Executive Space

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.

The talent search process is one of the most critical responsibilities for CEOs and HR Managers. Finding the ideal candidate is essential for the success of any company, but there is a risk in this search that should not be underestimated: résumé fraud. While it may seem like a minor issue, the consequences of hiring someone who has lied about their qualifications or experience can be significant, impacting not only daily operations but also the company’s reputation and legal compliance.

The importance of using tools to establish metrics to measure the skills of team members, their suitability for a particular job or their contribution to the company's strategy, is essential to increase the value of our teams within our companies.

Integrating strategic diversity in professional teams is a promising approach to foster innovation and address problems from different perspectives.

In the business world, making the right decisions is like finding a good coffee on a cold morning: necessary and not always easy.

Fortunately, we have assessments at our side, those tools that are like the sage advisors of human resource management, to help us make better decisions.

Let's take a look at why they are so important to consider: