Habilidades profesionales en el campo laboral


En el mundo empresarial, más aún en el tecnológico, se ha observado en los últimos años una tendencia, contraria a lo que se podría esperarse en cuanto a la contratación de personal profesional. Cada día se hace más recurrente la búsqueda y contratación de talentos especializado, otorgándole en el proceso de selección, mayor valor a la experiencia, destrezas y habilidades, que a las acreditaciones académicas

Grandes empresas tecnológicas como Google, Intel, Apple, Github, IBM, han empezado a reclutar parte de su personal a talentos con experiencia, pero que no poseen títulos universitarios. Al ingresar a la organización participan en programas de formación y desarrollo de competencias, previamente reconocidas a través de pruebas técnicas, las aptitudes personales de cada uno de los candidatos.

A través del portal Fast Company, en una entrevista a Sam Ladah, jefe de la Organización de Talentos de IBM, explicó que la idea de la compañía es buscar, entre los distintos grupos de participantes en el proceso, nuevos talentos basándose en sus cualidades, más que en la formación académica, reconociendo el éxito que han tenido en la contratación de personal que están siendo formado en sus programas (bootcamps).

Para nadie es un secreto que la educación superior universitaria tiene costos elevados a nivel mundial y que las grandes compañías, no sólo las de tecnológicas, están al tanto de esta situación. Solo en los Estados Unidos se calcula que el 50% de los estudiantes universitarios no se gradúa, según los datos presentados por la Dra. Rosa Cintrón, académica de la Universidad de Florida, al diario El Dínamo de Chile.

Se suma, que estas empresas también han tomado en cuenta el rápido crecimiento del sector tecnológico, ya que las vacantes que se calculan estarán libres para los próximos cinco años superan el millón. Es por eso por lo que IBM apuesta en los Estados Unidos a la Ley Perkins, ley que impulsa el financiamiento de la educación profesional y técnica en ese país. A pesar de estos datos, en ningún momento quiere decir que la obtención de un título universitario sea subestimada por las empresas. Es menester decir que sigue siendo importante y valioso para la obtención de cargos de alto nivel, aunque no imprescindible.

Ante esta situación, es necesario para las empresas tomen en cuenta estos factores dentro de sus esquemas organizacionales. A lo que deben preguntarse, ¿Cómo adecuar la oferta laboral con las necesidades de la empresa? ¿Es necesario crear unidades de capacitación para la formación de nuevos talentos, según los nuevos requerimientos de la organización? ¿En qué medida trae beneficios a la empresa, contratar personal experimentado y capacitado, sin títulos universitarios? ¿Se estará creando un nuevo modelo “universidades experienciales” dentro de las empresas?

Pareciera que ante las nuevas formas de selección de candidatos en las grandes compañías a nivel mundial y el éxito que han traído a sus organizaciones, es necesario tomar acciones que permitan actualizar los sistemas de reclutamiento y selección de aspirantes para las empresas, basándose estos nuevos programas, en otorgarle mayor ponderación a la experiencias y habilidades, por sobre los títulos universitarios.

¿Será el nuevo paradigma de las contrataciones de talento humano en las empresas?


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