The post-pandemic and the labor shortage. How to get ready?
Preoccupied with the post-pandemic, the world sees gravitate all sectors issues that, although independent, lined relevant reflections and expectations on measures to be adopted for the recovery of the economy.
In times of transition and changes like the one we are currently experiencing, it is common to intensify studies and research to analyze future steps towards the return to normality with greater chances of success. It is common also to arise comparisons with anter crises iores, searching for solutions and fó already visited rmulas despite d and their different contexts. On the one hand, an attempt is made to establish a parallel between the confrontation of the post-pandemic period and the recovery of the economy in the post-war period ; on the other, one wonders how to promote growth, given the undeniable shortage of labor, especially in the technological area, one of the most affected .
It is true that the 1950s and 1960s is ram, to countries such as Germany, France, Japan, among others, true golden years , when a natural expansion of consumption - coupled with other factors - salv or the world economy. And , q uestiona up , by way of comparison, if the post-pandemic period will allow something similar . Q ual will be the reaction of consumers? What will they do with their savings? How to predict a recovery in a scenario of more than 14 million unemployed?
With regard to labor, in the IT sector , we observe a clear disparity between the number of vacancies and specialized labor. A deficit that is only increasing . It is understandable that the IT sector is one of the most affected, since the pandemic has intensified the already accelerated digital transformation process of the companies , with the adoption of home office and digital services, changing relationships and disabling stations work, the an example of what happened with the industrial revolution when workers were gradually replaced by machines , but generating the need for other positions and professionals, now digital and in scarcity.
Recent studies on the sector show impressive numbers. Hiring in technology grew 46.2% by May 2021, a rate higher than that of the entire year of 2020. The 1,120 vacancies existing in Brazil in 2020 and the 1,638 in 2021 promise to reach more than 300 thousand by 2024, a number infinitely superior to the best predictions of labor training. Despite this, driven by the demands of the digital world, companies from all areas have plans to increase their investments in IT by 56%, according to data from BRangels /HSM , showing an imbalance between supply and demand that, contrary to the objectives, only increases the sector's average salary, making hiring even more difficult.
For Reynaldo Gama, CEO of HSM Education, the solution to the medium and long term, is to invest in the training of new professionals as well as to train and improve the s already contracted, with a human approach that respects diversity and individual talents with career plans that encourage the commitment of the teams. It is a huge challenge that involves not only companies and employees, but public policies that define appropriate working conditions to confront d the digital transformation and crisis economic and educational AFET that the m the country .
In this line of reasoning, aware of the challenges generated by the pandemic and its social responsibility in this regard, Sphere has been increasing its efforts in the selection of talent and training of its IT professionals, not just for the benefit of its customers and its business, but aiming to give its share of contribution to the recovery and strengthening of the economy.