In the first months of 2022, the labor market has had a gradual recovery and more and more employees are returning to their old workplaces. Many of them have worked virtually since the pandemic began and the search for a hybrid model as a competitive advantage for both the employee and the company is essential.
According to a study conducted by Microsoft, 82% of 30,000 employees in 31 countries maintained or even increased their productivity under this modality, balancing their work and personal lives.
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Specialists have pointed out that in order to establish a new work model, the circumstances in which it will be carried out and the balance between work and personal must be taken into account.
Gonzalo Agüero, co-founder and CEO of Workmates, comments the following:
“One of the biggest challenges is to make companies understand that there is a drastic difference between face-to-face work and working at home, since this is the space that employees have to do other types of activities.”
Agüero also points out that hybrid work has benefits for companies, among which he highlights saving unnecessary costs, since it is possible to eliminate contracts and fixed costs of having an office. However, workspaces, flexible and suitable for daily work, are not usually in homes.
Another aspect that is emphasized is that with this work model, collaborators mitigate transportation costs and also have the possibility of choosing where and when to work, on occasions.
Another study that also supports the hybrid model is one conducted by SurveyMonkey in 2020, which showed that employees who worked remotely felt happier than their colleagues who remained working in the office.
For now, it remains to be seen what decision the companies will make regarding the work models, since with the new measures that the National Government regarding the management of the pandemic, it is not clear whether it will return to face-to-face attendance at all or it will be adopted. a hybrid model that can contribute to the productivity of work teams.
Arriving in the middle of 2022, many companies nationwide have made the decision to adopt a model of alternation, in which employees can manage time and have a balance between work and personal life.
However, the return to face-to-face attendance is a reality in some companies , since a point that marked the making of this decision at the labor level was the announcement by the President of the Republic, Iván Duque, in which he notified the elimination of the use of face masks in closed spaces, companies in different regions of the country, began a process of returning to face-to-face attendance; some in alternating mode, and others full-time, marking the beginning of a period of awareness regarding self-care.
According to DANE figures, at the national level, 89% of workers have returned to the offices under different formats such as alternation, hybrid work and face-to-face work, in many cases, determined by the type of sector and business of each business.
Below we show you some recommendations that you should take into account to return to your workplace, in different work modalities.
Generate effective communication with collaborators:
Maintaining effective communication regarding safe return to work plans is key to generating peace of mind and certainty regarding the process. It is key to generate a conversation regarding the concerns of collaborators in this process to avoid high levels of stress in adapting to new processes and challenges of face-to-face care.
Have an adaptation process:
Something extremely important is to have an accompaniment in the process of adaptation to face-to-face attendance and avoid situations that trigger mental health problems, since according to the Ministry of Health, employees can present high levels of stress when they return due to the physical conditions of the office., travel times to work or distance from their families.
Return and biosecurity protocols:
Generating safe spaces for employees is essential, which is why it is necessary to maintain care protocols in the offices. Take into account the following aspects:
For companies that can extend the period of work at home or telework within their working hours, it is recommended to continue under this type of dynamic. Some recommendations for this are:
– Redesign work schemes to allow remote work, giving workers greater flexibility.
– Invest in ICT infrastructure and improve cybersecurity to achieve successful remote work.
– Improve digital skills and highlight the skills of employees to make them feel comfortable working from home.
– Protect the most vulnerable workers to take care of them from potential illnesses.
– Create appropriate policies for the long-term implementation of this model and thus boost productivity and work-life balance.
Ireland is one of the European countries that today is betting on talent around the world. On this occasion we present vacancies for people who speak Spanish, in different areas. An opportunity for Colombians who wish to apply for their resume.
Here are the vacancies that are available:
Research Specialist:
This vacancy is to work with Amazon Ireland Sup Svcs Ltd and some of the requirements that the candidate must meet are:
Spanish and English skills to draft written responses and improve communication between internal and external clients.
Good command of Microsoft Office, including Outlook, Word and Excel.
Ability to learn and share knowledge in a global team environment.
Time management and multiple tasks at the same time.
Customer service:
Viagogo, a company dedicated to the sale of tickets for music, sports and shows around the world, is looking for staff located in County Limerick, with customer service skills and verbal fluency in Spanish.
The functions of the position will be:
– Maintain high level of service by phone and email.
– Fast, accurate and customer friendly service skills
– Represent and sell the platform and tools
– Relationship with clients and other teams.
Specialist in advertising services:
If you are a professional, a specialist in advertisements and you speak Spanish, you can work with Tik Tok, at its headquarters in Dublin.
