New professional qualification relevance

The qualifications the companies look for and need in a professional are not the skills the applicants have to offer

With a rate of unemployment of almost 12 million, Brazil presently has approximately 160,000 workforce vacancies in technology area along. This is an increasingly visible and undeniable reality. After all, the relevant point is that the qualifications the companies look for and need in a professional are not the skills the applicants have to offer. The outcome is that there is no match.

Because of this, it would be easy to discuss the reasons that have led us to the discrepancy within this sector. For instance, considering the state of education and the qualifications of the younger workforce is essential. Nevertheless, more than discussing these issues and the gap between education and work, it is necessary to problem solve this situation. Is it not the time companies invested even more in new professional qualifications?

The advantages of investing in qualification actions are countless. They would surely be fundamental to accelerating the training of a new professional generation across the world. This is due, firstly, to the social function of worker qualification programs and their benefits to the community and the economy in general. As fundamental parts of society, companies have the duty to support people’s transformation in life and in their careers.

Moreover, investing in professional qualification can offer several competitive advantages to organizations. Have you ever imagined, for instance, how much it costs to seek out, select, hire and integrate a professional into your team? Anyone who experiences the day to day routine of company knows that going through these stages requires time, effort and money. This then shows that professional qualification initiatives can be incredibly useful to identifying talent and reducing costs associated with the ongoing process of seeking out experienced workers.

As a technical and professional education program is adopted, companies can address their needs and build a talent profile that will be more assertive and better matched to their operation challenges. This model adds a more attractive cost-benefit ratio, expanding team profitability and efficiency. The synergy between professionals of different graduation levels also represents an opportunity to maximize knowledge, reinforce company image and reduce project costs in a way that previously engaged only senior and fulltime collaborators.

Furthermore, surveys point out that companies who rely on solid qualification programs usually have lower turnover rates than their competitors. It is estimated that this difference can be upwards of 20%, depending on the operation field of each corporation.

It is also worth noting that, according to a DIEESE survey, one of main causes of high turnover rates is a lack of training and qualification – 45% of professionals who leave their jobs state that the lack of opportunities and structured qualification programs to aid them in progressing in their career was a major incentive to leave in search of new professional challenges.

Helping a professional to enter and remain in the job market, offering opportunities to keep the team qualified and within what the market requires is, therefore, an increasingly strategic motion for any company. To accomplish this, it is recommended to establish partnerships with credible educational institutions that attract younger professionals who are interested in building a successful career, and to implement a solid continued qualification program within the organization that focuses on skills required to improve business outcomes and employee satisfaction.

Not only will this result will help to fulfill current open vacancies, it will also enable increased talent retention within organizations. Retention of qualified professionals is already more important than the initial attraction of this talent.  This is how companies can overcome the worker gap and create a generation of professionals – in technology and beyond - that are more satisfied. 

It is always important to highlight that global organization surveys indicate that there are more than 3 million vacancies across the world in the technology field alone. Many of these vacancies can be fulfilled by younger professionals who still do not have the knowledge required, but who demonstrated passion and will to learn, or by full or senior level professionals who are willing to reach new horizons. These talents can renew company opportunities however, organizations (and their leaders) need to give priority to creating opportunities for this advancement and education.

Today, it is my opinion that creating professional qualification and development strategies is an extremely profitable and efficient path to ensure team stability, and furthermore to improve company business options, paving the way to innovation and ensuring a personnel retention rate of more than 80%. It is time to look at the talent that emerges within the company, bringing younger professionals and new ideas to department routine and seizing the experience and talent of those who have already proven their value.