Employment magazine 2018

EMPLOYMENT MAGAZINE

t n e l a T p o t S n #No

Recruiting Erasmus

ABOUT PEOPLEMATTERS

PeopleMatters is a professional services firm specialized in people management consulting, a leader in Employer Branding and Communication in Spain. Our range of services also include Human Capital Strategy, Cultural Transformation, Talent Management, Organization, Compensation and Rewards, and Corporate Diversity and Wellness.

The firm offers advanced training and professional education programs, as well as proprietary research and benchmark studies. PeopleMatters launched the Recruiting Erasmus Program to help top-level companies recruit international talent. peoplematters.com

ABOUT RECRUITING ERASMUS Recruiting Erasmus is a digital talent attraction programme which brings together partner companies and international college students, through different media and the involvement of participating universities. recruitingerasmus.com

Recruiting Erasmus

Campaña 2013-15 2

XVII Edición Premios Capital Humano a la Gestión de Recursos Humanos

Premio Actualidad Económica 2010 a las 100 Mejores Ideas

Decide hasta dónde quieres llegar.

Jóvenes Talentos de Correos #COMENZAR Si eres estudiante de último curso o acabas de graduarte, puedes comenzar a trabajar con nosotros.

Infórmate en correos.es/jovenestalentos

Recruiting Erasmus

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AROA FERNÁNDEZ

JOSÉ LUIS GARCÍA SERRANO

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ROBERTO FERNÁNDEZ

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ALDI

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ISABEL DURÁN GIMÉNEZ-RICO

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ALTADIS

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CEPSA

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BANCO SABADELL

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CLH

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BANKINTER

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GAS NATURAL FENOSA

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ANE QUINTANA

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NURIA GRANÉ TERUEL

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Managing Partner of PeopleMatters

In my movie-like life, I end up a champion!

What’s worth a lot, costs very little

A great career starts here

Who we are

Committed to people and innovation

Copenhagen

Sinterklaas

President of CRUE

Complutense University of Madrid

Why CEPSA?

A great Group to work with

Leading company in the energy sector

University of Alicante

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PABLO MARTÍN

70

TEC DE MONTERREY

52

ALEJANDRO MARTÍNEZ GÓMEZ

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ENRIQUE PÉREZ DURÁN

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GRIFOLS

74

MAPFRE

58

HEINEKEN

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RED ELÉCTRICA DE ESPAÑA

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INDRA

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BANCO SANTANDER

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ENRIQUE MOZO

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STEELCASE

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IRENE CUESTA BASCÓN

Director of SEPIE

University of Vigo

Dedicating to meeting people’s needs

Introducing HEINEKEN Spain

Global consulting and technology company

My surprise 3-day trip to Canada

Erasmus in Manchester

Mexico’s top private university

Treasurer, ESN Spain

Will you join us?

30 years dedicated to the progress of society

With you, we can go even further

Adding value to work spaces and people

Recruiting Erasmus

Alfonso JimĂŠnez Managing Partner

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A VERY SPECIAL YEAR The 2017/2018 year has been very special for Recruiting Erasmus. As we celebrate our 10th anniversary as an employment portal for international mobility students, the European Union’s Erasmus program for the promotion of international mobility is celebrating its own 30th anniversary.

The Erasmus program was created as an instrument to spark the European sentiment in our young university students. However, the mobility experience Erasmus offers has generated additional benefits for our graduates. It is a transformative experience of their skills that will accompany them throughout their professional career.

This outcome has been sufficiently demonstrated in various surveys, including a major study by the European Union. Published in 2015, the Erasmus Impact Study was able to show the precise impact of a transformative international mobility on skills, which translates into higher levels of employability.

The young university students who participate in an international experience are transformed as they mature. This evolution positions them in a clearly superior level of competences.

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This is why in 2007 a group of Spanish companies decided to trust PeopleMatters, a professional human capital consultancy service firm, when it launched a specific employment portal for international students.

It was the beginning of Recruiting Erasmus.

Today, ten years later, we have the support of CRUE (Conference of Rectors of Spanish Universities), the association that brings together Spanish universities, a key component in our activities.

