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Nos \u00faltimos anos, a inova\u00e7\u00e3o promovida pela tecnologia valorizou empresas brasileiras e globais e aumentou a lucratividade de setores como varejo, agroneg\u00f3cio<\/a> e sa\u00fade, mas tamb\u00e9m acirrou a disputa por novos colaboradores.<\/p>\n \u00c0 medida que as organiza\u00e7\u00f5es alcan\u00e7am a chamada maturidade digital, a demanda por profissionais qualificados cresce e a reten\u00e7\u00e3o se torna um dos grandes desafios na gest\u00e3o de novos modelos de neg\u00f3cio. Em uma pesquisa da ag\u00eancia Challenger, Gray & Christmas, por exemplo, 68% dos entrevistados afirmaram estarem preocupados com a sa\u00edda de funcion\u00e1rios<\/a>, enquanto 85% dizem se deparar com a escassez de talentos.<\/p>\n De acordo com o relat\u00f3rio \u201cProfiss\u00f5es Emergentes na Era Digital\u201d<\/a>, do SENAI, a expectativa \u00e9 que com o uso de recursos como IoT, cloud computing e intelig\u00eancia artificial, pelo menos 760 mil vagas surjam ao longo dos pr\u00f3ximos dez anos.<\/p>\n No entanto, para preench\u00ea-las o Brasil ter\u00e1 que lidar com a falta de candidatos bem-preparados e com os problemas estruturais que levam ao turnover<\/em>. Mais de 30% dos cursos de TI n\u00e3o cumprem os requisitos b\u00e1sicos exigidos pelo mercado e, hoje, a taxa m\u00e9dia de rotatividade do pa\u00eds \u00e9 o dobro da mundial<\/a>.<\/p>\n Como driblar essas defici\u00eancias, atraindo e retendo talentos no mercado de TI? Se a empresa de fato quer avan\u00e7ar em sua jornada de transforma\u00e7\u00e3o digital, \u00e9 preciso ir al\u00e9m do b\u00e1sico.<\/p>\n Os desafios do mercado e o que desejam os candidatos<\/strong><\/p>\n Na Ind\u00fastria 4.0, valorizar o capital humano se tornou t\u00e3o importante quanto implementar solu\u00e7\u00f5es para a evolu\u00e7\u00e3o da manufatura e da cadeia de suprimentos. \u00a0Al\u00e9m da falta de m\u00e3o de obra qualificada, h\u00e1 ainda a necessidade de promover mudan\u00e7as nos empregos existentes, contribuindo para a presen\u00e7a de mais mulheres e jovens no ambiente de trabalho.<\/p>\n Para chamar a aten\u00e7\u00e3o dos millenials e da gera\u00e7\u00e3o z, os esfor\u00e7os hoje devem come\u00e7ar no recrutamento e se perpetuar durante o dia a dia, com uma cultura organizacional que ajude a manter ambientes harm\u00f4nicos e promova o desenvolvimento profissional.<\/p>\n Al\u00e9m de benef\u00edcios financeiros, os profissionais de TI buscam por abordagens individualizadas e feedbacks frequentes, pr\u00e1ticas internas que demostram interesse, ajudam a identificar necessidades, reconhecer habilidades \u00fanicas e manter o engajamento de todos a longo prazo.<\/p>\n Quando se identificam com os valores, miss\u00e3o e vis\u00e3o da empresa, eles se sentem mais confiantes para assumir responsabilidades, trabalhar em grupo em prol de um objetivo, tomar decis\u00f5es importantes e vestir a camisa da empresa. \u00a0Desde analistas e gestores at\u00e9 CEOs, todos devem estar comprometidos com essa miss\u00e3o.<\/p>\n Incentivo ao aprendizado e qualifica\u00e7\u00e3o<\/strong><\/p>\n Certificada recentemente como Great Place to Work, a Populos<\/a> acredita que, atra\u00eddos pela possibilidade de contribuir para a cria\u00e7\u00e3o e manuten\u00e7\u00e3o de produtos e servi\u00e7os, os talentos s\u00e3o um diferencial competitivo na busca por resultados promissores.<\/p>\n Nas palavras do nosso CEO, Paulo Asano<\/a>,<\/u> \u201c\u00e9 enriquecedor um ambiente cheio de ideias, experi\u00eancias e vis\u00f5es de mercado diferentes. \u00c9 quase como um sopro de inova\u00e7\u00e3o para quem trabalha h\u00e1 anos com a mesma coisa\u201d.<\/p>\n Vindos de escolas t\u00e9cnicas e universidades, os jovens a partir de 16 anos tem muito potencial para desenvolver um perfil multitarefa que atue em mais de um setor e pense \u201cfora da caixa\u201d para resolver desafios.<\/p>\n Por isso, desde a participa\u00e7\u00e3o no Gera\u00e7\u00e3o Tech<\/a>, que nesse ano teve mais de 2.500 inscritos, at\u00e9 a integra\u00e7\u00e3o aos times e evolu\u00e7\u00e3o de carreira, a maior preocupa\u00e7\u00e3o do nosso setor de RH e dos gestores \u00e9 oferecer suporte e incentivo.<\/p>\n Com o objetivo de tornar os profissionais em especialistas aptos para atuar em todos os setores, a Populos investe em educa\u00e7\u00e3o corporativa<\/a>, aposta na qualidade da experi\u00eancia do usu\u00e1rio<\/a> e no bem-estar digital<\/a> para valorizar as pessoas.<\/p>\n Ambiente de trabalho horizontal<\/strong><\/p>\n Al\u00e9m do Populos University, a rotina na empresa tamb\u00e9m envolve workshops e webinars frequentemente feitos com parceiros estrat\u00e9gicos para ampliar conhecimentos pr\u00e1ticos, t\u00e9cnicos.<\/p>\n Desde 2016, quando foi criada, a organiza\u00e7\u00e3o tem um quadro diversificado de colaboradores com os quais mant\u00e9m uma rela\u00e7\u00e3o profissional humanizada em um ambiente de trabalho horizontal.<\/p>\n