When it comes to assessing talent, companies are increasingly shifting their focus from “what” individuals can do to “how” they can do it. This shift stems from the recognition that transversal competencies such as social skills, power skills, and values play a role in achieving success in organizations.
While technical skills and knowledge can be developed through education and training, motivational aspects and personality traits are more complex to establish. Therefore, there is a growing trend for companies to prioritize cross-skills and transferable knowledge across different functional areas when selecting talent.
AdQualis Human ResultsA comprehensive consultancy company in the field of human and talent management and a pioneer in executive search in Spain, Case study “precision Ability: social and economic impact in work environments” analyzes the soft skills most demanded by companies and most valued by candidates, considering potential employer brands. According to research by the Confederation of British Industry (CBI), it is estimated that nine out of ten people will need to learn new skills (known as). Upskilling and reskilling), a fact that underscores the importance of embracing lifelong learning.
This is one of the top demands talent makes from their companies. Case study Developed by AdQualis. In a professional environment where skills are separated from specific job functions, it is crucial that candidates find ways to continue learning continuously within companies.
On the other hand, as stated Lucía Sanz, Head of AdQualis Executive Search International: “It is important to shape your people strategy based on supply and demand competencies, rather than focusing only on specific business functions in a particular area. Not taking this approach can make an organization less resilient, more vulnerable and prone to failure.”
Likewise, it is necessary to emphasize the remarkable change in the balance between institutions. precision Ability And hard skills. Today, this relationship has changed and the relationship between the two parties has been reshaped. precision Ability And power skills, due to its ability to enhance the development of difficult skills. Therefore, talent is placing increasing emphasis on such abilities in selection processes.
When it comes to companies, one of the most valuable skills today refers to initiative and entrepreneurial spirit in the workplace. It is equally important to have skills such as strategic vision and learning agility. Additionally, accountability, digital sensitivity, people-centricity and adaptability are also vital to effectively manage and navigate changing and uncertain environments.
On the other hand, attitudes open to change are highly valued in leadership-related environments. In this context, the document emphasizes the importance of leaders accepting new ideas and approaches. He describes it this way Maribel Vioque, AdQualis Consulting General Manager: “In terms of leadership, it is no longer enough to be an outstanding manager; It is enough to show humanity, empathy and originality. “These qualities have become essential to ensuring success in leadership roles.”
But not everything revolves around the end result. It is equally important to achieve results that align with a set of core values such as sustainability, diversity and courage, among others. These values need to be ingrained in the organizational culture and embraced by all individuals in the organization. Consistency between the company’s actions and values will be crucial in attracting the best talent. Additionally, people need to proactively develop and improve their interpersonal skills to remain competitive in today’s and tomorrow’s business world.
Universities and business schools also have an important responsibility in prioritizing these competencies and values. They play a vital role in developing current and future leaders and professionals, contributing to a better and more sustainable world.
Finally, Case study The report from AdQualis emphasizes that companies are increasingly embracing diversity and moving away from the concept of endogamy. In this sense, organizations are actively seeking external talent for all career stages and incorporating new perspectives and visions as part of their growth agenda. This shift recognizes the value of diversity of backgrounds, experiences, and perspectives in fostering innovation and problem solving. Organizations look to attract new talent as well as encourage internal candidates People who can contribute unique and diverse ideas and perspectives to improve the entire workforce.
About AdQualis People Results:
AdQualis Human Results, a comprehensive human resources consultancy, has over 35 years of experience in the headhunting industry and is one of the leading firms in the field of executive search in Spain. The company offers a full portfolio of services to companies of all sizes and sectors of activity through three divisions: AdQualis Executive Search, which focuses on the research and selection of executive and executive profiles; AdQualis Talent Search, which selects mid-level management positions and technical, specialist and commercial profiles; AdQualis Consultancy offers individual and team-based, personalized solutions to organizations that need to focus on new adaptation, growth and development processes. AdQualis, which has offices in Barcelona and Madrid, is a board member of IMSA, an international network of headhunters operating worldwide.
For more information, visit www.adqualis.com.
Source: Informacion
James Sean is a writer for “Social Bites”. He covers a wide range of topics, bringing the latest news and developments to his readers. With a keen sense of what’s important and a passion for writing, James delivers unique and insightful articles that keep his readers informed and engaged.