We also have the support of 14 major companies from a wide range of industries that seek out the unique talent provided by students participating in international mobility programs.

Over 38,000 young people have trusted our portal to approach these 14 leading companies and join their internship programs, as well as annual recruitment processes.

For a long time now, we have enjoyed the support of SEPIE, the public body responsible for European mobility programs in Spain and, starting this year, ESN, the Association of International Students.

The students who join our portal have access to a world of advantages that have come together in Club Recruiting Erasmus. We wish to thank them for their trust.

We have made a lot of progress over the past ten years, but nothing compares to the satisfaction we feel as we create job opportunities for our young people. Recruiting Erasmus was born in a tough context for youth employment, so opportunities were more limited than we would have liked. However, since the end of 2013 we have experienced a significant growth in terms of professional opportunities generated. And that number keeps growing with each day —in the past two months, we have generated more than 80 offers with our 14 partner companies.

Of all the satisfaction we derive from the program, none is comparable to what we feel every time one of the young people in our community tells us that thanks to Recruiting Erasmus, they have started their professional career in one of the best companies to work in Spain. We experience firsthand the social usefulness of our portal, as well as the immense pleasure of contributing to the creation of young employment.

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IN MY MOVIE-LIKE LIFE, I END UP A CHAMPION!

Employment Magazine

JOSÉ LUIS GARCÍA SERRANO Physiotherapist and triathlete

José Luis García Serrano is a student of Physical Therapy at the ONCE (Spanish Organization for the Blind) University School, the 2017 Spanish paratriathlon champion and the first blind Spanish person to go on an Erasmus. He lives life to the max and does not allow fear to stop him. For José Luis, “only the brave are afraid”.

There was a moment in my life which was a turning point for my entire professional and sporting career, back in 2011, when I started losing my eyesight rapidly. The same year, Buitrago de Lozoya, the small town in Madrid where I live, hosted a triathlon competition in May. I went to see it and loved it. I fell in love with the sport. A week later it was my birthday, and my father, who had seen how obsessed I was with triathlon, gave me a road bike. Unfortunately, I could only use it briefly because in December, after an eye surgery, I completely lost my eyesight and never got to do triathlon on an individual basis.

Everything in my life became complicated. Managing on my own was tremendously difficult and every step was suddenly harder for me than anyone else. But the idea of doing triathlon was still with me wherever I went. I imagined myself doing triathlon without seeing. I wanted to train no matter what.

With effort and perseverance, without eyesight but with all the willpower that only the passionate can bring, I have become this year’s Spanish paratriathlon champion in my category, PTV1 (for athletes with partial or total visual impairment), thanks also to amazing teamwork and the confidence I have in my guide.

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Recruiting Erasmus

It was the same with my studies. In one of life’s typical quirks, when I became blind, I was studying optics and optometry, which relates to my second passion —the human body and helping people. In my quest for independence, I began to inquire about a professional career that I would enjoy. When the chance came up to start studying physical therapy at ONCE’s University School, I went for it in a bid to redirect my career, and to refocus my life and my practice of sport.

After all my efforts, 2017 has been my year. And the start of the second part of my story: A few months ago, my girlfriend was offered a position in Netherlands and asked me to join her. I thought about the possibility of going on an Erasmus, but given my situation, it looked like nothing short of a dream. No one had ever done that before.

I started researching how to do it and the university made it so easy for me, that everything fell into place instantly. The only condition was that I had to find my own internship. I wrote to a lot of Dutch companies and universities. None replied, so I finally went to social networks where a lot of people offered to help. Ultimately, I found a New Zealander who was going to open a clinic in Rotterdam, interviewed me, ran some tests with me and, just like that, I was hired. That’s when I realized that I should stop worrying about my limits and consider instead all the possibilities before me.

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Now it is tangible reality, I am a week away from completing my Erasmus internship and coming back to Spain. Here in Netherlands I work three times a week and spend the rest of my time studying, learning English and training for the 2020 Tokyo Paralympic Games.

Sounds like a lot of work, but I cannot conceive life without giving it my all. This is my way of doing it —by combining all my passions.

