Executive Space

Are you wasting valuable talent due to age?

Spain is in full economic recovery, with a general unemployment rate in decline (10.9% at the beginning of 2025, according to the INE). However, one of the major challenges of the current labor market remains age discrimination. Today, nearly 32% of unemployed people are over 50 years old, a figure that not only affects thousands of qualified professionals but also companies that miss opportunities to incorporate experience and strategic vision.

Eliminating ageism in selection processes is not just an ethical issue: it is a decision that directly impacts your company's productivity, innovation, and reputation.

Is your small business at risk due to rising costs?

According to recent data published by CEPYME, small companies (between 10 and 49 employees) are facing a challenging situation: labor costs increased by 4% in 2024, exceeding the general price increase (CPI of 2.8%). This limits their ability to compete, grow, and attract talent.

Why do small businesses have more difficulties than large ones?

This context highlights two distinct business realities. While large companies grew by 6.5% in employment last year, small ones barely reached 3.2%. This is because:

• They have less capacity to absorb costs and negotiate conditions with suppliers.
• They struggle to access specialized talent.
• Adapting to regulatory or market changes is slower.
  
  

The interim management market in Spain continues to grow, although it is still far from the consolidation seen in countries such as the United Kingdom, France, Germany, or the Netherlands. A relevant fact is that only 20% of interim management assignments are intermediated by specialized companies, known as service providers, while the majority are managed directly with freelance professionals within trusted contact networks.

While directly hiring an interim manager may seem faster or cheaper in the short term, the reality is that turning to a specialized interim management provider offers strategic advantages that optimize investment and minimize risks. We explain why.

The design of compensation packages is not just a matter of numbers. With an increasingly competitive talent market, finding the balance between stability and motivation is key to attracting and retaining top professionals. How can you achieve this? Through transparency, education, and a strategy aligned with talent expectations.

Negotiating a compensation package is one of the most critical stages in the recruitment process. At Servitalent, we refer to it as “the last mile”, the decisive moment when both the company and the candidate define the terms of their future professional relationship. Yet, it's also a stage where many mistakes tend to occur, which can hinder the hiring of qualified talent or create internal issues in the medium term.

Here’s a breakdown of the most frequent mistakes and how to avoid them to strengthen your talent acquisition and negotiation strategies.

Criminal compliance has evolved from a mere regulatory obligation into a key differentiator in business strategy. In an environment where corporate responsibility is paramount, implementing a robust criminal prevention system not only safeguards the company but also enhances its competitiveness and reputation.

A recent LinkedIn survey by Servitalent reveals a concerning reality: 45% of respondents say their company does not prioritize investment in employer branding, while 23% admit that although some efforts exist, there is still significant room for improvement.

At a time when attracting and retaining talent has become one of the biggest challenges for companies, can they really afford to keep ignoring the impact of their employer brand?

Talent management decisions cannot be based on intuition. Training, team development, internal promotions, and cultural alignment with the company are essential for organizational growth. Without proper competency mapping, these efforts may be ineffective. In this article, we explore its importance, the benefits of proper implementation, and the risks of overlooking it.

Attracting qualified talent for the industrial sector in rural areas is an increasingly relevant challenge in Spain. The so-called "empty Spain" offers job opportunities and a high quality of life but continues to face obstacles in attracting and retaining specialized professionals. As talent acquisition consultants, we know that identifying technical skills is not enough—it is essential to present the advantages of these locations as competitive alternatives to major urban centers.

Artificial Intelligence (AI) is revolutionizing talent management, strategic decision-making, and business efficiency. However, its implementation must align with ethical and responsible principles. That’s why at Servitalent, we have joined the Commitment to Safe and Responsible AI in the Workplace, an initiative led by AEDIPE (Spanish Association for People Management and Development), supported by organizations such as the OECD, G7, and ILO.