As North America embraces the nearshoring trend, Mexico has emerged as a key player, attracting major investments and creating a surge in talent demand across hotspots like Monterrey and Saltillo. With over 100 new investment projects confirmed last year and global brands entering the region, the competition for nearshoring talent in Mexico is fiercer than ever.
What does this mean for companies entering or expanding within the region? To stay competitive, organizations must redefine how they approach nearshoring talent acquisition—factoring in labor mobility, employee expectations, and data-driven HR strategies.
Monterrey and Saltillo have become magnets for foreign direct investment, solidifying their status as nearshoring hubs in North America due to their infrastructure and proximity to the U.S. border. However, this boom has led to heightened competition for talent as global companies vie for the same skilled workforce.
👉 Read about some of the top real estate transactions in Monterrey during 2024.
While competitive salaries and rewards packages are essential, they are no longer enough to retain top talent. Employees now prioritize workplace culture, professional development opportunities, and clear communication from leadership. To stand out, companies must position themselves as Employers of Choice, offering a holistic value proposition that goes beyond monetary compensation.
To compete effectively for nearshoring talent, companies must adopt a holistic, culture-driven approach. Based on Prodensa’s Employer of Choice model, success depends on reinforcing the following seven pillars:
Labor Environment: Cultivate positive emotions through inclusion, recognition, and fellowship. Employees value belonging as much as compensation.
Talent Transformation: Provide career and growth opportunities through structured training and innovation-driven empowerment.
Workspace Conditions: Ensure a safe, well-organized environment where workload and workflow align with operational goals.
Total Rewards: Go beyond salary by incorporating emotional salary, meaningful benefits, and results-based compensation systems.
Employer Brand: Strengthen reputation through engagement, employee relationships, and community visibility.
Leadership Culture: Develop managers who communicate clearly, build relationships, and model decision-making aligned with business targets.
People Analytics: Use HR data and feedback tools to guide nearshoring talent acquisition, optimize retention, and build future-ready teams.
Each of these pillars is anchored in a clear organizational culture, defined by your mission and core values. Together, they elevate employee experience and brand architecture in competitive nearshoring markets.
Before implementing changes, companies must evaluate their internal capabilities and identify areas for improvement. Here are some key questions to ask:
While the growing demand for nearshoring talent presents challenges, it also brings opportunities for companies willing to adapt and innovate. A proactive, people-focused approach can lead to:
By focusing on these benefits, companies can not only compete for talent in nearshoring markets but also establish a sustainable foundation for long-term success.
At Prodensa, we specialize in helping companies navigate the complexities of nearshoring talent acquisition and retention. From creating a positive workplace culture to implementing people analytics, we provide tailored solutions to transform your company into an Employer of Choice.
Ready to take your nearshoring talent strategy to the next level?
Contact us at consulting@prodensa.com to learn more about how we can support your business in the growing competition for top talent in Mexico.