The technology area is quite heated and, according to projections, there is no prediction of cooling. This is what studies published in various media show.
A report by Isto é Dinheiro from February 2022 points out that, by the end of 2025, a total of 800,000 jobs will be created in the Technology sector. And the strong demand for professionals is not matched by the same level of supply. Exame magazine pointed out in a July 2021 report that the lack of IT professionals could reach 70,000/year.
In the dispute for these talents, companies like Amazon, Google, Mercado Livre and Microsoft lead the list of recruiters.
Given this scenario, the opportunities and also the challenges for those who recruit and select these professionals are quite expressive. With that in mind, we will share 5 suggestions below that can help you and your company to increase the chances of success in this endeavor.
1 - Expand hiring possibilities.
With the scenario of labor shortages, restricting technical skills to the extreme will make hiring candidates very expensive and prolonged. It is worth expanding the possibilities to other areas, attracting talent who have some mastery of the necessary tools and great interest in delving into the problems your company wants to solve. Having a clear and strong mission will help attract talent with a strong adherence to the cultural fit aspect.
2 - Develop a creative and strong learning environment
Only attracting talent will not guarantee that they remain there. In order for them to feel motivated, it is necessary for the company to seek the continuous evolution of the technologies and methods used, strengthening the performance of these employees and ensuring that they are working for "something bigger". The challenge culture needs to be daily and talent needs to feel like an important part of the delivery, with space to create and implement new ways to solve problems.
3 - Be agile and flexible.
The adoption of agile methodologies is a reality in all industries, and even stronger in technology. The company needs to be open to new ways of organizing itself, new models of hierarchy and often its absence, with teams defining how problems will be solved. As an example, being flexible with regard to the work model (remote and hybrid) and working for deliveries and increments makes the teams feel like they own the problem and the solution.
4 - Demonstrate in practice that employees are important
If the company has physical space, do everything possible so that employees - when they are there - have a very appropriate structure to work: quality chairs, adequate tables, excellent lighting, great connectivity , between others. You can get inspired by looking at tech offices like Google and Apple and, getting creative, adjust to smaller budgets. And of course, remunerate in the best way possible with direct participation in the results achieved.
5 - Seek accelerated and sustainable growth - for the company and employees
Technological companies with an agile mindset tend to grow faster. But it's healthy to demonstrate to the team that the goal is to grow responsibly, following margins and ensuring that the business actually "stops on its feet" and continues to prosper. In 2022, we followed cases of startups making major adjustments. They are obviously important, but maintaining the stability of the business - mainly so that employees feel safe there - is one of the requirements for retaining them. And with ongoing growth, enable teams to keep up with this growth, expanding responsibilities and also earnings and benefits.
Conclusion
Attracting and retaining technology talent is possible, even when competing with giants. But more than ever, companies need to invest time to understand what talent wants and adjust to new trends.