With the arrival of 2023companies must face three challenges: the lack of human talent in the labor market, the increase in turnover levels and the deepening of flexibility strategies. Faced with this situation, companies plan to carry out changes in their organizations that help them retain internal talent and ensure that productivity has positive results.
According to a study of the Spanish Confederation of Business Organizations (CEOE) Y Randstad Research in which they were consulted 300 companiesit was determined that at this time 8 out of 10 are in a good situationbut that by 2023 the 35% expect a worsening significant worldwide and 48% expect the same effect in Spain.
Faced with the possibility of experiencing a wide lack of talent human resources, whether due to shortages in the labor market or staff turnover, companies have begun to prepare strategies to face the crisis of 2023.
72% of companies suffer from a talent deficit
The lack of skilled labor is the most important challenge facing 72% of companies face. For 53% of the companies consulted, combating this deficit is their priority, while for 42% the main challenge is to retain the talent they already have.
To achieve this, companies are focusing on be more flexible in terms of conditions that offer their team, such as schedules, the ability to work remotely, and offering more vacations (47%). For 45% the objective is to appear more attractive as employers, for which they seek to evolve in the employer Branding, that is, in the actions that promote greater well-being, engagement and retention. In addition, 41% consider the restoration of certain selection criteria.
The data from the study also show that the main talent gap factor is the shortage of professionals (64%), which is accompanied by the wide competence in the market (55%) and the existence of less attractive sectors (49%).
Consolidate a team and avoid turnover
Something that companies seek to avoid is that the increase in talent turnover continues, that is, that qualified employees leave the company to go to another. The study notes that in 2022 there was a 45% increase in employee turnover in Spain compared to 2021. There are several factors that can cause a person to decide to migrate from company to carry out their professional activities: salary improvement (61%); possibility of growing within the company (52%); change of professional course (45%).
Faced with this challenge and taking into account the lack of human talent in the labor market, companies prefer to keep the team they already have, so they resort to finding ways to retain it. The strategy to achieve this is based on demonstrate an improvement in the internal conditions of the companytheir first action being to offer a good working environment (83%), followed by being more flexible with the demands and regulations (76%).
There are also other actions linked to opportunities and benefits, including access to new growth opportunities professional (74%), salary increases (67%) and give employees more recognition and visibility (fifty%).
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