Italians poorly trained, Randstad rejects training

ROME – Not trained properly. Or to be clearer inadequately trained to enter the labor market. It is the judgment that the 67% of Randstad's HR professionals give Italian canals for jobs. And it is precisely this insufficient formation that is the first reason for the companies' difficulty in finding professional figures. The final judgment (?) Comes from a research conducted by the Randstad Research, the new research center of the Randstad Group, more or less independent, created to investigate the world of work tout court together with Professor Enrico Giovannini, who chairs the Scientific Committee, and the economist and promoter in Italy of the Youth Guarantee Daniele Fano program. A very harsh judgment that in a certain sense disqualifies the world of Italian education, incapable of having adapted the practice to changes in society. Insufficient training is in fact identified as a real handicap, even before, however, significant obstacles such as the aging of the population (62%) or the globalization of the markets (34.5%).Italians therefore form little and badly and in many cases are unprepared or in possession of skills unsuitable for companies. And this lack of training for candidates is, according to Randstad Reserch, the first barrier that prevents companies from finding the profiles they need. The most obvious deficiencies are in school-university preparation (63.9%). The other factors that hinder the selection of suitable profiles are openness to environmental problems (55.3%), automation (54.8%), digitalisation (53.1%), diversification of employment relationships ( 46.9%) and the internationalization of companies (45.8%). The role of migratory phenomena (31.4%) and market globalization (34.5%) is more marginal.
Italians iso prepare yourself. At least according to i 1,160 Randstad employees specializing in personnel selection. "From the research it emerges how important a quality training is to facilitate the meeting between demand and supply of work, improve the employability of the candidates and give companies the skills they are looking for – says Alessandro Ramazza, Director of Randstad Group Italy -. But the lack of training is not the only obstacle to be overcome: even the managerial and organizational deficiencies, the low propensity to upgrade and innovation prevent attracting talent. The virtuous model to follow is that of the ITS, the higher technical institutes, whose graduates a year after the title have an employment rate of over 90%, thanks to the involvement of a set of public and private subjects that help the educational institutions to define training plans in line with the latest technological developments and business needs ".The globalization of markets and the internationalization of companies, for example, find the highest level figures like managers unprepared, the lack of diversification experience in labor relations creates rigidity especially for employees, service professions and workers . Openness to environmental issues is always significant but reaches the highest levels in service professions, certainly closer to consumers, as proof that they are the ones that drive the demand for quality in the environment itself.

The obstacles to change in the profiles of the candidates – Research he also investigated the obstacles to change present in the profiles of the candidates belonging to the different professional categories. Among managers, the most obvious gaps concern the propensity to innovation and the lack of sensitivity to the organization (24%), followed by inadequate company styles (22%). For highly specialized profiles the main barriers are represented by inadequate company styles (23%), poor knowledge-training (22%) and organizational problems (18%). For technicians, the first obstacle is poor knowledge-training (26%), then inadequate company styles (22%). Poor knowledge is the most obvious barrier even among employees (29%), which also show obvious organizational gaps (22%). The main problem most encountered among service professionals is the lack of sensitivity to the organization (27%), followed by social issues (20%). In short, for Randstad the lack of training is the real problem of the lack of meeting between job demand and supply.

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