Avature highlights the growing importance of technological solutions to address the talent shortage in Spain. This problem, which became more evident during the COVID-19 crisis and has been accentuated by recent technological advances, continues to affect companies, forcing them to adapt to remain competitive.

According to a 2024 study by the Spanish Association of Human Resources Directors (AEDRH), 20% of selection processes in Spain are not filled due to a lack of talent. However, companies that effectively leverage technology can reduce this gap by attracting, developing and retaining the right professionals.

Avature offers 4 tips for companies to overcome the lack of profiles in our country thanks to AI and integrated platforms

“Companies that adopt new strategies, such as skills-based approaches, supported by innovative technologies, will be better positioned to meet the challenge of the talent shortage in Spain. Upskilling and the ability to redeploy the skills of current employees to projects or positions where they are needed efficiently reduces the dependence on external talent, while boosting retention and increasing organizational agility,” says Dimitri Boylan, CEO of Avature.

4 ICT ways to find talent in Spain

There are several technological tools that companies can implement to address this challenge, according to Avature:

  1. CRM: Fostering long-lasting relationships with talent HR-oriented CRM platforms allow companies to not only recruit talent, but also to maintain long-term relationships with candidates. This approach facilitates the creation of a community of engaged professionals, ready to fill vacancies when needed. Segmentation and automation of communication campaigns also allow companies to maintain candidate interest through personalized content, a crucial aspect for the new generations.
  2. Artificial Intelligence to detect emerging skills In a context of increasing remote working and changing demand for skills, AI-powered tools have become essential to identify candidate potential. These solutions allow companies to assess transferable skills and detect talent that would otherwise go unnoticed – vital for emerging roles that require skills that are difficult to find using traditional methods.
  3. Internal mobility and employee development to mitigate shortages Faced with a lack of suitable profiles, many companies are investing in the training and development of their own staff. Internal mobility platforms allow organizations to optimize existing talent and promote the professional growth of their employees. This strategy, in addition to improving engagement and retention, reduces dependence on external recruitment. Investing in reskilling and upskilling programs is key for companies to be able to adjust the skills of their employees to the needs of the market.
  4. Integrated solutions to manage talent efficiently Integrated platforms that combine performance management, succession planning and internal mobility in a single system allow for more agile use of data. Unlike point solutions that operate in isolation, these platforms provide a global view of talent in real time, facilitating strategic decisions in human resources, such as reskilling, upskilling or the search for new profiles.
Alex Chen
Alex Chen

Alex Chen serves as the chief editor of Asia Tech Journal, bringing over a decade of experience in technology journalism. Previously writing for several globally renowned publications, Alex is celebrated for his insightful analyses and in-depth reporting on tech trends across Asia. Passionate about innovation, Alex specializes in the dynamic technology ecosystem of China and its global impacts.