Executive Space

Shrinkflation is a term that has gained significant relevance in recent times. It refers to the practice of reducing the size or quantity of a product without changing its price, a strategy companies use to cope with rising costs without consumers easily noticing. However, with a bit of creative license, this concept isn’t limited to consumer products; it can also be applied, with serious consequences, to organizational structures.

When a company reduces its investment in executive talent, expecting the same results with fewer resources, it faces a corporate version of shrinkflation. This approach involves diminishing the strategic and operational capabilities of its leaders without an immediate visible adjustment, but with long-term effects that are strongly felt.

As companies progress in their digital transformation, Human Resources departments find themselves at a pivotal moment. Adopting technological tools not only enhances efficiency but also adds strategic value to the organization. The key? Automating processes to free up professionals from repetitive tasks, allowing them to focus on what truly drives business competitiveness.

Human Resources (HR) professionals face ongoing challenges in attracting and retaining top talent. For a long time, LinkedIn has been the primary platform for recruitment, but in recent times, many recruitment specialists are exploring alternatives to diversify their strategies. This shift reflects both the evolution of the market and the need to adapt to an ever-changing environment. Below, we analyze why LinkedIn is no longer the only option and which alternatives are gaining traction.

At Servitalent, we work with a clear mission: to select executives, middle managers, and highly qualified professionals who will lead the most demanding industrial sectors. Since June 2019, we have been operating under the international ISO 10667-2:2013 standard, making us one of the few companies in the sector with this quality certification. This commitment to excellence is reinforced annually through external audits, such as the one we are currently conducting.

Spain has seen a significant increase in the number of insolvency proceedings and dissolutions during the first half of 2024, particularly among small companies. Factors such as rising interest rates, difficulties in repaying ICO loans taken out during the pandemic, and reduced profit margins have pushed many businesses into complex financial situations. In this context, companies facing insolvency proceedings or restructuring needs are finding Interim Management to be an effective and strategic solution for tackling these challenges.

Hiring an RPO (Recruitment Process Outsourcing) has a significant impact on reducing operational costs and improving hiring outcomes in the industrial sector. Below, we analyze how the effective implementation of an RPO can benefit companies in this industry.

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.

Companies looking to expand their operations internationally face a common challenge: hiring and managing employees in countries where they don't have an established local subsidiary. Navigating the legal, tax, and administrative complexities of each country can be a significant barrier to global growth. This is where an Employer of Record (EOR) becomes an essential strategic ally.

In recent times, we are constantly exposed to new trends and terms that promise to transform the way we work. However, only a few of these innovations manage to become part of the "basic vocabulary" of companies, and among them, smart working stands out.

On June 14, 2024, the European Parliament approved Regulation (EU) 2024/1689 on Artificial Intelligence, commonly known as the EU AI Act. This regulation establishes a regulatory framework that significantly impacts various sectors, including human resources. Specifically, it affects recruitment, assessment, and selection activities. The law will come into effect on January 1, 2025, with full enforcement starting from July 1, 2025.