Managing talent is synonymous with attracting, developing, motivating, and retaining people. It’s a big challenge for the human resources area, especially for those who work in such a competitive market as the IT market. I have worked in this sector for several years and it has always been dynamic and upside down, since the demand for qualified professionals by organizations, regardless of the type of business they do, is greater than the supply of people specialized in the area. We have seen constant changes in the labor market, in the way we work, and the pandemic context in which we currently live have accentuated this. The new work methodologies and tools, as well as the generational differences we have seen over the years, make the value proposition of each organization increasingly relevant, I would even say that it is essential to attract and retain talent, and the existence of an equally strong employer branding strategy.
Talent management is a continuous process that involves several stages, from recruitment and selection, hiring, training, monitoring and everything that ensures the integration and retention of the employee. For me, talent management starts right at the recruitment and selection process, where we understand whether or not the candidate we’re recruiting fits in with the organization’s culture and the project in question, as well as validating if the candidate has the technical profile we’re looking for. This is where everything begins, where expectations are aligned, and where we start the process of integration into the team.
Throughout my professional experience I have realized that retaining and managing talent is less and less about income, but rather about creating and offering good working conditions and extra benefits to the compensation. The possibility of remote work, for example, now forced by the pandemic, is an important factor in retaining talent, as well as flexibility, having a feedback policy, a good working environment, technically interesting projects, genuine concern for people, knowing how they feel, ensuring they are treated with respect and that they are involved in the organization, and the organization itself promoting seamless and transparent communication.
With the speed with which technological changes happen in the IT market, it is important to invest in the technical requalification of these professionals, working and managing their talent through training that promotes the development of technical and behavioral skills, encouraging evolution and never forgetting the career plan of this talent.
We are in the “talent era”, the word talent is practically everywhere, and clearly there is an effort by organizations, especially IT organizations, to attract and retain talent. The question we may ask is HOW? How to get around the shortage of professionals in the area? How to face the competition and not lose qualified people? How to highlight our value proposition? The answer is not simple, but I believe the solution is to adopt and define a strategy based on an integrated set of processes, programs and initiatives that value and develop the potential of each person, aligned with the culture and values of the organization, not neglecting the satisfaction, motivation and engagement of the talents.
It is not easy to manage talent in this area of IT, even more so in Integer’s reality, with the vast majority of people in outsourcing. Attracting and retaining good talent is difficult but motivating and engaging them with the organization is even more complex! Also, if it were easy it possibly wouldn’t be so challenging! It requires dedication, resilience, creativity, transparency, persuasiveness, and most importantly, never giving up! To believe that we set our practices the best way we know how, always following the values and principles of the organization, and to trust that we do our best. It is important to keep up with what is going on in the market, to know the competition, to outperform them whenever possible, and to keep ethics, professionalism, and integrity in first place.
I believe it can be a competitive advantage for organizations and a sustainable way to manage their talent: ensure good leadership, have a well-defined plan, and implement good people management practices. In my opinion, it is the key to successful talent management!
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