The five variables that complicate the attraction of talent in Argentina

From

Grace Vinocur

Talent Attraction Manager of PAE Argentina

It is a paradox that, with the high levels of unemployment prevailing, companies in Argentina have so much difficulty finding the right talent.

This problem, which is not only local, has to do with the multiple and simultaneous transformations that the world of work has undergone in a very short timewhich we will try to outline briefly.

1. Digital transformation.

It has changed the scenarios in organizations and in the labor market, causing many jobs as we knew them to disappear. It also involved a complete rethinking and redesign of facilities, taking into account not only business goals but also the talent required to utilize emerging technologies.

2. Ability to relearn.

To bring about technological change, companies are undergoing a profound cultural shift. Upskilling and reskilling are central to the human capital agenda. And the ability to learn is today a fundamental meta-skill, not only in the business environment, but across society as a whole.

In carrying out a selection process, Talent Acquisition teams value this openness to learning, cognitive flexibility and ability to accompany change because they are critical skills. The technical skills required for a position will likely be replaced in the short term, but the ability to learn will remain.

3. Hybrid work.

After Covid and its revolution, remote working has almost become a condition for job seekers. Today, many candidates accept or reject opportunities based on that variable, carefully evaluate a proposal and ensure that they maintain or achieve the desired working conditions, beyond the economic remuneration.

In this new paradigm, the equation has been reversed: candidates choose where and how they will work. Companies, meanwhile, need to take care of their employer and ensure that the experience of their employees is positive so that they choose them and renew their vote with the organization every day.

Let’s not forget that local talent also has the option of working for a company located anywhere in the world, in a 100% remote location, and charging in currencies much stronger than the peso.

4. Entrepreneurial Mindset.

And as if the proposed scenario weren’t already difficult enough, the younger generations are trying to plan their own lifestyle and get out of the traditional working pattern, increasingly orienting themselves towards entrepreneurship.

With minimal digital tools and a significantly lower investment than in other times as a result of technological evolution, entrepreneurs interact with their customers through e-commerce platforms, promote their products on social networks and manage their business very efficiently .

While these trends are most prevalent among young people (especially Generation Z), it has spread to all age groups, regardless of region or culture.

Of course, there are country-specific nuances and differences in this talent contest. For example: The shortage of IT talent is a global phenomenon, but in Argentina’s case it is exacerbated by the difficulty of having to compete with foreign companies offering paid work in dollars.

5. Ups and downs of industrialization.

The alternation of periods of greater and lesser industrial development adds a further difficulty to our country. For example, there is currently a shortage of technical profiles oriented towards the production and maintenance of equipment. Although, due to the nature of their duties, their work is face-to-face, these profiles also present a challenge for the Talent Attraction teams.

Therefore, the transformations of the labor market challenge Talent Attraction teams and organizations in general to continue searching and reinventing new solutions to provide effective responses to these market needs that will not disappear in the medium term.