10 de July de 2019
At EAE's Graduation Ceremony in Barcelona, the Top Recruiter Award was presented to SEAT. Carlos Giménez, the CEO of Planeta Formación y Universidades, gave the award to Vanesa Martínez Aisa, the Employer Branding & Talent Planning Director at SEAT.
SEAT has received EAE Business School's Top Recruiter Award, what does this accolade mean to the company?
This award is the result of SEAT's firm commitment to building close links with the brightest talent and developing new ways to collaborate with academic institutions.
The talent of EAE's students is our biggest selling point. What sets our candidates apart for you? What areas of the company have they joined?
Key features of EAE students include their social commitment social and motivation when overcoming the challenges that they are set. Within the framework of the internship program, EAE students have the opportunity to get involved in different projects at the company, which enables them to develop a more in-depth command of the skills acquired during their studies.
What type of profiles have you recruited most at SEAT this year?
SEAT is far more than just a car manufacturer. It offers a whole world of professional opportunities. Therefore, we recruit all kinds of profiles, for all the areas of the company, from Sales and Finances to IT, Human Resources, Quality and Logistics. The future of mobility is based on digitization, new business models and the application of new technologies in all areas of the company.
Within the context of the transformation that the industry is currently undergoing, the profiles in the highest demand are those that best adapt to this new environment, such as STEM and Digital Business profiles.
In what way is SEAT committed to talent and generating loyalty among young profiles?
SEAT has developed the SEAT Talent Xperience Project, which focuses on the new generations, with a 360º plan that enables us to place the candidate at the centre of the process. We are adapting our online strategy to reach young profiles through the channels they use. We are working to develop disruptive selection processes through events such as SEAT DisrUP and Kickstart Challenge, where the company's professionals set the participants challenges so that they can gain an insight into the different projects under way at the company while, at the same time, networking with each other and having a different experience that paves the way for them to take part in SEAT's Young Talent Programs (Trainee, Kickstart).
What aspects does the Group value most highly in selection processes? What soft skills are required to join a company like SEAT?
At SEAT, our primary goal in selection processes is to put the right person in the right position. To achieve this, our selection processes not only focus on technical skills but also on ensuring that the candidates share the company's values, such as integrity, diversity, teamwork and responsibility.
Digitization and Big Data are changing recruitment processes. What benefits and drawbacks does this generate in the short term?
Digitization and big data enable us to improve and streamline selection processes, eliminating tasks that do not add value and enabling the recruiter to get closer to the candidate, placing them firmly at the centre of the whole selection process. These new tools enable us to generate a talent pool and keep in contact with potential candidates, so that that we can shorten the time required and focus better at the target we are aiming for.
What advice would you give the students who have just graduated?
In an environment as changeable and challenging as the scenario we currently face, you always have to be open to changes and willing to embrace training and learning as a constant feature throughout your professional life.