Faced with a huge shortage of talent with the right skills, companies are pulling out all the stops to deal with turnover and retain the most valuable profiles, including the 100% teleworking modality.
According to data from a recent joint report by SherlockHR and Computrabajo that was accessed iProfessional, in Argentina, 14% of companies continue in the remote work modality, 46% accessed the hybrid model and 40% preferred the traditional face-to-face. This means that in the country remote work had more pregnancy than in the regional average.
In total, 65% of the companies surveyed by the recruitment software and the job ad platform in Argentina continue with some level of teleworking. In addition, 58% said they offer flexible hours and half (50%) will continue to promote internal communication and coexistence between work teams with “team building” activities such as during the quarantine stage.
“Our report confirms that Argentina is one of the countries in the region most committed to improving its labor policies, showing openness to carry out pilot tests of teleworking or reducing the work week from 5 to 4 days, to know the real impact that would have on the performance of employees and their productivity, a path that other surveyed countries, such as Mexico for example, still show distrust in implementing,” Ivonne López, Brand & Candidate Experience at SherlockHR, told this outlet.
Requirements to get a job
The research was carried out among more than 1,700 companies in Argentina, Chile, Mexico, Peru, and Colombia. Total, more than 56% have some modality of face-to-face work, 37.07% hybrid work and only 6.49% is 100% remote.
The country that most adhered to the face-to-face modality of work is Mexico, with 62.51% and only 3.89% of hybrid work. While the companies in Chile, 11.82% more opted for teleworking and almost 51% for the hybrid modality.
14% of the surveyed companies in Argentina offer teleworking according to SherlockHR and Computrabajo
On the other hand, The SherlockHR and Computrabajo researchers found that in general, work experience and technical knowledge displaced the level of academic education achieved as the main filter in the selection of talent.
In this context, the 96% of employers in the Argentine market expressed that experience is what they value the most of the candidate, for 76% it is technical knowledge and 73% find that attitude is the most important thing because it shows willingness to face new challenges.
It was not the same case in all the surveyed countries In Colombia, where technical knowledge is most valued with 63.3% of the answers.
It is also clarified that, in the total sample, the largest companies (with more than 500 employees) give more value in the selection of profiles to technical knowledge for the role. This is what the HR managers of 65.3% of this segment of companies reported.
While in 61.8% of the firms with less than 100 employees, what prevails is experience, in those with between 100 and 499 employees, the majority (59.1%) mentioned qualifications and certifications as a priority.
How companies recruit in Argentina
López assured that what this investigation reveals is that the personnel selection companies are using a “candidate centric” model (with the candidate in the center) to attract talent.
Talent selection adapts to new technologies and candidate preferences
“We must know their tastes, interest, what social platforms they usually use and when, to establish new effective communication channels that facilitate a real connection between the candidate and the organization,” said the expert.
In fact, what the report showed is that, although until recently they were an exception, WhatsApp and social networks are the means of communication favored by companies to communicate with job candidates.
In Argentina, 68% of surveyed recruiters said they prefer to use LinkedIn and WhatsApp as their main means of contact to attract and interact with the “ideal candidate”.
At the regional level, 73% of companies maintain WhatsApp as the main channel of communication with the candidate, followed by telephone (62%), email (51%), traditional social networks and B2B.
“It is time to evaluate new work models such as the Home Office, flexible labor policies in terms of hours and clothing, or incentives that provide well-being and personal balance in the lives of employees in order to recruit and retain the best talent,” López concluded.