Many believe that the best professional opportunities are concentrated in large metropolises. However, this is not 100% true. Excellent jobs and careers can be achieved in smaller cities, but few are open to these possibilities—which leads to greater difficulty in these regions in attracting qualified labor and, consequently, expanding their economic potential. Those who decide, at the very least, to explore these possibilities will certainly be able to secure not only a good job but also a better quality of life.
The heating up of the specialized job market is creating an understandable sense of insecurity among companies. According to data released in the Robert Half Confidence Index (ICRH), 3% of companies fear losing their most qualified professionals to competitors—something that, given the vast opportunities available in capital cities, becomes even more pronounced.
Even with this concern, today, we cannot tie these metropolises as the exclusive places for career prosperity and quality of life. After all, while we can find numerous job openings, the competition to fill them is equally high. Meanwhile, if they sought positions in smaller cities, the same benefits could be attained.
The diversity of work models highlighted during social isolation was one of the factors that most contributed to this expansion. With technological advancements, we now have a range of tools that enable remote operations while maintaining the quality of deliverables. Thus, local companies can hire talent who do not necessarily live in the city, allowing them to work remotely and visit the headquarters occasionally, depending on corporate culture and needs.
Insisting on a fully in-person model in these smaller cities is not a strategic decision for attracting and retaining talent from other regions. This is because those willing to relocate are, in most cases, those in a more stable phase of their lives, prioritizing routines that offer them a better quality of life.
Those who are not in this phase will hardly adjust to the logistics of moving, as they would need to see career advantages to accept this new reality. Realistically, nowadays, fewer people are open to this, requiring companies to be more flexible in their operations to hire qualified talent without geographical barriers.
There is still strong cultural resistance to leaving large metropolises, fearing a loss of visibility in the market, not being called for interviews, and missing out on opportunities that boost their careers. This mindset, as much as it hinders attraction and retention in smaller cities, can be changed by emphasizing the benefits these companies offer when joining their teams.
Beyond the robust technologies we currently have, which enable these remote operations, prioritizing a hybrid model is a highly advantageous solution. It can attract more qualified professionals without requiring their physical presence at all times. These meetings can then be organized for relaxation, strategic discussions, and relevant planning or training events, for example.
By following these tips, companies located outside major urban centers will have a powerful competitive edge in securing talent that elevates their business standing in their sector, without geographical barriers preventing the arrival of qualified labor.
