In light of the changing and continuous demands from a market that doesn’t stop moving, internal training of employees is one of the keys companies can count on. Investing in teaching new skills to workers and, if the situation requires it, being able of offering them a different job in the company, is the practice known as reskilling. Do you know what it is about?
Reskilling, a priority for employers
Companies’ technological adaptation, which has been accelerated by the pandemic, has also accelerated the need to train employees. As a consequence of the forced changes in business models and clients’ needs, companies have had to prepare at the same time these variations have been imposing themselves. And they will have to keep on doing so. In fact, according to a study carried out by EY and Future for Work, in 2022 most of companies will have reskilling employees as one of their main priorities in their Human Resources area.
Besides, work automation is also imminent. A report by the World Economic Forum indicates that in 2025 the average time dedicated to the current tasks will be equally divided between employees and machines. Companies foresee advances in Artificial Intelligence, encryption or robotics that will make of many current jobs obsolete ones. While, at the same time, they will generate others.
Pros and limitations of reskilling employees
Thus, employers are looking for workers with soft skills more than ever. People that are capable of learning and reinventing themselves. That’s how companies can motivate their already consolidated employees, save time of adaptation and, finally, retain talent.
Some profiles which companies will demand in the following years are related with software development or marketing management. It’s interesting, because of this, to already start training people especially in those areas. This is the way that companies that want and are able to seize reskilling opportunities can do it.
Nonetheless, there are still some obstacles for its complete implantation. The profiles previously mentioned, as well as other emerging ones, are mostly technical. The training required for workers whose labor and knowledge are not related with these new jobs would be expensive and very long. Furthermore, some studies estimate the conciliation between working and studying would be difficult to achieve; at least 8 hours per week would be necessary to teach those employees the new skills that would let them ‘recycle’ themselves.
In those cases where reskilling doesn’t satisfy the needs of companies, it’s important to have a ‘Plan B’ in mind. In New Tandem we are specialists in Recruitment and we have more than 20 years of experience. We have workedwith companies from sectors such as IT, Finance or Marketing. Moreover, we have the expertise to look for those crucial soft skills. If you are looking for the best candidates to cover the profiles of the present and future, you’re in the right place.
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