{"id":10225,"date":"2023-07-11T14:06:40","date_gmt":"2023-07-11T12:06:40","guid":{"rendered":"https:\/\/www.imex.it\/skill-mismatch-and-talent-retention-comparing-young-generations-and-companies\/"},"modified":"2023-12-13T11:12:36","modified_gmt":"2023-12-13T10:12:36","slug":"skill-mismatch-and-talent-retention-comparing-young-generations-and-companies","status":"publish","type":"post","link":"https:\/\/www.imex.it\/en\/skill-mismatch-and-talent-retention-comparing-young-generations-and-companies\/","title":{"rendered":"Skill Mismatch and Talent Retention: comparing young generations and companies"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">In recent years, companies and young people have been facing a crucial problem: the<strong> skill mismatch<\/strong>, or the <strong>imbalance between the skills required by companies and those of young workers<\/strong>. This phenomenon, which has becoming increasingly evident, has a significant impact on the economy and on the growth opportunities of young people and companies.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">The advent of<strong> new technologies and global economic dynamics<\/strong> led to a <strong>quick evolution of labor markets<\/strong>. Companies are constantly looking for t<strong>alents who can adapt to quick changes<\/strong> and <strong>add value to their operations<\/strong>. On the other hand, young people often find themselves unprepared or underprepared to meet the demands of work, due to <strong>an education that does not keep pace with the changing needs of the market.<\/strong><\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">This phenomenon is all the more true when you are in an <strong>industrial environment,<\/strong> where companies complain about the difficulty of finding candidates who have <strong>both technical and transversal skills<\/strong> for various reasons, including:<\/span><\/p><\/p>\n\n<ul class=\"wp-block-list\">\n<li><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">A school system that does not prepare enough for technical work and does not offer much space for <strong>STEM disciplines<\/strong> (Science, Technology, Engineering and Mathematics).<\/span><\/p><\/li>\n\n\n\n<li>An aftermath of the effects of the economic boom that leads workers to seek greater economic well-being and the desire to &#8220;climb&#8221; social positions by approaching office jobs, and moving away from more technical professions.<\/li>\n\n\n\n<li>A society that lives in speed, immediacy and even instantaneity, that deprives companies of the time to narrate the goodness of their work, and at the same time deprives young people of the necessary training.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">This situation generates frustration for companies, which struggle to find the right profiles to develop their businesses and remain competitive.<\/p>\n\n<h2 class=\"wp-block-heading\"><h2>Skill Mismatch in the Bergamo area<\/h2><\/h2>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">The phenomenon of <strong>skill mismatch<\/strong> is also <strong>a major problem in the Bergamo area<\/strong>, and generates a <strong>significant vacuum for both businesses and workers<\/strong>. Statistics reveal that, for every 100 unemployed persons, there are at least 82.8 vacancies in companies that cannot be filled.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">With an unemployment rate of 3.4% in the Bergamo area, it is estimated that there are at least <strong>17,000 people looking for work<\/strong>*; from this it can be assumed that throughout the province there are also numerous <strong>job positions that remain uncovered due to the lack of professional profiles<\/strong> consistent with the required skills.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">This situation represents a significant challenge for the Bergamo area, as <strong>companies are facing a shortage of skilled workers<\/strong>, while <strong>the unemployed struggle to find suitable employment<\/strong> <strong>opportunities<\/strong>.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">Furthermore, <strong>the progressive lack of skills within the workforce<\/strong>\u00a0accentuates the problem, as there are workers with great technical experience but with little digital skills, and vice versa people with great digital skills but without concrete work experience.<\/span><\/p><\/p>\n\n<h2 class=\"wp-block-heading\"><h2 id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">Imex, Employer Branding and corporate attractiveness<\/span><\/h2><\/h2>\n\n<figure class=\"wp-block-image alignleft size-full is-resized\"><a href=\"https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1.png\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1.png\" alt=\"\" class=\"wp-image-10219\" width=\"470\" height=\"394\" srcset=\"https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1.png 940w, https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1-300x251.png 300w, https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1-768x644.png 768w, https:\/\/www.imex.it\/wp-content\/uploads\/2023\/07\/Delta-Index-1-485x407.png 485w\" sizes=\"auto, (max-width: 470px) 100vw, 470px\" \/><\/a><\/figure>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">A complementary problem to the Skill Mismatch in search of the candidate with the right skills, once identified, is Telent Retention, the ability to <strong>avoid the talent drain<\/strong> going beyond the concept of remuneration as the only attractive factor for a young person.