Personal view on the current situation of employment in Spain
New talent environments: universities, incubators, accelerators, coworking, SMEs, start-ups and companies.
Opportunities for recruitment, innovation and investment.
Collaborative projects using employer branding.


The role of the modern recruiter, increasingly close to marketing and employer branding projects, is also a specialist in the integrity of our employer system, sharing information on new trends in employment and recruitment, and devising solutions so that clients have visibility About a talent they do not know or about the possibilities offered by other environments.

On the other hand, the same thing happens, spaces that concentrate great creative activity, innovative and talented that do not approach in the day to day business environment or are in other networks that are not mainly LinkedIn, are losing synergies and opportunities for quality collaboration.

This article is a way to bring the possibilities between two systems that we have separated without falling into the account of the great benefit that supposes for companies, entrepreneurs and society, to unite them.

In a country where it is so hard for us to think of Win – Win (as Stephen Covey would say) and where collaboration shines from its absence from congressional chairs, the tendency is to consider ourselves as “we” and ” Awarded in Los Goya as Amenábar, I could not think of a better title to talk about, among other things, collaborative coworking and opportunities for recruitment.


Both the employment crisis and the digital entry and access to technology have joined forces so that our employer system has opened up to other possibilities that until then were concentrated only in the SME (which represented 80% of the Employment in our country). I am referring to start-ups and the environments that sustain them and support their growth and, being powerfully strong for our economy, are the great unknowns for a large part of the population that concentrates its activity in the company, and vice versa.

The academic university system has been put in action to create its own spaces dedicated to entrepreneurship, currently our public and private universities already consider as something more than emergent, something real, the need of their students to undertake and work on account Own and acting as natural incubators, have formally established their own entrepreneurship hub (spaces for meeting, exchange and inspiration) which “… when they relate to industries or entrepreneurs promote innovation” (Etzkowitz, 2003).

Therefore, first reflection for our entrepreneurs: we already have possibility to go to the university to recruit talent for our departments and entrepreneurial talent, both.

If the SME refers to a small structure that is related to sales in the sense of arithmetic scalability (increase the sale is its business model) a start up has to do with an adjustment of its strategies and the use of technology to modify the Way in which the consumer of a particular market is related to the product or service, hence its impact on the sector is different and often relates to a model that replicates internationally.

In order to meet these business models, accelerators and incubators are born, whose main difference is that the former are dedicated to projects that are already under development, supporting them, for example, in legal and financing matters, and the latter study the feasibility of projects Which are not in the market for them to materialize.

Many of these accelerators and incubators act in the coworking spaces, which have nothing to do with business centers or itinerant places of work, but with “collaborative knowledge”, “collaborative ideas”, “collaborative innovation” and “collaborative progress” and In Spain we are lucky to have a large number of spaces that house our talent.

In the following video of the EOI (School of Industrial Organization) it is announced one of the plans that this business school has put in place for the promotion of its projects in collaborative spaces.


Human Resources has the challenge of getting engagement, that is, winning the best employees and making the company more attractive, this is to satisfy what they call the “emotional salary” and that is not so easy to carry out according to what needs .

Knowing what our employees value and offering them an experience of value, requires putting the employee at the center of our thinking and thinking as if he were a consumer of a product, only that the product in this case is his professional development.

This requires Human Resources to be at the latest in trends that lead to the creation of these quality experiences for their employees, but for this, they must leave their usual schemes and often also their office.

An example that years ago launched the most innovative companies, has to do with collaborative coworking, that is, go to these spaces of coworking and collaborate with people outside the company.

According to the annual coworking conference in Spain “placing corporate employees in a new environment with a greater opportunity for learning, generating ideas and innovation can reduce the intentions they might have to leave the corporation.”

Although other benefits for employees are to know very agile work systems and adopt processes for their business, in short: to learn.

This is only an example, but the formula is very flexible: sometimes only one group of people has been taken to work on a project where they simply share a different space and coffee with some of the coworking entrepreneurs, or collaborations have been made to Projects.

Training plans have been put in place that use the coworking space to leave the company, allowing employees to see other systems of work, or investing in the purchase and synergies in R & D where the entrepreneurial talent is pointers.

And lately we are seeing how companies recruit talent in these environments, for example, launching business cases. The following link is an example of the company Roche.



Through the employer branding strategy and the knowledge of how the environments where this new talent, universities and coworking reside, you can work very interesting proposals that bring a profit of great profitability and reputation for the company.

From B2Talent we work to build synergies in these spaces and get to know them in depth, and then design projects in our clients according to their needs. Attracting, detecting and recruiting or simply collaborating to build better initiatives is the way of the modern selection consultancy that we try to approach in order to bring value.

It is a fact that companies are taking care of their recruitment internally, and although from my position I consider that there are better or worse practices, I must recognize as valid that, without a tendency to change traditional forms, the client does not assume A cost for selection services. Therefore, the opening of specialist recruitment to other niches and other possibilities, is a way that we must consolidate in the market and that will benefit us all.


Enterpreunership keys

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