The work market nowadays is worrying about too things: the unemployment in Brazil, that affects a large part of the population (the desocupacion rate was 7% in the last trimester ended in march of 2025), and the talent attraction and retention of talents by the business companies, imerses in the Digital Era. In fact, the innovative technology brought a new revolution in the way people work.
Both businessmen and a part of the Brazilian population are worried. At first, to hire a person, the company needs to bear a diverse additional costs, besides the salary. The entrepreneur has to pay double of the expenses related to the profissional wage. On the other hand, the worker fights for survival, trying to update his knowledge, knowing more about the occupation and betting on the so-called meritocracy. But that's not necessarily a reality, we all know in Brazil the term QI, (Who indicates?).
The term is an analogy with the word Intelligence Quotient (IQ) and is used in the business word to describe a person that is indicated to work in a company because is a friend of the owner. In this case, the manager hires the nephew of one of his friends, his son, or even his wife to work with him. There's not necessarily anything wrong with that, but what about the merit of a person who became specialized in one area or profession? And what about the businessmen that are worrying with the retainer of investment with the worker? Will this person bring the results the company expects? Who Knows…
We need to observe that this kind of hiring is very common in small businesses, but things have changed since the political opening of the country in the 90´s. In that time, there was an expressive increase in the number of multinational companies in Brazil. They had a different mindset, believing in meritocracy, a tool that would bring better results for the business and, with time passing by, other companies, and the national work market did the same. We can say that was a kind of a revolution.
Businesses of a diverse kind of segments and sizes realized that the hire of a talented and specialized professional could bring a great number of benefits to the company. We need to say that they cost a lot more than a regular or a lame one, and because of that, this worker needs to bring good fruits, great results, and money to the company. If not, it's not an advantage of his hiring right? But in reality, a talented worker can do more than the manager expects, so…
Well it's important to attract and retain talented professionals to be on the staffing table, besides, the competitor could be looking for a professional like him or her, and if the company doesn't motivate the worker to stay, he could go to the other company, and the manager loses an important business asset. So it's something to think about, the need of a good worker to get great results.
The internet made the look for a job easier, a professional that is indisposed with his work in a company can easily search for other jobs even in his work hours. In some cases, there is a game change, people don't want any kind of job, they know their worth, and look for better conditions to build their careers.
Therefore, an enterprise should act to get, attract and retain new talents. There's not an easy task to do in the world today. But we need to say that with the right strategy, you can guarantee that a qualified professional stays in the company, be productive, working efficiently, and bringing sustainable results to the business. Who wants to stand out in your niche needs to think about the people in your collaborators list.
The manager of a business should know his staff, identify the ones who can stand out, and value them in many ways. The professional edification guarantees that he will not search for another job. On the other hand, the moment that the company looks for another worker, they need to know how to identify these talents. Therefore, recruitment is an important activity, which guarantees a promising future, with high quality and trustworthy professionals on the staff, that present a service of excellence.
In this way, the attraction and retention of talents, brings to the enterprise, qualified professionals, in a market that is constantly changing, mainly in the actual moment, called Digital Era. Another important factor is the development of a good leadership capable of managing groups of professionals with the necessary abilities and skills to lead the company to a new standard.
In this new Digital Era, businessmen need to use the necessary strategies which are innovative and accurate, to attract and retain talents, to work in his company. We need to observe that a good salary is not the only option. It's important to offer a good environment so they can exercise their activities, and, besides that, give opportunities for development and growth, flexibility in their routine, and an organizational culture that values the professional.
To attract talented professionals to a business company, it is necessary to go beyond a simple job posting on the internet or in other media. At first, the manager should have in mind what's the objective of the hiring. He needs to know what he is searching for in a professional, his abilities, the ones called soft and hard skills. It's necessary to have a notion of how much he can afford, and how much he can gain with a talented professional. Although everybody wants an indestructible, a superhero worker, the economic reality maybe cant allow a person like this in the company staff (because of the high salary). Therefore, it's best to put your feet on the ground, but think about the possibility of hiring a qualified professional.
The company should count on the internet and technology to search for an adequate worker given that the web can be a useful tool to the hiring of a qualified colaborator. But you need to think strategically. The business needs to stand out from the competition (remember, you don't want the other company to hire the superhero). It's necessary to find ways to attract the best professionals.
To do that, you need to create an entrepreneurial brand, strong on the web (employer brand). The first step is to set a Employer Value Proposition (EVP). Identify the reason which your business is the best place to work. Think about the company's culture, values, growth opportunities, benefits, work ambience, and the impact that the collaborators may have. This proposal should be communicated in all channels, like social media, job sites, linkedin, and so on…
The company's online presence should be attractive, you want people to want to work for you. Then again, use social media and the internet to do that. Sharing relevant and important content can be a good strategy, talk about the business culture, interesting projects, employee testimonials, and opportunities offered to the development of the professionals.
When sharing content on the internet, the company should be transparent and authentic. You need to observe that the candidate values honesty, so you need to inform them how the work in your company is, the challenges, and the rewards. A good strategy is to encourage positive evaluation on the web, ask your collaborators to share their experiences inside your company and their activities.
For the recruitment process, it is interesting to create job descriptions that are attractive and inclusive. Talk about their responsibilities, the requirements, and the benefits. An inclusive language can attract a great number of candidates. The professional should have a good experience from the first contact, to the last feedback of the company, even if he is not the chosen one.
