Month: December 2024

“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” – Alvin Toffler

This quote resonates deeply in today’s rapidly evolving business landscape, where adaptability is the currency of success. During the recent INAC EMEA Annual Regional Meeting, a critical theme emerged: the urgent need to develop new skills to meet the demands of a dynamic and technology-driven future.

With transformative technologies reshaping industries and B2B business models gaining prominence, HR leaders face unprecedented pressure to rethink and redesign training and development strategies. The challenge isn’t merely about upgrading existing skill sets—it’s about preparing for a future defined by artificial intelligence, automation, and the complexities of cross-functional collaboration.

At the event, Carlos Olave, Global HR Strategy Head at LG Electronics, and Carlos Romero-Camacho, Chief People & Corporate Officer at Insud Pharma, offered valuable insights. They highlighted the importance of prioritizing skills like AI, data literacy, and automation – not as distant aspirations, but as immediate needs.

To close the growing gap between current capabilities and future demands, organizations must adopt proactive, forward-thinking talent strategies. This involves aligning workforce development initiatives with organizational goals while fostering adaptability and resilience. For HR leaders, this dual role of addressing today’s needs while anticipating tomorrow’s challenges is pivotal.

From an executive recruiter’s perspective, one of the greatest challenges lies in identifying leaders who thrive in this dynamic environment. The demand for individuals with both technical expertise and adaptability has never been higher. It is no longer enough to simply fill roles—businesses must seek leaders capable of driving transformation and navigating the complexities of an increasingly digital and automated world.

For SMEs, family businesses, and large corporations alike, building a future-ready workforce requires investing in leadership programs, technological skill development, and fostering a culture of innovation. The organizations that succeed will be those that create environments where collaboration flourishes, diverse perspectives drive decision-making, and innovation becomes second nature.

In conclusion, the most powerful way to prepare for what lies ahead is by investing in people. As you reflect on your talent strategy, ask yourself: Are you building a team that will not only survive disruption but lead the charge in driving innovation?

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Mariana Turanova, Managing Partner & Regional Consultant at TARGET Executive Search CEE – Slovakia (INAC Slovakia)

Mariana holds degrees in Economics and International Relations. She began her career as a Euro-Info Officer and Project Manager before transitioning into executive search in 1999. Starting as a consultant, she steadily advanced to lead the Slovak subsidiary in 2002 and became a Partner in 2008.

Now as the Managing Partner for Slovakia, Mariana brings 25 years of expertise in headhunting and executive recruitment. She specializes in highly confidential and cross-border searches within Central and Eastern Europe (CEE), focusing on general management, finance, HR, sustainable development, and cyber security. An MBTI Step 1 certified practitioner, Mariana is fluent in Slovak and proficient in English and German.

Mariana Turanova

TARGET Executive Search CEE

At our recent INAC EMEA Annual Regional Meeting, I couldn’t help but reflect on a topic that has become an increasingly pressing concern for me as a headhunter: the talent shortage. Europe faces significant skill shortages across various sectors, including healthcare, ICT, and construction, where job vacancy rates have reached record highs (2.9% in 2022), exacerbated by demographic changes and the demands of the green and digital transitions (source:  European Commission).

As companies across the continent struggle to find the right talent, automation is reshaping the landscape. How can Europe stay ahead? The solution isn’t solely in machines or technology. The real game-changer lies in how we integrate talent with innovations like automation to propel the future forward.

As headhunters, we see firsthand how the job market is changing.  Companies need talent more than ever, but that talent isn’t always available locally.  Key sectors like technology, healthcare, and advanced manufacturing require specialized skills that are sadly not always found in Europe.  So, as automation advances and machines begin to take over repetitive tasks, the value of talent isn’t just essential, it is being redefined.

At first glance, automation seemed like something distant, a tool that would replace jobs and eliminate the need for people.  However, when we look closer, we realize it is the opposite.  Technologies like AI and automation can make jobs more efficient, freeing up people from routine tasks and allowing them to focus on more strategic and creative work.  The reason is that machines don’t replace people, they complement them, and this is where talent comes in.

To remain competitive, we need to create an environment where talent excels alongside technology.  And that means more than just offering attractive salaries and benefits & perks.  The key is creating real growth opportunities, fostering innovation, and, most importantly, making people feel that they are contributing to something meaningful.  Companies must give their teams the space to develop ideas and lead change, while working with technologies that enhance their capabilities.

This brings me to a crucial point that MARISA PONCELA GARCIA highlighted during her Quo Vadis Europe talk at our recent meeting.  She reminded us that, for Europe to remain a global leader, it must invest more than ever in continuous education.  The industries of tomorrow will require new and advanced skills, and only through continuous education and skill development can we be ready for what’s to come.

But it is not just about retaining local talent; Europe needs to attract global talent.  We cannot just wait for the best professionals to come to us, we need to go to them.  European companies must be much more open and active in promoting what makes the continent unique (i.e. unmatched quality of life, innovative ecosystem, diversity and inclusion, among others).  If Europe wants to stay at the forefront, it needs to be a magnet for the best talent in the world.

What has impacted me most recently, especially after listening to MARISA PONCELA GARCIA, is the urgency of taking action.  It is not just about attracting talent, but ensuring that the current and future workforce has the key tools to adapt and evolve with new technologies.  And this isn`t something that happens overnight.  It is a process that requires time, investment, and a shift in mindset from both companies and governments.

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Victoria Baselga, Partner Magallanes Consultores (INAC Spain)

With over 25 years of expertise in Executive Search and Human Resources advisory. Since founding the firm in 1993, she has collaborated with leading multinational and national companies in Consumer Goods, Food & Beverage, Industrial, Pharmaceutical, Technology, and Services, delivering tailored solutions to identify and secure top executive talent aligned with strategic objectives.

Co-creator of INAC Global in 1997, ensuring global talent coverage. With a Master’s in Human Resources, a Board Member Certification, and participation in ESADE’s Executive Program for Women Board Members, she combines strategic insight and leadership expertise. Fluent in English and French, she is a member of WOMEN CEO and actively supports diversity and inclusion initiatives, reinforcing her role as a trusted partner for businesses navigating complex talent challenges.