DCH in collaboration with EAE Business School as research partner, have presented the “VIII DCH Barometer on Talent Management in Spain, Portugal and Latin America 2023-24”, in the framework of the HR Trends DCH 2024 Meeting held at Allen & Overy in the center of Madrid. The report analyzes the four dimensions of the people cycle in companies (attraction, engagement, development and disengagement).
Generation Z, the most active in the labor market: it accounts for 50% of new hires
- Salary (75%) and lack of career expectations (57%) are the main reasons for job rotation, followed by leadership style (31.40%) and job flexibility (26.45%).
- The SDGs of Gender Equality and Health and Well-Being are the most widespread among companies, although the SDG of Reducing Inequalities registered a significant increase of 258% in these 3 years, from 7.36% to 26.39%.
- TikTok, Instagram, X and Facebook, the most used platforms for recruiting junior profiles, while LinkedIn is intended for middle management and Headhunters for senior management.
- MBAs continue to be the most valued training by 63% of HR managers when recruiting.
- The VIII Barometer evidences the need for initiatives to attract senior talent – 78.74% of managers acknowledged that they do not have any -, and STEM women, whose programs are only in one out of three (29.9%) companies.
The report, based on a sample of HR executives from the Iberian Peninsula and Latin America, shows that less experienced positions accounted for more than 50% of hires in almost 40% of companies, while middle management accounted for more than 50% of new hires in 13% of companies. Only 10% of the organizations stated that they have not hired any senior profile in the last year. These new hires have been concentrated mainly in the Logistics and Operations departments, as well as in Sales and Marketing.
For Carina Mellit, Director of the Strategic Research Center at EAE Business School: “We find ourselves in a business environment in continuous transformation, which is also making human resources and people departments evolve. Therefore, the ability to adapt and migrate towards a team management model adapted to the priorities and needs of each person has become a strategic pillar for organizations”. “Companies that are able to implement customized strategies, embrace new technologies and foster a culture of inclusion and collaboration will have a clear advantage in attracting and retaining top talent,” adds Mellit.
TALENT SEARCH AT TIKTOK
The 8th Barometer also indicates that the majority of people, more than 75%, focus on salary when it comes to job rotation, followed by lack of career expectations (almost 57%), leadership style (31.40%) and work flexibility (26.45%).
When it comes to the recruitment channel, the report finds large differences according to the age and profile of the employee. Thus, TikTok (100%), Instagram (96.77%) and X and Facebook (88%) recruit junior talent, while LinkedIn is used for middle management and Headhunters for senior management.
ARTIFICIAL INTELLIGENCE
The VIII Barometer also highlights the moment of technological effervescence that companies are experiencing, especially AI, which is an essential factor in attracting new talent for 70.97% of HR managers. In addition, the DCH Barometer also points out that one of the big challenges for organizations will be how to integrate new AI tools into people management, which can help improve the employee experience and speed up candidate selection and assessment processes.
HIGHER EDUCATION
Likewise, the study also reaffirms the importance of training in business schools, as their influence in the recruitment of juniors amounts to 59.7% (48.73% in the previous Barometer) and 16.42% in the recruitment of seniors (compared to 12.18% last year). In addition, companies are increasingly committed to developing corporate recruitment programs.
As a challenge for organizations, the VIII Barometer highlights the need for initiatives to attract senior talent – 78.74% of managers acknowledged that they do not have any – and STEM women, whose programs are only found in one out of three (29.9%) companies.
Regarding masters, MBAs continue to be the most valued option for 63% of HR managers, with a clear growth, followed by IT, Project Management and Marketing training.
When it comes to fostering team loyalty and bonding, the DCH and EAE Business School research confirms the trend of implementing hybrid work models as a measure to achieve greater commitment from professionals. In addition, when delving into emotional pay, flextime is the most widespread option in organizations, growing by 18% in the last two years. For the first time in the history of barometers, Health and Wellbeing appears, for the first time, as an important variable to boost employee engagement, confirming Corporate Wellbeing as one of the working trends in the areas of People Management.
UNBUNDLING
When an employee decides to leave the team, the VIII DCH Barometer on Talent Management in Spain, Portugal and Latin America confirms the importance of the exit interview, present in 90% of organizations, as a tool to identify the factors of professional turnover.
