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The Hunt for Talents is Ushering in a New Era



Market forecasts have a common denominator - it is the word “change.” There has been an increased focus on performance management, employee engagement, and development. Among these activities has been a war for talent. By 2030, the lack of qualified workers could leave 85 million jobs empty. It is now more important than ever to develop innovative solutions and attract the right talent to ensure success.

Power of soft skills

It is said that the world has never changed so fast, and on the other hand, it will never change so slowly again. Gone are the days when qualifications and results came first, now employers are looking for people with exceptional soft skills, including the ability to communicate, give feedback and make meaningful connections. A computer may be able to outwit a grandmaster in chess, but it still lacks the ability to understand the query "Do you want to play?" as it cannot comprehend the game being proposed. Technology may be able to make our work more efficient, but it can't replace the human touch. The ability to ask the right questions of machines, as well as to collaborate as a team and with the customer, are dramatically needed skills. Therefore, a valued competency in the workforce is both the ability to discover meaning and create meaning, as well as unconventional and adaptive thinking.

An employee shouldn’t be seen as a piggy bank

People are an organization's most valuable resource. Rather the viewing them as a financial burden, they should be recognized as an investment. According to the World Economic Forum, more than 1.3 billion people worldwide lack basic digital skills. Companies need to get with the times and equip all departments with tech-savvy employees. In fact, every area, not just IT, will need personnel well-versed in technology. Amidst a scarcity of talent, businesses that want to stay ahead of the competition must invest in upskilling their workforce. Not only do they need to focus on what kind of employees they need, but also understand those already employed, in order to know what skills the company relies on and bridge any gaps.

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