What About the Talent Shortage in 2022?

A talent shortage of historical scale has been catalyzed as one result of the pandemic. On a global scale, three out of every seven companies report difficulties hiring the talent they need. This is the highest result in 16 years, according to the Manpower Talent Shortage Survey 2022.

Technology is evolving faster than the qualified talent that is being trained globally. From manufacturing to marketing, transport to trade, employers cannot find the people they need with the right blend of technical skills and human strengths.

In Mexico, 64 percent of employers report difficulties finding the talent they need for their organizations. (Manpower; 2022) Human strengths stand out in the digital age. The most appreciated skills by employers are reliability and self-confidence; resilience and adaptability; collaboration and teamwork; reasoning and problem-solving; and, finally, leadership and social influence.

Across industries wholesale and retail, IT and technology are leading the talent shortage in Mexico. Positions including front office, logistics, marketing, office support and IT and data analysis are particularly difficult to fill.

Here are some strategies organizations can implement to address the talent shortage:

1. Think about diversity and inclusion. Consider groups of people who complement the skills of your team: young people, women, older people and people with disabilities, for example. Integrating diverse work teams can make your company more innovative and closer to other market niches. Take the most from technology, remote and hybrid work models to create opportunities for people to be part of your team.
2. Become a talent developer investing in learning programs and developing your talent pipeline. Focus on short courses aimed at specific roles. Take advantage of live virtual training, course platforms, evaluation tools, and competency standards to keep your work team up to date.
3. If you do not have the talent inside your organization, look for specialized services to complement your team or specialized recruitment to help you get the profiles that you need. This might help you to attract talent that cannot be built in-house quickly.

However, it is not enough to attract or develop the best talent. How are we going to hold it?

People want employers to offer more and to prioritize well-being. So, it is important to build employer branding. Two out of three employees want to work for organizations that share their same values. (Manpower; 2022). New generations want to know the purpose of the organization and how it is involved in issues that concern everyone today, such as climate change, diversity, equity, transparency and accountability. Social media allow us access to information about ethical practices, fair trade, and corporate responsibility among others. Organizations that are able to adopt responsible practices are more likely to be top of mind for new generations.

Flexibility is not an option, it is a demand from people who want to keep the advantages we learned from hybrid or remote work during the worst moments of the pandemic. Employees want to choose their start and end times, they want more vacations and to have fully flexible workplace options. Well-being has become a priority as people look for mental health days to prevent burnout. The future of work should work for families too. People are looking for a job that allows them to maintain a balance between personal and professional life.

The talent shortage is a challenge that needs to be addressed by all organizations, of all sizes and from all sectors around the globe. Employers need to become more creative in attracting, upskilling, reskilling, and retaining valued workers. Do not lose your talent, appreciate it, make it grow and develop it. Eighty-one percent of workers expect to receive training from their employers to keep their skills updated, (Manpower; 2022). Learning is a constant to face new trends and to promote employability. Let’s promote learnability as one of the most important skills we can develop for ourselves, our collaborators, and for future generations. Learning is a win-win strategy for people and employers.