Some sectors of the Brazilian economy face great difficulties in finding qualified professionals. This is what reveals a new chapter of the study Trends of HR, by Global Korn Ferry consultancy, shared exclusively to Infomoney. 717 companies from various segments were heard in Latin America, 298 of them in Brazil.
The service sector leads the talent scarcity ranking (63%), followed by high technology (60%), natural resources (59%), construction and materials (58%), industrial goods (57%), oil and gas (50%), among others. Check out the full list below.
It is worth remembering that this scarcity is a phenomenon observed both in Brazil and in the rest of the world for some time, the result of profound transformations in the world of work -such as technological advances -from the distance between the skills required by companies and the skills of available professionals, as well as changes in workers’ own interests and expectations.
“This is a reality that we have been following very closely. Sectors such as high technology, construction, oil and natural resources have faced increasing pressure to attract and retain qualified talents, which has boosted a more strategic movement on the part of companies,” said Aline Riccio, leader of recruitment projects for South America at Korn Ferry.
Your company is facing talent shortages?
| Sector | % Sim | % No |
|---|---|---|
| Oil and gas | 50% | 50% |
| Natural resources | 59% | 41% |
| Public services | 24% | 76% |
| Construction and Materials | 58% | 42% |
| Transport | 43% | 57% |
| Industrial goods | 57% | 43% |
| Retail | 46% | 54% |
| Consumer goods | 27% | 73% |
| Financial services | 25% | 75% |
| High technology | 60% | 40% |
| Services | 63% | 38% |
| Chemicals | 25% | 75% |
| Health | 43% | 57% |
What are companies doing to attract talent?
Companies have adopted specific strategies for attracting professionals, especially those of Generation Z -born between 1995 and 2010 -, which transformed the dynamics of the corporate environment and rejected the work form of boomers, born between 1946 and 1964.
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Among the most common actions are the offer of Flexibility at work (such as flexible journey and home office), attractive benefits (such as Gympass), Structured Diversity Programs, Young Talent Training Initiatives (such as internship programs, trainee and young apprentice), courses (Training, Undergraduate and Postgraduate), Hiring Bonuses e INTERNAL INDICATION POLICIES.
“Companies that have stood out in attracting talents in segments with greater scarcity are those that have understood this transformation and adopted a more strategic approach. Today, it is not just about offering a good salary -although this is still relevant -but of presenting a complete package that involves purpose, inclusive culture, flexibility and real opportunities for development,” said Aline.
Is your company taking any action to find talents?
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| Sector | % Sim | % No |
|---|---|---|
| Oil and gas | 67% | 33% |
| Natural resources | 89% | 11% |
| Public services | 83% | 17% |
| Construction and Materials | 87% | 13% |
| Transport | 80% | 20% |
| Industrial goods | 67% | 33% |
| Retail | 83% | 17% |
| Consumer goods | 67% | 33% |
| Financial services | 67% | 33% |
| High technology | 33% | 67% |
| Services | 80% | 20% |
| Chemicals | 50% | 50% |
| Health | 0% | 100% |
Scarcity as an opportunity
While the lack of talents is a challenge for companies, on the other, it is also an opportunity for professionals who seek replacement or want to migrate from the area.
According to Aline, the most valued candidates today are those who combine technical rule with behavioral skills, such as adaptability, critical thinking, collaboration and good communication. “Candidates who adopt a proactive posture of development and constant learning tend to be more prominent, regardless of the area,” he added.
Where are the vacancies?
The shortage of talent is distributed unevenly across the country. In the Southeast, especially in São Paulo, there is high demand for professionals in the areas of technology and financial services. In the south, the greatest lack is in technical functions linked to engineering and industry, reflecting the weight of the region’s industrial poles. In the North and Northeast, large projects in the energy and oil and gas sectors have driven the search for qualified professionals, which are often not available locally.
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Currently, according to the expert, professionals can find opportunities more easily on professional social networks like LinkedIn. In addition, active networking at events, forums, digital communities and even WhatsApp groups has been effective. “Structured indication programs have also gained space as relevant internal channels for recommendation and capture of qualified talents,” said Aline.
