The era of digital transformation, of technological disruption, has expanded the challenges for employers and employees, on the border of the lack of specialized profiles and the attraction (and retention of talent). Artificial Intelligence, data collection and analysis, or Web3 are just part of the portfolio of challenges for employability.
The news, in fact, has happened this month with the presentation, by the Spanish Association for Digitalization (DigitalES), of the report ‘Radiography of Jobs and Emerging Sectors 2024’, which describes the emergence of new technologies and the growing demand of digital profiles in published job offers. This is the case in the case of jobs related to AI, which have experienced growth of 454% on average in the last five years. Other profiles related to cybersecurity or cloud are those that have grown the most in job offers in the last year.
In the case of the VASS Foundation and the Foundation of the Autonomous University of Madrid, their ‘VI Study of Employability and Digital Talent in Spain’ places special emphasis on attention to disability, with participants in the event such as Carmen Márquez, director of the Spanish Center for Documentation and Research on Disability (Cedid) of the Royal Board of Trustees on Disability of the Ministry of Social Rights, Consumption and Agenda 2030.
An opportunity for technology to serve society as a whole, as has also been demonstrated this week (at the cybersecurity conference at Distrito Telefónica in Madrid and at the 42Barcelona programming campus, simultaneously) by from Fundación Telefónica and Fundación GoodJob. Objective: «Improve employability in the technological sector of people with disabilities and achieve a real labor inclusion in leading companieswithin the ‘IMPACT#include’ employability program in cybersecurity of the GoodJob Foundation.
Attract (and retain) talent
Another recent example: in the case of the study ‘Boosting digital skills in AI’, carried out by Access Partnership and Amazon Web Services (AWS), companies in Spain show a willingness to pay up to 33% more in salaries for profiles with experience in Artificial Intelligence and various digital skills by 2028.
In this case, from Great Place to Work, an international institution that recognizes and builds excellent workplaces through recognition programs, consulting and tailored solutions, they point out how “technology companies have a flight risk of 10% in their teams, two points above the ranking of the Best Workplaces, in addition to having 6% of their teams with a low commitment, compared to 4% in the same ranking.
Their work (with studies such as the ‘Great Place to Work Technology Sector Report’) shows how to confront this drain of talent in organizations in the technological field: “Know in detail how the people who make it up feel and, from there, start to work, with aspects to take into account such as training, the third most important commitment factor, with 17%. Its importance is greater among younger people who see training as a way to grow in their company and professionally. This is the case with companies recognized by Great Place to Work.
On the ground
«At EY (says Lucia Jaquotot, Talent Director of the company in Spain), we are committed to holistic development, balancing technique and skill. Our immersive bootcamps “They ensure that our teams not only stay up-to-date, but also anticipate technological trends so they can proactively meet the future needs of our customers, ensuring exceptional service and a sustainable competitive advantage.”
In the case of Grupo EspiralMS, Patricia Miguez, its Talent Manager, points out that “training and development in the technology sector are essential to stay at the forefront, and therefore, we invest in continuous learning to promote innovation and enhance talent, betting on the professional growth of our workers.
«In today’s world (concludes Lucía Pablos de Dios, Global COO of Kairós), the need to update is mandatory. The speed of technology evolution makes our knowledge obsolete faster and faster. The most important capacity to develop is our own ability to learn. Today, there are new ways of learning and seeking and generating knowledge/information. Times, therefore, to include a whole series of factors in the conception of the business model and in its daily operations: «We stimulate continuous learning through the training pool, attendance at events, webinars, platforms, sharing knowledge between disciplines, seeking to reinforce technical knowledge with transversal skills.
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