Living in a foreign country has given me an insight into a different culture, helped me learn English, understand that not everybody is like me, that each country does things in their own way and that barriers do exist —but barriers help you as you strive to overcome your limits.

Going on an Erasmus is a must to become a well-trained professional, capable of rising up to the demands of today’s companies. It allows you to know your strengths and your flaws, to know yourself... It may be scary, but I read once that “only the brave are afraid”. You have to throw yourself at life and try your luck. The experience will always be positive and help you grow. Experiences always add up.

I am what I am thanks to my illness, which I’ve lived with since childhood. It has shaped my character and my personality. It has allowed me to meet people and visit places I wouldn’t have been able to meet and visit otherwise. I have taken myself to the limit and realized that I can achieve anything I set out for myself. If I wasn’t blind, I probably wouldn’t feel as good about myself as I do now.

Erasmus is just another step along the way, a necessary step that has helped me understand who I am and what I am worth. My next step is to continue going after my dreams.

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“WHAT’S WORTH A LOT, COSTS VERY LITTLE” ALDI is one of the major food chains and supermarkets in the world. Based on our strong business concept built up over the course of decades, we are continuing to expand worldwide. ALDI has a very clear objective: to meet the needs of our consumers with a commitment to very high quality at the best prices.

This is what we seek to deliver.

This principle has given us great success in more than 5,000 retail outlets in the countries where we operate, such as Germany, France, Portugal, Spain, Holland, Belgium, Luxembourg, Denmark and Poland.

ALDI DNA: Passion for retail!

Passion for people!

We work every day to become one of the leading supermarket brands and a quality-price benchmark.

This is possible thanks to our strong corporate values shared by the entire organization.

ALDI focuses on what is essential: the comfort and functionality of its stores, the high level of self-imposed standards of excellence when choosing the best products and the rating given by its collaborators.

Simple, decentralized structures are part of our business culture and a fundamental factor in ALDI’s success. The resulting delegation of responsibility means that in every area of ALDI, people with a passion for retail are motivated to work towards meeting our commitments. We are driven by a clear goal: to ensure our customers’ ongoing satisfaction at all times.

As people with a real passion for retail, we are always open to innovation. However, we don’t follow every new trend. First we carry out a thorough check to see if an innovation is consistent with our principles. Then, if it offers value to our customers or helps us to improve as a company, we act on it.

BEING A MANAGER AT ALDI: A GREAT RETAILER, A GREAT EMPLOYER When I go to a friend’s gathering, an alumni reunion or any time I meet someone new and tell them where I work, I always get the same question: “But ALDI is a supermarket, isn’t it?”

I nod with a smile, but I know this is not the last question, so I wait for the next, “But what did you study?”

That’s it, here we go again.

Well, let me introduce myself. My name is Víctor Arribas, I am a biologist, and for the past two and a half years I’ve been an Area Manager at ALDI. Like many other students, several years ago I decided to feed my curiosity and try my luck abroad. I believed it was the experience I needed to ensure a sound professional career in the future.

I found out about the Erasmus Placement scholarship at my university, Madrid Autonomous University, and soon after applying, I was accepted. I filled up my car with suitcases, coats, expectations, anticipation, and lots and lots of excitement, and crossed half of Europe to arrive in Finland.

I had two amazing years there and grew exponentially as a

Recruiting Erasmus

person and as a professional. This only reinforced my idea that upon returning, I had to take on a project that would realize the experience I had lived through and the expectations it generated.

In the middle of my job search, I got a call that left me bamboozled. Due to my retail experience, a German supermarket chain that was totally new to me, wanted to interview me for what they described as a “very ambitious project”.

The first question that came to mind was, “What could working in a supermarket such as this offer me?”

And the second, and even more of a concern, “What could I really offer them?”

Despite my initial misgivings, I accepted to interview with them. First on Skype and later on in several face-to-face (and most unconventional) interviews, I realized two things —one, they project was very serious and two, they had a very definite idea of what they wanted. The proposal I received and the profiles who made it were enough to answer my initial questions. In my mind the answer was clear: a whole lot.

