More and more companies are facing a series of new and (somehow) disruptive challenges in what concerns to attract and retain talent. In fact, there is a worldwide shortage for technological talent as jobs are changing more quickly than people can meet business needs. So, it comes as no surprise that, according to the World Economic Forum (WEF) half of all jobs in the world will require a change in skill sets by 2027.

On the other side, the rise in demand for tech skills is not a European exclusive problem; economies like Japan, Brazil and Indonesia could also face shortages of up to 18 million workers each, so specialists are saying, alongside with the US and Russia (that expected to be short six million workers apiece).

On what concerns to Portugal, according to Talent Shortage Survey 2022, country is pointed as the  2nd in the world with greater difficulty in hiring for IT functions. A problem that tends to get bigger day by day. So, it is a fact that the need for new recruitment methodologies and the growing demand for highly approved profiles are in place.

All in all, it leads into a reality where most companies keep facing a series of challenges in terms of attracting and retaining talent — a shortage of technological talent, the need for new recruitment methodologies and the growing demand for highly qualified profiles are only some of the concerns organizations will be having.

Go for Nearshore

Many companies are still struggling with lacking of IT resources they need in order to to implement their projects and move on with the business. If your company is in this scenario, the answer might be to choose a nearshore strategy that allows organizations to properly allocate resources, quickly, as well as identify and correct problems that may arise in the future.

Some of the main advantages concerning a nearshore strategy:

• Allows the addition of technology to hybrid/remote labour;
• Greater probability of finding the right professional to the job, with highly specialized know-how and skills, for the indicated position;
• Greater effectiveness in risk mitigation;
• More personalized and structured onboarding (with the increase in the hybrid/remote regime, it becomes increasingly necessary to implement digital training, as well as continuous monitoring and feedback);
• It boosts innovation (different cultures, mindsets and ideas are the perfect synergy to achieve faster results that meet the client's needs);
• Restructures the talent recruitment and retention process (people already prioritize other needs such work-life balance, flexible schedules, remote work, participation in challenging and innovative projects, etc.);

In fact, since pandemic`s lockdown remote work has gained some new prominence in worker goals. According to a GitLab study, remote work increases productivity (42%), efficiency (38%) and reduces bureaucratic processes (24%).

It is a wrap!

In terms of recruiting and retaining technological talent, it is undeniable that recruitment departments are going through a crisis phase; one that is here to stay for a long time.

That is why companies have to rethink and restructure talent management and retention processes and policies. The nearshore model is an effective way to face these challenges and to go further. Nearshore allows to improve team productivity, embrace a less expensive and safer hiring processes and work with highly qualified professionals who guarantee unique insights and make the company more competitive.