Friday, March 31

Is there really a lack of talent?, by Manuel Navarro

Manuel Navarro, Director of Byte IT web windows 365

The acceleration that companies have experienced in the digital transformation motivated by the pandemic has made two things possible. The first is that the business objectives are aligned with those of the IT departments. Yes, management has finally realized that what the CIOs were telling them was more than necessary. The second of them is that given this speed in carrying out digitization projects, it is necessary to incorporate more specialized personnel.

Since the pandemic began, in practically all the meetings I have attended and in almost all the interviews I have conducted, a constant complaint appears: “It is very difficult to find the right profiles and to be able to cover the job offer that we need”. The problem seems serious, when several studies agree that between 50 and 65% of managers have serious problems finding the talent they need to continue with their projects.

But is it really that hard to find? In my opinion, yes, but it is a half truth. A simple search on any employment portal or on a professional social network is enough to realize that companies do not really want talent, but contrasted profiles. Very few offers are aimed at students who are in the last years of their studies. Most ask for at least a couple of years of experience in a similar position. This is good news for those who are already working, as offers rain down on them everywhere and they can improve their position by changing companies. If the line to follow is this, indeed, there is a talent problem. But this path cannot continue forever because it would not be sustainable, especially for company accounts, which will have to pay huge sums in payroll.

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It is true that talent is lacking, but it is a half truth. In general, companies look for people with proven experience

So, what it is about is growing the number of profiles on the market and that can only be produced by betting on the youngest. Their lack of experience, which the senior members who are in the companies are supposed to already have, they make up for with their enthusiasm and desire to learn. We all know that neither the University nor the FP offer everything that companies need. That’s up to the Government, but I do believe that organizations should bet on incorporating this generation into their workforces: they will learn quickly, they will join the labor market and the companies will be able to cover their needs, although they do need to be patient to that they can learn what they are not taught in educational centers. And yes, also pay them a salary according to the hours they go to work.

Companies must be an appendage of universities. It is not just about granting internships that last a few months, but about training those who will surely be the workers, with the talent they need, of the future.

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