2022: Odyssey in tech recruitment
Before the pandemic took over our lives, we wondered how long it would take to deal with the shortage of talent in the IT sector. Now, does the question still make sense? Yes, and many are still looking for answers.

In the countdown to the end of the year, we analyse balance sheets to understand what went well and what didn’t. Only then will it be possible to improve in 2022.

In the Information Technology (IT) sector, we expect more business, more opportunities, more national and international growth, but also more challenges to face the shortage of people. This is due to both internal and external competition – thanks to the increased adoption of remote work. Looking in hindsight at the recruitment market, there is a phenomenon exacerbated by the pandemic: people are actively abandoning their jobs in a movement that, in the United States of America, is known as The Great Resignation, which has been verified since March 2021.

From the studies that have already been carried out, one of the results that stands out is the fact that this trend – justified, in part, by the personal aspirations of workers – has greater expression in functions linked to technology companies. In Brazil, for example, a deficit of about 400 thousand jobs in the technology area is expected by 2022. 

All of this is happening at a time when digital transformation has reached its peak and is of central importance to so many of the post-COVID-19 economic recovery plans around the world. The search will therefore continue.

If the problem of recruiting in the technology area is not new, find a solution seems to be the real problem. However, there are several ways to get around the issue: 

  1. Recruit people leaving universities: Having identified educational institutions and geographic areas, one of the possible approaches is to attract young graduates, integrating them into companies.
  2. Investing in their training and in new skills: The flexibility of the new generations makes it possible to leverage people from other areas, such as engineering and mathematics, offering them strong training in technology. Before we realize the returns, it is necessary to invest in their potential, helping develop professionals with characteristics and profiles that can become unique.
  3. Look for talent in other locations: It’s not just foreign countries that are able to recruit abroad. National companies can seek alternatives, even taking into consideration the opportunity that remote work opens, in competitive and well-prepared markets. 
  4. Strengthen teams with professionals from twin cultures: If we are on an open market, let’s all take the opportunities to search for the best employees with experience in other companies, and who share our DNA, values ​​and purpose.

In the IT sector, we all want to be at the forefront of the services we offer, but we must also make a difference in the way we engage and walk the path with our people. Through this we achieve goals, diversify the way we respond and have more capacity to deliver work. At the same time, we create a unique culture, which does not need to be written down, but which must be respected. This will make us unique and better prepared to face the challenges of technological recruitment.

Ana Rosado
partner at askblue and responsible for the Business Transformation & Technology units

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