Due to the precariousness of the English language, in recent years’ companies in the Contact Center & BPO sector have decided to close thousands of jobs in the region and relocate their investments to other markets where they have no difficulty in recruiting qualified personnel.
Reports at a global level show that the command of English is one of the weaknesses at a Central American level.
On August 29 and 30, the HR Forum will be held in San José, an event that will address issues such as talent and recruitment, human resources strategy, the relationship between employees and aspects of legislation, among others.
The congress will be held in English at the Hotel Intercontinental and will bring together more than 200 people, with representatives of the more than 305 multinational companies that will arrive in the country, informed CINDE.
Gathering information provided by social networks and augmented reality games are some of the techniques used by companies in Costa Rica to attract new talent or evaluate teams already working in the companies.
The companies that in the Costa Rican market are dedicated to the selection of staff for other companies have been changing their processes in order to make their work more efficient, where the evaluation of staff through alternatives with augmented reality and real-time monitoring of the organizational climate through applications, are some of the most significant changes.
There has been a rise in the number of firms reporting difficulties in recruiting qualified staff, especially technicians, engineers and sales managers.
In one year the number of companies who said they found it difficult to fill vacancies grew by 11%, according to figures from a survey carried out by the human resources firm Manpower, which states that "... five out of 10 employers looking for talent have had difficulties filling vacancies in 2014. "
In the last few years, there has been a pronounced change in the Costa Rican economy with more jobs going to bilingual people who are technically skilled or have a specialized profile.
The Costa Rican economy's globalized approach, accentuated in promoting exports and attracting foreign direct investment (FDI) has diversified and expanded demand for a workforce specializing in technology, industrial engineering, electricity, electromechanics, mechatronics and in administration certifications and English language as prerequisites for added value. Companies have also changed the weight they give to applicants, now giving 60% to knowledge and 40% to skills.
In Latin America the growth of air services is from 6 to 8% per year, and the forecast is that it will accelerate to 12 or 14% in the next 5-10 years.
An article in Capital.com reports that "It is expected that demand for air travel in Latin America will exceed that of other regions in the next 20 years, which will be a challenge for Latin American airlines in terms of the use of advanced technology, increasingly reliable security systems and first class service for customers so as to compete in this dynamic market, issues that are being examined during the ninth forum of the Latin American and Caribbean Air Transport Association (ALTA) which is taking place from today in Panama City . "
In a competitive environment, companies must understand that it is better to retain qualified personnel rather than to invest funds looking in the market for workers.
A report entitled "Cutting Edge Talent 2020" by Deloitte, is based on a survey of global executives in large companies. Their conclusions apply to any market where there are shortages of workers with the necessary skills to get into competitive businesses.
The Global Skills Shortage Survey 2011 by Manpower reveals that employers are finding it increasingly difficulty to fill jobs with qualified personnel.
One in three employers (34%) worldwide said they are having difficulty filling positions due to lack of available talent, an increase of three percentage points compared to 2010.
Remote video interviews are being used more and more in recruitment, reducing costs by up to 19%.
Another of the benefits is a reduction in total recruitment processing time, which can be by as much as 25%, according to a report from Wainhouse Research referenced in an article on Americaeconomia.com.
Attracting, hiring and retaining talent is imperative to make a company competitive; the methods to achieve this are changing rapidly.
In most productive sectors there are not enough qualified and experienced professionals. In some industries, such as software development, the lack of personnel is even more critical, making it crucial for companies to adopt staff attraction and retention policies.
Even if we have the experience, qualifications and aptitudes for the job, some errors in the interview may quickly put us out of the race.
In her article in Bnet.com, Adriana Gardella lists 7 common - and fatal - mistakes made at job interviews.
1. Drop your guard in front of “the help.” Employers know that job seekers interact with receptionists and other support staffers — often with their guards down, so they routinely ask these employees for feedback.
Staff recruiters are starting to use information from job candidates found on social networking sites.
Although such information is not the most important, it is being used to complete the candidate's profile.
Considering the diffusion potential of the Internet, and the persistence of any information published, which may exist in backups and indexes even after deleted, we must be very careful in what we publish, to avoid damaging our reputation in any way.
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