More and more we hear the typical phrase "I have trouble attracting talent", but why is that?
We observe that 56% of companies find it difficult to attract qualified talent, with SMEs being the most affected by this deficit. Why does this happen? Different problems converge in the issue of talent recruitment, some of them such as lack of training, demographics and the low employment rate make finding profiles that really adapt to what the organization needs a challenge.
In addition, there are no professionals with the required knowledge and skills, nor with the capabilities that will allow people to perform in today's complex environments: adaptability, resilience or tolerance to uncertainty, among others.
Little by little, companies are trying to change their internal policies in order to become attractive organizations: with greater work-life balance and flexibility, promoting continuous training for their employees and committing to corporate social responsibility.
However, it seems that these policies are not enough, as several HR trends are gaining momentum
> Employer branding. The journey that employees make from their first to their last day of employment. It also includes the interaction that the person maintains with the organization once he or she leaves it.
> Digital disconnection. Digital tools and telecommuting have made it increasingly difficult to disconnect from the work environment. Knowing how to separate work and personal life must be a lever to bring well-being to the team and ensure the effective enjoyment of rest for workers.
> Flexibility at work. The implementation of flexibility measures, such as the margin in the time of entry and exit, teleworking, the promotion of professional and family reconciliation. Some companies have begun to implement not working on birthdays as a novel and favorable measure for the personal life of their teams.
> HR Analytics. This tool makes it possible to analyze data to obtain evidence about factors such as work climate, verification that functions and tasks are well distributed, motivation, etc. This complex analysis of different situations provides evidence to make strategic decisions and improve team comfort.
Focusing on these areas will therefore help us to persuade talent during the selection process and to retain it throughout its career in the organization. Increasingly, candidates are inquiring about the HR policies and culture of the organization before applying for or accepting a new project.
Adapting our organizations to these demands will help combat the difficulty of attracting talent. Using market trends and listening to our teams will drive the well-being of the organization's members and allow us not only to find talent, but also to retain it.
Pol Codina
Client Partner Financial Services & PE