The market is increasingly global, with the remote model contributing to paradigm shifts that bring new challenges. National employers are struggling to retain talent, while multinationals are attracting those who choose to stay in the country with salaries comparable to those in other economies.
The issue of talent, its scarcity, attraction and retention, is on the agenda and is, indeed, one of the biggest challenges facing employers today. And if difficulties at home weren’t enough, the globalization of work, driven by the pandemic and new models of remote working, has further complicated the daily lives of HR managers. Against this backdrop, the theme of the “global labor market” was chosen for the fifth of six conversations included in the initiative, aimed at debating the challenges facing the world of work and employment in the post-pandemic context. Rosália Amorim, Director of Diário de NotÃcias, and André Ribeiro Pires, Chief Operating Officer (COO) of Multipessoal, will discuss not only the difficulties, but also the opportunities created by all the dynamics that have influenced the labor market, in a conversation you can attend on June 16, on the newspaper’s website.
Targeting young people with the right skills
The need for talent in high-demand areas such as information technology, which in recent years has become even more essential to meet the digital transformation from which no organization can escape, is contributing to the scarcity of these fields of activity. This is partly due to the delay in training these profiles, but also because there is still a certain mismatch between the academic offer and the skills companies are looking for. One of the solutions, highlighted by André Ribeiro Pires, is to accompany the generations leaving secondary school into higher education. “I’d say that’s the first big step we should take to influence, or work with, our young people so that they can choose fields that are actually more in demand.” The Multipessoal director acknowledges, however, that this is not a measure with a very immediate impact, but that it will be visible in the medium term.
From a short-term perspective, André Ribeiro Pires believes that companies need to be given greater incentives to find measures and retain the people they need. “Today, it’s no longer a question of retaining so as not to lose out to a competitor, but of retaining so as not to lose out to another country”, he stresses. And the value of retaining talent, he adds, needs to be assessed holistically, “because it generates value in all its magnitude, not only for the company, but also for the economy”. The challenge at this level is therefore to think and rethink retention incentives in such a way that each company is able to highlight its attractions, while remaining interesting and competitive. A retention model that cannot be transversal, but must be adapted to the profile of each organization.
https://www.portugalpulse.com/pedro-catarina-and-maria-joao-they-are-looking-for-in-the-world-what-portugal-cannot-offer-lack-of-access-to-housing-was-just-one-more-reason-for-them-to-leave/
