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Currently there is a labor base in Mexico of just over 59.3 million people working formally.
It is thanks to the weight of the digital conversation that consumers and workers have become more demanding of the actions of brands.
Over the next year, generation Z will account for almost a third of the active workforce in the country.
Although the reopening of public spaces allowed citizens to resume a large part of their daily activities and way of life prior to the pandemic and the forced social distancing, the new post-pandemic normality, there are still a large series of problems that have forced the society to transform from its base their customs and ways of acting, either in the way they consume or their labor demands, Therefore, these are some talent trends and work standards for 2023.
Currently, it is estimated that within the national territory, there is an active labor force of at least 59.3 million people, of which it is estimated that just over 39.9 percent are women and at least 60.1 percent are men, who receive an average salary of just over 5 thousand pesos.
However, it is also thanks to the ravages generated by the global health crisis, that society began a transformation of mentality, It is also due to the great reach of social networks that consumers have become more demanding of the actions of brands, even managing to impact within the decision-making of brands and even governments.
Talent trends and work norms for 2023
It is thanks to situations such as social distancing and the global health crisis, that the priorities of talents have been transformed, because according to what was indicated in the report Characteristics of the labor market, prepared by LinkedInyesand was able to identify that aspects such as a good reconciliation between work and personal life, excellent remuneration and benefits, and job security, are some of the growing trends among the active workforce.
In the same way, LLYC in collaboration with DCH, the International Organization of Human Capital Managers, pointed out within their “Talent Trends report”that the upcoming job market is marked by the force of the Z effect, “a generation that will already account for a third of the workforce in 2030 and that is beginning to impose its work culture on companies.”
“2023 will be a year in which Human Resources will continue to adapt to a different moment in the company-talent relationship. Power remains in the hands of professionals who are increasingly demanding. It is no longer companies that choose people, but people who choose companies. These are, therefore, times of innovation, of reformulating what we do and incorporating new capabilities, similar to those of marketing, to the teams in order to address the challenges that the future holds for us”. María Obispo, director of Talent Engagement at LLYC.
In the same way, in an approach of Merca2.0 with Aisha Hamud, manager of Talent Engagement of LLYC Mexico, it was established that there is a growing importance in developing studies of relevant topics focused on consumption and talent, since it is through these that strategies can be developed based on the needs of clients, consumers and talents, so that within the In the Talent Trends report, at least nine trends focused on technology were found.
“Well, generation Z is the one that is beginning to impose new work regulations, focused on a subject of technology habits, but also towards habits, where work is conceived not only as a matter of labor responsibility, but also in where companies are required to be more transparent, close and have a valid purpose” he points out. Aisha Hamud.
That is why the iIn the Talent Trends report, the following nine focused trends were developed for 2023.
- 1. ZETA effect. Generation Z begins to revolutionize the way we conceive of the labor market. Their habits, priorities and ways of conceiving work already permeate the rest of the workforce. Their drive and demands not only make professionals more demanding with their organizations in terms of ethics and sustainability, but have also caused a change in the relationship with employment by demanding shifts that allow for a better balance with personal life. It is the end of hard work as it was previously understood to establish a relationship framework in which the mental health and well-being of collaborators is the key.
- two. Immersive employee experience. The metaverse will be a fundamental part of showing what potential employees most demand: knowing the experience of working in an organization without having to belong to the company.
- 3. The explosion of Artificial Intelligence. We are living through the explosion of artificial intelligence. The global market is projected to grow more than 20% between 2022-29. This will allow the development of predictive analytics that help make better decisions regarding talent management. AI helps us improve selection processes with learning algorithms that help automate the curricular screening of candidates and incorporations with chatbots that resolve all doubts of new professionals. AI is an opportunity to improve workforce analysis and monitor the level of engagement, satisfaction, productivity, burnout risk, needs and behavior of employees.
- Four. Data-Office. With the proliferation of teleworking and the hybrid model, the use of the office has changed. To improve efficiency in the use of space and engagement with professionals, we will begin to see how data analysis also reaches office management. The objective: to better understand the use made of the work centers. Issues such as the use of meeting rooms, the usefulness of spaces for informal meetings can be measured efficiently using Internet of Things devices that store data and help teams make better decisions.
- 5. Onboarding objective. Various studies indicate that 90% of workers decide whether or not to continue in the company that has hired them during the first 6 months. In this sense, onboarding is the first step to strengthen the employee-employer relationship, a unique opportunity to create a good experience and integrate the professional into the company’s culture. However, onboarding remains the great pending task in terms of employee experience. HR departments have the opportunity to apply marketing techniques associated with customer onboarding to connect with their new collaborators through a true onboarding program.
- 6. Open source culture shift. Given the volatile situation in which we are immersed, employees are increasingly reluctant to new processes, practices or technology updates, among others.
The solution for Gartner is to move from a pyramid model to a collaborative model through open source change strategies. Companies have the challenge of constantly adapting and in order to cope with all changes it is essential to have
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the complicity, knowledge and involvement of its collaborators through collaborative and participatory processes.
- 7. Embrace the rotation. Phenomena such as the great resignation or the silent resignation that took hold in 2022 brought a common reality in most organizations: the increase in unwanted turnover. Despite the headaches that the rotation is giving to the teams of people, it does not seem that it will go less in 2023.
Greater turnover can be, first of all, an opportunity to incorporate more senior profiles into the workforce. On the other hand, living with turnover will require reformulating internal mobility policies within companies. As with internal mobility, rotation will also affect career plans. - 8. Filterless transparency. We live in the age of transparency. Companies have become more accountable to their main stakeholders, which means that employees are more and better informed about the companies they choose to work for.
- 9. From engagement to fulfillment. Fulfillment is a state of plenitude and total harmony between employees and companies, a culture in which the personal is mixed and, many times, affects the professional. If we put the person at the center of the fulfillment paradigm, we can identify four levers, based on the needs for autonomy, knowledge and connection, that surround them and that influence their experience as an employee: balance between the professional and personal, community and sense of belonging, growth and purpose.
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