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Talent shortages, new talent pools and solutions for employers. “People are impossible to find” has become one of the phrases businesses repeat most often. And this is not just a perception. Ukraine’s labour market has genuinely become smaller. Demographic change, migration, mobilisation, and professional and regional imbalances have already changed the availability of talent. And 2027 is unlikely to make hiring easier.
\nBut there is another question. Does every unfilled vacancy really mean there are no people available?
\nSometimes a company starts with 100 potential candidates and filters the pool down to zero: only candidates from our industry, only those with experience with this exact product, 5+ years of experience, under 45, based in our city, ready to work from the office five days a week, within a fixed salary budget, and perhaps also requiring eligibility for employee reservation from mobilisation. Then the vacancy remains open for six months, and the conclusion is: “There are no people in the
\nmarket.” During this session, we will explore where the talent shortage is an objective market reality and where companies unintentionally create or deepen it through their own hiring decisions.<\/p>\n
Target audience<\/strong>: HR Directors, HR Business Partners, HR Managers, recruiters, team leaders, CEOs and business owners.<\/p>\n Questions for discussion:<\/span> <\/strong><\/p>\n The talent shortage is real. But not every unfilled vacancy is caused by a talent shortage. Before searching for more candidates, companies should first review the vacancy, the offer, the hiring process and the manager. Only then should they blame the market.<\/p>\n Participants will receive not only labour market insights, but also a practical tool: 10 questions for auditing a vacancy to help determine whether the company is facing a genuine talent shortage or a shortage of solutions within the organisation.<\/p>\n\n
\npotential?<\/li>\n