The skills gap problem in Spain: "hacks" that work and that your company can apply now

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04/02/2026 Joe Willcox, TalkBusiness

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The skills gap in Spain is persistent and very real. According to a recent PwC study, 98% of executives state that a shortage of qualified talent is holding back productivity, and 49% identify this as the primary reason for stagnant productivity growth.

 

This is not merely a headache for HR; it is a drag on business growth. Companies report that vacancies for digital, technical, and "green" roles remain unfilled for months, slowing innovation, delaying projects, and limiting revenue growth. And while major players like Amazon (more on that later) grab headlines with their training initiatives, the real question isn't what the giants are doing, but rather how companies like yours can get on board and gain a competitive edge.

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Here are two practical approaches you can implement right away, along with how they can directly impact your bottom line.

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1) Create genuine training partnerships

It is clear that the classic model of "posting a job opening and waiting for candidates" does not work in many sectors. A far more effective alternative is to integrate training directly into the hiring process.

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For entry-level positions—particularly among young people—Spain offers the work-study training contract, which allows individuals to be hired while receiving job-specific training as part of the contract itself. This model...

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• eliminates Social Security costs for the company for up to two years

• ensures new employees learn exactly the skills they need while working.

• shortens the onboarding process, as training takes place on the job.​​

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If your company does not yet use this type of contract, collaborating with accredited training centers that handle the administrative aspects of the dual system reduces the paperwork burden and ensures the quality of the process.

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What you gain: A talent pipeline tailored to your business. Less time and money spent on “searching for people,” and more investment in developing skills that translate directly into productivity and retention.

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2) Connect to educational ecosystems and co-design programs.

Major tech companies have already signed agreements with government bodies and educational institutions to expand digital skills in Spain. A clear example is Amazon, which has committed to training 500,000 young people in digital skills by 2027, in collaboration with the Ministry of Education. To achieve this, it is leveraging an existing initiative: the Tech Alliance (Skills to Jobs Tech Alliance).

 

In addition to Amazon, this national coalition brings together more than 60 companies—including AWS customers and partners—and is connected to over 650 educational institutions across Spain, including universities. It stands to reason that member companies of "La Alianza Tech" will enjoy privileged access to the young talent emerging from this network. Therefore, connecting with this AWS-led alliance and exploring ways to participate is a smart move for any company concerned about the shortage of digital talent.

 

And take note: a quick glance at the list of partner companies shows that this isn't an exclusive club for major multinationals with massive HR and L&D departments. So, why not ask how to join? It’s hardly likely that AWS intends to "keep" all 500,000 young people who go through these programs.

 

Amazon certainly grabs the headlines, but it is not the only significant initiative. It is also worth noting "Reskilling 4 Employment," a network connecting companies with training partners and frameworks to retrain workers for high-demand roles. Backed by the European Roundtable for Industry (ERT) and companies such as AstraZeneca, Iberdrola, Nestlé, SAP, Telefónica, and Volvo, the initiative operates in Spain, Portugal, and Greece and is actively seeking the participation of more employers.

 

What you gain: shared training ecosystems reduce costs, distribute risk, and help smaller companies attract candidates by offering recognizable training pathways and career trajectories—not just a job.

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Conclusion

The skills gap in Spain is real, but companies—both large and small—that choose to get involved in solving it manage to turn it into a strategic opportunity rather than a persistent recruitment headache. They do not simply fill vacancies; they view talent development as a competitive advantage.

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If you aren't playing in this league yet, the two "hacks" we’ve looked at here can serve as concrete steps that generate returns in both the short and long term.

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