“The best customer of a company is its own people and its teams”

Destinations

Technology has also revolutionized the methods of searching and recruiting professionals, as is the case with your company. What is your business model?

Catenon’s main differentiation is that we work as a single office worldwide to search for candidates anywhere in the world for our client, who may be based in another part of the planet. We differentiate ourselves mainly by the use we make of technology. We incorporate it into all selection processes and it allows us to reach the largest possible number of candidates, regardless of where they are working. In addition, we have an area that customers access and can follow the selection process in real time.

Are traditional formulas no longer valid?

The world has changed and we must take advantage of technology. The goal is not to leave any candidate off the search radar. This changes a bit the way of proceeding in this sector, where companies, generally from headhuntingThey have not changed anything in the last 40 years and continue to work with local databases, which are more closed and leave out many candidates.

What are the sources to look for professionals now?

With the aim of not leaving any candidate out, we use different sources of recruitment, from a DIVA database, which operates worldwide, to the use of our own technologies, through a hub indirect in some cases.

What role do networks like LinkedIn play?

It is one more tool, but we use it in less than 10% of cases, and not everyone is on this network. However, using our own technology, which is nourished by the information that is on the internet, if a candidate, for example, has held a conference in some part of the world and we want to locate him, with a series of key searches we can reach him, even if it is not on LinkedIn. Another of our tools is the hunting direct. That is, we go directly to a company that has similar profiles. We make a mapping with which they may have the same type of profile and we try to find the talent directly in those companies.

Íñigo Pérez explains that Catenon was founded more than 20 years ago in Madrid and that it already has 25 offices around the world and operations in more than 100 countries.

What are the main challenges of the Spanish market?

The pandemic has accelerated the transformation of the sector, especially in terms of digitization, sustainability, customer focus or new consumers. These are concepts that I really like to highlight because the Spanish labor market has to be very clear about them, since they are the trend.

What will the job of the future look like?

Very oriented to the purposes that I have discussed before, digitization, sustainability, customer focus and new consumer. They are the trends we are working on the most at the moment and they constitute the foundations of the future. More and more companies are involved in the challenge of sustainability. An example is wave of change [ola de cambio]by Iberostar. There are companies that are working towards the goal of being carbon neutral, also with very strong commitments for very close dates. I do not think that the position of financial director, Human Resources or hotel management will disappear, but it is true that more and more profiles that rely on the aforementioned pillars will be demanded. Our clients are more and more interested in knowing what this new talent can contribute and we notice a shortage of candidates in the market even in all these premises.

What are the skills that are most demanded of a candidate now?

Taking into account that we are operating every day in a more global world, what is most requested is a profile with international experience, with the ability to adapt to other cultures and languages, and who also works on projects, since the trend is teleworking and to measure more by results.

Teleworking has become widespread with the pandemic …

Teleworking has come to stay in many positions. A very interesting model is that of free lance, which is a bit reviled in Spain, but which is very common in countries like the United States. Another working model is joint venture, which is also talent. It is about following the best model or the best technique to find the best professionals to grow and commit to the interests of a company, seeking a more professional relationship with a professional, rather than an employee boss.

What kinds of activities could a free lace carry out in tourism companies, for example?

A company does not have to have within your team all the necessary talent to launch according to which projects or have a fixed structure. At certain times you may need a professional to handle recruitment and selection; in matters of strategy it can also support you in a free lance so that it can help you shape a company’s strategy.

Is there an employee change within the company?

More and more companies believe that the employee should be at the center, they work more worker-oriented models. We have always defended that the best client of a company is its own people and its teams. Something that we like a lot is that more and more companies believe that the employee should be at the center, precisely where the customer was before. You have to think about focusing on our people so that they grow. It is important to unite the personal and professional way of life. For example, Catenon teams can live in whatever country they want and work remotely from wherever they want.

Does digital transformation eliminate jobs?

We were very concerned about the destruction of jobs in certain positions due to the digital transformation, which has accelerated with the pandemic, while also prompting the creation of other new positions. And with the commitment to boost employability, we have launched a joint venture with Telefónica, which is called UpSkill Spain, to promote the adaptation of professionals to digitization through training. Right now there are 85,000 open jobs in cybersecurity and 250,000 in data, only in Spain, and you don’t have to be a computer scientist to work on this. There are people who know their sector very well and with a push and with the right training they can succeed.

An opportunity to recycle …

There are professionals with experience in traditional businesses, who by losing their fear of new concepts can achieve good results. We see many valid people who stay on the street, now we see it, for example, in the Spanish banking system, where many branches are closing. With minimal recycling, they can be re-engaged again in the labor system. The joint venture that we have done with Telefónica helps all those people who, for whatever reason, cannot find a place to stand and give them a push to re-engage them.