Executive Space

Your place to talk about talent management and all that it entails.

Posts about:

Benchmarking Salarial

The photograph illustrates the concept of compensation policies and senior talent through a symbolic composition. A row of white cubes, each representing individuals or talent, aligns diagonally on a vibrant blue background. Four green cubes, displaying a growth or positive trend icon, are strategically placed around them, pointing with white arrows towards the line of talent.

Senior talent & compensation policies: A comparison with the U.S.

In today's demographic landscape, managing senior talent (professionals aged 50/55 and over) has become a crucial strategic challenge for companies. The vast experience, consolidated knowledge, and strong work ethic of this group are invaluable assets. So, how can we retain and leverage this potential? We'll analyze compensation policies in Spain, comparing them with the U.S. model, to identify strategies that boost senior professional engagement.

Despite an increase in activity rates among 50 to 64-year-olds in Spain, challenges like senior unemployment and a decline in labor participation after 60-65 persist. Ageism and the cultural perception of retirement as a definitive withdrawal limit opportunities. Many SMEs also lack specific programs to retain and develop this crucial talent.

It's essential to rethink talent management strategies, especially compensation and benefits policies.

Read More
Negotiation of salary and benefit packages in management talent selection processes.

The most common mistakes when negotiating a compensation package after a selection process

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.

Read More
Military personnel in training after Spain’s recent salary increase, a key example of why salary benchmarking matters in organizations.

Salary increase for military personnel in Spain: a lesson on the importance of salary benchmarking for companies

The recent announcement by the Spanish Government regarding salary increases for the military has reignited the debate around pay equity and the need for structured salary reviews in any organization. While this raise has been welcomed by many, it has also sparked criticism when compared to other security forces.

From a talent management perspective, this case highlights the importance of designing salary policies using a data-driven and strategic approach, avoiding reactive decisions that could lead to internal inequalities or financial instability.

Read More