Today, companies from the most diverse industries are entering the market that need to implement the latest software and technology developments to ensure growth and increased productivity. For this, They need to search the world for the best technical talent.
The skyrocketing demand for technical talent is forcing leaders of all types of companies to rethink their hiring strategies. And now they’re not just talking about hiring, but how to keep the most strategic talent within their ranks.
Technical candidates know this. Simply improving salary packages or offering flexible work plans is no longer enough. The increase in movement in this sector of the labor market is worth noting.
This is why they put issues such as industry attractiveness, labor flexibility, the culture and values each company operates in, or the professional challenges they face on each project on the table when choosing a job. is. It also raises critical issues on another level, such as salary reform and career prospects in companies.
We are used to hiring candidates who compete with each other to get to their desired position or dream company. In the world of technology, the equation has been reversed. Firms vie with each other to be attractive to these types of candidates.
Analyzing large amounts of data is a common denominator in the digital age.
Technical talent is no longer just programmers. But we’re also talking about the people who study and optimize the customer experience, manage the development of digital products, and orchestrate marketing, communication, and digital design strategies based on behavioral analysis.
Therefore, apart from programmers, there is a growing demand in areas such as Digital Marketing Specialists, Data Scientists, Business Intelligence Specialists, and User Experience.
local scenery
In Latin America, it is estimated that over one million positions will be filled by technical talent in the next decade.
In response, new forms and strategies of education are emerging that promote learning of new technologies, with a focus on the skills and tools that businesses need, and short cycles to accelerate the learning process.
In Argentina, 72% of companies, both large and small, clearly stated they were having trouble filling these positions. Argentina’s software and knowledge-based industries add between 5,000 and 10,000 vacancies each year to a labor market that groups around 115,000 workers.
Clearly, a global trend is being repeated in this country. It’s the same tendency these companies are trying to recruit top talent from overseas and retain their existing workforce.
66% of technical professionals are believed to be actively seeking new job opportunities. 44% of them do so to improve their income.
This data alone characterizes the dynamics of the technical labor market.
Moreover, mainly when adding by region and country. Wages in this market are well below the global average. We found a foreign company that actively recruits local talent while offering very attractive salaries and conditions for Latin American professionals.
Today, businesses of all types and sizes in a variety of backgrounds and industries provide local workers with an income of $3,000 to $6,000.
These numbers often make retention or recruitment efforts virtually unfeasible for local businesses.
High turnover, inflationary processes, local talent, and foreign companies catching talent preferring to skip formalities to earn income abroad. They exacerbate the problem of local businesses needing this kind of expert.
Task
All of this creates big challenges. For governments, create and facilitate conditions so that new talent can be created as demand increases and their labor inclusion is promoted.
For businesses, adopt new attractiveness and retention strategies. Their search involves not only seasoned professionals. However, there are professionals who may not have the necessary experience but are able to add new skills and are eager to learn and gain new experience.
These new talents have incredible advantages. They are usually willing to learn, grow and improve. They also have unprecedented flexibility to adapt to employer needs.
The final challenge for all of us is to create an intensive educational process and reduce time to acquire the knowledge and skills that today’s businesses require. Based on action and teamwork.
In short, we face a scenario where governments, teachers, scientists, business people and everyone in society must create spaces that enable the creation of new technological talent and turn labor inclusion into a golden opportunity for growth. I’m here. teeth.
Strategic alliance and growth in Le Wagon Hispano America.
Comments
Post a Comment