{"id":6724,"date":"2019-07-29T00:00:40","date_gmt":"2019-07-29T00:00:40","guid":{"rendered":"http:\/\/minio.ro\/?p=6724"},"modified":"2022-09-20T20:29:15","modified_gmt":"2022-09-20T17:29:15","slug":"ioana-mucenic-minio-ceea-ce-vedem-in-piata-este-un-deficit-de-oameni-cu-expertiza","status":"publish","type":"post","link":"https:\/\/minio.ro\/en\/ioana-mucenic-minio-ceea-ce-vedem-in-piata-este-un-deficit-de-oameni-cu-expertiza\/","title":{"rendered":"Ioana Mucenic, MINIO: Ceea ce vedem \u00een pia\u021b\u0103 este un deficit de oameni cu expertiz\u0103"},"content":{"rendered":"
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[vc_row][vc_column][vc_column_text]\u201eValul nou care vine aduce tineri extrem de talenta\u021bi, foarte iste\u021bi \u0219i deschi\u0219i, dar slab preg\u0103ti\u021bi. Facultatea nu reu\u0219e\u0219te s\u0103 \u021bin\u0103 pasul cu evolu\u021bia rapid\u0103 a industriei \u0219i asta se vede. De aceea, companiile care vor s\u0103 reu\u0219easc\u0103 trebuie s\u0103 fac\u0103 investi\u021bii solide \u00een programe de ongoing learning.\u201d V\u0103 invit s\u0103 parcurge\u021bi contribu\u021bia colegilor de la MINIO \u2013\u00a0Ioana Mucenic<\/strong>, CEO, \u0219i\u00a0Ana Velea<\/strong>, Head of Operations, \u00een dosarul PR Romania despre pia\u021ba muncii.<\/em><\/p>\n

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Mai exist\u0103 ast\u0103zi un profil ideal al candidatului \u00een industria de PR? Cum s-a schimbat acesta \u00een ultimii ani?<\/strong><\/p>\n

Ioana Mucenic<\/strong>: Oamenii care lucreaz\u0103 \u00een comunicare au multe dintre skillurile pe care le g\u0103sim \u00een rapoarte ca fiind \u201eale viitorului\u201d. Este nevoie de mult\u0103 flexibilitate, s\u0103 aib\u0103 o g\u00e2ndire critic\u0103, s\u0103 aib\u0103 un mindset orientat permanent spre cre\u0219tere \u0219i dezvoltare, s\u0103 fie empatici fa\u021b\u0103 de multiplii stakeholderi ai proiectelor \u0219i, desigur, creativi. Oamenii de comunicare buni au abilit\u0103\u021bi de leadership, indiferent ce pozi\u021bii ocup\u0103.<\/p>\n

Schimbarea principal\u0103 o v\u0103d \u00een nevoia de learning \u0219i re-learning \u2013 trebuie s\u0103 \u021bii pasul cu ceea ce se \u00eent\u00e2mpl\u0103 \u0219i s\u0103 navighezi printr-un imens volum de informa\u021bie. Acum ceva timp, era important s\u0103 \u0219tii s\u0103 faci c\u00e2teva lucruri bine \u0219i era suficient. Acum, pachetul minim de cuno\u0219tin\u021be cre\u0219te \u0219i se diversific\u0103 \u00een fiecare an.<\/p>\n

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Cum evalua\u021bi pia\u021ba muncii pe segmentul PR?<\/strong><\/p>\n

Ioana Mucenic<\/strong>: Dac\u0103 e s\u0103 v\u0103d partea plin\u0103 a paharului, PR-ul are un… PR mai bun dec\u00e2t multe dintre surorile sale \u2013 spre exemplu, mai bun dec\u00e2t al advertisingului. Oamenii din PR comunic\u0103 mai mult, sunt mai aten\u021bi la imaginea pe care o construiesc \u0219i transmit mai mult\u0103 pasiune pentru meserie. \u00cen advertising, mi se pare c\u0103 ne pl\u00e2ngem mai mult \u0219i asta afecteaz\u0103 \u0219i nivelul de interes al noii genera\u021bii fa\u021b\u0103 de industrie.<\/p>\n