The utilization of multiple channels of recruitment in internet platforms like job sites, linkedin, social media, can be of great help. You can also search for universities and educational institutions partnerships. Recruitment by referral can be useful. Talk to your employers to identify talents that can work for the company, the ones that can bring good results, and are align with the business proposals. By the way, the use of intelligent technology tools to assist in the recruitment can make the activity easier.
The enterprise should offer the professionals a package of remuneration and benefits competitively. The salary should be aligned with the local market. It is important to do research looking for a similar function so the company can present an interesting proposal. You should go beyond the benefits like transportation voucher, meal voucher, health plan. Consider the professional necessities and, if possible, offer benefits like daycare assistance, schedule flexibility, remote work, wellness programs, life insurance, and private pension.
It's interesting to implement recognition programs valuing the performance of the worker and his contribution to the company's staff. You can offer bonuses for performance, profit participation, and other forms of rewards. In the recruitment process, you should make it clear that the company offers these kinds of benefits. Indeed, these programs not just guarantee the attraction of talents, but the retention of the professionals.
Another important question is related to prioritizing their wellbeeing. The company needs to demonstrate that it worries about the workers health, and offers health plans to their employees, encouraging the harmony between their professional and personal lives. This can be a great differential. The leadership inside the organization also should be inspired and accessible. In this case, the leader needs to be someone to be followed, a valued professional.
These questions are important because the work inside the company ends up making the enterprise an example in their niche. The collaborators will eventually value it, indicating new professionals to work there, sharing testimonials, talking about the company. So, in a way, retaining talents helps in attracting high quality professionals. It's important to actively listen to the workers, do some internal surveys talking about organizational climate, and offer constructive feedback to the staff.
The ideal is that the company creates a sense of proposal showing that each of its workers has something to contribute to the business objectives, and for a greater good. In this way, a better connection between the collaborators is essencial. They feel more engaged and loyal to the organization. The implementation of these strategies guarantees that the company shows as a market reference, and attracts more talents to work with them.
Who hires a specialized professional, a talent that stands out, in the work market, wants him to continue to work in the company, to build a career, showing the best results in the routine of the business. To do so, the manager, or the team leader, needs to create an organizational environment that values the professionals. They need to feel engaged, motivated, and have great opportunities for development. They need to “wear the company's T-shirt”.
It is worth mentioning that the retention of talents can bring to the company a lot of benefits. It reduces the turnover of employees, and the costs of recruitment. But it doesn't stop there. When cultivating a high performance team, effective, and productive, the goals and objectives of the organization can be achieved easily. The results come, in short, medium and long term, that is, sustainable results. The talented collaborator is one of the pillars of the success of a company.
Therefore, to retain those talents, you need to offer a good remuneration and competitive benefits. As we said before, you don't want them to work for your competitors, don't you? The salaries should be just and align with the market, recognizing the professional work and his experience. The package of benefits needs to be omnibus, it can be interesting to offer a gym voucher, the idea is that they need to be personalized, according to the workers needs.
Financial recognition for performance can grow the motivation of the employees, and can be utilized to retain important talents for the organization. The financial reward by performance, makes the collaborators more motivated, and can help to retain the talents the company needs. It can be connected to the team work, for example, or individual activities in the office. The professional should know that it is possible to develop a good career plan inside the organization, and the enterprise can present goals and objectives which need to be done, in a period of time. It needs to show them a step by step plan to achieve them.
The company should invest in training and developing its employers skills. Some programs of technical and behavioral training are a great differential. They are some important abilities, the Hard and Soft Skills. The workers can participate in courses, workshops, lectures and obtain certification, and mentor opportunities. The professional feels motivated in obtaining new knowledge, and applying it to day to day life. With a continuous apprenticeship and update, he can be more effective and productive, bringing better results for the organization.
In promoting intern talents, the company can use an interesting strategy, offering to the worker the possibility of moving throughout the organization. This way, the professional can act in different sectors expanding considerably his experiences and creating a diversified career. Doing this, the enterprise shows that there is a great possibility of growing inside the company and professional development.
Therefore, the organization should give continuous and constructive feedback to their collaborators, formal and informal. The managers and leaders need to orient and recognize their employees, identifying their strengths, weaknesses, and sectors of the company that have a necessity for enhancement. This way it's possible to act in an effective way in a day to day routine and contribute to the business development.
There's a need to create a work environment that is encouraging, engaging, strong and positive. The organization should show that it's inclusive, valuing the diversity and the respect of their collaborators. The workers need to feel safe, express their opinions and contribute with new ideas. So, the communication between the people involved should be clear, open and transparent. The manager needs to trust in the organization talents, and delegate responsibilities. On the other hand, the professionals should have autonomy to make decisions and implement their ideas.
As we see, the autonomy and empowerment of the company staff is really important, the deal is that the worker can have a professional and personal life harmonious. So, it's interesting that the organization established flexible agendas, remote work options, and to encourage vacations and days off. Well being and mental health are important, and a health support program can be a differential in retaining talents. There's a need to create a work environment that minimizes stress.
So, the talented professional needs to be recognised and celebrated. His individual achievements have a great value and also the team. The company should offer to its collaborators promotions, awards, and informal recognition like public or private compliments. The workers need to feel engaged, to have a feeling of purpose, and meaning. They need to know that they can contribute and innovate inside the organization. The leaders should give examples and support to the collaborators.
In conclusion, the use of strategies to attract and retain talents inside a company, can bring great results. It is on the day to day job that things happen and having qualified workers makes the activities more efficient and productive. The employer's motivation guarantees that the goals and objectives are fulfilled. Just like the number of consumers of a service or a product brings good financial results to the company, the talented professionals ensure that the process and operations are done in the correct way, which are highly necessary.