23/02/2026
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As skill disruption accelerates and workforce dynamics evolve, organisations can no longer rely on reactive hiring or short-term workforce planning. Leadership teams are increasingly asking the strategic question: what capabilities will we need in the future, and how do we develop them now?
Advances in workforce analytics, talent assessment, and predictive modelling are making it possible to answer this question, in turn allowing the move beyond reactive hiring and development towards a more evidence-based approach to future capability.
This article explores how organisations can use data to model their 2028 workforce, identify emerging skill gaps and take practical action today to build the leadership and capability required to gain a decisive and sustained performance advantage.
Core themes this article explores
- Why workforce planning must extend beyond annual hiring cycles
- How can predictive talent data identify future capability gaps early
- The growing link between leadership capability and business performance
- Practical steps organisations can take now to build future-ready teams
- How HR and business leaders can move from instinct-led to evidence-led talent decisions
Why predictive workforce planning must replace reactive hiring
For many organisations, the traditional annual cycles of hiring and headcount forecasting are no longer sufficient. The pace of technological change, demographic shifts and evolving business models are forcing leadership teams to take a longer view of workforce capability, often three to five years ahead.
Increasingly, the question being asked is not simply: who we need next year, but rather what our workforce will need to look like by 2028 and beyond, and how we can start building that capability now?
From reactive hiring to predictive workforce strategy and the scale of the skills challenge
The urgency behind this shift is supported by a growing body of research, which also highlights the scale of the task at hand.
How 39% of core skills are expected to change
The World Economic Forum estimates that 39% of core workforce skills will change by 2030, driven by the adoption of technology, economic pressures, and evolving business models, with analytical thinking, resilience, and leadership capability among the fastest-growing requirements.
The economic cost of skills shortages
At the same time, the OECD has reported that skills shortages are now one of the primary constraints on business growth across developed economies, particularly in leadership, digital capability and specialist technical roles. In the UK, the economic cost of skills shortages is already significant. Estimates suggest the skills gap costs between £30 billion and £39 billion annually, with the potential to reach £120 billion by 2030 if not addressed.
At the organisational level, the challenge is equally clear:
- 74% of employers report difficulty finding the skills they need
- 62% of UK organisations struggle to recruit people with the right capabilities
- Skills gaps and reskilling are now cited as a top HR priority by nearly a third of employers
This is no longer a short-term recruitment issue. It is a structural workforce challenge that will shape organisational performance for the remainder of the decade. Despite this, many organisations continue to rely on reactive hiring and leadership training to address capability gaps. Vacancies are filled when they arise, and development programmes are often implemented only once gaps become visible. By that stage, options are limited, and costs are higher.
Predictive workforce modelling offers an alternative, enabling organisations to anticipate capability needs earlier and take action before gaps become critical.
The limits of traditional workforce planning models
McKinsey research indicates that while 73% of organisations conduct operational workforce planning, only a small proportion link this to future skills requirements or long-term capability modelling.
Similarly, only 12% of HR leaders engage in strategic workforce planning with a horizon of three years or more, despite widespread recognition of future skill disruption.
This gap between awareness and action creates risk. When workforce planning focuses primarily on current vacancies and short-term hiring, capability gaps often become visible only once they begin to affect performance.
By that point, the cost of addressing them – through accelerated hiring, external recruitment or emergency development – is significantly higher.
Leadership capability as a strategic workforce risk
The concept of modelling a future workforce is not new, but the quality and accessibility of data available to organisations have improved significantly, enabling organisations to take a more proactive approach.
Combining business strategy with workforce data
Today, organisations can combine multiple data sources to build a clearer picture of future capability requirements:
- Business growth projections and strategic plans
- Workforce demographics and retirement forecasts
- Skills and capability assessments
- External labour market and salary data
- Performance and potential metrics
Using workforce analytics to identify future skill gaps
When combined, these data sets enable organisations to support proactive talent strategies. This leads to a heightened ability to identify likely capability gaps over a multi-year horizon, improved retention, and a workforce capability more closely aligned with organisational objectives.
The adoption gap in HR technology and data integration
Positively, adoption appears to be accelerating, with roughly 78% of organisations planning to use predictive analytics in their workforce planning, according to recent studies by Deloitte, but only 34% of organisations agree or strongly agree that their HR technology systems are well integrated and primed to provide data for useful analyses. This reflects the growing recognition of the strategic value of people data modelling, but the lack of current capability to undertake the required analysis.
Leadership capability as a strategic workforce risk
While technical and digital skills often dominate future-of-work discussions, leadership capability is increasingly recognised as the decisive factor in organisational performance.
As roles evolve and complexity increases, demand is rising not only for technical expertise but also for complementary capabilities such as adaptability, collaboration and decision-making under uncertainty. Indeed, research into AI and workforce transformation suggests that demand for these human-centred capabilities is growing even faster than demand for purely technical skills.