Ceea ce vedem \u00een pia\u021b\u0103 este un deficit de oameni cu expertiz\u0103 \u2013 se simte mai r\u0103u ca niciodat\u0103 faptul c\u0103 mul\u021bi au plecat, at\u00e2t din agen\u021bii, c\u00e2t \u0219i de la client. Valul nou care vine aduce tineri extrem de talenta\u021bi, foarte iste\u021bi \u0219i deschi\u0219i, dar slab preg\u0103ti\u021bi. Facultatea nu reu\u0219e\u0219te s\u0103 \u021bin\u0103 pasul cu evolu\u021bia rapid\u0103 a industriei \u0219i asta se vede. De aceea, companiile care vor s\u0103 reu\u0219easc\u0103 trebuie s\u0103 fac\u0103 investi\u021bii solide \u00een programe de ongoing learning.<\/p>\n

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Ce tipologie de candidat prefer\u0103 organiza\u021bia dvs. \u0219i de ce?<\/strong><\/p>\n

Ana Velea<\/strong>: C\u00e2nd vine vorba de tipologii, ne place s\u0103 spunem c\u0103 suntem o agen\u021bie cu o diversitate mare de \u201epersonaje\u201d \u0219i personalit\u0103\u021bi. Fiecare om este special \u0219i ne place s\u0103 descoperim acel motora\u0219 interior care \u00eei face s\u0103 sclipeasc\u0103 \u0219i s\u0103 se bucure. Ne plac oamenii joviali, prieteno\u0219i \u0219i cu pasiuni diverse \u00een zona creativ\u0103. Am dezvoltat o cultur\u0103 bazat\u0103 pe colaborare \u0219i comunicare, cu pu\u021bine etaje ierarhice. Prin urmare, ne plac oamenii deschi\u0219i care manifest\u0103 lejeritate \u00een exprimarea propriilor p\u0103reri, dar \u0219i maleabilitate c\u00e2nd vine vorba de acceptarea unor idei sau solu\u021bii venite din partea altor membri ai echipei cu care colaboreaz\u0103. C\u0103utam oameni cu \u00eencredere \u00een abilit\u0103\u021bile lor profesionale, care pun accent pe dezvoltare profesional\u0103 \u0219i personal\u0103, pasiona\u021bi de domeniul comunic\u0103rii \u0219i flexibili c\u00e2nd vine vorba de asumarea oric\u0103rui rol.<\/p>\n

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Pe ce segmente de v\u00e2rst\u0103 v\u0103 confrunta\u021bi cu cele mai mari dificult\u0103\u021bi de recrutare \u0219i de reten\u021bie?<\/strong><\/p>\n

Ana Velea<\/strong>: \u00cen majoritatea companiilor, v\u00e2rsta se afl\u0103 printre primele locuri \u00een topul criteriilor de eliminare \u00een procesul de recrutare. Agen\u021biile sunt reticente \u00een a angaja persoane de v\u00e2rsta a doua pentru c\u0103 nu le mai consider\u0103 competitive pentru industria actual\u0103 a comunic\u0103rii. \u00cen mod organic sunt pozi\u021bii ce favorizeaz\u0103 tinerii genera\u021biei Z sau Millennials, datorit\u0103 capacit\u0103\u021bii lor native de a \u00een\u021belege \u0219i de a se manifesta \u00een mediul online.<\/p>\n

Nici tinerii f\u0103r\u0103 experien\u021b\u0103 nu \u00ee\u0219i g\u0103sesc cu u\u0219urin\u021b\u0103 agen\u021bii care sunt dispuse s\u0103 investeasc\u0103 \u00een dezvoltarea lor profesional\u0103. Atunci c\u00e2nd g\u00e2ndim \u00een termeni de eficien\u021b\u0103 \u0219i productivitate, uit\u0103m c\u0103 rolul nostru este \u0219i acela de a forma viitori profesion\u0219ti.<\/p>\n

La Minio, v\u00e2rsta nu este un criteriu de discriminare \u00een recrutare. Avem o cultur\u0103 organiza\u021bional\u0103 bazat\u0103 pe learning, care mic\u0219oreaz\u0103 semnificativ gap-ul creat de lipsa de experien\u021b\u0103, c\u00e2t \u0219i pe cel de reformare profesional\u0103.<\/p>\n

