In this sense, Hucap also revealed how the search scenario is projected for 2022, compared to 2021. 83% of companies foresee a scenario of greater mobility, while 17% observe a scenario of retraction with lower volume of searches than in 2021.
On the other hand, 39% of the companies say that they have difficulty finding most of the talent to cover the positions, 53% affirm that they have difficulties only for very specific positions and/or Systems, IT, New Technologies, and 8% indicated that they have no difficulties in this regard.
Labor market graph August 2022_2 (1).png
2022 is a year with a strong movement in the labor market. In this first semester, the reactivation presented was much higher than the previous year, and there are various changes and trends that can be observed.
Among the most demanded profiles, and those that are mostly moving the market, are positions in Systems, IT and new technologies, machine learning, software engineers, developers and cybersecurity, but also positions in administration and finance, logistics, Ecommerce.
In addition, there is a strong demand for operational positions and positions in the production area, positions that during the Covid-19 crisis could have been held back because they were not essential or core for the business in the current situation.
“You can also see a greater openness on the part of people to listen to offers, these last two years being “quite conservative”, since people were “clinging to their seats until the crisis passes”, or at least until they have more degree of certaintyTerlizzi added.
2022 salary increase to be granted for non-agreement staff
The percentage of annual increase that companies foresee for non-agreement personnel for this 2022, mainly in accordance with the advance of inflation, shows an average value of 58.8 percent.
This value reflects an increase of more than 15 points compared to the November 2021 measurement when the projection for 2022 was consulted (which was 42%). Although only 48% of the participating companies had responded given the uncertainty and had not even closed the 2021 increases, the wide gap with what was projected a semester ago is reflected.
“It is important to highlight that 63% of the companies that responded to this point, have indicated that the value mentioned may not be the definitive one and that it is mainly subject to the advance of inflation and the agreements of the contracted personnel (with an upward trend).”, commented the CEO of Hucap.
38% of the companies will grant 2 salary increases in the year; 34% will provide three; 15% will give four; 10% will give 5 or more and 3% will give a boost.
Graph amount salary increases August 2022.png
Bonus payment
65% of the companies have settled it in accordance with the provisions of their bonus policy; 15% of the companies have paid it, but with a downward trend with respect to the target bonuses defined in their policies; 20% did not pay or are going to pay a bonus.
Regarding the projection for the 2022 bonus payment, 22% affirm that the final amounts received by the collaborators will improve; 69% maintain that the amounts will be similar to the year 2021 in relation to what business variables and perspectives refer to and 9% foresee that the final amounts received by the collaborators will decrease.
Paritarias: A complex scenario
Another complex year for joint negotiations, with inflation without an accurate number and with prospects that exceed 70%. In this line it can be seen that those unions that “closed” their agreements during the first months of the year did so with values closer to 45%-50%, while those who had their revisions closer to the middle of the year, the increases are around 60%; In both cases with the already established review clause.
“Organizations have already become accustomed to salary negotiation being “permanently on the table” but it is still an occupation issue for them and this is reflected in our reports where, in our second annual edition (November of each year), many companies they are still negotiating increases for the current year, even the first months of the following yearTerlizzi commented.
Here we summarize some of the agreed increases, although in some cases they are already bringing the review clause to the table:
Parity chart August 2022.png
Source: Ambito
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