Since then, I have been part of the ALDI Pinto team. I spent my first and a half year as a Store Manager and a year as an Area Manager.

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We have deeply-entrenched values such as simplicity, reliability, responsibility and two core drivers: treat other people like we would like to be treated and act as a businessperson in the company. On this basis I make sure the stores under my care perform well.

And what are my responsibilities? I am responsible for the management and monitoring of several points of sale.

And my job? I perform multiple tasks to ensure the smooth performance of my stores, such as setting objectives and action plans to achieve better outcomes, offering a value proposition to our collaborators through training and professional development, improving in-store processes, and selecting the best professionals to join our teams.

I also have the chance to take part in cross-department projects, including delivering the on-boarding process for our new store collaborators, ongoing training to our collaborators to achieve the best professional performance, sales promotion projects, process improvement and any number of additional activities that turn my day-to-day life into the most exciting intellectual challenge.

And now, after telling you all this, it is my turn to ask you: Are you still wondering why I’m working at ALDI?

Employment Magazine

#NonStopTalent 15

Víctor Arribas, Area Manager at ALDI

Recruiting Erasmus

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WE ARE ALTADIS Altadis is the Spanish brand of a multinational tobacco company, Imperial Brands, with presence in 160 markets and more than 30,000 employees around the world.

We have a broad experience, and a long and significant history in the country.

Our ambition is to consolidate our leadership in the Iberian Cluster (Spain, Portugal, Andorra & Gibraltar) and strengthen our international portfolio.

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A GREAT CAREER STARTS HERE

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Recruiting Erasmus

IN ALTADIS WE BET ON TALENT!

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Employment Magazine

OUR VALUES, OUR PEOPLE Taking the best care of our people is a priority. After all, they make us who we are.

WE ARE A TOP EMPLOYER COMPANY IN THE LAST 6 YEARS

In Altadis we bet on young talent with the most potential, and help them become strong professionals We enjoy exploring new ideas and opportunities, assuming responsibilities and working as a team

HOW TOP TALENT JOIN US •

Internship program

•

Graduate Rotational programs

•

Specific positions

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Recruiting Erasmus

WHO WE ARE Banco Sabadell is currently the fourth largest financial institution in Spain, with a long and successful history that has enabled us to develop our own banking tradition and a long-term vision, built on growth and innovation.

Banco Sabadell is now facing a challenging future, with a long-term project centered around the transformation of the banking business itself, innovation and international expansion. This will lead to a wide range of opportunities and new challenges that will enhance the professional and personal development of our teams and society as a whole.

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STEM PROFILES - THE KEY TO SUCCESS STEM (science, technology, engineering, mathematics) profiles have been in high demand in the past few years. At Banco Sabadell we look at STEM profiles for new skills, analysis and processing of multiple sources of information, quantitative methodologies and predictive models, among others, but above all, a fresh new look, a unique approach that will complement our current profiles.

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FIND OUT ABOUT OUR PROGRAMS TALENT GRADUATE PROGRAMME The Talent Graduate Programme is designed to support young talented professionals in their careers and help them grow into future executives in our organization. The programme is an opportunity to progress in the company with flexible 2-year long career plans (20 â&#x20AC;&#x201C; 24 months).

Using an eminently practical learning method, the TGP provides a global cross-sectional vision into our business. All participants receive an individual training and evaluation plan, where the tutor, the mentor and the Organization and Human Resources manager play a key role in monitoring their progress.

YOUNG TALENT This programme targets young professionals who graduated in the past 5 years and are keen to put their knowledge to use in the labor market. Participants sign an internship work contract associated with a position in the organization, taking on responsibilities from day one. All collaborators enjoy an individual monitoring and evaluation plan, which will be the cornerstone for their development.

INTERNSHIP PROGRAMME This internship programme targets students in the last years of their university degree who are interested in the financial world. The programme offers them the chance to take part in a real project, enjoying the latest tools and the support of senior coaches, who listen to their ideas and approaches, and will accompany them through the entire process.

