“The ecosystem of technology companies in Argentina has enough space to offer the possibility of the “first job” to many talents. But many of these companies that promote the training and formation of collaborators, later find it difficult to retain them or finish training them as professionals in their field. Precisely, training resources first and then offering them a job opportunity should be one of the main objectives of every company in order to consolidate its image as an employer brand”, he comments. Maria Laura Palacios CEO of G&L Group, an Argentine technology services company and winner of the 2022 Entrepreneur of the Year Award by CESSI.
In the case of G&L Group, the company works every year on strategies to attract and retain talent, especially designed for the current context of the sector.
Here we share some of the key initiatives that the company is carrying out with a view to its consolidation as Employer Brand:
- From the Dept. HR is in constant communication with employees, monitoring the level of satisfaction with the company, looking for training alternatives to continue professionalizing and retaining them. It seeks to generate lasting bonds and trust, and work together for growth, capitalizing on the strengths of each person.
- Full commitment to professional training and inclusion in the labor market. The objective is to generate high-level professionals. Salary is not only thought of as the only component that people consider when choosing to work with us. It seeks to satisfy their professional, career and growth needs, giving them the tools and knowledge so that they can develop in their roles and responsibilities.
- A mentored cell model is offered, where a professional with vast experience accompanies the growth of those who are just starting out in this world, without falling into the traditional scholarship model, with external support from specialists who in turn accompany and officiate. of scaffolding, guaranteeing deliveries and assuming the required commitments. In this sense, it is possible to generate real opportunities for work, training and constant growth.
- We work with diversity and inclusion policies. A collective commitment is maintained to foster an environment where all differences are valued, where practices are equitable, and where everyone experiences a sense of belonging. We think broadly about differences such as nationality, cultural background, language, education, gender, ethnicity, generation, age, working and thinking styles, religious background, sexual orientation, abilities and disabilities, experiences, career paths, and technical skills. Inclusion is about leveraging these differences to create an environment where all of our associates feel and are valued and have a sense of belonging and inspiration.
- Younger people value the balance between their work and personal life. Retaining them is one of the biggest challenges. From G&L Group we work on constant training and ensure growth; give them a lot of flexibility to let their creativity run wild; and of course a salary update that accompanies that growth.
- Gender, opportunity and salary equality is guaranteed in all aspects of working life and there is a commitment to avoid any type of discrimination based on gender, marital status of people or other characteristics.
- The search process is 100% based on diversity. The candidate is known without considering their gender or their age, nationality; Only information referring to her training and professional experience is considered, ensuring that whoever selects the candidate does so based solely on professional criteria without giving rise to biased selections for other reasons.
The technology sector presents a huge opportunity for those who want to have a career in one of the highest paying industries in the market. But said opportunity requires comprehensive preparation and effort on the part of a company that involves all levels of the organization.
In order to prosper and succeed, companies must respond effectively and understand that without the decision to invest in talent, there is no real employability. “Companies that understand the connection between training people and the importance of being prepared to hire and continue training in the long term, are guaranteed to see their efforts rewarded and to achieve the objectives sought”, stands out Palaces.
Source: Ambito
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