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Talent shortage increases the need to improve the employee experience

What do you do when you think talent can't be found? That is a problem that is now being felt especially in the labor industry. Where the lack of trained workers could cause the transformation in the world, especially digital, to stop in its tracks. We all know that the recent pandemic forced many companies to relocate their operations allowing everyone to work from home in order to improve the employee experience. But the talent sector itself was not necessarily ready for the demand.

Table of Contents

Introduction

The "talent problem" has widespread divisions. Studies show that About 40% of organizations seek a third party to help with their projects. Which generates project delays and general frustration. But for large companies, these delays can affect their long-term growth strategies.

After all, it's hard to offer new products to your customers if they're still stuck looking for staff to help them with the latest product they launched.

Being optimistic that technology will innovate to get out of these kinds of long-term problems related to talent shortages. It will happen only if we are able to cover the holes in the medium-short term, so it is necessary to improve the experience of the employees.

Still, as much as tech is taking a hit from the recent talent shortage, it's not the only industry facing a lack of job seekers.

estimates and reflections

It is estimated that by 2030, more than 85 million jobs will remain unfilled. Which will generate over $8 trillion in unrealized revenue. This includes industries like hospitality, retail, and manufacturing, industries where pay and benefits don't keep up with the cost of living or employee expectations.

Thinking about it for a second: 85 million jobs were left empty in an era when most of us worried that robots would make human work irrelevant.

Honestly, this is a weird time. Some are calling this the great “jobs mismatch,” an unprecedented time when there are 9.2 million jobs open following a once-in-a-lifetime job decline due to the global pandemic, only to see too many left. vacancies.

It may not be as essential to understand why this huge mismatch is occurring as it is to focus on what companies could do to prevent the damage.

What would it take to end the great resignation and thus improve the employee experience?

We truly believe that one of the most important things companies need to do today, whether it's in technology, retail, or any other segment of the global market, is to take a hard look at the employee experience and how your company measures up to it. what the employee really wants now.

Recent reports show that more than 40% of employees are considering quitting or changing careers this year. In fact, 4 million people quit their jobs in April. How do you prevent your company from being abandoned? We must keep our employees happy.

It is worth noting that during the pandemic, employee expectations changed. First, employees saw that many industries could continue to function thanks to Microsoft Teams, Zoom, Google Meet and other collaboration tools that kept meetings and connectivity intact; in fact, we became more productive. 

And in many cases, they received many new benefits, such as the opportunity to work from home, a budget for office furniture and, in many cases, mental health support. Some even took the opportunity to move entirely, abandoning the long and tiring journey to live somewhere cheaper, quieter and more pleasant. At the time, the employers agreed to this because what else could they do? They needed to adapt. They needed to change. That meant being flexible for their workforce. But now, the pandemic is beginning to subside, albeit at an erratic rate. Employers want to get back to normal. And the employees, no.

This means:

  • That we must continue to be flexible, many employees still do not feel comfortable returning to work and employers must accept this. At least not this year, and maybe never. So companies looking to remain competitive will need to have a strategy that incorporates flexibility, especially when trying to win and retain the best employees.
  • Incorporate technology into all your processes. The first change we saw the technology bring about was explosive growth for popular products like Zoom, Google Meet, and Microsoft Teams. But as the pandemic has progressed, we have all felt the fatigue of online meetings. But we are already seeing that technology enhances and optimizes employee experiences.

Conclusion

In conclusion, technology is not rocket science. It is a basic understanding that the way we work is changing. Employee expectations and needs are changing. And the companies that remain successful will be the ones that change along with them.

At Hirint we would like to be part of your process of change and, above all, improvement for you, your employees and your clients. We are very aware that the demand for changes today can be doubtful about the new requirements that you really need in your company. But we are highly trained to guide you and give you all the necessary information, do not hesitate to contact us, we will be happy to help you.

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