The cycle of people in companies consists of four dimensions: attraction, attachment, development and disengagement. This concept has been analyzed by the “VII DCH Barometer – Talent Management in Spain, Portugal and Latin America 2022” by EAE Business School, belonging to Planeta Formación y Universidades, and the International Organization of Human Capital Managers (DCH).
According to the report, companies have implemented new recruitment channels, being social networks, especially TikTok in a 97%the most used route in the search and recruitment of junior profiles. They also use temporary employment agencies and business schools with 48.73%. For the middle management profile, the most used is: LinkedIn 59.62% and recruitment companies 62.22%. Regarding the Senior profile, the use of Headhunters stands out significantly 83.80% and the increase of more than 5% of LinkedIn stands out with 20.33%
Companies have focused on the search and attraction of junior profiles by 38.12%, hiring them as a priority for a large part of the human resources managers who implement programs for the incorporation of young talent by 71.43%. On the other hand, the rise in middle management and senior profiles stands out, continuing with the trend of 2021 of incorporate profiles with more experience.
In addition, diversity policies continue to be considered strategic for attracting talent, considering that 74.81% are carrying out this type of initiative, especially related to gender diversity. As a challenge, the design of generational diversity policies is proposed, as well as the design of specific programs to attract senior talent (27% companies develop them) and STEM women (32.51%).
Specialization of the new incorporations
The degrees and masters most in demand in the new additions confirm the trends of previous years, being engineering the most requested with 58.62%, followed by ITEM with 53.45%, and in third place for business administration with 49%. Regarding the masters, it stands out MBA with 58.37%, followed by communication with 40.64% and finance with 35.22%. There is an increase in studies related to communication and finance, as well as specialists in project management that reflect the needs of companies to strengthen these areas.
Regarding the percentage of hiring by department, the areas with the greatest increase in personnel are in: operations and logistics 19.32%, the commercial area with 17.64% and in third place technology with 16.64%. The lowest percentage is the general management area, with 7.79%, although there is an increase of 1.85% compared to the previous year. Also noteworthy is the rise in positions related to the area of operations and logistics and sales, which for the first time in recent years surpassed positions in technology.
Talent attraction: employer branding
When it comes to attracting and retaining talent, employer branding strategies stand out, with the aim of build brand values of a company to be recognized as a good employer.
The factors that the managers of human resources take into account when capturing the attention of the best talent are, in 62.50% of the cases, the careerfollowed by company brand (61%), flexibility and conciliation policies (51%) and leadership style (50%). To a lesser extent, they take into account corporate social responsibility policies (27.25%), technology (25%), inclusion and disability policies (20.75%) and facilities (15.50%).
Among the conclusions of this study by EAE Business School, it is confirmed that the professional career continues to be essential, along with flexibility and work-life balance policies.
