Three talent trends that will define the future of the workforce in Mexico
By Pablo Zayas Director – Tecma Human Resources
With the health concerns currently facing the world, the workforce in Mexico is facing a series of transformational challenges.
The COVID-19 pandemic that the world is experiencing at this time has brought about greater digitization of workers’ activities all over the globe. This is particularly true for an estimated 23 million members of the workforce in Mexico that have integrated the use of digital platforms into their daily productive routines. The bulk of these 23 million workers are employed in some of the country’s most prominent industries. Among them are manufacturing, software and information technology, and corporate and financial services. Given these circumstances, the present is an excellent time to analyze important trends that will affect the workforce in Mexico both now and when the health crisis ends.
Virtual Recruitment of the Workforce in Mexico is here to stay
It has always been a challenging proposition for human resource professionals in Mexico, and elsewhere, to seek and to find the candidates that are optimally qualified to provide the skill sets that meet their organization’s needs. As technology becomes increasingly more knowledge-based and complex, the recruitment of the right individual, or individuals, for positions that need filling has become even more difficult. This state of affairs has become amplified during these times of the COVID-19 epidemic.
Current circumstances have provided the catalyst for permanently transforming the search for a qualified workforce in Mexico. Most human resource professionals now recognize that the use of digital tools in the recruitment process can be a key component in bringing about success in their endeavors. Today, when recruiting members of the workforce in Mexico, it has been reported that 58% of talent acquisition specialists are now implementing virtual interviews to help them to find candidates in reduced times. Companies have been quick to adapt to a new recruitment landscape in which technology does and will continue to play a key post-pandemic role.
For example, interviewers can use easily accessible tools such as Skype or Zoom to assess candidates’ social and communications skills from a distance. Through the use of these and other video platforms, prospects can be asked to answer questions such as “why do you desire to work here” or “what is your greatest strength?” How these queries are replied to enables recruiters to analyze answers to determine if more time and money resources should be dedicated to advancing a particular individual in the hiring process.
Flexibility in Mexican Businesses Prioritizes Remote Work
While traditional workplace accommodations are still predominant in many companies, today’s health crisis has forced some companies to adopt remote work strategies. Previously, many firms viewed remote work as a benefit granted to employees as a special arrangement. However, in recent months, due to concerns for social distancing protocols, companies employing the workforce in Mexico have noted that this mode of work produces great results. Among the benefits of adopting remote work strategies are the reduction of employee-related costs and the improvement of overall productivity and worker satisfaction. Because of these positive outcomes, it is anticipated that the trend towards the movement of working remotely will continue even after the COVID-19 pandemic has been quelled.
In addition to the aforementioned benefits, companies that employ members of the workforce in Mexico remotely are more likely to be perceived as being empathetic with their employees by showing concern for their well-being and professional development. Many corporate executives in Mexico are evaluating the permanent adoption of remote work policies.
An Equal Landscape in the Workplace in Mexico
Companies in Mexico that are recognizing and acting upon new employment trends remote work are evidencing themselves as being in tune with the modern workplace. For instance, remote work, and the flexible schedules that it enables, can serve to promote greater gender equality.
Women who can locate off-site and flex their schedules to work when it is most convenient for them can often more easily maintain a professional job and perform at a high level than under traditional employment arrangements. In many instances, this would not be possible in the traditional workplace in Mexico.
In addition to the benefits enjoyed by employees, companies also derive benefits from the creation of a more equal landscape in the workplace in Mexico. Recent studies have shown that gender-diverse organizations can outperform other companies by up to 15%. In a company with remote work options, the focus is on results, not time-in-seat. Additionally, remote work minimizes the forced choice between career and family and offers the members of the workforce in Mexico more space to handle conflicting work-life responsibilities.