Why 83% of millennials choose company over salary

In a landscape where competition for talent is higher than ever, companies face a crucial challenge: adapting to the expectations of the new generations. For millennials, working in a place that aligns with their values, provides flexibility and fosters personal development has surpassed the importance of a high salary. This shift reflects not only an evolution in work priorities, but also a redefinition of career success. So what are millennials really looking for in a company?

The job market is changing rapidly, and so are the priorities of new generations. According to a recent study, 83% of millennials prefer to choose a company over focusing solely on salary. This shift in mindset among younger workers reflects a significant transformation in what they consider important for their professional careers. But why is this happening?

Values and corporate culture: The new currency

For millennials, salary is no longer the sole determining factor when choosing a job. Nowadays, what truly influences their decision is the company’s culture and values. They want to work in organizations that share their principles, promote inclusion and diversity, and have a positive impact on society.

Purpose beyond money

For many millennials, work is no longer just a source of income but a way to fulfill personal purpose. Companies that provide an environment where employees can grow, develop, and feel they’re contributing to something greater are highly appealing to this generation. According to a Deloitte report, a large percentage of millennials state that a company’s purpose significantly influences their job satisfaction. This goes beyond a good paycheck.

Work-life balance: Salary doesn’t buy everything

Work-life balance is another top priority for millennials. Often, they’re willing to accept a lower salary if the company offers flexible work options, remote opportunities, and a workplace that promotes mental health and well-being.

Flexibility as a key attraction

Companies that understand this need and adjust their policies to offer flexible schedules, additional rest days, and wellness programs stand out when attracting millennial talent. Millennials prefer companies that value their time and life outside of work over those that offer higher pay but impose rigid working conditions.

Professional development: More than a competitive salary

Opportunities for growth are another reason why millennials prioritize the company over salary. For them, personal and professional development is essential. Companies that provide continuous training programs, opportunities for advancement, and a clear career path become much more attractive than those that only offer high pay.

Continuous learning: An investment in the future

In this context, educational and continuous learning opportunities are a major draw. Specialized programs, such as those offered by the European Business School of Barcelona (ENEB), are excellent examples of how companies can support professional growth, fostering a sense of belonging and commitment that goes beyond financial compensation.

Conclusion

Salary remains a relevant factor, but what truly drives millennials to choose a company is its corporate culture, purpose, work-life balance, and opportunities for professional development. Companies that understand these needs and adapt to them will be better positioned to attract and retain this generation. Are you ready to lead this change in your organization?

This is what headhunters are looking for that doesn’t appear on your Resume

Headhunters are the experts responsible for identifying the best professional profiles for the most demanding and strategic vacancies within companies. Their work goes beyond simply reviewing resumes; they focus on finding talent that not only meets the technical requirements of the position but also aligns with the company’s culture and vision. However, in many cases, what headhunters are looking for in candidates isn’t always directly reflected in a traditional resume. Often, the factors that make a difference include interpersonal skills, previous experiences outside of the professional realm, or even personality traits that complement the desired profile.

If you’re at a point where you’re looking to advance in your career, change industries, or take a different direction in your professional journey, it’s essential to understand what headhunters truly look for beyond what you can put on your resume. Knowing these key aspects could be crucial in making the leap you’ve been wanting. We’ll tell you more!

The professional profile: Beyond work experience

A good resume should accurately reflect your work experience, but headhunters are looking for more than that. One of the key elements they value is your professional profile—how you define yourself, what your soft and hard skills are, and how adaptable you are to new challenges. A well-crafted professional profile should not only list your technical skills but also highlight your interpersonal competencies, leadership ability, and willingness to learn.

Moreover, headhunters seek candidates who not only possess technical skills but are also eager to learn and grow within the company. Interpersonal skills, such as effective communication, empathy, and teamwork, play a crucial role in the selection process. Leadership skills, even at early levels, can make a significant difference.

The ability to manage projects or teams, as well as demonstrate an open mindset when approaching new challenges, can be just as important as technical knowledge. Therefore, a well-rounded professional profile should convey not only what you know how to do but also how you can contribute to the company’s growth and how you can improve and adapt to the new demands of the market.

The Importance of soft skills

Soft skills, such as effective communication, teamwork, and empathy, are essential in any job, yet they often don’t appear clearly on a resume. Headhunters actively seek these skills during the selection process. Including specific examples of how you’ve demonstrated these abilities in your work experience can make a significant difference. For instance, if in your previous role you led a team or facilitated a multidisciplinary project, be sure to include it!

Continuous Learning: Are You Learning Enough?

While academic degrees are important, continuous learning is also highly valued by headhunters today. In an increasingly competitive work environment, staying updated on the latest trends in your industry can be a deciding factor. If you’ve completed courses, seminars, or specialization programs, such as those offered by ENEB (European Business School of Barcelona), make sure to include them in your resume.

