Executive Space

Agility in talent management is essential, but speed should not be the only determining factor in the selection of leaders. An effective Executive Search process must go beyond filling a vacancy quickly; it must guarantee precision and accuracy in the selection of the ideal candidate.

The spanish labor market is currently experiencing a period of dynamism and growth, with a significant increase in job offers and salaries. This scenario presents both opportunities and challenges for companies, which need to find the right talent to drive their growth and maintain their competitiveness.  Talent management has become a strategic priority.

In today's professional environment, negotiation stands as a crucial skill. Whether closing deals, resolving conflicts, or agreeing on contractual terms, the ability to negotiate effectively can be decisive for success. But how to act in the face of a particularly challenging negotiation style? Imagine this situation: you are in the final phase of a selection process for a key executive position. The company shows a clear interest in your incorporation, and you desire the position, but the negotiation of the compensation package, which includes salary and benefits, becomes a challenge. Your interlocutor's style is reminiscent of Donald Trump's: direct, unpredictable, and with a "win at all costs" mentality. How to approach this situation without yielding to all their demands or jeopardizing the negotiation?

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.

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.

Access to affordable housing remains one of the biggest challenges for professionals, especially those who need to relocate for work. According to a LinkedIn survey conducted by Servitalent, the results are striking: 88% of respondents receive no support from their companies to secure housing. Only 1% report receiving financial assistance or corporate housing, while 11% cite remote work or flexible arrangements as their only form of support.

These figures reveal not only a significant gap in corporate policies but also highlight a critical issue impacting workforce mobility, the ability to close hiring agreements, and ultimately, companies’ competitiveness.

Social media has transformed the way we interact and present ourselves to the world. Today, these platforms not only reflect our personal activities and interests but also reveal key aspects of our professional lives. This shift has led many companies to consider reviewing candidates’ social mediaprofiles as an integral part of the selection process. However, this practice has sparked an ongoing ethical debate. Below, we explore the pros and cons of examining candidates’ social media during the hiring process.

77% of survey respondents highlight unqualified hires as the greatest risk of skipping background checks, while only 13% point to reputational damage. However, reputational risk can be far more critical than it seems, especially when hiring for strategic roles.

In the industrial sector, access to housing has become a critical yet often underestimated factor in talent acquisition.

As consultants specializing in the industrial sector, we frequently encounter what is commonly referred to as the "last mile": attracting qualified talent is just the first step. The real challenge arises when these professionals face barriers like high living costs, especially in cities or regions where our clients operate. This challenge is particularly evident in areas with soaring rental prices, which limit mobility and hinder the recruitment of valuable profiles in key sectors.

In the field of human resources, increasingly and thanks to the evolution of technology, behavioral assessment tools are essential for better understanding work dynamics and optimizing organizational performance. Two of the most popular tools in Spain in this area are DISC and PDA (Personal Development Analysis), each with distinct features and applications.