The duration and schedule of the programme will be up to the specific department or project the intern joins. The Human Resources Department will follow their progress, with monitoring meetings to review the fulfillment of the learning conditions, the usefulness of the project, their performance in the company and the coaching received.

At the end of the programme, the coach will prepare a performance report of the internship period. The group of young participants in the internship programmes are potential candidates to fill in new positions in Banco Sabadell.

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Employment Magazine

Interview with Marc Santandreu Marc Santandreu, 25, has a Physics degree from the University of Valencia, where he specialized in meteorology, a science that had always appealed to his curiosity.

Two years ago, he answered a call that would take his professional career into a whole new direction. Our recruitment team was interested in Marc’s academic profile and invited him to take part in the Talent Graduate Program selection process. Several months and tests later, Marc joined Banco Sabadell, a totally unknown industry for him.

What is a physicist doing in the banking industry?

Most people working in the bank spend their time solving all sorts of problems (administrative, management, etc.) and creating solutions. The job of a physicist is the same, except that the problems we deal with are more technical and sometimes the solutions require methods that we are quite familiar with due to our training.

How do you apply what you learned in your degree to your day-to-day work?

One of the most important things I learned studying Physics, is how to sieve through thousands of alternatives in search of the solution to apparently unsolvable issues. We make use of this skill at the bank every day, as we are expected to provide solutions despite any potential difficulties.

Why do you think that STEM (sciences, technology, engineering and mathematics) disciplines are offering some of the best professional opportunities?

As I said, I believe a STEM degree qualifies you as a “problem solver”, a much sought-after profile in many companies today. In the case of Physics, this is achieved by spending four years solving seemingly unsolvable problems, so you have to look “further and beyond” to find a solution.

When you started your Physics degree, did you ever consider you’d be working in a bank?

Never. I did my degree mostly because I really liked it, without thinking much about the future. When I finished and was offered this program, I thought, why not?

What are the skills that the financial industry is looking for?

Mainly being open to change —in terms of pace, teams, work methods, etc. I started working only recently, but I’ve been able to realize everything changes very quickly so it is important to be ready for whatever may come.

Also you need to absorb new concepts and use them almost on a daily basis.

According to a report issued by Valentín Bote, director at Randstad Research, the number of STEM graduates has actually gone down, from 69,113 in 2016 to 57,663 expected in 2021. Why do you think this is happening?

In my opinion, the answer has to do with education. Maybe science has to be “sold” as something appealing, be taught as it really is and, in advanced courses, show that it offers students a large range of options in the labor market. Physicists have been working for a long time now on other things apart from theories, and the new generations should be aware of this.

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BANKINTER, COMMITTED TO PEOPLE AND INNOVATION At Bankinter, the sixth largest Spanish bank and a leader in terms of profitability and asset quality, people are one of its main strengths and innovation, its most important competitive advantage.

It is a young workforce, including 51% women, 80% of university graduates and very diverse, from 39 different nationalities. With a commitment to talent, continuous training, equal opportunities and internal promotion, Bankinter is one of the best environments to work.

Bankinter is the only bank in the Spanish market that did not carry out any staff reductions during the crisis. According to data published by the Bank of Spain, between 2008 and 2016 the banking industry lost 84,000 jobs, 30% of its workforce.

Bankinter however has been able to create quality employment over the past four years, for a total of 5,606 employees in Spain and Portugal by the end of September.

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It has been 10 years since the start of the crisis and Bankinter has never stopped turning a profit with its business in Spain. The bank has the lowest default ratio in the industry and profits are at a peak.

Another defining characteristic, which explains why Bankinter has remained independent these past 52 years, is INNOVATION, the ability to anticipate the future and adapt before anyone else and more efficiently to any change in our environment. This has allowed the bank to thrive in a very competitive ecosystem while remaining true to its founding principles.

All Bankinter employees know that innovation is a key component in the bank and everybody is primed to nurture it. This is evident in everything they do and how they do it, in every project they are currently working on and in any other they plan to take on in the future.

Employment Magazine

Bankinter, a pioneering institution At Bankinter we view innovation from a dual perspective. It involves the efficient application of technology, and the agility to detect ahead of anyone else the business opportunities resulting from new social uses or regulatory changes.

