Why do we live in a race for the best tech talent?

By Emilia Magnan *

Given the growing demand for technology professionals, the race for the best talent remains fierce. It’s all about terms like Yolo — You only live once, Passion Economy, Liquid workforce and Workforce Ecosystem, and I’ll explain why.

While we are understanding the impact that the pandemic will have on the new work model, these terms demonstrate the transformation that has been taking place in the labor market. Given the new logics, employees are now hired for their specific set of skills, that is, for this professional, autonomy, freedom and the opportunity to work with what they like is an advantage that stands out, giving up life and corporate culture to work for a project.

As much as they are points that entered our pandemic world, they are still controversial in some companies, mainly in Brazil. To help decision makers understand the market, I’ve separated some of the reasons why there’s this race for IT and suggestions on how to solve these problems.

International competitors

Digital demands keep growing. Meanwhile, the best talents are trained in language and technical skills to work in a company abroad. These prominent professionals receive weekly proposals. When compensation is offered in dollars, the proposal becomes even more attractive. But in addition to the salary issue, the experience generated by the internationalization of work is also an important factor.

It is difficult to come up against a proposal from the outside, but to have any chance it is necessary to strengthen the internal culture and also other points, mentioned below.

Humanization and Mental Health

The key to more humanized work relationships is the concern of decision makers in companies. After all, it needs to go far beyond understanding people as operators of processes and machines within the organizational structure.

The growing concern to promote mental health at work can be a good example of where to start, especially when we look at a new wave of positions such as Head of Mental Health.

Flexibility and autonomy at work

In light of these trends, more flexible work formats, which provide greater autonomy and also offer aggressive compensation, are becoming more popular. Talent marketplaces and other platforms configure this new work model, enabling greater access between supply and demand for products, services or goods in general.

Stopping to see investments in people management policies and programs is ideal to have a good diagnosis of whether or not you are following these trends. Another option is to make career movements within the company more flexible, giving each professional more autonomy.

Real connections with employees

The pandemic has pulled us away from our peers and, as technology brings us together, it also gives us a feeling that it’s “OK to stay away”. With that, we stopped creating connections, getting closer and having real relationships.

To deal with this problem, companies can take the opportunity to develop a new look at their internal audience and start offering new experiences. The company’s needs must go hand in hand with the desires and expectations of its talents, creating a collaborative and productive environment, in which everyone contributes their own ideas and experiences.

work with what you like

Passion Economy is about people turning their hobbies and skills into an alternative to earning money, either as their own business or as extra income, but there are many variations. This term already points to a different type of dedication, where creators — the name given to those who provide some kind of skill as a service — develop a work based on their internal direction of what they feel satisfaction in doing and know how to do well.

Many alternatives can be considered for your business to be successful in the face of so many changes and new challenges. Promoting an environment of inclusion and mental health, offering autonomy and flexibility to employees, allowing remote work and making this model viable within the business are just some of the new demands of these professionals that are in high demand by the market, and our job as executives is to ensure that these new demands become the new normal in recruiting.

*Emilia Magnan he is a People Specialist at BossaBox, supports the implementation of the people analytics process and the development of prolancer allocation processes in the company. Graduated in Psychology from UFCSPA, specialist in human development of managers from FGV and master in Social Psychology from PUCRS