SUSTAINABLE DEVELOPMENT GOALS (SDGS)
Another factor that influences talent management is the sustainability of companies. Thus, as in other editions, there is a growing concern among HR managers to integrate the Sustainable Development Goals (SDGs) into team management. The Gender Equality and Health and Well-Being goals are the most widespread among companies, with a large difference over the rest, although the SDG of Reducing Inequalities registered a significant increase of 258% in these 3 years, from 7.36% to 26.39%.
The relevance of these sustainable objectives is also reflected among HR managers, as they integrate them into their work agenda and, through talent management, are aware of their contribution to achieving them. However, it is also important to note that 11.81% of companies are still not working on any of the SDGs.
About DCH
DCH – International Organization of Human Capital Managers, is the largest global ecosystem of Human Resources Managers in the Iberian Peninsula and Latin America. The Organization currently has more than 3,500 members belonging to large multinational companies and operates in Spain, Portugal, Argentina, Mexico, Peru, Chile, Colombia, Paraguay, Uruguay, Brazil, Central America, the Caribbean and the USA.
DCH’s objective is to develop people through the promotion of the human capital management function.
About EAE Business School
EAE Business School is an international business school, part of Planeta Formación y Universidades, with a cutting-edge and innovative vision to address the challenges of the 21st century. More than 80,000 students of more than 100 different nationalities have been trained at EAE. It has a faculty of 500 teachers. (35% international) who, for the most part, combine their professional and academic activities. The school has international alliances with prestigious institutions such as Babson College, or U.C Berkeley Extension, among others.
In its commitment to the professional development of its students, EAE Business School has managed more than 2,000 job offers this year, thanks to a network of collaborating companies. These data have allowed EAE to increase the insertion rate of its students and the ROI of its master’s degrees, for which it has been recognized in the international rankings Bloomberg and QS.
Planeta Formación y Universidades, Grupo Planeta’s international higher education network, has twenty-two educational institutions in Spain, Andorra, France, Italy, North Africa, the United States and Colombia. Each year, more than 135,000 students of more than 100 different nationalities are trained through its business schools, universities, specialized colleges and vocational training centers.
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DCH in collaboration with EAE Business School as research partner, have presented the “VIII DCH Barometer on Talent Management in Spain, Portugal and Latin America 2023-24”, in the framework of the HR Trends DCH 2024 Meeting held at Allen & Overy in the center of Madrid. The report analyzes the four dimensions of the people cycle in companies (attraction, engagement, development and disengagement).
Generation Z, the most active in the labor market: it accounts for 50% of new hires
- Salary (75%) and lack of career expectations (57%) are the main reasons for job rotation, followed by leadership style (31.40%) and job flexibility (26.45%).
- The SDGs of Gender Equality and Health and Well-Being are the most widespread among companies, although the SDG of Reducing Inequalities registered a significant increase of 258% in these 3 years, from 7.36% to 26.39%.
- TikTok, Instagram, X and Facebook, the most used platforms for recruiting junior profiles, while LinkedIn is intended for middle management and Headhunters for senior management.
- MBAs continue to be the most valued training by 63% of HR managers when recruiting.
- The VIII Barometer evidences the need for initiatives to attract senior talent – 78.74% of managers acknowledged that they do not have any -, and STEM women, whose programs are only in one out of three (29.9%) companies.
The report, based on a sample of HR executives from the Iberian Peninsula and Latin America, shows that less experienced positions accounted for more than 50% of hires in almost 40% of companies, while middle management accounted for more than 50% of new hires in 13% of companies. Only 10% of the organizations stated that they have not hired any senior profile in the last year. These new hires have been concentrated mainly in the Logistics and Operations departments, as well as in Sales and Marketing.
For Carina Mellit, Director of the Strategic Research Center at EAE Business School: “We find ourselves in a business environment in continuous transformation, which is also making human resources and people departments evolve. Therefore, the ability to adapt and migrate towards a team management model adapted to the priorities and needs of each person has become a strategic pillar for organizations”. “Companies that are able to implement customized strategies, embrace new technologies and foster a culture of inclusion and collaboration will have a clear advantage in attracting and retaining top talent,” adds Mellit.