The key is your ability to learn and adapt

Headhunters place great value on professionals who show a proactive attitude towards learning and continuous development. This not only demonstrates your passion for your field but also your ability to adapt to rapid changes in the industry. Specialized courses, like those offered by ENEB, give you a competitive advantage by providing relevant and practical knowledge that can set you apart in a selection process.

Conclusion

In summary, headhunters are looking for much more than just a list of professional achievements on your resume. They want to understand your complete professional profile: your soft and hard skills, your willingness to learn, and your ability to face new challenges. Be sure to highlight your continuous learning and any academic achievements that have kept you updated. If you haven’t already, consider expanding your education with courses or programs at ENEB!

Remember, a successful resume should be a true representation of your potential and what you can genuinely contribute to a company.

Building identity on social media

Today, social media is not only a platform for interacting with friends and family but has become a crucial space for brands. Building a brand identity on social media is essential to connect with the audience, communicate brand values, and stand out in a saturated market. In this article, we will explore how to create and strengthen brand identity on social media, and how companies can leverage these platforms to build lasting relationships with their audiences.

The Importance of Brand Identity on Social Media

What is Brand Identity?

Brand identity goes beyond a logo or slogan. It is the way a company presents itself and is perceived by its audience. On social media, brand identity is crucial because these platforms serve as the public face of the company to millions of people. It is where the brand’s personality is established, its values are communicated, and a closer relationship with consumers is formed.

A strong brand identity on social media can build trust, loyalty, and a deeper emotional connection with users, which leads to better business results. To achieve this, it is essential that every post, comment, or interaction consistently reflects the brand’s values and goals.

The relationship between brand identity and digital marketing

Social media is a key channel for digital marketing strategies. Through these platforms, brands have the opportunity to directly and personally reach their target audience. However, for this strategy to be successful, it is essential to build a brand identity that resonates with users.

A brand that is clear about its purpose and voice can establish authentic relationships with its community, resulting in greater long-term loyalty. In this context, ENEB offers specialized training in digital marketing and branding, providing future leaders with the tools necessary to create and manage effective brand identities in the digital environment. The best programs for training in this field from our entire offer are the Higher Education Course in Marketing and the Higher Education Course in Social Media Strategy.

Steps to build a brand identity on social media

  1. Define the brand’s values and purpose

Before diving into content creation, it is essential to have a clear understanding of what the brand represents. What are its values? What is its mission? These questions are key to creating a consistent brand identity on social media.

By defining these elements, companies can ensure that their content and tone of communication align with their purpose. Additionally, this clarity helps attract an audience that resonates with those values, building a base of loyal followers.

  1. Create a unique brand voice

The brand voice is the personality that the brand conveys through its messages on social media. This voice must be consistent across all posts and should reflect the brand’s identity. Whether formal, friendly, fun, or professional, the key is to be authentic and consistent.

  1. Design an attractive visual image

The visual identity of the brand is another fundamental component. Colors, typography, images, and overall design must be consistent and easily recognizable. Brands that achieve a strong visual identity have a significant advantage on social media, where the competition for attention is fierce.

  1. Be consistent and coherent

Consistency is key when building a brand identity on social media. This means that all aspects of the brand, from communication to design, must be aligned. Companies should ensure that every post, comment, and interaction reflects the same values and personality.

Consistency also refers to the frequency at which content is posted. Brands must have a posting strategy that keeps their presence active without overwhelming users. This includes content planning and scheduling posts.

  1. Engage and Listen to the Audience

Social media is an interactive platform. Building a brand identity is not only about speaking, but also about listening to the audience. Brands must pay attention to comments, questions, and opinions from their followers, responding in a timely manner and showing empathy.

Brands that have built a strong identity on social media

Brands like Nike, Coca-Cola and Apple have managed to establish brand identities so powerful that they are instantly recognizable on social media. These brands stand out not only for their products but also for the way they communicate their values and vision through digital platforms.

Each of these brands has successfully connected emotionally with their audience through consistent use of their values, brand voice, and visual identity. Their success demonstrates how social media can be a powerful tool for building a strong brand identity.

Future trends in building brand identity on social media

The rise of short-form video and visual platforms

Video content continues to gain traction on platforms like Instagram, TikTok, and YouTube. Brands that wish to build a strong identity must adapt to this format by creating visually appealing content that connects with their audience.

Short-form video has become an essential tool for brands, as it allows them to convey clear and quick messages. Brands must be creative in how they present their identity, ensuring that each video reflects their personality and values.

Personalization and Interactivity

The future of social media is increasingly focused on personalization. Brands are using artificial intelligence tools and data analysis to create more personalized and targeted user experiences. This enables brands to adapt their identity and communication based on the interests and behaviors of their audience.
Interactivity is also key to building a strong brand identity. Brands that leverage interactive tools such as polls, Q&A sessions, and contests can strengthen their connection with the audience.

