What can companies do to attract and retain talent in the wake of the pandemic?
Regner® Editorial Team
Aiguaviva -
10/10/2022
After COVID, priorities and the value we place on things have changed. It is clear that the pandemic has turned all personal and professional perceptions and objectives upside down. The fact is that today, around the world, millions of people are rethinking how they live and work. And above all, how they can achieve the balance that allows them to enjoy a fulfilling life.
This change in the mindset of many workers, who place increasing importance on their physical and mental well-being and job satisfaction, is driving talent toward organizations that are clearly aligned with these priorities.
A company’s strategy for attracting and retaining talent must take this demand into account, observing and analyzing what the data tells us, which ultimately reaffirms something we already know: people want to be where they know they are loved and cared for. How to translate this simple and universal truth into an effective strategy?
Every organization is different, but one element that is applicable in all cases is the need to always put people at the center, and treat them not as an abstract entity, but as the unique individuals that they are. At REGNER® we have defined our new strategy with a clear understanding of the company’s stakeholders, which are the customer, employees, community and shareholders.
About the relashionship with customers, we are offering more customized products, with greater flexibility and more complete solutions, where we sometimes even integrate another customer’s product, since they now require more complete solutions.
Framed by the new strategy and accelerated by the pandemic, there has also been a change in employee relations.
Many people are wondering if they like what they do, if the projects are attractive enough, if they have enough time to devote to what matters to them… All this puts pressure on the company and from that pressure, the company must also know how to give an answer.
From REGNER® we are trying to make our workers achieve their purpose, that employees have their space to leave their mark beyond their work place. It is necessary to find a balance between professional and private life. We hope to achieve this balance through action on three important points:
We prioritize work-life balance
We look for ways to support each employee, at every moment, in the most effective way to enable each person to give their best and promote their well-being and job satisfaction.
We invest in training
With employee training, REGNER® is committed to the professional development of the people who make the company possible and considers them essential to its future.
Redefining the talent search
More than academic qualifications or traditional profiles, REGNER® thinks about the knowledge, skills or experience needed by our teams. For us, diversity is richness and that is why we are committed to it; the composition of our teams is proof of this.
REGNER® RECEIVES A GRANT
OF THE SOC PROGRAM
125M will be allocated in youth employment policies
Servei Públic d’Ocupació de Catalunya (SOC) allocates 125 million euros, which will allow the hiring of more than 7,000 unemployed young people. The calls for proposals will promote the employment of young people through the financing of more than 17,000 euros for each young person hired for a minimum of one year on a full-time basis. REGNER® has been one of the companies that have received this grant for the integration of young professionals in its workforce.
With these programs to promote hiring, the Department of Enterprise and Employment wants to shake youth unemployment figures, generate quality employment and offer young people work experience. It also seeks to help companies and entities to reactivate themselves after the covid-19 crisis and to grow with young talent.
Half of the budget is earmarked to subsidize training contracts for professional internships for young people with a university degree, intermediate, higher or equivalent training cycles, or certificates of professionalism. The other half, to subsidize employment contracts for young people who cannot sign an apprenticeship training contract.
Another objective of this line of aid is to familiarize companies with the training contract modality for obtaining an internship, since it is particularly interesting both for organizations and for young people who have to embark on a professional career. Many young people claim to have difficulties in accessing the labor market because, despite having the necessary training for the positions offered, they have never been able to sign a contract and cannot prove previous experience. In this sense, the apprenticeship training contract offers a first quality job opportunity to young people. With the entry into force of the new labor reform, one of the types of contract that can have a fixed term of one year is precisely the training contract for practical experience.
This historic budget, largely from REACT-EU funds to address the social and employment consequences of the covid-19 crisis, will enable a set of actions to provide an adequate response to the needs and employment realities of each young person.
By the conseller de Empresa i Treball, Roger Torrent and Ramió, these training and occupational programs have been designed “in order to reduce youth unemployment and, at the same time, to push on the path of transforming the productive system of our country. Because the transformation to a more resilient, more sustainable model, one that moves towards a green economy and puts people at the center, involves the world of work. It involves making the terms work and quality inseparable. Because we have to be competitive in quality of work”.
Torrent also emphasized that “we are doing it with a record investment that has a huge return. Because every young person who receives good occupational training, who enters the labor market, who gets a decent job, is a success that strengthens the business fabric and contributes to the improvement of our society.
