{"id":13503,"date":"2025-02-06T14:10:17","date_gmt":"2025-02-06T17:10:17","guid":{"rendered":"https:\/\/blog.n5now.com\/trabajo-2025-pronostican-cual-sera-el-perfil-del-conocimiento-mas-demandado-del-ano-entre-empresas\/"},"modified":"2025-02-06T14:27:02","modified_gmt":"2025-02-06T17:27:02","slug":"trabajo-2025-pronostican-cual-sera-el-perfil-del-conocimiento-mas-demandado-del-ano-entre-empresas","status":"publish","type":"post","link":"https:\/\/blog.n5now.com\/en\/trabajo-2025-pronostican-cual-sera-el-perfil-del-conocimiento-mas-demandado-del-ano-entre-empresas\/","title":{"rendered":"Work 2025: they predict what will be the profile of the most in-demand knowledge of the year among companies"},"content":{"rendered":"\n

In a context of growing demand for technological positions in the country, a specific role stands out for its ability to boost company teams<\/h2>\n\n\n\n

The labor market presents a landscape of increasing digital transformation<\/a>, driven mainly by technological evolution, automation, and transitions to more sustainable economies.<\/p>\n\n\n\n

According to a recent study by the World Economic Forum, approximately 23% of jobs globally would change by 2027<\/strong>, with 69 million new roles created and 83 million displaced.<\/p>\n\n\n\n

At the national level, the Chamber of the Argentine Software Industry (CESSI) estimates that 400,000 new jobs will be generated in the next six years<\/strong>, which implies that companies will look for talents that will help them meet their objectives and generate an environment that is attractive to future employees.<\/p>\n\n\n\n

Work: they predict what will be the most in-demand profile of 2025<\/h2>\n\n\n\n

“To meet our goals 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,” explained Mar\u00eda Luz Pochettino<\/strong>, CHRO of N5.<\/p>\n\n\n\n

These are professionals who have a high level of skills and potential to grow within an organization. They consist of key profiles to drive innovation and growth within companies<\/a><\/strong>.<\/p>\n\n\n\n

Along these lines, the executive explained that a traditional employee can reconvert into this type of profile over time<\/strong>, thanks to a stimulating environment and adequate follow-up.<\/p>\n\n\n\n

\"Los<\/p>\n\n\n\n

A+ talents are in demand for their consistently high performance, ability to anticipate solutions, and adaptability, among other factors<\/p>\n\n\n\n

For his part, Joan Manuel P\u00e9rez Meiss, People Experience Specialist at Ingenia, describes to iProUP <\/strong>that the alignment of the A+ profile with the purpose of the organization “motivates the achievement of the objectives set”, because, in addition, “sharing values with the company demonstrates an ideal alignment that offers satisfaction and benefits to both parties”.<\/p>\n\n\n\n

“At N5, for example, to generate more A+ talents, the first thing we do is identify the potential and offer projects that take them out of their comfort zone so that they acquire new skills<\/strong>. We also accompany them in this development with mentoring, personalized training and constant evaluations,” Pochettino details.<\/p>\n\n\n\n

However, he recognizes that not all companies have the resources to carry out this process, so they are in the situation of starting a job search.<\/p>\n\n\n\n

What are the selection processes for these profiles like?<\/h2>\n\n\n\n

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<\/strong>.<\/p>\n\n\n\n

“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”, he says.<\/p>\n\n\n\n

P\u00e9rez Meiss remarks that in times of high competition, a great differential is observed precisely in the profiles that acquire soft skills<\/a> such as:<\/p>\n\n\n\n