More than half, or 62%, of the global workforce is willing to work for a company in ITC (IT and Communications). The sector returns to the top spot after a brief takeover by engineering in 2022. Prior to that, ITC had led for four consecutive years, according to Randstad’s latest Employer Brand Research.

The research surveyed employees representative of 75% of the global economy and assessed the views of approximately 163,000 working age individuals.

ITC is followed closely by Automotive and Engineering (joint second place), Fast Moving Consumer Goods (FMCG) and Life Sciences. Over half, or 60%, of respondents said that they would be willing to work in Automotive, which has grown by 6% since 2021 and holds the number two spot for the first time. The industry includes roles such as industrial designers, truck drivers, fuel technicians and specialists working to improve the sector’s carbon footprint.

The Engineering sector is ranked third in attractiveness by the survey respondents, maintaining its 60% score since last year. FMCG and Life Sciences rounded out the top five most attractive sectors, growing by 4 and 5 percentage points respectively since 2022.

In terms of regions, European employees ranked the Automotive sector (47%) as number one for the second consecutive year. North America places Engineering (61%) at the top spot. Meanwhile, Latin America is the only region in which Logistics holds a place in the top three, with 67% of employees identifying that sector as the second most desirable after Automotive (72%).

While ITC is the most attractive sector, 58% of staff do not believe they are ready to work for an employer in that sector. Across the board, 39% of office-based employees see themselves as sufficiently skilled to work in any sector.

While respondents are clear on their preferred sectors, this is not fully mirrored by employees viewing themselves as readily skilled to work in such industries. Retail and hospitality, which does not make the top five most attractive sectors, leads in employee skills readiness at 44%. 

“Tight labour markets and the ability of employees to be selective about where and for whom they work requires businesses to consistently review their talent offering,” Randstad stated. “This includes creating a better talent experience by shifting a mindset towards seeing employees as clients. Improving flexibility and autonomy for staff will also remain fundamental in a well-placed, resilient talent strategy.”