Attention is on demand for skilled mechanics and qualified professionals to work in workshops across Spain. This message could headline a job posting for any automotive workshop in the country. Yet interest is often low, since most qualified technicians already hold positions. It appears to be good news, but it signals a real challenge. Industry leaders warn that there are not enough qualified professionals for the sector .
Leaders like Mario Pinilla, a CETRAA board member and head of the Associació d’Automoció (CETRAA Lleida), acknowledge that this is not a new issue. It has persisted for years and complicates the ability to deliver the right service to customers. Although training centers readily teach mechanics, there are not enough graduates each year to meet industry demand .
While CETRAA has not quantified the exact deficit, Rogelio Cuesta, the organization’s vice president, stated in September that if 2,000 more professionals appeared tomorrow, they would have jobs. Pinilla adds that unemployment in the industry is nearly zero. He notes that young people under 25 experience around 27% unemployment and often do not see a future in the sector. CETRAA president Enrique Fontán concurs with the view that almost all workshop employment is permanent and wage levels are stable .
Mechanic roles are not glamorous, yet the positives are real. Pinilla argues against the stereotype that the job is dirty or hard. He points out that the industry is technologically advanced and now includes electric vehicles. It requires continuous development, ongoing training, and a dynamic mindset .
The CETRAA board notes concern over the skills gap and has launched two initiatives aimed at future relief. The first seeks foreign talent, while the longer-term goal emphasizes building a robust local talent pool to fill Spanish workshop roles. The emphasis is on sustainable, local recruitment as a priority .
To support this, a program has been launched to raise the mechanical field’s visibility as a viable path for young people. Pinilla describes ongoing dialogues with educational institutions and government bodies to adjust current practices. He stresses that while training is generally solid, new needs have emerged that demand dual training with in-workshop internships to align with industry requirements .
Metallurgy
Vicente Lafuente, vice president of Confemetal, summarizes the shortage as two horizons: skills for new technologies and crafts at risk of disappearing. The metal sector is diverse, and there are gaps in profiles for roles such as elevator operators or gas and electrical installers that extend into broader manufacturing contexts. The industry now calls for technicians skilled in computing, robotics, home automation, renewable energy or additive manufacturing, and more .
Rosa Benítez of the UGT Industry Federation notes that education is lagging, particularly in boiler making, with few qualified professionals available. Stadler of the rail sector echoes the difficulty in sourcing high-level skills, while Juan José Picazo of CCOO Industria del País Valencià adds that limited perceived career prospects deter youth development in these fields .
Beyond traditional trades, Industry 4.0 demands cross-disciplinary training in computer science, robotics, energy systems, or additive manufacturing. Picazo and Lafuente agree on the rising need for such capabilities and on the importance of involving employers in vocational training design to ensure the right profiles are trained. Benítez emphasizes continuous in-house education to maintain expertise as technology evolves .
Footwear
Pedro Miralles, CEO of the Elche shoe company Miralles, observes a workforce with many seasoned workers. Despite modernization and digital advances, much production remains artisanal. This situation, combined with pandemic-related disruptions and global shifts, has hindered capacity expansion and new orders from major brands seeking to relocate production to Europe .
Marián Cano, president of Avecal, notes a broader generational shift: younger workers view the footwear sector as offering limited long-term prospects. Efforts to improve training within FP cycles aim to boost adaptability and attract new entrants to the field .
There is a shortage of skilled dressers and cutters, as well as assemblers and toe-centers. Many roles traditionally learned on the job require extensive experience. Dual training remains the best hope, but it is far from meeting current demand. The cultural barrier toward trades also hinders recruitment, as industry leaders report. Hispanitas CEO Luis Chico points out that the cost of engaging young talent is high and response rates are low, even when production capacity is available to grow .
Chico asserts that the only way to reverse the trend is to clearly demonstrate a future in the industry and to value the sector publicly. He notes that some mid-to-high-end brands are returning from Asia and recognizing Europe as a viable market, but production capacity has not fully rebounded to earlier levels .
Construction
In the Region of Murcia, new immigration reforms open a fresh path for local hiring, with the Regional Federation of Construction Employers of Murcia (Frecom) partnering with a recruitment agency to source masons from Latin America. The strategy aims to offset local labor shortages by sourcing workers from origin countries, with Peru, Ecuador, and Bolivia identified as key sources .
Frecom notes that local contractors currently need about 3,500 skilled professionals, with Next Generation funds expected to raise demand to roughly 25,000 in the coming years. The collaboration with Yoempleo will screen candidates and handle legal steps so selected workers can operate in Spain .
Nationally, construction employers anticipate needing up to 700,000 professionals to fulfill planned projects funded by European programs. The Construction Labor Foundation will oversee worker training for recruits from abroad, ensuring they meet Spanish safety and professional standards. In Murcia, the foundation has trained around 1,500 workers in recent years and has room to expand. Zamora emphasizes the need for additional training for already qualified professionals who may join from Latin America, covering topics such as risk prevention in Spain .
Historically, origin-country recruitment has primarily been used for temporary agricultural work like the Huelva strawberry harvest, but the construction sector is expanding this approach to address systemic shortages .