Why leadership pipelines take years to build
At the same time, leadership pipelines can take years rather than months to build. Succession gaps, limited bench strength and insufficient leadership depth cannot be addressed quickly through hiring alone. Organisations with strong leadership pipelines are 2.4 times more likely to outperform their peers financially. Conversely, weak succession planning and leadership gaps can slow execution, increase risk and limit long-term growth and competitiveness.
This is why many organisations are using predictive workforce data to assess:
- Leadership potential and readiness
- Succession strength for critical roles
- Depth of capability across key functions
- Agility and adaptability of senior teams
These insights allow organisations to take earlier, more focused action to strengthen leadership pipelines and reduce future risk.
From insight to action: closing potential future skills gaps today
Organisations making the greatest progress typically focus on three areas:
1. Identifying strategically critical roles
Not all positions carry equal impact. Predictive modelling highlights roles where capability gaps would most affect growth, execution or risk exposure.
2. Building internal capability ahead of demand
Where future gaps are identified, organisations can invest earlier in targeted development, coaching and succession planning. This reduces dependency on external hiring in increasingly competitive markets.
3. Aligning workforce and business strategy
Workforce modelling is most effective when directly linked to strategic objectives. Understanding where the organisation intends to grow or transform clarifies which capabilities will be required to support that direction.
Government analysis suggests that demand for priority occupations will expand significantly through to 2030, reinforcing the need for targeted capability development aligned to future economic needs.
Moving from reactive talent decisions to evidence-based workforce strategy
Uncertainty is unlikely to disappear in the coming years. Economic conditions, technological change and global events will continue to shape organisational priorities.
Yet, uncertainty does not need to translate into inaction or, sometimes worse, reactive decision-making.
By using data to model future workforce requirements, organisations can move from reactive decision-making towards a more confident, forward-looking approach. They can identify potential risks earlier, invest in capability more deliberately and build leadership pipelines that are prepared for what comes next.
The future of predictive workforce planning beyond 2028
The organisations best positioned for the latter part of this decade will not necessarily be those that attempt to predict every market shift. They will be those who invest consistently in understanding and developing their people.
Modelling the 2028 workforce is not about creating a perfect forecast. It’s about building enough clarity to act early, in turn strengthening understanding and capability, closing skill gaps and ensuring the organisation has the leadership, agility and resilience required for sustained performance.
For talent and business leaders alike, the message is clear: the future workforce is already taking shape. The organisations that use data to understand it today will be the ones best prepared to succeed tomorrow.
Frequently Asked Questions
How does predictive workforce planning help reduce labour costs?
Predictive workforce planning (PWP) protects organisations from rising hiring costs, which 72% of businesses now cite as their primary pressure. Reactive hiring often means paying a ‘scarcity premium’, such as higher salaries to fill urgent gaps. By forecasting workforce needs three to five years ahead, companies can adopt a ‘Build over Buy’ strategy. This can help organisations reduce reliance on expensive contractors and cut recruitment costs by developing internal talent.
What is predictive workforce planning?
Predictive workforce planning uses data, business forecasts, and market trends to anticipate talent needs, skills gaps, and employee turnover. PWP also enables firms to see different business outcomes (e.g., fast growth or downsizing) to test the impact on workforce capacity. PWP is essential today, as acting now protects businesses from the projected £120 billion UK skills gap by 2030.
How should organisations prepare for increasing demand in priority occupations?
Organisations need to move beyond the ‘post-and-pray’ approach to recruitment and build talent ecosystems beyond pipelines. This means:
- Early intervention: Partner with universities, colleges, and industry bodies to shape the skills of the future workforce.
- Internal mobility: Create bridge programmes that move employees from declining roles into high-demand priority roles through targeted reskilling, leadership training, coaching, and development.
- Strategic partnerships: Work with specialist recruitment partners, like firms like Morgan Philips, who understand shrinking talent pools in digital and leadership sectors.
How can workforce analytics identify capability gaps early?
Workforce analytics act like an early-warning system. By comparing your employees’ current skills with the capabilities your business will need by 2028, you can spot hidden gaps. For example, this could help you identify a shortage of mid-level managers with the digital know-how to lead AI-powered teams. Seeing these gaps early gives organisations time to train, coach, and develop talent internally, rather than scrambling to find it in a highly competitive market later.
By integrating internal data (employee performance, training, staff profiles) with external data (market trends, job postings), firms can predict future skill shortages and address them before they impact the business.
How can recruitment partners support long-term leadership pipeline development?
A good recruitment partner supports your business as a strategic consultant rather than just a supplier. They provide insight on where the leadership talent of 2028 is located now, benchmark your high-potential employees against industry standards to assess readiness, and help HR build bench strength so a single departure does not derail long-term objectives. The result is a verified pool of ready-to-move talent, not a list of names and CVs.