DCH has celebrated its DCH Meeting on Talent Management in the auditorium of Allen & Overy, a perfect scenario for the presentation of the III Barometer on Talent Management and the development of the Debate Table entitled The Big Four the “war” for Talent.
Check the agenda of the event>
DCH has presented, together with its Research Partner EAE Business School, the results obtained from the III Barometer DCH on Talent Management in Spain.
The aim of the study, presented for the third year in a row, is to assess the value of the human capital managers of large Spanish companies. With this we want to have an image of the situation of People Management in Spain and establish comparisons between the different editions.
ManpowerGroup, Inserta Empleo, Up Spain, Speexx, and Meta4 have intervened as collaborating companies of this III Barometer DCH on Talent Management in Spain. Thanks to the participation of these companies, the participation of a greater number of companies has been increased.
During the debate prior to the presentation of the results of the III Barometer of DCH has raised the need for improvement, both in the experience of the employee, especially in their relationship with the company, and diversity.
The Big Four, debate table “the war” for talent:
This first Meeting DCH Talent Management, 2019 has been closed with a debate table starring the Big Four, with the participation of José Luis Risco, Human Resources in EY; Verónica Thavonat, Head of Human Resources at KPMG; Juan Luis Díez Calleja, Managing Partner of Human Resources at Deloitte, and; Gemma Moral, Human Capital Leader in PwC Spain.
In this table, different challenges have been raised, and also the difficulties with they meet and we have marked a series of keys to define the profiles, which are increasingly specialized.
From their dexterity, they have put on the table the importance of getting a good experience of the candidate, especially in this era with a strong communication activity in social networks. As a key, they explain that the candidate’s experience has to be fast and very transparent.
Juan Luis Díez Calleja, of Deloitte, says that we are in a totally asymmetric market, many people do not find their place, added to the difficulty that companies have to find the profiles they need.
Verónica Thavonat, of KPMG, explains that the profiles are adjusted to the changes that are taking place in the market and in business.
José Luis Risco, of EY, points out that they are looking for more specialized profiles, and therefore, more diverse. “Companies are no longer content with the lawyer, auditor or traditional consultant, but ask for something more because the business changes”, highlighting a common reality in the Big Four.
Gemma Moral, from PwC, joins the perception that the other three companies exhibit at the discussion table, and confirms a trend that is displacing the “normal workers.” One of the effects of this situation is the abandonment of the veterans and a “war” to attract Talent.
“We had been hiring lawyers for a while. Now we need lawyers who have new competences, because the lawsuits are no longer carried out as before. ”
Veronica Thavonat tells us that, in order to retain talent, many companies have professionals who are responsible for anticipating the departure of employees.
Another of the keys exposed by José Luis Risco refers to technological models, which “separate us from people and thus we can not anticipate problems”.
Gemma Moral proposes that we have to learn to manage small groups of Human Capital, since nobody can have a volume of eighty or one hundred people, and do it well.
A true war between the Big Four to attract talent, in a common economic and business space, with increasingly specific, changing and diverse needs.
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DCH has celebrated its DCH Meeting on Talent Management in the auditorium of Allen & Overy, a perfect scenario for the presentation of the III Barometer on Talent Management and the development of the Debate Table entitled The Big Four the “war” for Talent.
Check the agenda of the event>
DCH has presented, together with its Research Partner EAE Business School, the results obtained from the III Barometer DCH on Talent Management in Spain.
The aim of the study, presented for the third year in a row, is to assess the value of the human capital managers of large Spanish companies. With this we want to have an image of the situation of People Management in Spain and establish comparisons between the different editions.
ManpowerGroup, Inserta Empleo, Up Spain, Speexx, and Meta4 have intervened as collaborating companies of this III Barometer DCH on Talent Management in Spain. Thanks to the participation of these companies, the participation of a greater number of companies has been increased.
During the debate prior to the presentation of the results of the III Barometer of DCH has raised the need for improvement, both in the experience of the employee, especially in their relationship with the company, and diversity.
The Big Four, debate table “the war” for talent:
This first Meeting DCH Talent Management, 2019 has been closed with a debate table starring the Big Four, with the participation of José Luis Risco, Human Resources in EY; Verónica Thavonat, Head of Human Resources at KPMG; Juan Luis Díez Calleja, Managing Partner of Human Resources at Deloitte, and; Gemma Moral, Human Capital Leader in PwC Spain.
In this table, different challenges have been raised, and also the difficulties with they meet and we have marked a series of keys to define the profiles, which are increasingly specialized.
From their dexterity, they have put on the table the importance of getting a good experience of the candidate, especially in this era with a strong communication activity in social networks. As a key, they explain that the candidate’s experience has to be fast and very transparent.
Juan Luis Díez Calleja, of Deloitte, says that we are in a totally asymmetric market, many people do not find their place, added to the difficulty that companies have to find the profiles they need.
Verónica Thavonat, of KPMG, explains that the profiles are adjusted to the changes that are taking place in the market and in business.
José Luis Risco, of EY, points out that they are looking for more specialized profiles, and therefore, more diverse. “Companies are no longer content with the lawyer, auditor or traditional consultant, but ask for something more because the business changes”, highlighting a common reality in the Big Four.
Gemma Moral, from PwC, joins the perception that the other three companies exhibit at the discussion table, and confirms a trend that is displacing the “normal workers.” One of the effects of this situation is the abandonment of the veterans and a “war” to attract Talent.
“We had been hiring lawyers for a while. Now we need lawyers who have new competences, because the lawsuits are no longer carried out as before. ”
Veronica Thavonat tells us that, in order to retain talent, many companies have professionals who are responsible for anticipating the departure of employees.
Another of the keys exposed by José Luis Risco refers to technological models, which “separate us from people and thus we can not anticipate problems”.
Gemma Moral proposes that we have to learn to manage small groups of Human Capital, since nobody can have a volume of eighty or one hundred people, and do it well.
A true war between the Big Four to attract talent, in a common economic and business space, with increasingly specific, changing and diverse needs.