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In 2022, the global labor market may absorb approximately 150 million new technology jobs.
By 2030, the world economy will need 25 million new project management professionals to meet this demand.
The Bank of Mexico considered the opening of 507 thousand new jobs during this year.
The transformation that the world has undergone has led many sectors to reinvent themselves in order to continue surviving. One of these changes has been reflected in the world of work, which is why organizations have had to rethink the requirements necessary to cover their different vacancies, where hiring is now based on skills.
The coronavirus pandemic directly hit the labor market that has been different in each country, industry and population. In this sense, the digital transformation has changed the way companies collect, manage and interpret all the data generated by their activity.
Project Management Institute (PMI), the world’s leading project management association, estimates that by 2030, the global economy will need 25 million new project management professionals to meet this demand. Add to this an aging population, a shrinking workforce due to declining birth rates, and a shortage of required skills, and there will be a significant talent gap.
According to data from World Economic Forum, the global job market may absorb roughly 150 million new tech jobs over the next five years. And many other traditional jobs will become “tech jobs”which will require the employees who occupy them to have more digital skills.
The Bank of Mexico considered the opening of 507 thousand new jobs during this year. For its part, Manpower Group data estimated With the creation of up to 540,000 vacancies, recruiters face difficulties in filling these numbers because many applicants do not have the skills required for the position.
What do organizations look for when filling a vacancy?
The changes that have occurred in the world of work recently have led organizations to rethink the requirements necessary to cover their different vacancies.
Specialists detail that Human Resources managers are basing new hires on skills, which can help ensure that jobs are filled with the right talent, whether that person comes from the same company or is someone external.
In that sense, they explain that skills-based hiring offers an alternative way to address these challenges, since it eliminates unnecessary barriers that limit new talent. Which is why recruiters need to look beyond titles and consider candidates’ skills, not just what they studied.
For his part, Ricardo Triana, director of PMI in Latin America, explained that for organizations to be able to carry out this type of search for vacancies, it is important to review workforce planning and human resource systems.
“First you have to assess the skills you are looking for in the job to achieve your business goals and map them against the current workforce. This will help determine what human resources the organization needs and what can be achieved through upskilling or the existing workforce. You also have to work on job descriptions and focus on the skills needed to achieve the desired results,” he said.
Likewise, the expert highlighted that another relevant step to take is to broaden the skills evaluation criteria, since currently candidates acquire skills in different ways, not only at university or through previous work experience.
“You have to consider that professional training can also mean that the person has developed the necessary skills for the position. Various industry associations offer training that helps professionals develop and maintain skills that are relevant,” she notes.
Focusing on driving skills and techniques is part of these new forms of organization. Where, in addition to technical skills, organizations look for people who possess driving and fundamental skills, such as empathy, collaborative leadership, an innovative mindset and communication.
At this point it is worth mentioning that today employers must provide the necessary resources and train their employees to fulfill this commitment.
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