Occupational Barometer 2025 - key data and conclusions for HR departments.
The Occupational Barometer is an annual, one-year forecast created by experts from Provincial and District Labour Offices, coordinated by the Ministry of Family, Labour and Social Policy. Thanks to qualitative analyses and quantitative data, a comprehensive picture of the labour market is created, which helps to understand the current and future needs of employers. The latest information can be found in the official Occupational Barometer 2025 report. What conclusions can be drawn from this document for HR departments?
Deficit, sustainable and surplus occupations in 2025
The Occupation Barometer divides all the analysed professions into three categories:
- Shortage occupations – demand exceeds supply, i.e. employers have more vacancies than candidates who meet their requirements.
- Sustainable occupations – the demand for employees remains close to the number of candidates who meet the employment criteria.
- Surplus occupations – the number of people interested in working in a given profession exceeds the number of available offers (in 2025, no surplus occupations were identified at the national level).
According to the report, 23 occupations remain in deficit in 2025 (6 less than in the forecast for 2024). At the same time, due to the still low level of unemployment, no surplus occupations were indicated in national terms. Other occupations remain balanced, which means that – statistically – the number of job offers there is the closest to the number of candidates ready to take up employment.
Key findings from the Occupational Barometer 2025
According to the data presented in the publication, the greatest staff shortages on the labour market will be felt in sectors where it is already difficult to find qualified personnel. The most sought-after professions will include:
- Craft professions: roofers and tinsmiths, electricians, electromechanics, electricians, motor vehicle mechanics, building fitters, bricklayers and plasterers – which confirms the growing demand for qualified professionals.
- Practical vocational training teachers: the shortage of these professionals may affect the quality of education for future generations of craftsmen, production workers or the service sector.
Doctors, bus and truck drivers, as well as general education and pre-school teachers were also mentioned among the shortage professions. The report also points to staff shortages in professions such as carers of the elderly and the disabled, nurses, midwives and accountants.
The lack of surplus occupations in 2025 means that almost everywhere the demand and supply of workers are either equalizing or the market is running a deficit. For companies planning to recruit, this sends a clear signal: sourcing the right candidates – especially in the categories mentioned above – can prove to be a demanding and time-consuming task.
Challenges and opportunities for HR departments
In order to effectively fill the staff gaps in shortage professions, HR departments should implement measures to help attract and retain employees today. A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions. The key will be:
1. Proactive recruitment and cooperation with educational institutions
Companies are increasingly reaching for internship programs and organizing workshops for students and graduates of trade schools. This allows them to identify the best talent early and prepare them for the specifics of the organization.
2. Development of competences within the organization
Well-organized training and retraining programs will help fill gaps in teams. It is particularly important to support employees in acquiring skills in the field of new technologies and soft skills, necessary in the modern labor market.
3. Effective HR Strategy
A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions .
Take advantage of the support of LeasingTeam Group experts
Are you wondering how best to implement the recommendations from the Occupational Barometer 2025 and effectively implement your recruitment plans? Contact LeasingTeam Group. We support HR departments in recruiting low- and senior-level employees, as well as advise and help in creating effective human resources management strategies. Feel free to contact us!
Doświadczony analityk rynku pracy, specjalizuje się w badaniach nad trendami zatrudnienia i zmianami w strukturze zawodowej. Jego artykuły, publikowane w renomowanych czasopismach branżowych, pomagają czytelnikom zrozumieć dynamikę rynku pracy.
