Recruiting and keeping the best Nearshore talent in Latin America: the remote opportunity
The work culture around creative industries and knowledge workers is changing, and only innovative, flexible companies with a people-oriented profile will be able to transcend in post-pandemic times.
Although flexibility in hours and locations was already irreversible, the harshest months of lockdown due to COVID-19 accelerated debates about the future of work. One of the primary workers It is even better for remote workers due to the lack of typical distraction concerns of companies managing productivity goals and not only by schedules. This has become a trending topic and challenging for organizations. We know efficient remote work is a reality with proper management processes.
Outsourcing in Mexico has many advantages for foreign operating businesses. It grants the possibility of significant cost reductions and access to expertise.
In the past, nearshore was only accessible to big companies. However, the acceleration in remote work adoption and the simplicity of doing business with Mexican companies due to the North American Free Trade Agreement has made it possible for small and medium-sized enterprises.
Here are just a few reasons why you’ll want to look into nearshore outsourcing for your company’s software development strategy.
A recent study by the HR consulting firm Mercer, aimed at 800 employers, indicates that 94% of those surveyed did not see a significant change in productivity between onsite and remote in large workplaces and organizations. Also, data-backed studies are already emerging (such as this Harvard Business Review essay) with success stories where managers can significantly increase flexibility without losing productivity.
One of the main points of trouble between employers and workers (in creative or technological areas) is returning to work (and office) as before the pandemic.
Remote work is here to stay, and talent competition is fierce. Companies must be open to a whole new range of possibilities to attract and hire worldwide talent. Nearshoring has proved to be an effective strategy for increasing the capabilities of IT staffing, especially in roles related to software development.
However, it does not come without significant challenges for the companies aiming to take advantage of the incredible pool of talent in Latin America. Finding a partner that can act as an extension of the HR department with vast knowledge of the local talent market, the connections, and channels to rapidly respond to the staffing needs. Supporting compliance and logistics procedures will be crucial to deploying a successful remote hiring strategy.
The challenge to attract and find talent for technology companies
Although the hybrid labor revolution and the post-confinement economic climate have led to the phenomenon known as the great resignation, in Latin America, things are very different.
For example, the Mexican economy is in a downturn and technical recession. These situations make the perfect opportunity for jobs with attractive salaries linked to foreign companies, in a culture promising for professionals in hot industries such as IT and Computer Science.
It can be challenging to be attractive in the post-COVID professional moment with North American professionals now that the United States work culture is experiencing a breakthrough.
In Latin America, there is an ever-growing pool of talent with quality education and the necessary skills to face challenges in software development and adjacent necessities.
As we have mentioned in another article, we must bear in mind that the average salaries in Mexico (the most robust economy in the Latin America region) for Computer Science professionals are convenient to employers and very attractive to Mexican professionals. Outsourcing is the solution between finding people ready to work and at the same time offering attractive salaries within a careful treatment of your company budget.
Nearshore staffing is a perfect fit at the time, with professionals and employees already adapted in a post-COVID world, to remote work. What was not so common before today is a reality.
Video conferencing software such as WebEx or Zoom is the new work culture in technology companies (in general in productive or creative industries). Allows exchange of content and references through Slack, Monday, Notion, and other popular apps so that even the newest recruit is up to date.
According to another Harvard Business Review essay, it is suggested that to be competitive and more productive companies. These types of databases and information repositories should be encouraged to formalize knowledge that pre-COVID was usually found between corridors and water coolers.
Remote work is partly asynchronous and surely does not have all the features of traditional offices. However, it comes with a new set of advantages powered by technology and, in the end, is more productive when integrating new staff.
At the same time, flexible working even allows for another attractive pool of recruits: stay-at-home parents (especially moms!). The Mercer HR study we mentioned earlier indicates that a trend is for 60% of employers to allow employees who are parents to come up with their schedule to their bosses for approval.
A recent survey from the IT Community Meetup from Talent Alpha (Tech Talent Business Survey), focusing on salaries and working conditions, revealed that 58% of employers have temporary difficulties recruiting and 21% have significant problems hiring. Another relevant fact is that 58% of those surveyed take two to three months to find the right specialist.
Something curious about the results is that 30% of employers indicate that their companies are always in need of hiring professionals, 20% would only take a couple of days to find them the suitable projects, and 23.2% would only take two weeks at most.
In addition to this, 42% postpone the prospect of a new client to find the right specialists.
Or put another way: we live in a time with few specialists and companies always in need of hiring the best and fastest. This is where the strength of Nearshore staffing comes in.
This is the new culture in progressive organizations because that is precisely what talent is asking for in these post-COVID times, especially attractive in a region like Latin America.
What if you could expand your team in a seamless and fast way?
Although there are cultural affinities between professionals from Mexico and Latin America and their potential employers in the US, an outsourcing partner like Digitalhype helps recruit the best pros in compliance with all the labor agreements and local laws.
Also, Digitalhype offers the ideal solution to extend teams in a win-win situation between professionals and companies.
Unlike options such as outsourcing in South Asia, the affinity between developers in Latin America and US employers starts in the time zone, taking friction away from remote work and proficiency in the English language as a requirement for most IT CS graduates from the region.
Likewise, the management of talent recruitment and attraction partners such as DigitalHype is quite good for the local market: an evergreen pool of developers prefer flexible schemes and are open to finding the best option regardless of their location within the continent. If remote, the better.
In that case, Digitalhype is the best option to start such relationships in Mexico and Latin America, with all the legal and labor hassle resolved, to implement nearshore recruitment fastly.
As a bicultural Mexican-American company, Digitalhype is in contact with alumni from the best universities in the region and is capable of attracting talent from all over the continent.
Let us support you in increasing your staff, expanding your team today, and requesting a meeting!