TALENT SEARCH AT TIKTOK
The 8th Barometer also indicates that the majority of people, more than 75%, focus on salary when it comes to job rotation, followed by lack of career expectations (almost 57%), leadership style (31.40%) and work flexibility (26.45%).
When it comes to the recruitment channel, the report finds large differences according to the age and profile of the employee. Thus, TikTok (100%), Instagram (96.77%) and X and Facebook (88%) recruit junior talent, while LinkedIn is used for middle management and Headhunters for senior management.
ARTIFICIAL INTELLIGENCE
The VIII Barometer also highlights the moment of technological effervescence that companies are experiencing, especially AI, which is an essential factor in attracting new talent for 70.97% of HR managers. In addition, the DCH Barometer also points out that one of the big challenges for organizations will be how to integrate new AI tools into people management, which can help improve the employee experience and speed up candidate selection and assessment processes.
HIGHER EDUCATION
Likewise, the study also reaffirms the importance of training in business schools, as their influence in the recruitment of juniors amounts to 59.7% (48.73% in the previous Barometer) and 16.42% in the recruitment of seniors (compared to 12.18% last year). In addition, companies are increasingly committed to developing corporate recruitment programs.
As a challenge for organizations, the VIII Barometer highlights the need for initiatives to attract senior talent – 78.74% of managers acknowledged that they do not have any – and STEM women, whose programs are only found in one out of three (29.9%) companies.
Regarding masters, MBAs continue to be the most valued option for 63% of HR managers, with a clear growth, followed by IT, Project Management and Marketing training.
When it comes to fostering team loyalty and bonding, the DCH and EAE Business School research confirms the trend of implementing hybrid work models as a measure to achieve greater commitment from professionals. In addition, when delving into emotional pay, flextime is the most widespread option in organizations, growing by 18% in the last two years. For the first time in the history of barometers, Health and Wellbeing appears, for the first time, as an important variable to boost employee engagement, confirming Corporate Wellbeing as one of the working trends in the areas of People Management.
UNBUNDLING
When an employee decides to leave the team, the VIII DCH Barometer on Talent Management in Spain, Portugal and Latin America confirms the importance of the exit interview, present in 90% of organizations, as a tool to identify the factors of professional turnover.
SUSTAINABLE DEVELOPMENT GOALS (SDGS)
Another factor that influences talent management is the sustainability of companies. Thus, as in other editions, there is a growing concern among HR managers to integrate the Sustainable Development Goals (SDGs) into team management. The Gender Equality and Health and Well-Being goals are the most widespread among companies, with a large difference over the rest, although the SDG of Reducing Inequalities registered a significant increase of 258% in these 3 years, from 7.36% to 26.39%.
The relevance of these sustainable objectives is also reflected among HR managers, as they integrate them into their work agenda and, through talent management, are aware of their contribution to achieving them. However, it is also important to note that 11.81% of companies are still not working on any of the SDGs.
About DCH
DCH – International Organization of Human Capital Managers, is the largest global ecosystem of Human Resources Managers in the Iberian Peninsula and Latin America. The Organization currently has more than 3,500 members belonging to large multinational companies and operates in Spain, Portugal, Argentina, Mexico, Peru, Chile, Colombia, Paraguay, Uruguay, Brazil, Central America, the Caribbean and the USA.
DCH’s objective is to develop people through the promotion of the human capital management function.
About EAE Business School
EAE Business School is an international business school, part of Planeta Formación y Universidades, with a cutting-edge and innovative vision to address the challenges of the 21st century. More than 80,000 students of more than 100 different nationalities have been trained at EAE. It has a faculty of 500 teachers. (35% international) who, for the most part, combine their professional and academic activities. The school has international alliances with prestigious institutions such as Babson College, or U.C Berkeley Extension, among others.
In its commitment to the professional development of its students, EAE Business School has managed more than 2,000 job offers this year, thanks to a network of collaborating companies. These data have allowed EAE to increase the insertion rate of its students and the ROI of its master’s degrees, for which it has been recognized in the international rankings Bloomberg and QS.
Planeta Formación y Universidades, Grupo Planeta’s international higher education network, has twenty-two educational institutions in Spain, Andorra, France, Italy, North Africa, the United States and Colombia. Each year, more than 135,000 students of more than 100 different nationalities are trained through its business schools, universities, specialized colleges and vocational training centers.