Formo neo laureati che perdo dopo pochi anni e non attraggo intelligenze che potrebbero esprimere valore, questa frase ha stimolato l’articolo che segue. Il nostro specifico e piccolo osservatorio sul mercato del lavoro è fatto dalle osservazioni ed esperienze accumulate presso i clienti.
Notiamo aziende pronte ad assumere e pochi curriculum d’interesse; la disoccupazione permane per impossibilità di incontro tra domanda e offerta. Come mai?
Abbiamo chiesto a diversi ragazzi neolaureati quale fosse il loro punto di vista. Emerge un mix di elementi, tra questi:- una sfiducia ampia nella possibilità di trovare un lavoro al sud, come se le aziende siano invisibili ai loro occhi. – Il mito del nord e dell’estero, ogni soluzione aziendale locale viene vista come un ripiego disorganizzato di qualcosa di più bello, più ampio, più strutturato che si trovi “altrove”. I ragazzi non cercano un impiego in zona e chissà se il desiderio di uscire dalla stanzetta e potersi sperimentare lontano dai genitori non giochi un ruolo di spinta.
Abbiamo chiesto alle imprese: credevano che il mondo del lavoro fosse fatto da ragazzi a spasso, in attesa di occupazione, pronti a fare qualunque cosa pur di accedere all’impiego. E forse nei primi mesi della crisi sarebbe stato vero, ma la crisi è stata troppo profonda e troppo lunga e i ragazzi che avevano 25 anni nel 2008 oggi ne hanno 35, e hanno creato, fatto, disfatto in Italia e all’estero. Hanno avviato e chiuso start up, hanno cominciato da stagisti e continuato fino a posizioni manageriali.
Giunge quindi la prima domanda: possiamo risultare accattivanti per gli ex venticinquenni? Abbiamo proposte allettanti da fargli? Certo, un 35 enne che abbia vissuto esperienze manageriali tornerà ad alcune condizioni: vuole una retribuzione per lo meno pari a quanto percepito altrove, vuole essere responsabile, vuole poter guidare un gruppo e sentire che l’azienda gli crede. Vuole un dialogo aperto e franco con la proprietà. Lo vogliamo anche noi?
Non basta più il plus della vicinanza alla famiglia, il mare il sole e la buona tavola. Dovremo abbattere il muro di resistenza che si è creato abbandonando un territorio che l’ex giovane ritiene fatto solo di relitti abbandonati, non sarà facile fargli percepire la vivacità economica che pulsa, i network più o meno strutturati ai quali può accedere.
E cosa facciamo con i ventitreenni di oggi? Quelli cresciuti nella consapevolezza (errata, ma radicata) che il sud sia un deserto dal quale scappare? Certo, non hanno competenze e potrebbero rischiare di lavorare con noi, magari sempre un pò svogliati e con l’aria di chi vuol essere da un’altra parte. Dobbiamo fornir loro ruoli chiari e un percorso che veda crescere, parallelamente, le responsabilità e gli introiti. Potrebbe andar via dopo 12 mesi, un ruolo chiaro giova a comprendere se la produttività espressa già nelle prime settimane remunera il suo costo.
Ruoli chiari, piani di carriera definiti, percorsi di crescita che mettano insieme delega e controllo, insomma la rivoluzione nella gestione delle risorse umane è ormai una materia antica per alcune parti del pianeta. Lo so, pensavate che non sarebbe arrivata, che la gestione del personale fosse un fenomeno per aziende multinazionali e manager annoiati; la frase ‘i dipendenti sono i primi clienti’ suonava bella da dire alle feste di fine anno, e pensavamo che le risorse umane facessero il paio con gli adempimenti del consulente del lavoro e dovessero ringraziare per il posto ‘concesso’ e invece la complessa materia del human resource management bussa alla porta dell’azienda e fa notare a tutti che gli asset immateriali sono divenuti il vero perno della crescita.
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