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Cum aprecia\u021bi decalajul actual \u00eentre cuno\u0219tin\u021bele dob\u00e2ndite \u00een mediul academic \u0219i cele considerate de organiza\u021bia dvs. ca fiind dezirabile pentru angajarea tinerilor absolven\u021bi \u00een PR?<\/strong><\/p>\n

Ioana Mucenic<\/strong>: Recunosc c\u0103 am aflat c\u00e2teva lucruri interesante \u2013 avem colegi la Master, la SNSPA, sau interni care sunt \u00eenc\u0103 la cursuri. \u00centr-o zi citeau Kahneman, ceea ce m-a impresionat pl\u0103cut \u2013 s\u0103 \u0219tim c\u0103 \u00eenva\u021b\u0103 din facultate teoriile comportamentale, o baz\u0103 excelent\u0103 pentru \u00een\u021belegerea consumatorului \u0219i uman\u0103, \u00een general. To\u021bi colegii mei care au terminat aceast\u0103 facultate au principii bune de lucru, dar expertiza practic\u0103 destul de mic\u0103. La FJSC, Anamaria Nicola este decan \u0219i fosta mea coleg\u0103 de grup\u0103 – o persoan\u0103 energic\u0103 \u0219i determinat\u0103 s\u0103 modernizeze facultatea \u0219i s\u0103 se apropie mai mult de nevoile pie\u021bei.<\/p>\n

Deci a\u0219 putea spune c\u0103 v\u0103d un efort din partea mediului academic de a reduce echartul \u00eentre preg\u0103tirea teoretic\u0103 \u0219i realitatea muncii din domeniu.<\/p>\n

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Numi\u021bi c\u00e2teva m\u0103suri concrete la care organiza\u021bia dvs. recurge pentru reten\u021bia for\u021bei de munc\u0103.<\/strong><\/p>\n

Ana Velea<\/strong>: Am \u00eencredere c\u0103 o cultur\u0103 organiza\u021bional\u0103 cu care oamenii se identific\u0103 este un criteriu valoros c\u00e2nd vine vorba de compara\u021bia pe care ei o fac cu alte agen\u021bii din pia\u021b\u0103. Cum se simt la locul de munc\u0103, al\u0103turi de ceilal\u021bi colegi, este foarte important pentru oameni. Sunt importante deopotriv\u0103 respectul pe care ni-l acord\u0103m atunci c\u00e2nd colabor\u0103m, implicarea tip suport a structurilor manageriale, c\u00e2t \u0219i valorile comune pe care le definim \u0219i le construim \u00eempreun\u0103. Nivelul de satisfac\u021bie cre\u0219te exponen\u021bial atunci c\u00e2nd ne ar\u0103t\u0103m aprecierea fa\u021b\u0103 de rezultatele profesionale excelente, suportul \u00een situa\u021biile tensionate \u0219i empatia fa\u021b\u0103 de contextul personal.<\/p>\n

Avem diferite ritualuri \u0219i tradi\u021bii ce \u021bin de cultivarea unui comportament \u00een linie cu valorile pe care le promov\u0103m intern. Spre exemplu, \u00eentotdeauna organiz\u0103m mese festive \u00een preajma s\u0103rb\u0103torilor, \u201epedepsim\u201d cu dulce toate reu\u0219itele de proiect \u0219i profit\u0103m de orice ocazie pentru a ne implica \u00een campaniile clien\u021bilor no\u0219tri din perspectiva de consumatori fideli.<\/p>\n

Am creat un program de learning intern pe care l-am numit Minio Academy \u0219i care este de departe cea mai bun\u0103 investi\u021bie \u00een oameni pe care o puteam face. Programul este bazat pe traininguri \u0219i workshopuri interne, pentru care aducem traineri din pia\u021b\u0103, dar \u0219i pe o cultur\u0103 bazat\u0103 pe sharing de know-how. Din acesta deriv\u0103 \u0219i programul nostru de internship, intitulat Minio Academy @ Summer School, iar anul acesta am organizat o edi\u021bie interna\u021bional\u0103 \u2013 ni s-au al\u0103turat doi interni din Turcia \u0219i Italia, pe l\u00e2ng\u0103 cei doi rom\u00e2ni.<\/p>\n

Promov\u0103m o cultur\u0103 a \u00eencrederii \u0219i dezvolt\u0103rii. Ace\u0219tia sunt pilonii de stabilitate pe care construim indicatorii de reten\u021bie, \u00eentr-o pia\u021b\u0103 extrem de concuren\u021bial\u0103.<\/p>\n

