The Covid-19 pandemic acted as an accelerator for several changes in the business world that had been under discussion for several years. According to the "Executive Digest" portal, besides having introduced the vast majority of the world's population to remote work, it has simultaneously brought new challenges for companies, such as the need to face the shortage of talent in several areas.

To help companies attract and retain the talent they need to innovate, grow and ensure their sustainability, the ManpowerGroup identifies five major trends that organizations must integrate in their strategies and action models.

1- Be a talent magnet

In a highly competitive market only the most attractive companies are able to capture the interest of the best employees and retain their loyalty. The company should consistently and clearly convey its mission, vision, and values, communicating honestly and transparently through the relevant channels to potential employees.

Companies that generate authentic fans among employees and candidates and that are identified as places where most professionals would like to work will thus be considered "talent magnets.

2- Encourage constant learning

The answer for companies and professionals must be in learnabillity, that is, the ability to constantly learn throughout one's career, this being a crucial skill for workers to be able to adapt agilely to changes, and to be able to innovate and add value to the organization. This deliberate effort to continuously acquire new knowledge and skills, besides being the responsibility of the professionals, must also be an objective of the company itself.

It is also important to adopt strategies that promote employee training that will also guarantee the sustainability and competitiveness of the organizations.

3- Creating a hybrid talent ecosystem

Multidisciplinary profiles, new work models, cultural and generational diversity, and relocation are some of the trends driven by technological advances and the pandemic, but which have confirmed that teams with greater diversity are also more innovative, productive, and deliver better results.

Companies will have to adapt to these emerging changes, without underestimating their principles of social and ethical responsibility. The concept of agility becomes central in all dimensions, with companies having to adapt their structures to new ways of working, analyze the context and anticipate needs, also incorporating technology intensively.

4- Provide a positive talent experience  

Talent is a key element to boost companies' competitiveness and innovation, so organizations must create a unique and personalized value proposition.

Knowing what professionals really value and need, but also creating strategies that aim to provide them with a positive experience within the company, putting them in the central place, will make them feel considered, motivated and more committed. Salary, flexibility and career are fundamental for most workers, but other priorities can be important factors in a proposal that must be increasingly customized.

5- Creating digital leaders

With technological transformation comes the digital leader, a professional who is able to influence, support, and guide his or her teams in complex and changing environments.

The digital leader has 80% of the skills of a traditional leader, including adaptability, constant learning and market knowledge, and 20% of new skills, such as the ability to influence, motivate and guide their teams. This is a digitally savvy leadership that takes advantage of all the opportunities that new technologies offer, but also helps its employees maximize their potential through these tools.

All companies today must have digital leadership in order to compete in an increasingly disruptive market and create value.