What do companies look for in professionals of this generation?

In the current context, marked by volatility, uncertainty and anxiety, companies face an important challenge: finding professionals capable of adapting to rapid changes and new market demands. This context, known as VUCA (volatility, uncertainty, complexity and ambiguity) or BANI (fragile, anxious, non-linear and incomprehensible), has transformed expectations about the talent that organizations look for when recruiting collaborators.

Young Bolivian professionals usually graduate from universities with a solid technical background. In job interviews, they usually present a long list of diplomas and courses, which reflects his technical preparation. However, this is only part of the profile that companies are looking for, indicates Carla Salas, head of personnel development at La Papelera.

“Using the metaphor of a boat, rowing alone with the technical oar leads the professional to move in circles. Companies seek a balance: professionals who, in addition to their technical mastery, develop soft skills such as flexibility, teamwork and creativity”says the expert in human capital management and speaker at the Employability Fair organized by the Franz Tamayo University, Unifranz.

These skills, often related to personal development, complement technical training and they allow the professional to row in both directions, promoting their career and contributing more to the personal development of each of them.

Nowadays, companies value not only academic knowledge, but also the employee’s ability to adapt to new technologies or digital tools, such as data analysis, Business Intelligence either People Analyticsamong others.

“If we master a tool, of course it will be a plus for the company and the person does a lot, because he is the one who embodies that knowledge and puts it at the service of the company, then if he manages to make his personal skills fit with a new system For example, new knowledge certainly has weight,” he adds.

Furthermore, the cultural change that organizations go through It also influences the way they relate to their employees. The balance between personal and work life has gained prominence. In a job interview, it is no longer unusual for candidates to ask about flexible schedules, the possibility of remote or hybrid work, and how the company supports the balance between work obligations and other activities such as study, sports or time. . in family. Companies must adapt to these new expectations if they want to attract and retain human talent.

“We should no longer see people only as a human resource, but as integral people, they are a world. Each person has different elements that make a whole, it is no longer just the person for the job. Work kills a person’s talent if that talent is not being used well,” he says.

In this sense, organizations should no longer see workers as simple human resources. The employees are integral people, with different facets: family, social, sports and religious. If their talents are not properly used, they can be overshadowed, affecting both the worker and the company. Companies that do not adapt to these changes, that are not agile to react to a constantly evolving context, run the risk of falling by the wayside.

On the other hand, new generations of professionals must also have a clear strategy when looking for a job. Instead of sending resumes en masse without a defined objective, it is important that young people Map the industries and companies you would like to work in, Identify decision makers and adapt their professional profile to the needs of the market. This not only increases their chances of success, but also allows them to focus on areas where they can really develop.

“It’s not about throwing resumes everywhere. We have to have a personal development plan, and in this way look for spaces where they allow us to develop as professionals. The internship modality is well known to everyone and should be used by many companies as seedbeds,” he clarifies.

Finally, internships and Seedbed programs continue to be a key way for young people to enter the labor market. These initial training spaces allow the best talents to stay in the companies and continue their professional growth. As the “funnel” narrows, those who stand out for their adaptability and desire to continually learn are the ones who manage to stay and grow in the job market.

Companies today look for professionals with a balance between technical and soft skills, capable of quickly adapting to changes, who have a clear professional and personal development strategy, and who understand the importance of integrating into a work environment in constant transformation.