“Today human beings are more sensitive and focused on how to be more comprehensive in terms of their well-being. But they are also looking for more professional development opportunities, if they are not uncomfortable or challenged they are probably not growing in the company”, she points out.
In addition to this, never before has it been so relevant that talent is identified with the purpose of the company. “At Visa we want to make people prosper, we have a diverse culture and we know that for 80% of millennials this diversity is important”, he says.
However, each person is responsible for directing their professional career. José Raúl Guerrero, president of Korn Ferry Mexico and Central America, considers that self-knowledge is crucial, that the professional knows what his strengths and weaknesses are, as well as what he wants to achieve.
“When there is no self-knowledge, frustration begins. The professional career depends on each collaborator, while the organization and the leaders must be facilitators. But constant reinvention should never be lacking, otherwise you fall behind as a company and as an employee,” he says.
What does talent need?
Although the responsibility for directing the professional career falls on the collaborator, the main objective of a leader is to develop talent, train new leaders, accompany people and be empathetic and sensitive to detect the needs of their team. “Whoever doesn’t understand it is out of the game,” warns Guerrero.
Currently, young people are looking for leaders who motivate them and accompany them in their professional growth, and although money will always be an incentive and influence the decision to accept a job and remain in an organization, it is not the driving force, points out the executive.
“85% of the time that people move for money they don’t even last a year on the job. It is a mistake to only rely on the economic factor because the equation of being in a company is broader and the emotional element intervenes, ”she comments.
Laila Chartuni, president of Top Companies, agrees with him, stating that talent seeks to be in a culture where they identify with human leaders who inspire and reward them in their personal and professional lives.
Therefore, the recommendation to leaders is to be alert to know what needs to change in the company and in its leadership style; Be aware that the labor market is for people.
“The leader who does not have the ability to bring out the best version of his team is destined to have a high turnover that in the end is reflected in the business. And today good talent has the luxury of choosing where they want to work”, says Chartuni.
The tools of attraction
The best attraction tool is remote work, says Hernández. Applicants already ask him in job interviews if the vacancy is to work in this modality, and in addition to salary, what other benefits the company offers.
At the same time, recruiters have the challenge of finding the best talent, which is not necessarily the one with the most degrees or experience, but rather the one who shares the company’s values and, therefore, can adapt quickly and wants to belong there. That is why the recruiter also incorporates new questions that allow him to know if a certain candidate is the ideal one.
Before Covid-19, it was believed that human resources was an isolated area that was only dedicated to hiring people, and in their case, to dismiss them. This notion is no longer valid, companies already recognize that the attraction of talent can determine the success of the business, emphasizes Chartuni.
The rise of mental health
According to data from Top Company, 47% of Mexicans take something to combat anxiety or depression, problems that were not considered a couple of years ago. There is still 300% above investment in mental health by organizations.
After the pandemic, these problems related to mental health were incentivized, the most suffered by the workforce being stress, insomnia, anxiety and depression. Several companies chose to offer classes in yoga, meditation, mindfulness, webinars, telemedicine, and wellness apps.
However, not all organizations have ‘pulled even’. The specialists at the conference invite more companies to invest in their people, since the labor market continues to reinvent itself and there is no better investment than betting on the well-being of the people who, at the end of the day, are the ones who make the company.
“What comes next will be trial and error because the human being is complex. You have to observe, each company has its DNA, what they should ask themselves is what they offer, where they want to take their people, how they inspire them, what makes them different. Once they know them, it is important to transmit that”, concludes Chartuni.