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It’s 2022, and we have to rethink how companies need to add talent to their workforce.
Before the Pandemic the talent landscape was already changing driven by Automation, Big Data and Machine learning, the so called, 4th Revolution .
And today the pandemic not only accelerate and disrupted digital transformation process, but companies discovered that they are able to work with remote talent anywhere in the world, and people discovered they don’t need or want to go to the office.
If companies want to survive the coming years, they need to have motivated talent in key areas such as Digital Transformation, Innovation, Automation, Big Data, Software Development and other creative areas.
Sincerely, it feels naive for companies to think that they can keep solving their most important challenge of adding good people to their companies by going out to the recruiting market to compete against everyone else in a fierce market dominated mainly by constant increasing salaries.
It’s great for salaries to up, specially if it’s proportional to the value delivered, but it’s not healthy how currently tech employees are moving jobs to increase their salaries by 2x just because of the talent shortage.
It’s also significant to note how generational dynamics changes and people will not stay for many years at the same company as they want to tackle new and meaningful challenges, but this talent will always be connected to the company, serving as ambassadors and even coming back for different tenures.
Companies need to have the internal capability of a non-traumatic talent replacement, someone in line that has the business domain knowledge, and avoid as much having to go out and hire urgently when someone leaves.
We are sure that companies need to establish a pipeline where talent is discovered, empowered, trained, and well taken care of when their careers start.
We believe that companies need to make sure they always have talent coming up in the pipeline and if they need to go out and hire, it is to create new capabilities, but most of the workforce should come from internal training processes and academies and not from going to in the wild market to find the perfect person which just the right knowledge, skills and a good enough salary aspiration.
Companies should secure talent and invest when the cost is less, but when they also have a lot more to learn, specially from the company and processes, the earlier someone in their career start with a company, even from the university or before the better as hiring and onboarding experienced talent will be more expensive.
Comparing to sports; every company should have a minor league, a professional league and a major league team.
There are many companies that don’t invest in academies and minor leagues, because the talent can be trained and then hired by other companies, this is inevitable, but this should not stop companies from investing in new talent, it is actually a natural filter process as the majority of the talent will continue with the company will be connected to the company goals and at the end are going to have longer tenures.
And last, but not least we believe that the workforce should be global, not only because of all the multicultural benefits a company would get, but also because the world is full of talent in underdeveloped communities, and it's a great opportunity for both, global companies and world economic progress, it's the perfect synergy.
