#employment

Job hopping is a trend that is growing exponentially in the labour market and mainly refers to professionals who change jobs frequently and voluntarily. They are known as job hoppers and their aim is a constant search for new challenges. Although they rarely settle in a company, unless they are offered the possibility of jumping internally, companies have begun to value them positively.

Going out in search of talent or attracting it like a magnet? More and more companies are opting for the latter, a strategy known as Inbound Recruiting, and they do so not only through attractive job vacancies, but also by attracting professionals with a value proposition that makes them irresistible. To do this, it is essential to develop Employer Branding and other talent attraction techniques.

Talent is a differential value for companies on their path to success. As a result, companies are devoting ever increasing time and resources to enhancing their reputation and value proposition towards employees. The aim is to capture, attract and retain talent, as well as to increase engagement. Below, we review the main strategies for building human capital loyalty.

Stability is one of the features of employment at Iberdrola: almost 99% of our workers have a permanent contract.

Autonomous cars, smart grids, smartphones, Facebook, etc. How can we come up with the most innovative ideas? How can we detect and encourage disruptive talent?

Iberdrola has presented 175 projects to the Next Generation EU programme to mobilise investments of €30 bn in Spain, involving 350 small and medium-size enterprises, institutions, technology partners, startups and the entire value chain. These actions — in the areas of green hydrogen, innovative renewable energy, sustainable mobility, energy storage, smart power grids, heat electrification and component recycling with clean technologies — will contribute to the industrial transformation of the country, focusing on sustainability, green, affordable energy and employment.