"I Think about all the Challenges of Companies Finding, Developing Young Talent Prospects"
In our People Now Perspectives, we share stories from the people who make up the ServiceNow ecosystem globally and in the Volteo Digital community. Today, Fatima Camberos, who works with the Volteo Digital talent strategy on retaining, developing, and finding the right talent, shares her perspective on what she sees in her day-to-day.
1.-What skills do you consider necessary to develop when people don't have professional experience?
"When dealing with fresh graduates or entry-level professionals, it is essential to consider the following skills that are necessary to develop: problem-solving, effective communication, teamwork, self-management, results-driven and analytical skills. These skills are the foundation for any IT professional, and they will be essential to ensure a successful career in the industry."
2.-In your experience, what strategies have you found to be the most effective for onboarding, training and developing a diverse workforce?
"When it comes to HR initiatives, I always turn to my tried-and-true strategies. My go-to methods include:
- Put diversity & inclusion in the front center (hiring people from different backgrounds, genders, ages, skills, ethnicities & cultures)
- Explain the company overview (share the strategy, org chart, company history, culture & values)
- Encourage people to a 90-day objective plan (Set expectations).
- Present the new talent to the organization.
- Assign a mentor (Assigning to someone with more experience and who can support them to navigate the culture & coach behaviors that will help them succeed). 
- Define a communication style: 1:1 session is crucial & constant feedback. 
- Communicate the initiatives, benefits & perks.  "
3.-What would you say are the best practices in terms of recruiting, hiring, and retaining employees in a diverse workforce?
"I firmly believe that the most effective method for cultivating team spirit and loyalty within an organization is by following different initiatives to demonstrate how employees can be key in the company's core.
First, defining & understanding your Employee Value Proposition is what makes you different as a company, in terms of culture, workplace environment, initiatives, benefits, perks & compensation. Then, by building an employer brand and enhancing a strong recruitment strategy, focus on people with a great attitude, diverse background, effective communication skills, who are currently shining in their current job positions.
To ensure a smooth recruitment process, it is essential to prioritize the candidate's experience. To do this successfully, companies should focus on following best practices and steps that will define their first interactions with potential hires: a job description that reflects your current hiring needs, looking for internal talent, crafting an interview with pertinent inquiries and in-depth explanations to ensure a more insightful conversation, guiding the candidate during the process, not ghosting them, and making the hiring process shorter while focusing on constant feedback."
4.-What main challenges have you faced when looking for young talent in Mexico?
"One of the biggest struggles I have encountered in Mexico is English proficiency;
The biggest hurdle I have faced in Mexico is the lack of English fluency, merely 12% of Mexicans speak and understand English. In fact, my experience with talent pools has yielded that only two in every five individuals can communicate effectively.
Furthermore, another conflict is that young talent tends to switch jobs quickly instead of climbing the “traditional ladder”. This makes it even more difficult to find and retain talent, as they lack the commitment to stay in their roles for a long.
Additionally, a primary challenge is the absence of critical soft skills, particularly effective communication, and resilience. Ultimately, I have found that many young people seek high salaries and rapid career advancement but lack the necessary patience, dedication, and commitment to succeed in the workplace."
5.-What kind of initiatives do you have in place to support young talents with potential, but limited experience or skillset?
"I believe people with potential talent can have different career paths, regardless of their experience. The most important thing is their willingness to learn & start something new.
Implementing the talent management system is key to boosting talents with potential. Define competencies, provide hands-on training, feedback, and facilitate performance discussions using OKRS.
NextGen Program is an example of a career path accelerator in Volteo Digital, where we provide opportunities for young professionals by addressing graduate’s underemployment gap. "
6.-How does ServiceNow provide career growth opportunities to young talent?
"ServiceNow offers a wide range of career growth opportunities to young talent. Through the RiseUp with ServiceNow program, ServiceNow creates pathways for young professionals to progress and develop in their careers and connect with experienced mentors and peers. The program provides resources such as workshops, self-paced courses, webinars, and seminars that are specifically tailored to help younger professionals gain the skills needed to reach their potential."
Insights from Volteo Digital
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