From the cellar to the attic

The profile of temporary workers and companies are no longer, not even remotely, similar to what they were ten years ago.
The past few years have revealed intense transformations in the profile that temporary workers present. These changes, which would already be underway, were hyper-stimulated by the pandemic, causing a generalized innovation in the job market.
In the Telco unit of Talenter™, more than half of the temporary workers have higher education. These workers bring more knowledge and new ways of working, are more flexible, and have left behind the idea of a job until retirement. The candidates who apply are looking for their first job or seek to consolidate their careers, pursuing this through new professional experiences. Currently, workers are more autonomous and disruptive, aware and capable of multidisciplinary work, detached from 100% fixed remunerations and schedules.
Daily, from these new profiles with new skills that come to us, the evident evolution in technological knowledge stands out, hyper-developed in the pandemic work context, a result of hybrid work models. The provision of work physically distanced from the employers’ headquarters prompted workers to quickly and effectively adapt to the technologies they already used, but also facilitated contact with new technologies. This is a trend that is transversal to all units, but in the Telco area, there is currently a growing trend for candidates to present profiles that are increasingly less Telco and more Tech.
On the employers’ side, temporary work agencies and user companies have invested in their HR strategies, which are more fruitful and more aligned with the inclusion of temporary workers in their structures as an important human variable in the pursuit of their businesses.
The market welcomes these new profiles optimistically. Temporary work user companies only stand to gain from these ‘new’ profiles. The integration of these workers is a refresh to the usual structures. For the worker, in most cases, a position initially temporary may later open doors to permanent integration in another role. Leading to the final result that all parties proceed, with a win-win-win outcome, in this relationship that is tripartite from the outset. This is one of the most rewarding aspects for the HR Consultants of Talenter™, whose daily tasks aim primarily to be a channel between these new candidate models and clients, providing the perfect match. A successful match between the three parties.
By Manuela Dias, Business Manager Telecommunications of Talenter™