The talent gap survey

4 key takeaways and how to capitalize on them

Sep 13, 2022
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The Great Resignation, in which millions of U.S. workers resigned from their jobs, sent shockwaves through businesses of all sizes and in all industries. The resulting talent gap was especially hard for middle-market organizations that don’t have the resources or appetite to evolve how they hire and retain employees.

RSM recently commissioned a survey of 466 middle-market business leaders across a wide swath of industries to uncover the drivers behind this talent gap and its impact on mid-market organizations. Here are four key takeaways from the survey, plus recommendations for addressing the talent gap.

Filling the Talent Gap

Despite the talent hurdles that many mid-market organizations face, there are actions that companies can take to help resolve these issues. The first step is to acknowledge that there are no quick solutions—the talent gap is a long-term challenge that will stretch across all skill levels and industries. It’s one that will need creative thinking as worker expectations for flexibility, remote work and compensation continue to evolve.

The next step is to change your approach to workforce staffing. Instead of focusing on hiring full-time employees for a specific job or because they have a specific skill, build a staffing ecosystem that uses a combination of in-house expertise and external partners. The goal is to create a lean hiring model that’s both agile and flexible.

“One powerful option is to leverage a state-of-the-art managed services provider to handle non-core functions, leaving employees who remain in customer-facing roles,” says Erik Asgeirsson, president and CEO of

For example, you might consider outsourcing labor-intensive, tedious manual processes or repeatable tasks for which maintaining skills in-house doesn’t provide value, like payroll, HR operations, finance, and other operational functions. Then reassign your internal employees to high-touch, high-value activities.

You could also turn to a managed service provider for staff who have more specialized IT skills. Since generalist IT employees often don’t have the specialized expertise required in such areas as cloud or cybersecurity, lean on an experienced partner to provide that expertise on an as-needed basis. The goal is to have access to an easily adjustable pool of resources as your business evolves and market demands change. 

Looking Ahead

The current talent gap isn’t just a passing trend—it reflects a more fundamental shift in the way employees view work, and companies need to respond appropriately. To eliminate your company’s talent gap and get the staff you need to prepare your business for growth, you’ll have to employ creative strategies. An experienced managed service provider like RSM can evaluate your requirements and provide the talent and solutions your business needs when it needs them.


Learn more about what’s driving the middle market talent gap, what companies are struggling with most and how it’s affecting organizations and their staff. Request our June 2022 research study, “What’s driving the middle market talent gap?”