Tinderism at work

Companies face the challenge of attracting new generations of professionals accustomed to the digital world and immediacy.

Apps such as Tinder, which reflect the natural interaction of young people, have led to the "social network".tinderisationThe "labour relations".

The new generations are questioning the traditional model of permanent employment, placing more value on flexibility, emotional pay, work-life balance and social responsibility.

Digital tools allow candidates to access a wealth of job information in minutes, evaluating and accepting job offers filtered by artificial intelligence.

Labour decision-making has become more agile and accurate, and the globalisation of employment promotes rapid labour mobility.

Employers need to adapt to this new reality by being aware of the tools available and designing attractive medium and long-term offers.

It is therefore crucial to devise adapted remuneration formulas, flexibility mechanisms and protection against high turnover, and to value specialisation.

Companies may consider non-compete clauses, exclusivity incentives and flexible working time arrangements.

Today's labour market resembles two noticeboards: vacancies and job seekers.

In the past, applicants adapted to the offers, but this must change.

Employment relationships need to be more personal, similar to how dating apps work, and it is vital to provide detailed information on job offers, benefits and requirements, as this can benefit job seekers, educators and governments when planning for future employment needs.

Author: J.Avellaneda Section ?Economy on the Wave? Onda Cero Ibiza-Formentera