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\u00cen ultimii ani, num\u0103rul absolven\u021bilor care ajung s\u0103 profeseze \u00een alt domeniu dec\u00e2t cel \u00een care \u0219i-au terminat studiile este mai mare. Din perspectiva dvs., care sunt factorii care favorizeaz\u0103 migra\u021bia for\u021bei de munc\u0103 din acest\u0103 industrie c\u0103tre alte domenii de activitate?<\/strong><\/p>\n

Ana Velea<\/strong>: Migra\u021bia for\u021bei de munc\u0103 c\u0103tre alte domenii de activitate dec\u00e2t cele \u00een care \u0219i-au terminat studiile este \u00een general cauzat\u0103 de un exces de absolven\u021bi \u00eentr-un anume domeniu de specialitate, care nu se reflect\u0103 echivalent pe pia\u021ba muncii. Pia\u021ba for\u021bei de munc\u0103 din Rom\u00e2nia, \u00een special \u00een mediul urban, este dominat\u0103 de multina\u021bionale. Acestea au o capacitate foarte mare de absor\u021bie a for\u021bei de munc\u0103, mai ales pe segmentul t\u00e2n\u0103r. Pe fondul instabil al contextului economic, tinerii sunt motiva\u021bi s\u0103 se repozi\u021bioneze profesional, \u00een func\u021bie de specificul cererii actuale al for\u021bei de munc\u0103 din pia\u021b\u0103. Acest trend este unul pozitiv pentru viitorul multor industrii.<\/p>\n

Multina\u021bionalele domin\u0103 topurile angajatorilor de succes. Industriile dominante sunt cele de IT, Automotive, Finance, Banking sau Telecom. Pachetul salarial, diversitatea oportunit\u0103\u021bilor de carier\u0103, siguran\u021ba locului de munc\u0103 \u0219i o cultur\u0103 organiza\u021bional\u0103 inspira\u021bional\u0103 sunt principalii factori pentru care un angajat alege o anumit\u0103 companie. Acestea favorizeaz\u0103 migra\u021bia for\u021bei de munc\u0103 c\u0103tre alte domenii de activitate, care prezint\u0103 mai multe beneficii \u0219i ofer\u0103 stabilitate pe termen lung. Cred c\u0103 industria creativ\u0103 r\u0103m\u00e2ne \u00eenc\u0103 o op\u021biune atractiv\u0103 pentru membrii genera\u021biei Millennials \u0219i Z, prin specificul ei dinamic \u0219i inspira\u021bional.<\/p>\n

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Cum vede\u021bi viitorul industriei de comunicare pe fondul exodului for\u021bei de munc\u0103 calificate c\u0103tre Occident \u0219i acutizarea crizei for\u021bei de munc\u0103 \u00een toate domeniile de activitate?<\/strong><\/p>\n

Ana Velea<\/strong>: Industria de comunicare este \u00eentr-un permanent proces de inovare. Societatea \u00een ansamblu se transform\u0103, dat fiind faptul c\u0103 tehnologia automatizeaz\u0103 industrii \u00eentregi, iar inteligen\u021ba artificial\u0103 devine o alternativ\u0103 viabil\u0103 \u00een multe sectoare de activitate. La nivel global, acestea sunt schimb\u0103rile importante pentru care industria comunic\u0103rii trebuie s\u0103 g\u0103seasc\u0103 resurse pentru a se reinventa.<\/p>\n

\u00cen Rom\u00e2nia, industria comunic\u0103rii este foarte t\u00e2n\u0103r\u0103, dar \u00een prezent mult mai profesionalizat\u0103 \u0219i mai stabil\u0103. Exodul for\u021bei de munc\u0103 \u0219i acutizarea crizei vor destabiliza \u00een esen\u021b\u0103 procesul de aliniere la dezvoltarea global\u0103 a industriei de comunicare, for\u021b\u00e2ndu-ne s\u0103 r\u0103m\u00e2nem sub ritm, \u00een raport cu dinamica schimb\u0103rilor. Cred c\u0103 aici e \u201edurerea\u201d mare a profesioni\u0219tilor din industria comunic\u0103rii: faptul c\u0103 ne dorim s\u0103 inov\u0103m \u0219i s\u0103 contribuim la schimbare \u0219i c\u0103 avem aceast\u0103 capacitate pe care o export\u0103m din cauza contextului economic \u0219i politic. Cheia unui viitor care \u201earat\u0103 bine\u201d st\u0103 \u00een puterea antreprenoriatului rom\u00e2n, care va lupta s\u0103 identifice oportunit\u0103\u021bi de plasare a Rom\u00e2niei pe lista hub-urilor creative la nivel global \u0219i astfel, s\u0103 re\u021bin\u0103 for\u021ba de munc\u0103 specializat\u0103 \u00een \u021bar\u0103.<\/p>\n

