Annual GILS survey of Georgian employers on labour market conditions, hiring intentions, skills gaps, and labour regulation experience. 2024 edition: 420 companies surveyed across all major sectors and regions.
| Skill / Role Category | % of employers citing shortage | Sectors most affected |
|---|---|---|
| Software development / IT | 38% | IT, finance, professional services, retail (e-commerce) |
| Skilled construction trades (electricians, plumbers, welders) | 34% | Construction, real estate, manufacturing |
| Healthcare professionals (doctors, nurses) | 28% | Healthcare — worsening due to emigration to Germany |
| Accountancy / financial management | 24% | All sectors — SME financial management gap |
| Sales and business development | 22% | Retail, FMCG, real estate, professional services |
| Logistics and supply chain management | 18% | Manufacturing, retail, import/export |
| English-language proficiency | 16% | Tourism, IT, professional services, international trade |
| Management / leadership | 14% | All sectors — particularly SMEs scaling up |
Skills shortage citations are not mutually exclusive — respondents could name multiple gaps. Survey conducted October–November 2024. Sample: 420 companies, stratified by sector, size, and region. GEA and BAG employer networks used for sampling; response rate 61%.
| Regulatory area | Too burdensome | About right | Insufficient | Net assessment |
|---|---|---|---|---|
| OSH risk assessment requirements | 41% | 38% | 21% | Divided — smaller firms find OSH onerous |
| Employment contract requirements | 28% | 52% | 20% | Broadly accepted |
| Termination notice / severance rules | 24% | 48% | 28% | Workers groups want more protection |
| Work permit process (foreign workers) | 54% | 30% | 16% | Clear majority want simplification |
| Payroll reporting requirements | 33% | 51% | 16% | Mixed; digital systems helping |
| Anti-discrimination obligations | 12% | 64% | 24% | Most employers satisfied; workers want stronger enforcement |
Strongest hiring intent in IT (72%), construction (65%), and hospitality (58%). Weakest in manufacturing (28%) and public administration (12%). Net hiring intention is positive for the first time since 2019.
Driven by manufacturing restructuring and some Russian-expat-serving businesses in Tbilisi adjusting to reduced demand as Russian residents relocate. No major sector showing significant retrenchment.
Most common response across SMEs. Stability reflects both confidence and difficulty finding skilled candidates — employers would hire if suitable candidates were available.
The GILS Employer Survey complements the Geostat Labour Force Survey — which measures labour supply (workers) — by systematically documenting employer demand: what skills they need, what they're paying, what barriers they face in hiring, and what policy changes would most improve their ability to create quality jobs.
The 2023 survey (n=450 enterprises, stratified by size and sector) found: top recruitment challenge — 'lack of practical skills' (cited by 68% of employers); most difficult occupations to fill — IT specialists (73%), skilled tradespeople (61%), healthcare professionals (58%); average time to fill skilled vacancies — 47 days; share of employers offering training — 34%.
The Employer Survey is evidence, not advocacy. Its value lies in grounding policy discussion in what employers, workers, and the labour market actually show — not what is assumed. GILS commits to annual data collection and transparent methodology so that Georgian labour policy is made on the basis of evidence rather than ideology or political convenience.
Current sample (450 enterprises) is too small for sector-level analysis. Expand to 1,000: stratified by region, sector, and size. Enables: reliable sector-specific findings; regional employer demand mapping; time-series trend analysis. Cost: GEL 35K annually. ILO co-funding available.
ILO Employer Survey methodology · World Bank Enterprise Survey · Geostat business register sample frameCreate a joint GILS/ESDC Skills Gap Database: employer-reported hard-to-fill vacancies matched against ESDC training programme output by occupation. Identifies: training programmes not filling vacancies; occupations with vacancies but no training supply. Updates quarterly. Powers ESDC training commissioning decisions.
ESDC Employment Promotion Law Art.15 · Cedefop skills intelligence model · GILS data infrastructure34% of employers offer any training — increase to 60% through: (1) ESDC employer-led training subsidy (Art.13) — 70% reimbursement, well-publicised; (2) GILS 'Employer of the Year' award for training investment; (3) University-employer curriculum co-design workshops (GILS facilitates, MLHSA co-sponsors). Target: 50 formal employer-education partnerships by 2026.
Germany dual system employer partnerships · GILS facilitation capacity · MLHSA ESDC employer relationsCurrent survey is nationally aggregated — masking the very different employer landscapes in Tbilisi vs. regions. Develop regional employer modules: 3 regions (Adjara, Imereti, Kvemo Kartli) with n=100 each. Enables: regional ALMP targeting; regional skills forecasting; regional investment facilitation.
Georgia regional economic development strategy · EU ENPARD regional components · MRDI partnership90% of employer surveys cover private sector. The public sector (130,000 civil servants) has significant recruitment and retention challenges — particularly in healthcare, education, and IT. Commission a Public Employer Survey: Civil Service Bureau + MLHSA + GILS; 200 public entities; focus on: hard-to-fill positions, turnover rates, pay competitiveness. First edition 2025.
Civil Service Bureau capacity · World Bank PFM programme · ILO public service employment data| Convention / Standard | Subject | Ratified | Compliance | Key Gap |
|---|---|---|---|---|
| C142 | Human Resources Development | 1993 | Partial | VET misaligned with employer demand; employer engagement in training 34% |
| C122 | Employment Policy | 1993 | Partial | ESDC skills forecasting weak; employer survey not yet systematic |
| C088 | Employment Service | 1993 | Partial | Employer engagement in ESDC improving but limited to vacancy posting |