Entrevista con Laura Mingo, Directora de Pro Meritum España: claves para mejorar la empleabilidad juvenil.
En un momento en el que las empresas se enfrentan a una escasez creciente de talento cualificado y los jóvenes graduados se topan con dificultades para acceder a empleos acordes con su formación, resulta esencial tender puentes más sólidos entre el mundo académico y el profesional. Para hablar de estas brechas, los retos y las oportunidades, contamos hoy con la voz autorizada de Laura Mingo, Directora de Pro Meritum España.
Con una sólida trayectoria en el desarrollo del talento y una visión estratégica sobre cómo potenciar el valor de los jóvenes profesionales, Laura lidera una organización que busca transformar la manera en que las personas acceden al mundo laboral. Desde Pro Meritum, se impulsa un modelo que va más allá del clásico “CV y entrevista”, apostando por la identificación de competencias reales, el acompañamiento personalizado y la conexión efectiva entre jóvenes y empresas.
Laura combina una mirada crítica sobre el sistema actual con propuestas concretas y soluciones innovadoras que ya están generando impacto en distintos sectores. En esta entrevista, exploramos con ella las claves para mejorar la empleabilidad juvenil, cómo preparar a los universitarios para los desafíos del siglo XXI y qué pueden hacer tanto universidades como empresas para crear un ecosistema de talento más inclusivo, dinámico y eficaz.
«¿Cómo evalúa desde Pro Meritum el nivel de alineación actual entre la formación de las universidades españolas y las competencias que demandan las empresas, especialmente en lo que respecta a las ‘soft skills’?»
Desde hace un tiempo estamos viendo que hay una pequeña mejora en la manera de preparar y formar a nuestros jóvenes en la Universidad y en las Escuelas de FP, pero siento decirte que todavía nos queda mucho camino por recorrer…Se trabaja bien la parte técnica/teórica, pero nos encontramos con que las soft Skills…comunicación, trabajo en equipo, adaptabilidad, liderazgo… se quedan un poco en segundo plano, y lo curioso es que son justo las competencias y aptitudes las que más marcan la diferencia cuando un joven llega a su primer trabajo.
La Generación Z viene con ganas de aprender y con un chip muy digital, el reto está en integrar de forma práctica estas soft skills, porque son tan determinantes como la preparación técnica/teórica para la empleabilidad de los jóvenes.
»¿Qué programas o iniciativas cree que han sido más efectivos para reducir la brecha entre teoría y práctica, como la FP dual o los bootcamps tecnológicos?»
Los programas o iniciativas que exponen a los estudiantes a entornos reales desde etapas tempranas son los que generan más impacto en su desarrollo y formación.
La FP Dual y los bootcamps tecnológicos están demostrando que funcionan porque permiten aprender haciendo (Learning by Doing) que es lo que realmente engancha a esta generación. Pero no solo eso: el mentoring, los proyectos reales con empresas (prácticas extracurriculares) y hasta los hackatones son herramientas que motivan porque hacen que el estudiante vea resultados inmediatos y se sienta parte del mundo profesional antes incluso de acabar los estudios… a la Generación Z lo que le mueve es la inmediatez y la posibilidad de aportar desde el principio.
Soy muy optimista y quiero pensar que las Universidades se están dando cuenta que los programas de Becas para sus estudiantes, son una manera magnífica para desarrollar de una manera práctica la teoría que han aprendido en las aulas, incluso te diría que para saber si les motiva y les apasiona la carrera profesional que han elegido.
»¿Qué papel pueden jugar las empresas y universidades en la creación de entornos inclusivos —por ejemplo, en términos de género o conciliación— que retengan mejor el talento joven?»
Sin lugar a dudas para atraer y comprometer talento joven (nunca me ha gustado la palabra retener ) es clave generar entornos inclusivos, diversos y con políticas de conciliación.
Las nuevas generaciones buscan espacios donde puedan desarrollarse profesionalmente sin renunciar a su bienestar personal. La Generación Z valora muchísimo trabajar en entornos donde se respete la diversidad y donde la conciliación no sea un privilegio, sino lo normal. No se trata solo de atraer talento, sino de cuidarlo para que se quede. Aquí las universidades pueden poner el foco en visibilizar referentes diversos y preparar a los jóvenes en temas de inclusión desde el inicio. Y las empresas, por su parte, tienen que crear culturas donde dé igual el género, el origen o la forma de trabajar: lo que cuenta es el talento y el propósito compartido.
»¿Cuáles son los principales desafíos que detectan las empresas hoy en la integración de talento joven y cómo deberían actuar las universidades para preparar mejor a sus estudiantes?»
El gran reto para las empresas es acompañar al talento joven en ese salto de la Universidad o Escuela de FP al trabajo real, hay que realizar procesos de selección en los que contrastemos el encaje del joven con la cultura de la empresa, algo que lamentablemente no se hace casi nunca… Muchas veces se encuentran con un choque: llegan con ganas, ideas frescas y visión digital, pero se topan con procesos rígidos o culturas poco flexibles.
Hace unos meses estuve en un evento de una Universidad donde hablaban sobre algunas ideas dirigidas a las empresas para atraer y comprometer el talento joven y comentaron algo que me pareció una idea fantásitca: montar un Market Place de proyectos para el Talento Joven y que así pudieran trabajar en diferentes proyectos dentro de la empresa…
Las universidades pueden ayudar mucho preparando a los estudiantes con experiencias prácticas (deberían fomentar un aprendizaje más práctico), simulaciones de situaciones laborales reales, generar más espacios de contacto directo con empresas (que ha día de hoy hacen casi todas las Universidades Privadas, pero muy pocas Públicas) y fomentar competencias digitales transversales. De esta manera, los estudiantes podrán llegar mejor preparados para aportar valor desde el primer momento.
El gran problema no es el talento joven, es que muchas universidades siguen formando para aprobar exámenes y no para aportar valor real. Si no se ponen las pilas con prácticas, proyectos y competencias digitales, seguirán siendo fábricas de títulos desconectados del mercado laboral.
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