Throughout history, Bankinter pioneered the launch of new financial products, such as interestbearing accounts in 1987, investment funds in 1992, and new alternative channels beyond the branch network, including telephone banking in 1994 and online banking in 1996. In this century, Bankinter launched its own mobile banking and stock trading app. Now considered a must have by investors, it sounded almost like science fiction in the early 2000s, but the bank was able to move early and implement it for its clients. Since then, Bankinter has never stopped applying the latest technologies as they emerged.

Today, Bankinter customers use virtual channels regularly. Over a third, 35.2%, use the digital channel exclusively in their interactions with the bank, 56.2% are mixed digital clients who use both digital channels as well as others, and only 8.6% prefer the branch or phone banking.

In todayâ&#x20AC;&#x2122;s changing environment, with a generation of clients demanding a very different approach and new answers to their financial needs, banks are facing an internal revolution. This will require radical changes in their internal processes, in the way banks manage data, and in the way they address clients and offer them a user experience that lives up to their expectations.

Bankinter is intensifying its efforts and going fully digital to adapt to this new challenge and to prepare itself for the arrival of new players such as fintechs. It is a challenge where Bankinter feels comfortable â&#x20AC;&#x201D;after all innovation and adaptation to the environment are inherent in the bankâ&#x20AC;&#x2122;s identity.

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DENMARK

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Employment Magazine

COPENHAGEN You land in Copenhagen airport one January afternoon. You’re alone, and it is cold and dark at 3pm. Next you have to figure out how to get on the train to Odense, where you’re going to live for the next 6 months of your life —except you don’t know anybody there or where exactly you’ll be staying. In other words, you have no idea what’s going to happen.

You arrive in Odense and fortunately your buddy (a university student who volunteers to help Erasmus students) picks you up at the train station. While he takes you to your new home, which the university has assigned to you, you wonder who you’ll be living with. You’re lucky because your housemates are great. Living together is actually a fantastic experience.

Next on the list is getting what will be your means of “public” transport for your entire stay: a bicycle. You start looking on social media to buy a bike. It takes you 2 days. You have to do it quickly or you won’t be able to go to the university, about 30 minutes by bike, or have a life at all —everything is quite spread out.

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The following day you get up and, later in the day, walk 20 minutes (since you don’t have a bike yet) to a university-hosted event for all new Erasmus students. As soon as you arrive, you see a lot of small groups and choose one for no reason at all, just because. You have to be cheeky and go for it if you want to meet new people!

In this random group, you meet someone who is in your exact same situation, who comes from a completely different culture, and is going to become your companion for the entire Erasmus stay and one of your best friends for the rest of your life.

This is one of the nicest things you get out of Erasmus —the chance to meet people from everywhere in the world and build an unconditional friendship with some of them.

Ane Quintana

Recruiting Erasmus

GHENT

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Employment Magazine

SINTERKLAAS It was almost December and threatening to snow.

Since my arrival in Ghent at the end of August, I had had many weeks of Belgian immersion —cold weather before anyone expected, cinnamon cookies called speculoos, abbey beers, mussels and fries. I also knew that ‘gratis’ was Flemish for ‘free’, same as in Spanish.

I could feel the Christmas spirit everywhere —in the downtown market, the mulled wine or “glühwein”, the decoration festooning stores and homes. And that year, the gifts arrived earlier than expected.

During my Erasmus I lived in a typical Belgian house with a family and another two Erasmus students. In the first semester, the house was alive with a bit of Belgium, Philippines, Turkey, Germany and Spain in the air. We shared anecdotes, trivia and typical dishes from each country.

In early December, the father of the family told us: “On the night of December 5, you should leave your shoes by the fireplace”. We all asked: “The night of December 5? It’s not even Christmas yet!”

Then he explained what would happen that night: Sinterklaas was arriving to every home in the region bearing gifts.

Sinterklaas (Saint Nicholas) is a bearded man who wears a red attire that resembles that of a bishop. What caught my attention most of all was that Sinterklaas came from Spain on a steam ship according to tradition. From Spain!

