these are Business that they are not transparent, do not have social development strategies and do not listen to their employees involve them and enable them to participate in business projects doomed to disappear. Each time, you will have fewer applicants willing to work in it. If they are not known, they do not exist. It is a warning to seafarers at a time when the skewness between supply and demand for the jobs needed to thrive and thrive in a changing world. If companies want to attract the best, they will have to strip down and tell their narratives to get the best engineers, molecular biologists, digital experts; but also to hire the best lawyers who can decipher the complexity of the new legislation.
The battle for talent, the unconventional word, is intensifying beyond what it is today. And the salary and background of the hiring company is not enough. The decision factors that potential employees ask begin to change: How much flexibility do I have? How does the internal information system work? Do you work on networks within the company? What options does the company offer me to learn and grow? And internal mobility in the medium term? BTS consultant Brad Chambers describes some of its features in an article in Harvard Business Review. new labor revolution.
As the teenager pursues promises, she explains how important it is to be able to connect the company’s culture and social goals. Some goals that can no longer be hidden behind punctual and not very reliable marketing campaigns. There must be a social and environmental strategy. No more just thinking about financial goals. These are necessary but not sufficient. Corporations need to have foundations and clearly defined bylaws. Finally, the question has very Anglo-Saxon roots: “How can I give back to society what society has given me?” For this, it is essential to regularly hold virtual or face-to-face meetings between CEOs of companies with different employee groups to ask, listen and answer questions.
beyond the pandemic
The discussion was highlighted by the effects of the pandemic. A never-ending, intense discussion about the future of work. About where and how we will work. Two seemingly contradictory effects have been produced. As the projects were completed, the option to work outside the office became more common, and electronic communication created a hysteria of messages sent every hour and every day. Even on vacation. Not many of us have to check sending messages, sometimes simple events, at odd hours. The human resources manager of a major Spanish company told me that sending a message at 2 a.m. on Saturday does not require a response within twenty-four hours. Fake. Since we are dependent on a mobile phone, a message received outside of office hours is always likely to cause unnecessary stress. this forces them to respond to what superiors have to say. To solve this, it is very important not to wait for new legislation, but to self-regulate. They visited the Galletas Gullón company in Aguilar de Campoo (Palencia) and assured them that after five in the afternoon the use of the mobile phone for work-related matters is prohibited, except in important emergencies. There is always someone on duty in case of a crisis in the factory.
The pursuit of talent does not only affect graduates and intellectuals of science and/or literature. Whenever I go to my barber, the employee complains about the difficulty he has had in maintaining his commitment for more than six months. Why is it happening, I ask him. Answer: they get tired, they ask for more time off, absenteeism… Even in restaurants, Spain’s leading employer sector, there are complaints about the difficulty of finding services.. The best summer of 2019 is on its doorstep, with a coastal hunt for restaurant waiters and hotel workers.
Spanish context
A reminder to contextualize this discussion in a country with the highest youth unemployment rate in the EU. This week, Spain has again surpassed twenty million socially-insured. Nothing like this has happened since 2008, when the financial crisis hit. Total unemployed 2.9 million. This does not excuse the need to remember the work environment. 3.4 million of the 20.2 million participations are paid by different public administrations. An easy extraction: the private sector employs 16.8 million. More: Spain has a population of 47.3 million. Conclusion: 35.5% of the population works in the private sector, and somehow their taxes and contributions serve to partially finance the passive classes and public employees. It makes you think.