Executive Space

With the change in government in Mexico and the rise of nearshoring, more and more companies are considering whether to hire local talent or expatriate employees from their headquarters. Mexico has become a strategic destination for business relocation, especially due to its proximity to the United States. For companies in the process of expansion, it is essential to evaluate the best option to optimize operations in terms of costs, local knowledge, and cultural cohesion.

In a job market where the competition to attract and retain talent is increasingly fierce, ensuring that a job offer is solidified correctly is as important as finding the ideal person for the role. Often, after a long recruitment process, uncertainty between the company and the candidate can lead to doubts or even the loss of a key profile. This is where the pre-contract of commitment to hire comes into play: an agreement that guarantees both parties are committed and secure before the final contract is signed.

Far from being just a formality, the pre-contract is a powerful tool that secures both the company and the candidate, providing security, clarity, and commitment from the outset. In this article, we explain how this document can make a difference in your recruitment processes and why you should consider it a key part of your strategy to attract and retain top talent.

Identifying and attracting the right middle management and specialized profiles is a constant challenge for companies in the industrial sector. These professionals must not only possess strong technical skills but also the ability to lead teams and ensure operational efficiency in an ever-evolving environment.

Outsourcing your recruitment process (RPO) can be a strategic decision that significantly enhances a company's ability to attract and manage talent. However, for this collaboration to be effective, several key aspects must be carefully considered. Below is a guide on the critical points that every company should evaluate before formalizing an RPO agreement.

Directive (EU) 2024/1233, which must be adopted by EU member states by May 21, 2026, promises to simplify the international hiring process for workers from third countries. This regulation establishes a single residence and work permit within the EU, opening new opportunities for businesses, particularly in the industrial sector.

What does this mean for your organization? In this article, we explore how Human Resources (HR) departments can prepare for this directive and take advantage of its benefits to optimize growth and competitiveness.

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.

Expanding operations in China is a significant opportunity for companies looking to grow in Asia. However, it also brings unique cultural and business challenges, especially when negotiating a job offer. Differences in the way business is conducted in China can influence the success or failure of the process, making it essential to have a local partner who understands the nuances of the Chinese market.

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.