At night, Sinterklaas rode his white horse, Amerigo, over the roofs dropping gifts and sweets, helped by his aides Zwarte Pieten, The Black Peters. Their name and color are said to be the result of having to climb up and down the chimneys as they leave gifts for the kids. That’s why we had to put out our shoes!

And it was not just shoes. Water and of course a carrot for the horse were required to receive a gift the following morning.

And that’s exactly what we did. On the night of December 5, we placed our shoes by the fireplace at home, with a carrot inside. The tradition was fulfilled: in the morning the carrots were gone, and our shoes were filled with delicious Belgian chocolate. Ever since that Christmas in Belgium, the night of December 5 has never been the same to me.

I never forget to give out good chocolate to my friends that night, so I continue living and sharing with my loved ones, in the distance, that magic Sinterklaas night.

Aroa Fernández

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Recruiting Erasmus

Roberto Fernรกndez President, Conference of Rectors of Spanish Universities

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More Erasmus for more knowledge economy This year we are celebrating the 30th anniversary of the Erasmus Program. This innovative push from several European countries in favor of student mobility is now a total success. The path taken in 1987 by little over 3,000 students, 95 of them from Spain, has been followed over three decades by 9 million students, of whom 900,000 are Spanish nationals. The 11 initial countries grew to 33 as Erasmus evolved in 2014 into the current Erasmus+ Program, and the objectives of student and professor mobility extended to all educational sectors and targets, including School Education, Vocational Training and even Adult Education. If that was not enough, Erasmus+ is now offering, in addition to study abroad programs, company traineeships as well as sports activities and volunteering.

The year 2017 is also the half-way mark for Erasmus+, planned to run from 2014 to 2020. If Erasmus delivered satisfactorily on its objective of improving the language skills and social competences of participants, Erasmus+ is already showing huge potential with its expanded objectives.

The latest data published in January by the European Commission shows that since its launch in 2014, two million people from different fields of education have benefitted from the opportunities afforded by Erasmus+, with another two million expected to follow suit by 2020. Close to 125,000 schools, youth organizations as well as vocational and adult training facilities will take part, together with 2,000 providers of vocational training and private businesses.

Employment Magazine

Erasmus+ is already showing huge potential with its expanded objectives

If quantitative data is important, qualitative data is even more relevant. Eight out of ten participants in a higher education mobility program say that their feeling of European citizenship has increased; 87% say they are more committed to working against racism, discrimination and intolerance, and 92% feel they understand better the values and customs of other people. In terms of social inclusion, results are equally satisfactory —one third of the participants in Erasmus+ youth programs are immigrant or come from disadvantaged backgrounds. Regarding volunteering, the number of volunteers has grown to nearly 10,000.

Thirty years of cooperation have produced an extraordinarily open-minded, entrepreneurial generation who is changing Europe. We can certainly state that universities, especially in Spain, the main destination of Erasmus students, have played —and will continue to play— a key role in shattering prejudices, and building a more united and more competitive Europe. Such a positive outcome, however, should not let us forget there are things we should improve immediately.

Bringing universities closer to companies is one of the main challenges for the educational system, particularly in our country, where the gap is wider than in Northern and Central Europe. According to studies of the regional impact of the Erasmus program published by the Commission, the percentage of students in Southern Europe who find employment three months after graduating is the lowest of all regions, as well as the percentage of graduates who are still unemployed after twelve months.

The Spanish university system is one of the most socially equitable in the world.

A recent report published by the World Economic Forum ranks it sixth in terms of having more universities among the best 500 in the world, out of a total of 22,000.

Yet while Spain can guarantee a high-quality education, regardless of the university selected, there is still a lot to do to help our students enter the business world, regardless of where companies are located. This is why traineeships agreements, such as the one signed between Crue Universidades Españolas and Gas Natural Fenosa, and the Recruiting Erasmus initiative, driven by PeopleMatters, are so important in helping smooth the contact between companies and the future professionals they will need.

