The appeal of differential features and adaptability to change, Talent Madrid EAE
20 de March de 2019
20 de March de 2019
Companies including Repsol, Maxam, Google, IBM and Altran took part in some of the round tables held on the second day of Talent EAE Madrid 2019. The technology companies and large multinational corporations analysed the present status of working in a changing environment and the skills in the highest demand for positions that have still not been consolidated.
Pilar Llácer, the Coordinator of Curricular Internships and lecturer at EAE Business School, emphasized the importance of mixed profiles "that combine technological competences with solid training because, as well as valuing differential features, we are witnessing the skills revolution". Kim works at Repsol's Data Hub as a Senior Data Analytics Scientist, while Patricia Sierra works at Maxam, a company specializing in the manufacture of civil blasting devices. The two professionals took part in a round table about new positions in which they highlighted aspects including Agile methodologies, Big Data, Artificial Intelligence and multidisciplinary teams.
One of the most widely used tools at Talent EAE was the curriculum vitae. With respect to the selection and structure of CVs, Repsol carries out a very human-based screening process with the participation of HR Recruiters and Data Scientists, "applying criteria on soft skills, knowledge and experience". As far as Maxam is concerned, the summary is very important as it the taster that attracts the recruiters. They recommend drafting a summarized CV with key bullet points.
Altran, Google and IBM took part in a sector round table for technology companies, discussing new positions, skills and innovation, among other topics, in a discussion forum that emphasized the needs emerging in relation to mobility, la sustainability, the iCloud and cybersecurity (data). Marta González, the Director of Selection and Employer Branding at Altran, explained how profiles have changed, the importance of innovation for companies, the battle for talent and the growing trend towards project-based work in multidisciplinary teams with varied knowledge. "New paths are opening up that are not catered for, so new profiles need to be incorporated in teams".
Maite Iniesta, the Talent Acquisition Partner for Spain, Portugal, Greece and Cyprus at IBM looked to the future of employment. "We are looking for cross-disciplinary knowledge because it is essential to have the raw material required to overcome the challenges that the future brings". Maite explained that most people that have been contracted by IBM over the last year are taking on positions that did not previously exist, including hybrid profiles that combine technical and mathematical competences, and people with an aesthetic appreciation, knowledge of fine arts and linguistic expertise.
Javier Martín, the Director of Regional HR at Google, gave us an overview of the company's lengthy selection process and how it searches for and values differential features. The technology giant publishes its vacant positions on LinkedIn and evaluates a range of aspects related to knowledge, learning capacity, storytelling, leadership and the natural flow of the team. At Google, they believe in the power of entrepreneurship and allow employees to spend 20% of their working day on their own projects.
Also at Talent Madrid EAE 2019, María Senra, the Head of HR for Spain and Portugal at Auto1 Group, presented the business model of the Berlin-based ecommerce platform specializing in second-hand cars. Currently in the throes of expansion in Spain, at Auto1, they are looking for all kinds of profiles, people with the capacity for development who can "progress through the company and build their professional career". The automobile company strives to ensure that people are happy in their work, organizing national events and implementing team cohesion policies, as well as annual team building sessions, "so that the people from the various departments get to know each other and bond as a team". With respect to the company's work methodology and structure, "there are a lot of young, enthusiastic people. The hierarchies are very flat and we take into account everything that each person contributes", explained María.
Diana Carretero, the Senior Talent Acquisition Specialist at Schneider Electric, took the opportunity at Talent EAE Madrid to present the project Go Green in the city 2019, an international competition to incorporate digital transformation in energy management. The competition is holding its 9th edition and is looking for ideas to facilitate efficient administration in urban environments. The requirements for the participating teams are as follows: Bachelor Degree or Master students, two members from the same region with at least one woman (one of Schneider's values is inclusivity). There are four different categories: sustainability and energy, connectivity, future and digital. The deadline for registration is the 25th May 2019.
Meritxell Tello, a student on the Master in Communication and Corporate Social Responsibility, is interested in working for Mahou-San Miguel, "a very innovative and creative company that can offer great opportunities from a communication perspective". She is also interested in the banking sector, communication agencies and consultancy firms. At Talent EAE, "lots of solid and well-established companies have taken part, which can be a great opportunity for us", she explained. Her classmate on the Master Valentina Yepez valued Mahou-San Miguel's commitment to sustainability. "It matches my criteria really well", she added. The Venezuelan student has also applied for positions in tourism companies such as NH, Hotel Meliá and Hilton.