Many believe that great 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 attracting qualified labor and, consequently, expanding their economic potential in these regions. Those who decide, at least, to explore these possibilities will surely be able to achieve not only a good job but also a better quality of life.
The heating of the specialized labor market is creating a 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 becomes even greater given the numerous opportunities offered in the capitals.
Even in the face of this concern, today we cannot link these metropolises as exclusive places for career prosperity and quality of life. After all, while we can find a number of job openings, the competition to fill them is equally high. Meanwhile, if they searched for placements in smaller cities, the same benefits could be obtained.
The diversity of work models highlighted during social isolation was one of the factors that most contributed to this expansion. With technological advances, we currently have a series of tools that enable remote operations while maintaining the quality of deliverables. In this way, local companies can hire talents who do not necessarily live in the city, allowing them to work remotely and visit the headquarters in person on sporadic occasions, 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 talent from other regions. This is because those who would be willing to move are mostly the ones who are in a more stable phase of their lives, prioritizing a routine that provides them with a higher quality of life.
Those who are not currently in this situation will hardly be able to adjust to the logistics of moving, as they would need to see career advantages to accept this new reality. Realistically, nowadays, there are fewer people open to this, which requires these companies to have greater flexibility in their operations in order to hire qualified talent without geographical barriers.
There is still strong cultural resistance to leaving the major cities, due to fears of losing visibility in the market, not being called for interviews, and missing out on opportunities that could boost their careers. This is a mindset that, although it hinders attraction and retention in smaller cities, can be changed through greater emphasis by these companies on the benefits they will have by joining their teams.
Beyond the robust technologies we currently have, which enable these operations remotely, valuing the hybrid model is a highly advantageous solution, as it can attract a greater number of qualified professionals without them needing to be physically present at all times. These gatherings, in this way, can be organized for purposes of relaxation, more strategic meetings, and relevant events for planning or training, as an example.
By following these tips, companies located outside of major centers will have a powerful competitive advantage in attracting talent that will raise the level of the business in its segment, without geographical barriers that prevent the arrival of qualified labor.
