The Chamber of the Argentine Software Industry (CESSI) estimates that by 2031 400,000 new jobs will be generated, which indicates that companies will look for talents that will help them meet their objectives and generate an environment that is attractive to future employees. And to accomplish this they will need A+ talents.
“To meet our goal we are going to need what is being known as A+ talents, which are special profiles that stand out for their constant high performance, their ability to anticipate solutions, their adaptability, natural leadership, and their ability to be influencers of the company,” says María Luz Pochettino, CHRO of N5.
How to be an A+ talent?
The executive explains that a traditional collaborator can reconvert into this type of profile over time, thanks to a stimulating environment and adequate follow-up. “At N5, for example, to generate more A+ talent, the first thing we do is identify the potential and offer them projects that take them out of their comfort zone so that they acquire new skills. We also accompany them in this development with mentoring, personalized training and constant evaluations,” Pochettino details, acknowledging that not all companies have the resources to carry out this process, so they are in the situation of starting a job search.
What are the selection processes for these profiles like?
Pochettino explains that three fundamental pillars must be taken into consideration when hiring high-level profiles, as they are a key factor in driving innovation within companies. “A rigorous selection process is needed (combining specific technical assessments with an analysis of soft skills such as leadership, adaptability, and growth mindset); that the profile is aligned with the culture and values of the company; and prioritise those candidates who show capacity and ambition to grow within the organisation”.
Likewise, the director accepts that these processes take longer than traditional ones, but due to the positive impact that A+ profiles have on companies, they are an investment that must be made to add strategic value from day one. For example, he explains that hiring standard employees generates more costs in the medium and long term due to the turnover they have.
“We are convinced that the true differential of a company is not only its products or services, but the people behind them. A+ talents are the engine that allows us to move towards new horizons,” reflects the N5 CHRO.
In closing, the specialist emphasizes that the recruitment and development of A+ talent is not an end in itself, but a strategy to build a work environment where everyone can thrive.
