Technology, a Challenge for Everyone

It is common knowledge that job applicants must remain up-to-date with the latest trends lest they become obsolete in the talent market. However, CEOs and HR managers must also be aware of these trends and how they might affect their hiring processes. Four C-level executives shared their vision on how companies should face this challenge during the last panel of Mexico Talent Forum 2018 at the Sheraton Maria Isabel hotel in Mexico City on Wednesday.

“Being aware of technology developments is crucial,” said Jan Frowijn, Director of Business Collaboration at Rosen Mexico and Central America. “If something is already a standard in the market, then you are probably too late to incorporate it in your operations.”

Technology is evolving exponentially and priorities must change accordingly. According to Javier García Iza, Director General of IOS Offices, companies used to view the internet as bad for productivity. Now, it is as vital as electricity. “Internet is now a key sales channels for many companies,” he said. “Years ago, there was a clear difference between technology and a company’s business,” added Joao Nunes, Executive Director of Michael Page. “Now, the line is completely blurred.”

Patricio Bichara, Co-founder and CEO of Collective Academy and moderator of the panel, said that Industry 4.0, the cloud, digitalization and many other emerging trends are impacting all industries equally. Furthermore, there is a gap between what Mexico can offer and the type of talent that the global industry demands. “There is very capable talent in the country but the quantity is not enough,” said Nunes. “Meanwhile, companies do not want to be the first to develop the right talent because of the fear of high turnover rates.”

Especially within the manufacturing sector, companies worry about what technology inclusion might mean for talent development. Frowjin said companies must change their vision: “Instead of focusing on the jobs that will disappear, we should analyze what skills will be needed for the jobs in the future. Knowledge is evolving every year and as CEOs, we must keep ahead of every trend and help our employees embrace new technologies.”

Machines might be increasingly important in decision-making processes thus putting the human factor at risk but for García, common sense and the human factor are something that to this day cannot be replaced. For this reason, he sees happiness and motivation for the employee as key factors that CEOs must keep as priorities for talent management. “Work culture is key to retaining talent within the company,” he said. “We have identified six key topics that can make a worker more motivated to be part of the company: Sense of contribution, recognition, responsibility, personal growth, challenges and sense of belonging.”

Within the company, however, CEOs also face the challenge of merging different experiences with new ideas. “Older generations must find an effective way of transmitting yearly experience, while young people must be able to share their knowledge regarding new technologies,” noted Frowjin. This exchange cannot be the sole responsibility of the CEO but of the entire company, according to García. “The CEO has the responsibility to give equal opportunities to every employee in the company,” he says. “But, workers must decide how much they want to grow in the corporation.”

Ultimately it is up to the CEO to provide the environment for growth but up to the employee to rise to the challenge, said Nunes. “The challenge for companies is to find ways to make people perform as well as the Top 10 percent of employees in the organization,” he said. “Not everyone can be considered talent but CEOs can create the conditions for all workers to improve.”