5 Industries Facing Critical Talent Shortages by 2030

Key takeaways

• Logistics will face a shortage of 2.2 million workers, with current supply meeting only 40% of demand
• The technology sector requires 1.2 million specialized professionals, while 70% of current personnel are self-taught
• Healthcare needs over 110,000 additional nurses due to population aging and high occupational stress
• E-commerce is booming but only 30% of the workforce receives proper training
• The cost of hiring foreign workers and retraining staff is significantly increasing operational expenses

Workforce forecasts reveal that this talent hunger stems from digital transformation happening too quickly, creating massive demand for new skills while training systems lag behind. Schools and businesses lack connection, leaving graduates without practical experience and forcing companies to spend time and money on retraining. Below is a detailed analysis of the 5 industries facing this challenge most severely.

1. Logistics and supply chain

Vietnam aims to become a regional logistics hub, but this sector faces the most severe talent crisis. By 2030, the industry needs an additional 2.2 million workers while current supply meets only 40% of demand.

The logistics sector grows 14-16% annually, far exceeding training capacity. Vietnam has over 3,000 logistics companies, but the number of specialized training institutions remains inadequate. Training programs are heavily theoretical, with instructors often teaching without practical experience, failing to keep pace with digitization and green logistics trends.

Logistics 4.0 demands complex skills across multiple domains:

• Foreign language proficiency for international partnerships – particularly crucial as Vietnam is an export-driven economy
• IT skills to operate warehouse management systems, tracking software, and modern logistics platforms
• Complex supply chain management – from demand forecasting to route optimization
• Legal knowledge of import-export laws and customs regulations across multiple countries
• Technology mindset to implement AI, IoT, and blockchain in logistics

High-quality personnel comprise only 5-7% of the sector’s workforce. This supply cannot meet the demands of digital transformation and international integration. To address this issue, companies need to implement executive retained search services to ensure stable supply for critical positions.

2. Technology (IT & semiconductors)

Among industries facing talent shortages in the next 5 years, technology is transforming rapidly but is also most affected by the wave of layoffs due to restructuring and automation. The paradox here is that companies are cutting junior developers and basic IT staff while facing severe shortages of AI specialists, semiconductor engineers, and high-tech talent.

By 2030, the sector needs 1.2 million professionals for mechatronics and automation. The semiconductor industry alone – expected to create breakthroughs for Vietnam’s economy – has enormous demand but very limited supply. Particularly in Da Nang, local authorities have had to develop exceptional compensation packages to attract semiconductor talent, with salaries reaching 80-120 million VND (3,200-4,800 USD) monthly for experienced engineers.

Only 30% of IT graduates can work immediately upon graduation, while 70% require additional training. Companies must invest significant additional costs and time for this. The market desperately needs specialists in future talent-shortage industries like artificial intelligence, Big Data, cybersecurity, and especially semiconductors – a field where universities have only recently begun offering programs while market demand is already urgent.

Remote work is increasingly common, making it easy for foreign companies to “hunt” Vietnamese talent with more attractive salaries. Many skilled engineers choose to work for international enterprises, making domestic supply even scarcer and creating pressure to raise salaries to retain talent. According to industries with the fastest salary growth, IT leads with 30-50% increases above market rates.

3. Healthcare and wellness

With 100 million people rapidly aging, healthcare faces dual pressure: rising healthcare demands but severe shortages of quality personnel. Vietnam needs 260,000 nurses according to WHO standards but currently has only 150,000, creating a gap of over 110,000 nurses.

Population aging dramatically increases demand for long-term healthcare. The number of elderly requiring specialized care continues growing, from chronic disease treatment to rehabilitation and home care.

Nurses work in high-pressure environments: frequent night shifts, high infection risks, direct contact with critically ill patients, and psychological pressure from patient families. Average salaries in Vietnam for healthcare don’t match work intensity. Many become exhausted and quit, switching to other sectors with better income.

Healthcare personnel concentrate in major cities, while remote and rural areas face severe shortages. Young doctors refuse to work in difficult areas due to limited living conditions and career development opportunities.

Technology facing critical talent shortages

4. Digital economy (e-commerce & digital marketing)

Vietnam’s e-commerce grows at a “breakneck” pace, with the 2024 market reaching 25 billion USD, up 20% from the previous year. However, high-quality talent shortages remain the biggest barrier. The shortage scale is enormous – Shopee alone needs over 600,000 personnel to operate storefronts. At current training rates, it would take 30 years to supply adequate talent for one platform.

Only 30% of personnel receive proper, formal training. The remaining 70% are self-taught or career-changers from traditional marketing, information technology, retail sales, and advertising communications. Quality varies widely, lacking solid foundational knowledge.

Work requires knowledge from multiple fields:

1. Economics and management to understand customer behavior, market analysis, and online business strategy development
2. Information technology to operate websites, apps, payment systems, and analytics tools
3. Foreign languages and communication skills to expand internationally and interact with diverse customers
4. Data analysis to optimize marketing campaigns, predict trends, and personalize customer experiences

University training programs don’t match reality. Students lack practical skills and strategic thinking necessary for real work in highly competitive online business environments. This market belongs to industries with future prospects but requires heavy investment in workforce development.

5. Manufacturing

Manufacturing undergoes Industry 4.0 revolution amid a fierce labor market. The biggest challenge isn’t machinery investment but finding personnel capable of operating modern technology. The problem isn’t general labor but severe shortages of high-tech workers and skilled craftsmen. Vietnam needs 1.2 million workers for mechatronics, automation, and robotics by 2030.

Factories are shifting to automation and smart operations, requiring system operation engineers, skilled maintenance technicians, R&D specialists for new product development, and high-tech project managers. This type of personnel supply is extremely limited. Many companies have invested in modern machinery but lack operators, failing to fully utilize capacity and investment efficiency.  

Companies also need many highly skilled workers like professional welders, precision assembly technicians, CNC machine operators, and electronics technicians. Textiles, footwear, and food processing industries show 41% recruitment increases but face greater shortages of skilled workers than general laborers. Vocational training hasn’t kept pace with market shifts toward higher value chains. To respond, many companies have adopted more effective manufacturing workforce models.

Talent shortages across Vietnamese industries won’t resolve themselves but require decisive action from leaders. Waiting for macro solutions isn’t enough. Companies must proactively collaborate with educational institutions, build “order-based” training programs, and invest heavily in upskilling current teams.

Salary and benefits surveys will help companies get accurate data to adjust compensation strategies and attract talent amid fierce competition. This is a strategic investment to ensure talent supply, reduce dependence on expensive foreign workers, and maintain competitive advantages over the next five years while fostering workforce development in the AI era and attracting strategic talent.