The length of time spent in companies mexico phone number resource has been reduced and the new generations "see the world as less of a big place" when it comes to changing companies and packing their bags to try a new professional adventure far away. Stability and the company brand are no longer valued as much as the project and life experience.
Finding profiles that work with technology as well as relational skills has become a differentiating element for any organization that aspires to grow.
In B2B and industrial environments, this problem is exacerbated by the need to find profiles with technical qualifications and, in many cases, with sectoral experience, although the latter, at least in our view, is not definitive. In addition, the image of the companies that form part of these sectors is not excessively attractive for new professionals.
On the other hand, these types of companies are not very accustomed to a high degree of staff turnover, which implies a need to develop and accelerate processes that help manage this sudden change in trend. This is where Marketing can help HR today.
The objective of this article is to share BtrueB's experience in the design and implementation of cross-functional Marketing and HR processes that have helped both departments to be more efficient and their organizations to be more agile in attracting and retaining internal teams.
