78% of those responsible are optimistic, with 36% to say they are "very confident" and 42% "confident", according to the conclusions of the Exploring Adaptivity Through Strategy and Talent study, carried out by Boyden.

According to a report by Dinheiro Vivo, despite the positive vision regarding the evolution of their business, leaders consider that this growth potential is not aligned with the talent they have available. The lack of some skills means that 60% of respondents say they do not have the talent necessary to execute their strategies, which is why in 2024 they intend to reinforce digital skills (54%), namely in artificial intelligence, robotics and machine learning, but also of innovation (46%).

Additionally, and integrating the top three most sought after skills for the first time, 33% of leaders intend to recruit professionals with skills in the area of sustainability.

Although the need for more qualified resources remains, attracting and retaining talent continues to be one of the main challenges highlighted by leaders. 63% of those responsible anticipate challenges in recruitment in 2024 and 52% expect to encounter difficulties in retention. However, a smaller group of leaders (41%) predict an increase in hiring throughout the year.

Flexibility

In order to combat difficulties relating to human capital, organizations say they want to invest in bonuses based on workers' performance, hybrid and flexible work and leadership development.

But if attracting resources is complex, maintaining them is also not easy in a market that is "increasingly dynamic and volatile, especially with the new generation", explains Luís Melo, country managing partner at Boyden Portugal.

Younger people seem to be more receptive to changes, even when they are satisfied with their professional situation, and this need for new challenges means that salary motivation alone is no longer enough to set resources.

Flexible working, for example, is a trend that is here to stay and can directly impact employees' desire to stay with a company. It's not just about allowing a hybrid model, there's a need for flexibility at work: "it was something left over from the pandemic, but the truth is that more flexible, more empathetic leadership is needed. Leadership that is more human and capable of understanding the problems of its people", explains Melo.