But in Mexico, the scenario became more chaotic. From 52% we went to 74% of companies that are struggling to find the talent they require. And the most difficult positions to fill are those related to the digital and technological field. Despite the context, Caroline LemonDirector of Talent Acquisition LATAM in The Walt Disney Companyhad a very clear goal: to look for talent in the digital area to form a team that could bring smiles to the audience.
“We have been present in Latin America for three decades. The regional hub is in Argentina and from there we expanded to other markets, among which Mexico stands out. That is why the search for talent was carried out in different countries, in order to have everything ready for the launch of the platform”, details Limón.
The profile that struggled the most to find is that of business intelligent, that is, a professional who conscientiously handles market intelligence metrics. “These are complex profiles to find because they have very peculiar characteristics of analysis, and it is not that you study for that, but rather they are skills that you develop,” explains Limón.
In general, a recruitment process takes an average of two weeks, but for this profile the search and selection time usually doubles. “Finding unique abilities and traits is hard,” she says.
Expansion (E): What other profiles are you looking for and what skills do you value most in applicants?
Carolina Lemon (CL): Profiles that know and understand what the streaming and digital business. Today we fear people from social engagement, content product, business intelligent, content operation Y marketing growth. We already have a large team, but we haven’t finished recruiting talent to consolidate the digital areas. In Latam we are more than 2,000 employees and in Mexico around 700.
Those who are focused on audience growth, platform management, content development, engagement with the user, intelligence and knowledge of audiences are part of other profiles that we are seeking to develop.
I: How do you get to the right talent, ie which job boards do you go to or is it job en casa?
CL: We have different ways of reaching the talent we want. Within the Talent Acquisition area there is a department specialized in researching and analyzing where the profiles we need are in the different markets in which the company is present.
For the digital area we developed a strategy called Early Career Program, where, through alliances with universities, we recruit young people who are in their university stage. In Brazil we also have the Young Apprentices program, which consists of looking for young people in stages prior to university.
And we’re throwing the Graduate Training Program, that its start is designed for the digital area, although we do not rule out taking it to other lines of business. This program is a hotbed of talent for recent graduates, or up to two years after graduating. Our intention with these programs is to train talent within the company.
We still have the portal Disney Careers, through which we consolidate a high volume of applicants. All positions are open there, in all areas of the company. We have a strategy to attract diverse talent through organizations with which we have a partnershipwell a drivers for us it is diversity, as long as the person is capable of igniting hearts, telling stories and connecting with audiences. Those are unique skills that Disney talent has.