We decided, based on this theme, to challenge some of our partners to debate it in the 2nd episode of our “Tete-à-Talenter™.
In the post-pandemic period, the job market underwent some changes, and according to Dr. Cláudia Varela (Regional Human Resources Director of LIDL Portugal), we are “in a full employment situation, so companies had to adapt to this reality regarding the recruitment of candidates, namely regarding the integration of other linguistic markets (English).”
In the opinion of Eng. Miguel Reis Pinto (Board Member MMCI), the main transformation of the market lies in the mobilization of resources, where competition (salary conditions) is no longer just national but globalized, thus becoming an additional challenge in the recruitment of new resources.
This phenomenon leads to “candidates choosing the companies, not the other way around,” according to Dr. Cátia Gonçalves (Operations Support Manager – Customer Service Directorate of Joaquim Chaves Saúde).
After recruiting talent, it is important for companies to work on retaining them: offering attractive benefits, such as health insurance, flexible work, training, and career development opportunities, can help keep employees motivated and committed to the company.
It is a general opinion and was discussed that, in fact, the benefits described above will not be enough to either attract or retain “their” people. It is necessary and fundamental to work on the employer brand, create mechanisms to approach employees, make communication a vehicle of maximum clarity and transparency with the aim of helping to maintain a positive work environment and build a relationship of trust between the company and its employees. All these aspects lead us to the well-known and increasingly valued “emotional salary.”
If you haven’t watched it yet, watch it now! https://lnkd.in/dyhmN2YE
Article by Lucília Esteves, Business Manager UN Services of Talenter™