Building a brand identity on social media is a continuous process that requires clarity, consistency, and authenticity. Companies that invest in creating a strong identity on these platforms can achieve a deeper connection with their audience, which translates into greater loyalty and long-term success.
Educational institutions like ENEB play a crucial role in preparing future business leaders in this field, providing them with the necessary tools to manage and strengthen brand identity in the digital environment.

Generation Z: New work and life paradigms

Generation Z is taking the world by storm, not only in terms of technology, but also in terms of the way they perceive and approach work, personal life and their relationships with companies. This generation, born between 1997 and 2012, has grown up in a digital, constantly evolving environment, and their expectations and behaviors reflect a radical transformation from previous generations.

In this article, we will explore how Generation Z is redefining the paradigms of work and life, and how companies must adapt to attract and retain these new talents. In addition, we will see how education and training in institutions such as ENEB play a crucial role in this process of change.

Who is Generation Z?

The social and cultural context of Generation Z

Generation Z is the first generation to have grown up in a completely digitalized world. From a young age, they have had access to the internet, mobile devices and social networks, which has conditioned not only their technological skills, but also their way of communicating and relating to the world. This generation is very aware of social, economic and environmental problems, and actively seeks solutions to them.

Their mindset is influenced by constant access to information, which allows them to be self-learners and make quick decisions based on data. They are accustomed to immediacy and having multiple options at their fingertips, which also impacts their perception of work and work relationships.

How does Generation Z differ from other generations?

Unlike millennials, who mostly pioneered the social media era, Generation Z has an even deeper relationship with technology. However, what really sets this generation apart is their pragmatic approach and high expectations of companies.

While previous generations tended to value job stability and long-term benefits, Generation Z prioritizes aspects such as work-life balance, company purpose and the possibility of career growth.

What is Generation Z looking for in a work environment?

Flexibility and remote work

One of the main demands of Generation Z is flexibility in their schedules and the option to work remotely. For them, the idea of working 9 hours a day in a traditional office is obsolete. Work flexibility is not only about location, but also about time management. They want to have control over how and when they do their work, allowing them to balance their personal and professional lives more effectively.

This is a challenge for companies that have operated under more rigid structures, but also an opportunity to adapt and offer more inclusive and modern work environments. Organizations such as ENEB are already prepared to train the future leaders who will understand and embrace these changes, incorporating flexible methodologies adapted to the digital context.

Purpose and corporate social responsibility

For Generation Z, work must have a purpose. They are looking for companies that not only offer them a competitive salary, but also have a positive impact on society and the environment. They are interested in organizations that have a clear mission and act responsibly, whether in terms of sustainability, diversity and inclusion or support for social causes.

This shift in the workplace mindset has led many companies to rethink their corporate social responsibility (CSR) strategy. According to a Forbes article, companies that align their values with those of their employees tend to have higher retention and productivity rates. Companies that fail to adapt to these expectations may face difficulties in attracting and retaining Generation Z talent.

Professional development and growth opportunities

Unlike previous generations, where long-term stability was more valued, Generation Z prefers the opportunity to continuously learn and grow. They are interested in developing not only professionally, but also personally. They are looking for companies that offer them constant training opportunities, either through internal programs or through collaborations with educational institutions.

Institutions such as ENEB play a crucial role in this regard, as they provide specialized training that adapts to the current needs of the labor market. Through programs focused on leadership, innovation and digital transformation, ENEB prepares its students to face the challenges of a changing and dynamic work environment.

Generation Z and personal life: New priorities

Balance between personal and professional life

Generation Z deeply values their personal time. They believe that work should not interfere with their private lives and are looking for companies that respect their schedules and allow them to disconnect when necessary. This is reflected in the growing popularity of telecommuting and flextime, which allow employees to better manage their time.

New digital tools and collaboration platforms have also helped make this balance easier to achieve, allowing teams to work efficiently from anywhere in the world.

Mental health and wellness

La salud mental es otra prioridad para la Generación Z. Este grupo ha estado expuesto a una gran cantidad de presión social y laboral, y por ello, valoran mucho las políticas de bienestar que promueven las empresas. Quieren trabajar en entornos que fomenten la inclusión, la diversidad y el respeto, y que ofrezcan programas para el manejo del estrés y el cuidado emocional.

How can you prepare yourself as a company to attract and retain Generation Z?

Digitalization and new tools

Generation Z is a digital native, so they expect companies to use the latest technologies to facilitate their work. Online collaboration platforms, process automation and the use of artificial intelligence are some of the tools this generation has already mastered. Companies that invest in these technologies not only improve their efficiency, but also attract talent that values innovation and digitization.

The importance of continuous training

Given the rapid pace of technological change, companies wishing to remain competitive must invest in the continuous training of their employees. Programs such as those offered by ENEB, which combine academic training with business practice, are essential to prepare the professionals of the future.


In conclusion, Generation Z is redefining the paradigms of work and life, demanding more flexibility, purpose and growth opportunities. Companies that manage to adapt to these new expectations will be better positioned to attract and retain the talents of this generation. Institutions such as ENEB play a key role in preparing these future leaders, providing them with t