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Genera\u021biile Millenials \u0219i Z vs industria de PR: ce \u0219anse au angajatorii s\u0103-i recruteze \u0219i s\u0103-i motiveze pe ace\u0219ti tineri?<\/strong><\/p>\n

Ana Velea<\/strong>: Integrarea for\u021bei de munc\u0103 reprezentat\u0103 de genera\u021biile Millennials \u0219i Z a determinat o schimbare a felului \u00een care func\u021bioneaz\u0103 businessurile, care au \u00een\u021beles c\u0103 nevoile \u0219i cerin\u021bele acestora sunt diferite.<\/p>\n

Tinerii genera\u021biei Millennials caut\u0103 oportunit\u0103\u021bi de avansare \u00een carier\u0103, sunt motiva\u021bi de c\u00e2\u0219tigul financiar \u0219i nu se mul\u021bumesc cu pu\u021bin c\u00e2nd vine vorba de beneficii. Ace\u0219tia caut\u0103 un echilibru \u00eentre via\u021ba profesional\u0103 \u0219i cea personal\u0103 \u0219i sunt interesa\u021bi de cultura \u0219i valorile organiza\u021biei. Sunt ideali\u0219ti \u0219i vor c\u00e2t mai multe experien\u021be.<\/p>\n

Genera\u021bia Z vine cu un val de tineri care \u00ee\u0219i doresc s\u0103 intre \u00een c\u00e2mpul muncii, o genera\u021bie crescut\u0103 \u00een mediul digital. Ei sunt pragmatici, independen\u021bi \u0219i \u00een continu\u0103 mi\u0219care \u0219i transformare. Au nevoie de mentorat \u0219i de structuri flexibile, care s\u0103 le ofere libertate de exprimare profesional\u0103. Vor s\u0103 \u00ee\u0219i pun\u0103 amprenta. Sunt interesa\u021bi de antreprenoriat \u0219i caut\u0103 oportunit\u0103\u021bi de identificare a unor ni\u0219e de pia\u021b\u0103 \u00een care s\u0103 inoveze. Sunt motiva\u021bi de succesul profesional.<\/p>\n

Speciali\u0219tii \u00een recrutare au provocarea de a \u00een\u021belege c\u0103 au de-a face cu dou\u0103 tipologii diferite \u0219i ac\u021bioneaz\u0103 \u00een consecin\u021b\u0103. Recrutarea se face acum sub umbrela unui concept creativ adaptat pe tipologiile celor dou\u0103 genera\u021bii. Se pune accent pe mediul online, social media \u0219i recrut\u0103ri informale. Presiunea este mare, iar angajatorii sunt for\u021ba\u021bi s\u0103 sar\u0103 etape \u00een procesul de recrutare \u0219i s\u0103 se adapteze la un ritm alert, pentru a nu pierde candida\u021bii. \u00cen cazul structurilor mai mici, managerul devine direct responsabil cu recrutarea.<\/p>\n

O strategie de HR adaptat\u0103 celor dou\u0103 genera\u021bii pune accent pe o cultur\u0103 organiza\u021bional\u0103 autentic\u0103, ofer\u0103 oportunit\u0103\u021bi de dezvoltare \u0219i proiecte atractive \u00een interiorul companiei, mizeaz\u0103 pe flexibilitate, pe mobilitate \u0219i implic\u0103 oamenii \u00een etapele de cre\u0219tere \u0219i dezvoltare strategic\u0103 ale companiei prin alocarea de roluri multidisciplinare.
\nCred c\u0103 Millennials \u0219i Z sunt responsabili de o adevarat\u0103 mi\u0219care cultural\u0103 \u00een zona de resurse umane. \u0218i este un domeniu care a devenit tot mai atractiv.<\/p>\n