The functions you would have to perform are:
– Mediate between internal and external clients and the team on issues related to frequent queries.
– Perform analysis on data and trends to increase profits and the success of the platform.
– Collect comments and suggestions to provide solutions through its platform.
There is also an opportunity to work with Tik Tok, but as a Search Operations Specialist, the person who will be in charge of analyzing the operation of the content and optimizing the strategies from the trend side. To optimize the processes of the position, work will be done jointly with R&D/PM/operations.
Customer Service Representative:
This vacancy is to work with Hertz, a worldwide airport car rental company, which is seeking a Customer Service Representative fluent in Spanish.
The requirements to apply for the position are as follows:
– Experience in sales, customer service or contact center.
– Fluency in Spanish and good level of English.
– Skills to solve problems effectively
– Ability to work in a team.
– Certificate of studies or an equivalent level of education is requested.
If you want to know more about the vacancies and apply your resume, you can enter the official pages of each of the companies.
Our #OffersThursday has been a tool for hundreds of people not only to apply for a job in the city, area and company they want, but also for many of them to find it. Your questions and requests sent to our Facebook, LinkedIn, YouTube and Twitter accounts, as well as your responses to advice provided on air, have made a big difference.
For this reason, today, November 25, 2021, we will have a new edition of this successful initiative. How does it work, so you can take advantage? In this note we will publish several opportunities at your fingertips, with different requirements of experience, knowledge and places to reside.
To apply, you only need to be registered on our portal. If you are, click on the opportunity of your choice; so, you can see their characteristics and know if you are suitable to keep the position. Also, apply directly.
If your resume at is up to date and you apply for offers that match your profile, knowledge and professional experience, you have more chances of being called. With that said, here are the deals:
There are two big calls, looking for a vigilante in Medellín.
Second call for security guard in Medellín
Vacancies for managers:
– Trading Manager in Bogota
– Operations Manager in Bogota
– Logistics assistant in Funza
– Company assistant in Tocancipá
Vacancies for sales:
– Financial commercial in Medellin
– External commercial advisors in Medellín
– Value seller in Bogotá
– TAT seller in Bogota
– Sales consultant in Bogotá
– Commercial advisor (several) in Medellín
Vacancies in technology:
– Network administrator in Tocancipá
– Microsoft dynamics specialist in Bogotá
– Requirements Analyst in Bogotá
– Oracle soap-bpm software architect in Bogotá
– Standard developer in Bogotá
– Server administrator in Tocancipá
Vacancies for drivers:
– Driver license C1 and C2 in Bogotá
– Driver license C2 in Bogotá
Vacancies for teachers:
– Political science teacher in Barranquilla
– Teacher of social communication in Barranquilla
– Full-time teacher in Barranquilla
– Professor of industrial engineering in Barranquilla
– Full-time professor in Barranquilla (Operations Management)
Are you the right person to fill one of these positions? Apply. But, if you are not, and you know someone who could be, share this note. Help a friend before the year ends.
Human talent management is one of the most important strategic areas of any company because it has to do with its greatest asset: people. Following the premise that time is money, companies are developing their recruitment processes faster and better, but often compromising quality.
For this reason, it is necessary for organizations to update their recruitment processes to face the 5 greatest challenges that the labor market faces today in terms of searching and selecting people: first, to get more candidates; second, filter resumes faster; third, improve the quality of processes; fourth, decrease rotation; and fifth, be more productive in this job.
Here at Elempleo.com from the hand of Talentu, the recruitment platform, we show you the 12 trends that Colombian companies must embrace and put into practice in this 2022, better known as the year of the “great resignation”.
1. Employer brand
It is about the value proposition of a company towards the workers. But beyond believing that it is simply about making a website, it is a strategic aspect of how the brand is communicated to that potential talent. For example, one of the main complaints from candidates is that they are never told if they have passed the process or not, which inevitably affects the reputation of the employer’s brand.
“Latin America is the region in the world with the most talent gaps and that is why it is constantly difficult for us to get the collaborators we really need. To the extent that we have an employer brand, we will be able to convince people to decide to work with us because we are properly communicating how we are going to transform them. It is not just a proposal for salary and benefits”, explains Mateo Folador, founder and CEO of Talentu.
2. Remote work
This new trend received a huge boost thanks to the restrictions of the health emergency to the point that seven out of 10 companies in Latin America will adopt a model that combines face-to-face and remote work, according to a recent survey by Telefónica Hispam. However, a person who has an available and adequate space in their home is not the same as one who does not.
