Category: ENEB news

In today’s professional world, networking has become one of the most valuable skills and, at the same time, one of the most misunderstood. Many see it as a simple exchange of business cards, a task where contacts are accumulated on LinkedIn with the expectation of short-term results. However, this superficial view of networking can greatly limit growth opportunities.

The true essence of networking is not in the number of people you connect with, but in the quality of those relationships and the value you bring to them. In this blog, you’ll discover the hidden trick that transforms networking into a tool for both professional and personal growth, allowing you to build authentic connections that go beyond the superficial.

Beyond the numbers: the key lies in what you contribute

Networking is not just about accumulating contacts; it’s about building authentic, lasting relationships. It’s easy to fall into the trap of wanting to meet as many people as possible, but the real trick lies in how you deepen those relationships.

Provide value before expecting anything in return

To achieve this, it’s essential to understand that effective networking is not a one-way transaction where you only seek what you can get. On the contrary, it’s a genuine exchange where both parties benefit. The key here is to offer value before expecting something in return. Ask yourself: What can I offer that could help the other person? This can be anything from sharing an interesting article to offering a recommendation that strengthens their professional journey.

Create connections that generate opportunities

When you provide value, you’re not just strengthening a relationship, you’re also opening doors to new opportunities. People you offer something to are more likely to trust you and help you when you need it, resulting in a much more effective and valuable networking experience.

The importance of active listening

One of the most common mistakes during networking events is talking too much about yourself or what you do. While it’s important to share your experience and skills, actively listening to the other person is even more valuable. The trick here is to be genuinely curious about the other person’s interests, goals, and projects.

Listen to connect, not just to respond

Active listening means showing a real interest in the other person, asking questions that promote a deeper conversation, and, above all, allowing the other party to express themselves without interrupting. This creates a stronger and more genuine connection, which is much more likely to generate long-term positive results.

Identify opportunities in what you hear

By listening actively, you can identify areas where you can help or connect that person with other resources. This is a direct way of adding value, which is a key element of successful networking.

Become a connector: The power of recommendations

A crucial step in successful networking is the art of connecting people. Genuine recommendations, such as introducing two people with common interests, are a powerful way to strengthen your network. By doing so, you not only help others, but you also demonstrate your ability to create value and trust. Being a connector positions you as someone valuable in your professional network, which can open doors to new opportunities for both you and those you connect.

Build trust through genuine connections

The power of being a connector lies in the fact that it’s not just about doing favors, but about building lasting relationships. When you connect people meaningfully, you demonstrate a genuine interest in their growth and success, which builds trust and strengthens your reputation.

Leverage synergies

In addition to connecting, you must also be able to identify synergies. If you know that two people can benefit mutually from a collaboration or advice, your ability to facilitate that relationship strengthens your contact network and establishes you as a reference within it.

Digital networking: don’t underestimate online platforms

In the digital age, networking is not limited to in-person events. Professional platforms like LinkedIn provide fertile ground for making connections. However, the hidden trick still applies in the digital world: it’s not just about sending mass connection requests but about personalizing your messages and showing a genuine interest in the person you’re connecting with.

Personalize your connection requests

On platforms like LinkedIn, avoid sending automatic connection requests. Instead, take the time to personalize your message, explaining why you’d like to connect and how you could add value to the relationship. This shows your commitment and increases the chances that the other person will accept your request.

Keep the conversation going

Once you’ve established the connection, don’t let the relationship fade. Keep communication active by sharing relevant content, commenting on their posts, or starting conversations about common interests.

Conclusion: networking as a tool for personal and professional growth

Effective networking is not just about making contacts, but about building a solid network based on authentic relationships. This is the hidden trick that most people overlook. By adopting a genuine approach, offering value, actively listening, and connecting the right people, you can not only strengthen your professional network but also open doors to new opportunities that will help you grow in your career. Remember, in professional networking, what really matters is the quality of relationships, not quantity.

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?

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.

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