*Per Adriano Almeida
The scenario of hiring and retaining technology professionals has been challenging for the Human Resources area, and, to understand a little the terrain on which we are treading, we can look at two data: the portal Empregos.com.br points out that the number of vacancies in the technology sector grew by 34.3% between January and October 2022; however, the Google For Startups survey reveals that Brazil will have a deficit of 530 thousand IT professionals by 2025.
How to explain this paradox?
Well, firstly, it is essential that we understand that the current scenario in the tech area involves a digital transformation constant and high competition in the market. And, merging this context with some of the main objectives of HR teams for any other work category, we can divide the teams' obstacles into four stages:
- Attracting qualified programmers
The data above indicates that there is a retraction in the market, which, in turn, makes it very difficult for companies to hire programming and technology talent that is, in fact, qualified; Not surprisingly, Infojobs points out that 84% of companies struggle to close vacancies.
This disparity between supply and demand for specialists in the sector has been called “tech blackout”. In other words, even though the programming career is on the rise, this happens within an unstable context, as there are few professionals who are truly qualified for the roles.
- Creation of actions that value tech professionals
The search Tech Education & Operational Efficiency of Companies, which we did here at Alura Para Empresas in partnership with FIAP, shows that 69% of companies do not stipulate policies in which professional development is a criterion for access to salary increases, job advancement and other benefits. This is a problem with the relevance given to the “post-hiring” period.
Retaining tech specialists in organizations is as important as finding talent. Programmers know that there are opportunities in big brands waiting for them with good pay, flexibility in their routine and chances for growth, precisely because it is a career in high demand by the market.
Therefore, when finding qualified people for the position, companies need to show that this is the best place to work and prosper in the profession, creating actions to value the professionals hired.
- Recognition of the importance of the tech specialist for the company
Another interesting fact from the survey is that, although 36.5% of companies present actions to train and recognize talent, another 12% do not have any action in this regard. In other words, this last installment demonstrates that there is a gap in the market in creating work environments that highlight the importance of programmers and tech specialists for the business.
To keep professionals motivated to remain in the organization, HR must understand their desires and expectations on an individual basis, not as a generalized group. With this, it is possible to create a culture that recognizes the relevance of the creativity and expertise of technology employees.
- Team engagement
Still in the survey, we observed that 33.6% of companies understand that the biggest difficulty they face is the engagement of technology professionals in the training promoted, with 20% not providing a budget to promote actions in this regard. This means that, even in organizations that invest in tech training, HR has a great deal of trouble understanding the efficiency of these programs.
When it comes to engaging teams, there is no alternative but to find innovative ways that associate programmers' interests with the company's objectives and values. Training and development solutions must associate careers with the respective corporate identity.
In short, more than creating new positions, continuous learning is essential to improve the management practices of programming teams. The People area needs to generate development environments that not only arouse the interest of professionals, but also offer a space for this category of specialists to innovate and feel valued for contributing to the construction of a brilliant digital future.
*Adriano Almeida is leader of Alura for Business, business unit of alura, the largest technology learning ecosystem in Brazil, which supports and drives organizations with people development solutions in technology.
Notice: The opinion presented in this article is the responsibility of its author and not of ABES - Brazilian Association of Software Companies
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