers in APAC: Priorities clash with employer offeringsWorkplace ageism: A top concern despite lower incidence rates in India
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