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The 25 most in-demand jobs and skills in Italy in 2022

If you’d love to relocate to Italy but are concerned about employment prospects, here are the skills the country has a shortage of right now according to a study by LinkedIn.

Published: 10 February 2022 14:02 CET
Updated: 22 February 2022 09:14 CET
The 25 most in-demand jobs and skills in Italy in 2022
There are job opportunities in Italy if you have the right skills - and experience. Photo: Marco BERTORELLO / AFP

One of the biggest challenges for people who want to move to Italy is finding a job that will fit with their existing skills sets, or even help further their careers.

It’s easier for EU nationals as they enjoy the freedom of movement to easily live and work in Italy, whereas for third-country nationals getting a job here depends in many cases on the prospective employer not finding a suitable EU candidate for the position.

READ ALSO: How can American citizens work in Italy?

Italy has a poor reputation when it comes to employment opportunities. A relatively high unemployment rate among those aged 25-29 and poor pay for graduates means young Italians continue to leave the country in their thousands every year in search of positions abroad.

But this doesn’t mean it’s impossible to find work in Italy – particularly for more experienced candidates and highly-skilled professionals.

In fact some skills are thought to be so much in demand that they could ensure that you get the job as a foreigner, even if your Italian isn’t up to scratch yet, and even if you need a work visa.

So which specialisms are most sought-after in Italy?

International job search engine LinkedIn has published a list of jobs that according to their data are most in demand in Italy in 2022, with bigger growth over the past five years than any other positions advertised. 

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The list features mainly – though not only – tech-related positions, reflecting how the job market is changing.

But HR, finance and customer service specialists may also find opportunities, the data shows.

One thing that all of the listed jobs have in common, though, is that recruiters are looking for people with years of experience.

Here is the list of the top 25 positions available in Italy, including the core skills required for each and the desired amount of experience for candidates according to LinkedIn.

  1. Robotics Engineer (Ingegnere robotico)

Required skills: Robotics, Process Automation, Programming

Average years of experience: 4 years

  1. Machine Learning Engineer (Ingegnere dell’apprendimento automatico)

Required skills: Machine Learning, Computer Vision, Data Science 

Average years of experience: 3.3 years

  1. Cloud Architect

Required skills: Amazon Web Services (AWS), Microsoft Azure, Cloud Computing

Average years of prior experience: 13.5 

  1. Data engineer (Ingegnere dei dati)

Required skills: Apache Spark, Scala, Hadoop

Average years of experience: 7.2 years

  1. Sustainability manager (Manager della sostenibilità)

Required skills: Sustainable Development, Sustainability Reporting, Consulting

Average years of experience: 6.5 year

  1. Data management consultant (Consulente della gestione dei dati)

Required skills: Machine learning, ETL, Python

Average years of experience: 5.3 years

  1. Human resources analyst (Analista delle risorse umane)

Required skills: Organizational development, Recruiting, Problem solving

Average years of experience: 4 years

  1. Talent acquisition specialist (Specialista nell’acquisizione di talenti)

Required skills: Recruiting, Talent Management, LinkedIn Recruiter

Average years of experience: 9.2 years

  1. Software account executive

Required skills: Enterprise software, Cloud computing 

Average years of experience: 15.2 years

  1. Cyber ​​security specialist (Specialista di sicurezza informatica)

Required Skills: Cybersecurity, Ethical Hacking, Information Security

Average years of experience: 8.3 years 

  1. Banker

Required skills: Credit, Retail Banking, Portfolio Management

Average years of experience: 6.1 years

  1. Data scientist (Scienziato dei dati)

Required skills: Machine learning, Python, Data mining 

Average years of experience: 3.8 years

  1. Back-end developer (Sviluppatore back-end)

Required skills: Git, Docker, MongoDB 

Average years of experience: 7 years

  1. Product manager (Responsabile del prodotto)

Required skills: Agile project management, Scrum, Product management 

Average years of experience:  10.9 years

  1. Clinic manager

Required Skills: Good Clinical Practice, Clinical Trial Management System, Oncology