3. Organizational culture
Although companies often refer to values, in reality it is the habits, routines and rituals that truly build the culture of a company.
4. Artificial intelligence and automation
As companies are scaling their workforce back up to where they were before the pandemic, they are looking to technology for answers to be more efficient.
5. Fluid talent and retention
It is a model in which human resources areas can continuously work to maintain vacancies and fill them faster. Although turnover can have many causes, it is necessary to better understand how the company works and why people leave in order to make decisions for improvement.
6. Training and Upskilling
One of the current recruitment problems is the difficulty of finding human talent with the required skills. Therefore, before the potential candidate enters the organization, it is necessary to identify skills gaps that can be filled thanks to training and upskilling or improvement.
7. Data-driven recruiting
It is about measuring each stage of the funnel, that is, being able to know how many people entered the first stage and how many reached each of the subsequent stages of the process. In recruitment marketing you have to understand what the channels, efficiencies and costs are.
8. Digitization of recruitment
The key is to make the entire process digital and have all the information in one place. The trend points to having the relationship automated through digital channels that allow scaling and taking candidates to the employer brand page.
9. Talent networking
Unlike operational positions where many resumes arrive and it is difficult to filter them, the strategy of creating talent networks is working very well, especially in companies that are looking for positions related to technology, where there is not enough talent.
10. Candidate experience
A recruitment process does not have to be a bad experience for the candidate. In the different stages of the candidate’s life cycle, it is very important to measure and understand what is happening in order to improve that experience. Beyond developing an omnichannel communication -whose content must generate value-, transparency is essential, that is, how a company gives evidence of the status and evolution of the process to a candidate.
11. Remote Recruitment
Remote recruiting is here to stay. It is not only very convenient for the candidate because they do not have to travel, but also for the recruiter because they can streamline these processes and fill a vacancy faster. It is key to have technological tools to facilitate these processes, but also to improve them.
12. Diversity of inclusion
Diversity and inclusion are not just about hiring men and women equally, but about having talent from different races, places, cultures and religions. “The diverse experiences make it possible to see more points of view and that makes for more creativity, which is why better solutions to problems are achieved and, of course, the results are better. Having diversity and inclusion is very good business for any company”, concludes Mateo Folador.
Despite the fact that unemployment figures stand at 12.9%, compared to 12.6% before the pandemic, the reality of the labor market has been marked by the adoption of hybrid work models and the implementation of differential factors within the organizational culture of a company. company, as well as attracting and retaining young talent within corporations from different economic sectors.
According to Laura García, Coordinator of Selection and Service at Gi Group Holding, an expert company in personnel selection, the pandemic has changed the way of thinking of those who are looking for work. Currently, young people seek job opportunities that offer guarantees, growth opportunities within a company and competitive salaries that allow them to have job stability and improve their quality of life.
Laura states that:
“These new generations are not unstable, but being a group with important labor characteristics such as agility to adapt to new trends, easy access to and handling of technologies, and their openness to creativity and innovation, they become very valuable resources. valuable to companies.
And it is that according to the annual study Labor Trends Index recently published by Microsoft, 52% of Generation Z (people born between 1997 and 2012) and Millennials (people born between 1981 and 1996), say they contemplate a professional change during 2022, based on a more flexible hybrid work, or even a complete change to remote work.
Therefore, recruiters must have precise knowledge of the organizational culture of your company to select the ideal candidate, so that they can adapt quickly if they start working with the company.
Laura Garcia also comments:
“You have to understand very well that people of this generation have a demanding attitude towards flexibility and are not easily impressed with work hierarchies, but they are motivated by the company’s position in the market.”
According to the above, we present 5 strategies that companies should keep in mind if they want to retain the talent of millennials and centennials:
– Implement the emotional salary, since it represents an opportunity for growth in the medium term.
– Support professional development, since today’s young people are interested in continuing to study and train to be at the forefront. The flexibility of time to carry out educational activities is crucial for a team of young professionals to have a greater sense of belonging.
– Facilitate digital transformation, since manual processes can be carried out in a different way and generating spaces for innovation and purposeful teams, allows for greater adaptation and effectiveness for new generations.
– Strengthen Employer Branding, this means that young people can see their professional development associated with companies that have brand recognition.
– Make organizational hierarchies more flexible:
Millennials and Centennials feel more comfortable in less rigid environments and with more open policies in which interaction does not depend on levels.