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Numi\u021bi c\u00e2teva m\u0103suri individuale (la nivelul organiza\u021biei), dar \u0219i colaborative (la nivel de industrie), care pot reprezenta solu\u021bii eficiente \u0219i sustenabile la criza actual\u0103 a for\u021bei de munc\u0103.<\/strong><\/p>\n

Ioana Mucenic<\/strong>:\u00a0 La nivel de industrie, cred c\u0103 trebuie s\u0103 transmitem mai bine diversitatea mare a activit\u0103\u021bilor \u0219i a tipologiilor de proiecte. Este o industrie efervescent\u0103 \u0219i cred c\u0103 nu reu\u0219im s\u0103 folosim asta ca un USP. Iar tinerii vor diversitate, impact, creativitate, noutate \u2013 \u0219i este o industrie care le ofer\u0103 pe toate.<\/p>\n

Ar fi grozav s\u0103 avem o asocia\u021bie care s\u0103 ne reprezinte interesele \u00eentr-un mod foarte activ \u0219i care s\u0103 foloseasc\u0103 talentul membrilor s\u0103i ca s\u0103 promoveze industria \u2013 de la clipuri de prezentare, la concursuri precum The Apprentice sau vechile Olimpiade ale Comunic\u0103rii.<\/p>\n

\u00cen interiorul companiei, cred c\u0103 e nevoie de o cultur\u0103 solid\u0103, o echip\u0103 unit\u0103 \u0219i un proces de learning, care s\u0103 men\u021bin\u0103 oamenii motiva\u021bi \u0219i inspira\u021bi. Am \u00eenv\u0103\u021bat c\u0103 a trecut timpul \u00een care oamenii veneau, \u00eei puneai la computer \u0219i asta era \u2013 ace\u0219tia sunt clien\u021bii t\u0103i, succes, ne vedem la raportare. Acum, con\u0219tientiz\u0103m cu adev\u0103rat c\u0103 oamenii sunt o resurs\u0103 pre\u021bioas\u0103 \u0219i tot mai rar\u0103 \u0219i trebuie s\u0103 avem grij\u0103 de ei. Iar ceea ce ne uzeaz\u0103 este ritmul alert, luptele cu clien\u021bii, cu furnizorii, cu procurementul, stresul \u0219i presiunea rezultatelor. Dac\u0103 am reu\u0219i s\u0103 \u00eencetinim pu\u021bin ritmul \u0219i s\u0103 ne bucur\u0103m mai mult de ce facem, cred c\u0103 ar ajuta teribil.<\/p>\n

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Sursa: https:\/\/bit.ly\/2m1rF8x<\/a><\/p>\n

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[vc_row][vc_column][vc_column_text]\u201eValul nou care vine aduce tineri extrem de talenta\u021bi, foarte iste\u021bi \u0219i deschi\u0219i, dar slab preg\u0103ti\u021bi. Facultatea nu reu\u0219e\u0219te s\u0103 \u021bin\u0103 pasul cu evolu\u021bia rapid\u0103 a industriei \u0219i asta se vede. De aceea, companiile care vor s\u0103 reu\u0219easc\u0103 trebuie s\u0103 fac\u0103 investi\u021bii solide \u00een programe […]<\/p>\n","protected":false},"author":1,"featured_media":13639,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,208,571],"tags":[15,26,77],"class_list":["post-6724","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-home","category-media","category-business-en","tag-advertising","tag-design","tag-technology"],"yoast_head":"\nIoana Mucenic, MINIO: Ceea ce vedem \u00een pia\u021b\u0103 este un deficit de oameni cu expertiz\u0103 - Minio Studio<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/minio.ro\/en\/ioana-mucenic-minio-ceea-ce-vedem-in-piata-este-un-deficit-de-oameni-cu-expertiza\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ioana Mucenic, MINIO: Ceea ce vedem \u00een pia\u021b\u0103 este un deficit de oameni cu expertiz\u0103 - Minio Studio\" \/>\n<meta property=\"og:description\" content=\"[vc_row][vc_column][vc_column_text]\u201eValul nou care vine aduce tineri extrem de talenta\u021bi, foarte iste\u021bi \u0219i deschi\u0219i, dar slab preg\u0103ti\u021bi. 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