Average years of experience: 9.6 years

  1. Retail Consultant (Consulente di vendita al dettaglio)

Required skills: SQL, Cloud computing, Problem solving

Average years of experience: 9.6 years

  1. Business developer (Addetto allo sviluppo aziendale)

Required skills: Sales Management, Marketing Strategy, Negotiation

Average years of experience: 7.4 years

  1. Client manager

Required skills: Business Planning, Marketing Strategy, Risk Management

Average years of experience: 10 years

  1. Investment Manager (Gestore degli investimenti)

Required skills: Private equity, Business planning, Corporate finance

Average years of experience: 7.6 years

  1. Full stack engineer (Ingegnere full stack)

Required skills: JavaScript, jQuery, Git

Average years of experience: 7.1 years

  1. Infrastructure architect

Required skills: Cloud computing, Virtualization, Linux

Average years of experience: 12.6 

  1. Payroll specialist (Specialista buste paga)

Required skills: Human Resources, ADP Payroll, Employment Law 

Average years of experience: 9.7 years

  1. Front-end developer (Sviluppatore front-end)

Required skills: SASS, Bootstrap, Git

Average years of experience: 7.2 years

  1. ERP (Enterprise Resources Planning) Consultant (Consulente di pianificazione delle risorse aziendali)

Required skills: SQL, Business Intelligence, Business Processes

Average years of experience: 9.6 years

  1. Customer Service Officer (Addetto al servizio clienti)

Required skills:  Back office, Problem solving, Negotiation

Average years of experience: 6 years.

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Why few companies in Europe are hiring workers from abroad despite shortages

Companies across Europe are in need of workers but a lack of mobility for workers across the European Union means most do not recruit from abroad. The EU is making moves to remedy the situation.

Published: 4 December 2023 18:43 CET
Why few companies in Europe are hiring workers from abroad despite shortages

European companies, especially smaller ones, are suffering from labour and skill shortages, more than their British and American counterparts, a recent survey has shown.

But while they are more likely to hire from abroad than American and Canadian companies, the proportion of those seeking foreign workers remain small.

A Eurobarometer survey carried out among small and medium-sized enterprises (SMEs) has found that in most European countries finding staff with the right skills is the biggest problem, more important than bureaucracy, unfair competition or access to finance.

The European Commission says the problem has grown over the years and affects all sectors of the economy. The harder-to-fill roles are those requiring vocational training qualifications, while it is less difficult to find staff for jobs requiring bachelor’s and master’s degrees. SMEs struggle in particular to find technically trained staff such as lab-workers and mechanics.

In the past two years, 61 percent of micro companies (with less than 10 employees) and 80 percent of medium-sized one (between 50 and 250 staff) experienced difficulties hiring staff with the right skills. In Denmark and Sweden micro companies seem to have less problems, as 45 percent and 37 percent respectively said they struggled. On the other hand, almost all medium-sized enterprises in France and Switzerland (96 percent and 95 percent) had difficulties, while the proportion was 85 percent and 84 percent respectively in Spain and Sweden, and much lower in Italy (59 percent).

The survey involved some 19,350 SMEs including also non-EU countries such as Norway, Switzerland, the UK, the US and Canada.

When looking at ways to plug staff shortages, 30 percent of European SMEs looked to recruit abroad. The proportion was higher for the UK (33%), but lower for the US (15%) and Canada (11%).

Some 14 percent of European SMEs reported hiring staff from other EU countries, a proportion that reached 40 percent in Austria and 22 percent in Denmark, but was as low as 7 percent in France. On average, 16 percent of SMEs reported hiring from outside the EU, with proportions ranging from 11 percent in Sweden, 12 percent in France and Denmark, 13 percent in Spain, 17 percent in Germany and 21 percent in Italy.

While recruitment within the EU is easier thanks to free movement rules, only 50 percent of SMEs reported not having had problems in this regard. Otherwise, languages and to a lesser extent administration were identified as the main obstacles to recruit staff across the EU.

In a recent analysis, BusinessEurope, the confederation of industry associations in Europe, said that labour and skills shortages are due to “demographic change; high rates of inactivity; and relatively low levels of intra-EU mobility”.

The European Commission has recently proposed to make the recognition of professional qualification easier and to create an EU Talent Pool, a scheme to match European companies with non-EU jobseekers.

The EU is currently also reviewing rules to make it easier for third country nationals residing in the EU long-term to move within the bloc in the attempt to make the EU a more appealing work destination.

BusinessEurope Director General Markus J. Beyrer said commenting on the Talent Pool: “It is high time that the EU acknowledges the role of economic migration in helping to address Europe’s labour and skills needs”.

“The proposed Talent Pool can be a game changer in making Europe a more attractive destination for the needed skilled workers from third countries around the world. Helping to match skilled third-country nationals with the most pressing shortage occupations is an important approach.”

A survey among BusinessEurope members has shown that 78 percent of companies view mobility and migration favourably to resolve labour and skills shortages.

More information on each country’s situation is available here.

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