The constant transformation of the corporate landscape has brought to light the need for an urgent reassessment of leadership and recruitment practices. Phrases such as "leadership isn't ready for the chair" have become commonplace, reflecting a reality where many leaders lack the necessary skills to navigate the current context. This situation is exacerbated by the talent shortage and rapid technological evolution, challenges that need to be tackled with innovative strategies and an adaptive mindset.

The Current Leadership Context

A recent Gartner study highlighted the main priorities for Chief Human Resources Officers (CHROs) for 2024. Among the challenges cited are operational efficiency, unstable working relationships, talent shortages and technological transformations. According to the study:

• 83% of HR leaders say they have difficulties finding talent with the necessary skills.
• 57% say that skills shortages are undermining corporate performance.

These figures are not surprising, but they highlight the urgency of tackling these issues with new strategies. Resistance to risk and insistence on obsolete processes, inherited from the industrial age, are contributing to the inefficiency of current operations.

Recruitment in Transformation

The 2024 Future of Recruiting Report, produced by Linkedin Research and Linkedin Talent Solutions, reinforces the need for evolution in recruitment practices. Traditional approaches are no longer sufficient to meet the new priorities of professionals and the dynamic demands of the market.

Discussions at influential forums such as the World Economic Forum and SXSW have emphasized the need for a more flexible and skills-based approach to recruitment. Companies need to adopt new competencies and an agile mindset to attract and retain the best talent available.

Pathways to Accelerated Skills and Leadership Development

Faced with this scenario, it is imperative that HR leaders and other areas adopt a bolder stance and are open to testing new approaches. Some strategies include:

1. Accelerating the Availability of Skills:
   • Invest in ongoing training and development programs that are aligned with the strategic needs of the business.
   • Create strategies that can be implemented quickly, since needs change in a few months and we run two major risks: doing nothing or delivering something that is not in line with the timing of the business.
   • Be open to hiring specific skills on demand to meet specific gaps and challenges in the business.
2. Assertive Support for Leadership Development:
   • Implement mentoring, shadow mentoring and coaching programs that are tailored to the individual needs of leaders.
   • Use continuous assessment tools to identify skill gaps and offer constructive and targeted feedback.

The role of HR

The role of HR goes far beyond just dealing with the administrative and bureaucratic processes of hiring and firing. Strategic HR encompasses a strategy for attracting, retaining and developing talent in the right way, and this has a direct impact on the company's financial results, as there are fewer costs with selection processes and constant dismissals.

According to a survey by Catho, Brazilian companies spent an average of R$2,500 per dismissal in 2023, totaling R$100 billion in dismissal costs. All of these costs can be minimized by hiring more accurately and focusing on what really makes a difference.

Conclusion

The ability to adapt and innovate will be crucial if companies are to overcome the challenges of 2024 and beyond. Both leadership and recruitment need to evolve to align with new market realities. With a proactive and flexible approach, it is possible not only to face obstacles, but also to turn these difficulties into opportunities for growth and sustainable development. The time to act is now, and the path to success lies in the courage to experiment and the willingness to embrace the new.

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