War for talent

Once the cultural and technological barriers to their adoption have been overcome, rolling out new working models such as the 4 Day Week is a challenge for companies, but also for people.

Companies now have to commit to new, more flexible policies and systems that rethink issues such as working hours, holidays, the workplace and how offices are used and brought to life.

In a context of intensifying competition, it is getting harder to find profiles that fit the vacancies. Sectors such as education, healthcare, engineering and digital are suffering from a lack of qualified professionals.

A situation made worse by phenomena such as the “great resignation”. After the pandemic, people prioritise their wellbeing and leave companies faster than they can be replaced.

Likewise, with a view to continuous improvement and a more emotional relationship with their stakeholders, it will be key for companies to develop other kinds of skills beyond technical ones. As organisations digitalise their processes, the future of work will demand so-called soft skills, essential for cross-functional communication, talent management and bonding with teams.

From recruitment to onboarding and retention, brands are working to offer solutions and prevent the flight of talent.

It is time to reflect on new alternatives that unlock full potential and help companies adapt not only to the needs and demands of the context but also to those of their people, thus boosting their competitiveness and growth.