In the fight for a more dignified and stable career, there is a solution that different professionals are increasingly favoring: the requalification of skills. Both workers and companies are finding this potential to be more and more appealing.
The so-called "professional reconversion" also finds the ideal conditions to sprout in the current social and economic context. On the one hand, the crisis affects or deepens the financial struggles that thousands of people with precarious jobs, or even the unemployed, already feel. On the other hand, technological advancement and the accelerated digitalization of the economy develop the need for companies to access increasingly specialized professional profiles.
In particular, the Information Technology (IT) industry is extremely sought after. And, given what has already been exposed, we just have to do the math: on the workers' side, there is a desire to transition to a better professional life. There is a push for change. As for the companies, particularly those in the technology sector, recruitment is more than constant; it is vitally necessary.
As a result of the harmonious reconciliation of the "Demand" and "Supply" dimensions, career reconversions are being rethought as the best way to simultaneously boost employability and address the talent shortage that many "tech" companies are facing. It's also vital to keep in mind another equally obvious benefit: professional requalification is possible for everyone, whether they have a degree in sciences and technology or in humanities.
Still, both parties - workers and companies - have a lot of work to do. In the case of professionals who intend to reconvert, it is necessary to go beyond willpower and passion for change. For the process not to be compromised, workers must favor specialized training aimed at the desired qualifications among companies. This level typically calls for the constant growth of new abilities and logical-mathematical reasoning, which continues to terrify many employees.
Businesses must encourage this transition since it will have the most impact on the success of people who want to renew their "skills." The key to meeting the demands of the labor market and the hunt for (re)qualified talent is the implementation of reconversion programs within the institutions themselves.
To overcome the insecurity that the process inevitably produces and to promote workers' development with all the potential to prosper in the technological field, the inclusion of pre-reconverted professionals in specialized schools and ongoing follow-up is essential.
The conditions for professional reconversion are favorable to those who aspire to be part of the process, so it is up to companies to embrace this motivation to stimulate the attraction - and retention - of reconverted talent. That's the only way to build success stories.
News: Sapo Tek