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">At the end of January, Imex had the opportunity to discuss this topic and to test itself thanks to Confindustria Bergamo and Delta Index, with the participation in a project promoted by the <strong>Sesaab group<\/strong> to <strong>raise awareness and support companies in terms of employer branding<\/strong>.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">With an <strong>ad hoc tool<\/strong> we carried out a brief internal company analysis, which helped us to <strong>measure the level of attractiveness of the company in a young person<\/strong>, where by young person we mean a candidate at most on the threshold of 30 years, with little work experience, a high level of digitization and little ambition to find the permanent job.\u00a0<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">The analysis tool helped us understand the mechanisms that regulate the process of choosing a company in the eyes of a potential candidate, and the <strong>actions to be taken to attract motivated young people, retain them and make them stay<\/strong>:<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\"><strong>1. ATTRACT:<\/strong> this phase precedes the selection of the candidate, it takes place through social communication, promotional activities, interaction with the educational system: if a company wants qualified young people it must go and look for them in their chosen places, schools. In fact, <strong>young people are looking for identity, and seek information first of all through social channels<\/strong>: a company that communicates in a young and informal way, that shows its daily operations and work environment is potentially more interesting than others.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\"><strong>2. SELECTION:<\/strong> in order to select young people with suitable soft skills it&#8217;s necessary to <strong>focus on the potential of the candidate,<\/strong> developing a balance of skills that takes into account 4 fundamental skills:<\/span><\/p><\/p>\n\n<ul class=\"wp-block-list\">\n<li>Organization (organizational capacity)<\/li>\n\n\n\n<li>Motivation (motivational skills)<\/li>\n\n\n\n<li>Autonomy (ability to make decisions)<\/li>\n\n\n\n<li>Relationship (soft skills)<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Already in the interview phase it&#8217;s possible to put the candidate in front of concrete facts and technical problems, to identify potentials and weaknesses.<\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\"><strong>3. TRAINING:<\/strong> when a young person begins his working adventure in the company it&#8217;s necessary to <strong>train him, make him independent, productive<\/strong>, but above all make him feel an <strong>important part of the workflow<\/strong>. Continuous dialogue, comparison and <strong>clear and achievable objectives<\/strong> are fundamental in this phase for the retention of the new resource.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\"><strong>3. RETENTION:<\/strong> young people are attracted not only by the salary, but also by the atmosphere that reigns in the company, by the fact of feeling part of it, by the informal work environment and by the ability to convey to the young people passion for what one does.<\/span><\/p><\/p>\n\n<p class=\"wp-block-paragraph\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">Imex is a constantly evolving company where our perception of the well-being of those who work for us and with us also evolves; the path we have taken is only <strong>the first step towards the creation of an even more modern and attractive company<\/strong>, in step with the times and capable of sharing an eye to the future with the younger generations.<\/span><\/p><\/p>\n\n<ul class=\"wp-block-list\">\n<li class=\"has-small-font-size\"><p id=\"tw-target-text\" class=\"tw-data-text tw-text-large tw-ta\" dir=\"ltr\" data-placeholder=\"Traduzione\"><span class=\"Y2IQFc\" lang=\"en\">Source: <em>Osservatorio del Lavoro della Provincia di Bergamo<\/em> <em>on data from Istat, Anpal and Eurostat (April 2023)<\/em><\/span><\/p><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>In recent years, companies and young people have been facing a crucial problem: the skill mismatch, or the imbalance between the skills required by companies and those of young workers. This phenomenon, which has becoming increasingly evident, has a significant impact on the economy and on the growth opportunities of young people and companies. The [&#8230;]\n","protected":false},"author":1008,"featured_media":10215,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[597],"tags":[1144,676],"class_list":["post-10225","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-en","tag-actuality","tag-imex-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Skill Mismatch and Talent Retention: comparing young generations and companies - IMEX<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.imex.it\/en\/skill-mismatch-and-talent-retention-comparing-young-generations-and-companies\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Skill Mismatch and Talent Retention: comparing young generations and companies - IMEX\" \/>\n<meta property=\"og:description\" content=\"In recent years, companies and young people have been facing a crucial problem: the skill mismatch, or the imbalance between the skills required by companies and those of young workers. 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