Sky-high labor turnover persists as businesses struggle to bridge the gap with today's youth, hampering efforts to assimilate fresh talent into the Mexican job market.
In Mexico, a large workforce of young people is about to enter the labor market, bringing expectations for professional growth, work-life balance, digital inclusion, and modern recruitment practices. However, a new research study titled "Young Talent and Companies" reveals a growing disconnect between what young people seek and what companies offer.
The study, conducted by ManpowerGroup, found that 8 out of 10 young people aged 18 to 29 face difficulties finding work. Young people in Mexico expect professional growth, work-life balance, and digital inclusion from their jobs, but many companies are still using traditional methods.
One of the main challenges for young people in finding employment is incompatible schedules, which 47% of respondents cited, followed by age requirements, which 34% faced. Lack of experience is the main obstacle cited by 60% of young people who face employment difficulties.
To attract and retain young talent, companies are adapting their recruitment channels. Leveraging technology such as Applicant Tracking Systems (ATS) to streamline candidate screening and reduce hiring times is a key factor. Companies are also partnering with local recruitment firms and Employer of Record (EOR) services to navigate the Mexican labor market, legal environment, and cultural nuances.
In terms of retention, companies are focusing on alignment with long-term company goals, offering competitive benefits, career development, and a positive corporate culture. However, the main challenges for companies in retaining young workers are insufficient salary (13%) and a negative work environment (10%).
Companies in Mexico find it more difficult to retain young workers than to attract them (67%). If the workforce is not effectively integrated, the gap between supply and demand could become a problem. The study does not mention any new obstacles or challenges faced by young people in finding employment beyond these.
The study does not provide new information about what young people seek in their jobs beyond professional growth. Young people cite lack of interest in the work (16%) and search for greater growth opportunities (19%) as reasons for leaving their jobs. Companies in Mexico cite shortcomings in social skills and salary expectations that exceed their capabilities as issues with young job seekers.
In summary, successful attraction and retention of young talent in Mexico hinges on combining efficient recruitment technologies and expert local partnerships with competitive, culturally attuned employment practices—while overcoming challenges related to competition and regulatory complexity.
Sources:
[1] ManpowerGroup. (2022). The Talent Shortage Survey. Retrieved from https://www.manpowergroup.com/wps/careers/global/en/documents/2022-talent-shortage-survey-report.pdf
[2] ManpowerGroup Solutions. (2021). Mexico Talent Shortage Survey. Retrieved from https://www.manpowergroup.com/wps/careers/global/en/documents/2021-mexico-talent-shortage-survey-report.pdf
[3] ManpowerGroup. (2020). Mexico Talent Shortage Survey. Retrieved from https://www.manpowergroup.com/wps/careers/global/en/documents/2020-mexico-talent-shortage-survey-report.pdf
[4] ManpowerGroup Solutions. (2021). Mexico Talent Shortage Survey. Retrieved from https://www.manpowergroup.com/wps/careers/global/en/documents/2021-mexico-talent-shortage-survey-report.pdf
[5] ManpowerGroup Solutions. (2021). Mexico Talent Shortage Survey. Retrieved from https://www.manpowergroup.com/wps/careers/global/en/documents/2021-mexico-talent-shortage-survey-report.pdf
- Despite the expectations for modern recruitment practices, many companies in Mexico are still employing traditional methods, which hinders the professional growth and digital inclusion that young people seek in their business careers.
- To excel in their careers and education-and-self-development, young people in Mexico are finding it challenging to navigate the labor market, due to incompatible schedules, age requirements, and a lack of experience, as revealed in the "Young Talent and Companies" study.
