Executive Space

At Servitalent, for many years now, we have lived and breathed industry. Our specialization in the selection of middle management and highly qualified profiles, particularly in engineering, connects us unequivocally with some approaches and reflections of a sector that operates in more manufacturing environments than ours. For this reason, we like to recommend a classic reading, "The Goal" by Eliyahu M. Goldratt, related to the management of industrial operations. Although the protagonist of this story, Alex Rogo, was struggling to save his factory, its lessons on the Theory of Constraints (TOC) are directly applicable to operations linked to talent selection processes.

Like a production line, a selection process seeks to maximize "throughput" (the successful and efficient placement of key talent) while minimizing "inventory"(candidates on hold or profiles that do not advance) and optimizing "operating expenses" (time and resources invested).

At Servitalent, we are aware that the current labor market presents a growing challenge for organizations in the industrial sector and senior management: the shortage of qualified talent. High-level professionals are not only looking for a position, but a project, a culture and a purpose aligned with their personal values. In this scenario, Employer Branding becomes an unavoidable necessity for any company that aspires to attract talent and retain the best.

In the field of Human Resources, finding the right talent is, without beating around the bush, essential for business growth and for the realization of any corporate strategy. To cope with this pressure, more and more companies are delegating recruitment to an external partner through Recruitment Process Outsourcing (RPO). But beware: not all RPO services offer the same return. The difference is not in the contract, but in the mindset:

Today, mergers and acquisitions (M&A) have become a key strategic tool for companies seeking to grow, expand or adapt to market changes. These processes, while full of potential, also present significant challenges. Integrating corporate cultures, optimizing operations and retaining talent are just some of the complexities that companies face.

How can companies successfully address these operations?

This is where Interim Management emerges as a strategic ally, capable of making the difference between success and failure.

 

After years of experience, and taking a respectful license for the simile used in this case, we dare with some cases to avoid, in a roundabout way, if you hire an Interim Manager for your company.

As we often explain to our clients, in the world of Interim Management, where agility and the ability to make an impact are the key to success, we often focus on what a good professional must do to be successful. But what about mistakes? Knowing the possible "sins" to commit, which can cause a mission to fail, is as important as mastering the best practices and goodness of these professionals.

At Servitalent, we know that experience and strategy are fundamental in talent management. Therefore, we have identified the 7 most common mistakes that an Interim Manager must avoid at all costs to ensure a positive and lasting impact on theorganization and business leadership.

In a global business environment, attracting international talent is key to growth. However, defining competitive and efficient transnational compensation policies is a challenge that requires a rigorous, data-driven methodology. Extrapolating domestic salary structures to foreign markets can generate economic dysfunctions and reduce the ability to attract high-potential professionals. Therefore, the strategic use of salary data is essential to inform crucial decisions in global talent management.

As a CEO, you know that the war for talent is your daily battleground. It's not HR talk, it's the pillar that supports your business. Attracting and retaining the brightest professionals defines whether your company takes off or stagnates, whether it will compete or not. And yet, you often feel that something doesn't fit. You see how the candidates you really want don't arrive, or worse, how your best stars fade and leave. Have you ever stopped to think, in all honesty, what could be going wrong in your own house?

In this new job market, the rules of the game have changed. They are no longer the ones many of us have known and prepared for as managers. The power is now in the hands of talent, and complacency is the biggest risk you can take. High-impact professionals are no longer just looking for a good salary; they are looking for a fulfilling project with which they feel emotionally connected, a place where they can grow, feel valued and feel that their work has a real purpose.

From Servitalent, we talk every day with many companies and managers like you. We see up close those small (and not so small) cracks that prevent the best talent to connect with the companies that need it most. That's why we share with you, because experience is good for this, the 10 possible reasons why you may be struggling more than usual to attract talent your dream team. We invite you to read them unfiltered and think about which ones resonate with you.

 

The growing number of cases of résumé falsification in Spanish politics has reignited a crucial debate in the business world: is a thorough background check before hiring really necessary? Addressing this issue is not only a precautionary measure, but a fundamental pillar to safeguard the integrity and good governance of any organization.

From our experience in the management and evaluation of executive talent, we share below ten fundamental reasons why it is essential for organizations to incorporate background check processes.

At Servitalent, we are expanding our capabilities to offer a comprehensive global talent search solution. We are introducing a new optional module of International Talent Impatriation, designed to complement our services ofTalent Search and Executive Search when the selection of qualified professionals is done directly in their countries of origin. This module ensures expert support in migration management, facilitating the incorporation of the best international talent to your company in Spain.

A company' s reputation is one of its most valuable intangible assets and, in the digital era, it can be quickly compromised. Knowing how to distinguish a setback from a true reputational crisis is crucial for business continuity and viability. When the trust of key stakeholders diminishes, negative conversation escalates in the media and social networks, directly impacting the bottom line and questioning the company's values and ethics, it is time to act decisively.

A clear example of how the loss of trust can be a missile against any project, whether political or business, can be seen in situations where credibility crumbles, demanding transparent and proactive management.