*Per Joel Backschat
As digital transformation becomes increasingly crucial and accelerated in the corporate world, there is also an urgent need to prepare professionals to face the exponential growth of the technology market. Brazil, by the way, already occupies the 10th position worldwide in the sector, according to the Brazilian Association of Software Companies (Abes).
Today, without a doubt, the biggest challenge is finding talent and, above all, preparing and keeping them in this hot market. According to a study carried out by Brasscom, the annual demand for professionals in the area is 159 thousand per year, with a projection of 797 thousand vacancies by 2025, and 67% of these vacancies may not be filled due to lack of qualified professionals.
In my opinion, honing these talents from scratch is a great way to show them the fantastic world of technology, sharing knowledge and a DNA that invests in well-being and innovation. And of course, parallel to this, comes the importance of leaders visualizing the results they are able to deliver, something that is linked to people training.
Technology companies must have the training spirit integrated into their core, not only with initiatives to train new professionals and qualify their own, but also to prepare leaders who are trained to train. The real concern in boosting people makes a company naturally attractive to those who really want to build a solid and promising career.
I firmly believe that when a person builds history within a company with this profile, the chances of acquiring mature technical knowledge, a capacity for relationship and delivery, in addition to love for what they do, are enormous. And we know that, for that, there must be an adequate structure, in addition to daily incentives and motivations.
Even those who think that to be in IT it is mandatory to attend a computer science college are wrong. This is not necessary. This professional can nowadays have access to workshops, lectures, free content on the internet, books, in short, enough to get a job in the area. And if, in addition to investing in their own knowledge, there are companies that also invest in this qualification, even better.
Adding value to employees is the role of organizations and investing in people who show interest and initiative, in the end, brings results for everyone, including the business. I experience this daily at FCamara, where we have free Training Programs that prepare professionals from scratch for the market, giving opportunities to low-income youth as well. We've also encouraged participation in tech communities such as Orange Juice, which shares expertise in the field, and now we're opening the Orange Hub, a physical space for community personnel to create real, face-to-face connections at our headquarters.
In addition to these initiatives, we seek to provide real benefits to our professionals and compatible remuneration. Even though it is not ideal to consider this aspect as a priority, it is necessary and does value the employee. Offering values appropriate to the position occupied and the market average is fundamental.
*Joel Backschat, CIO of the FCamara Group
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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