Organizations increasingly value how talent performs as much as what they can do
In today’s hiring mindset, firms focus on how individuals approach tasks, not just what they accomplish. Transversal competencies like social interaction, adaptability, and core values are recognized as pivotal drivers of success within teams and broader organizations across North America.
Technical know-how and formal training build a foundation, but motivational drivers and personality traits are subtler to cultivate. As a result, many companies emphasize cross‑functional skills and transferable knowledge, enabling talent to move seamlessly across roles and departments.
AdQualis Human Results, a leading consultancy in human and talent management and a pioneer in executive search in Spain, explored the demand for soft skills in a case study titled “Precision Ability: Social and Economic Impact in Work Environments.” This study considers how employer brands influence both hiring and retention. Research from the Confederation of British Industry (CBI) suggests that nine out of ten people will need to acquire new skills, highlighting the importance of upskilling and reskilling as a lifelong practice.
This is among the top expectations candidates set for potential employers. The AdQualis study underscores a workplace where skills transcend specific job functions, making continuous learning essential within organizations.
As Lucía Sanz, Head of AdQualis Executive Search International, notes, leadership and talent strategies should be built on supply and demand competencies rather than a narrow focus on particular functional areas. Without this broader view, organizations risk reduced resilience and greater exposure to failure.
Moreover, the balance between institutions and hard skills has undergone a notable shift. Precision Ability and power skills are increasingly seen as complementary forces, strengthening the capacity to develop difficult competencies. This shift places greater emphasis on these abilities during talent selection.
Among the most valued capabilities today are initiative and entrepreneurial spirit in the workplace, strategic vision, and learning agility. Accountability, digital literacy, people-centric leadership, and adaptability are crucial for navigating evolving and uncertain environments.
Attitudes toward change are particularly valued in leadership contexts. The document highlights the importance of leaders embracing new ideas and approaches. Maribel Vioque, General Manager of AdQualis Consulting, describes leadership as requiring humanity, empathy, and originality in addition to managerial skills. These traits have become essential for success in leadership roles.
Beyond outcomes, the alignment of results with core values such as sustainability, diversity, and courage matters. These values should be woven into organizational culture and reflected in everyday actions. Consistency between what a company does and what it believes will attract top talent. Individuals also need to proactively strengthen their interpersonal skills to stay competitive in today’s and tomorrow’s business landscape.
Universities and business schools play a vital role in prioritizing these competencies and values, shaping current and future leaders and professionals for a more sustainable world.
Finally, AdQualis’s case study emphasizes a broader move toward diversity, with organizations actively seeking external talent across career stages and inviting fresh perspectives as part of growth. This shift recognizes the value of varied backgrounds and viewpoints in driving innovation and problem solving. Companies aim to attract new talent and support internal candidates who contribute unique insights to improve the entire workforce.
About AdQualis People Results:
AdQualis Human Results is a comprehensive human resources consultancy with over 35 years of experience in the headhunting field. It remains a leading firm in executive search, offering a full portfolio of services to organizations of all sizes and sectors through three divisions: AdQualis Executive Search, which targets executive and senior profiles; AdQualis Talent Search, which fills mid‑level and technical roles; and AdQualis Consultancy, which provides personalized solutions for adaptation, growth, and development. With offices in Barcelona and Madrid, the firm participates in IMSA, a global network of headhunters.
For more information, visit www.adqualis.com.