Many believe that great professional opportunities are concentrated in large cities. However, this is not 100% true. Excellent positions and careers can be achieved in smaller cities, but few are open to these possibilities – which leads to a greater difficulty in attracting qualified labor in these regions and thus expanding their economic potential. Those who decide to at least explore these possibilities can certainly achieve not only a good job but also a better quality of life.
The warming of the specialized job market is generating a understandable feeling of insecurity among companies. According to data released in the Robert Half Confidence Index (ICRH), 3% of companies are afraid of losing their most qualified professionals to the competition – something that becomes even greater given the many opportunities offered in the capitals.
Even with this fear, today we cannot associate these metropolises as exclusive places of career prosperity and quality of life. After all, while we can find a series of vacancies, the competition to fill them is equally high. Whereas, if one were to seek positions in smaller cities, the same benefits could be obtained.
The diversity of work models highlighted during social isolation was one of the factors that contributed the most to this expansion. With technological advances, we currently have a range of tools that make remote operations possible, maintaining the quality of deliverables. In this way, local companies can hire talents who do not necessarily live in the city, so they can work remotely and come to the headquarters in occasional events, according to the corporate culture and their needs.
Insisting on having a fully in-person model in these smaller cities is not a strategic decision to attract and retain talents from other regions. This is because those who would be willing to move are mostly those who are in a more stable moment in their lives, prioritizing a routine that provides them with a higher quality of life.
Those who are not in that moment will hardly be able to adjust to the logistics of moving since they would need to see career advantages to accept this new reality. Realistically, nowadays, fewer people are open to this, which requires these companies to have greater flexibility in their operations to hire qualified talents without geographical barriers.
There is still a strong cultural resistance to leaving big metropolises, for fear of losing visibility in the market, not being called for interviews, and missing out on opportunities that could boost their careers. This mindset, even though it hinders attraction and retention in smaller cities, can be changed through a greater emphasis made by these companies on the benefits they will have by joining their teams.
Aside from the robust technologies we currently have, which allow these operations remotely, opting for the hybrid model is a highly advantageous solution, as it can attract a greater number of qualified professionals without the need to be physically present all the time. These encounters, therefore, can be organized for relaxation purposes, more strategic meetings, and relevant events for planning or training, for example.
By following these tips, companies located outside major centers will have a powerful competitive advantage to attract talents that will elevate the business to the next level in their segment, without geographical barriers preventing the arrival of qualified workforce.