It is our duty to train our students for excellence, but also to facilitate their professional development in the business world. We must ensure that more university students find employment in companies, and that those who are already working in companies train and work with the university; this in turn will lead to a more competitive business community with a stronger technological foundation. The Spanish socio-economic evolution over the past three decades has been prodigious, amongst other factors, thanks to our universities. We succeeded then and we will not fail now as we move towards a knowledge economy.

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Recruiting Erasmus

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Dra. Isabel Durán Giménez-Rico Vice Rector for International Affairs and Cooperation Complutense University of Madrid

“Opening Minds; Changing Lives” is the motto to celebrate the 30th anniversary of the Erasmus+ program (1987-2017). It could not be more appropriate and accurate, since studying, doing research, teaching or enjoying a trainee experience abroad have proved to open people’s minds and often change our lives, and those of our institutions. We all agree today that the internationalization of higher education is no longer optional. It has become an essential dimension of the development of universities in the competitive environment in which they operate, and student mobility is a key component.

Universities, crucial institutions for the promotion and dissemination of universal knowledge, must have an international dimension. This vision of the university was the starting point for the creation of the Erasmus program in 1987 (later to become Erasmus+) —one of the most powerful and most successful changes in higher education in the European Union, and probably its educational keystone. Indeed, the advent of the Erasmus program 30 years ago, changed the reality of the international dimension in European universities. It created the necessary conditions for the subsequent stages of their internationalization, culminating in 2015 with the birth of Erasmus+ International action (KA 107), which meant its expansion to non-European countries.

Erasmus has not only been a magnificent end in itself (what better objective than to open people’s minds and to change their lives for the better?), but it has also served as the engine to propel a deep transformation of internationalization strategies in most universities in Europe and beyond. Mobility support infrastructures were created in a few years at the European and the national levels; experience of cooperation with other systems accumulated; budgets grew, and mobility exchange formulae diversified, while their geographical scope extended as a result of the EU enlargement and the launch of new programs. To sum up, Erasmus has been one

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of the EU’s most successful initiatives (I’ve often said it is the best educational invention of the 20th century!), and is regarded as a role model to be imitated worldwide.

For the sake of brevity, I will limit my comments to the Erasmus student exchange program in higher education. Words like “learning agreement”, “transcript of records”, “Student Charter”, “ECTS credit” or “European supplement to the Diploma” are common vocabulary among European university students. It is not my intention to describe in these few lines a mobility program which is now so wellknown and engrained in our academic system that one could not conceive a Europe and a university in which the Erasmus program did not exist (as a matter of fact, in most discussions about Brexit, exit from the Erasmus program is one of the main concerns of students and educators). I would like to highlight two main ideas: 1) the Erasmus program was and is constructed on a supportive and generous feeling of confidence and trust among the 31 European member countries that one day decided to share a space of higher education with no frontiers to knowledge and to the mutual recognition of that knowledge; and 2) Erasmus students are very fortunate.

Studies show that a period spent abroad not only enriches students’ lives in their academic field but also in the acquisition of intercultural skills and selfreliance. One only has to recall the words pronounced

by Tibor Navracsics, Commissioner for Education, Culture, Youth and Sport, during the celebration of the 30th anniversary of the Erasmus program in Strasbourg, on June 13th, 2017: “Just as each Erasmus+ exchange delivers an enriching life experience —both professionally and personally—, 30 years of mobility and cooperation have given Europe an open-minded and entrepreneurial generation of 9 million people who are today shaping the future of our society”.

It is well known that Erasmus mobility into Spain is number one in European countries, indicating that our university system is very attractive for European

students. Surveys show that students choose us primarily for the prestige and high level of some Spanish universities, the second main reason being the acquisition or improvement of their Spanish (Spanish, as the second language in the world, has become an important asset in strategies of internationalization).

The Complutense University of Madrid, to use the example I know best, receives almost 2,000 Erasmus students every year, and sends out some 1,600. As teachers, many of us have been able to reap the benefits of a six to nine-month mobility experience in both our outgoing students and those who come to study in our classrooms. Students return home with a greater maturity; they develop the capacity to compare institutions, and have a clearer sense of what their own university has to offer. Surveys prove that Erasmus students develop or improve the “memo factors” that employers value so much: curiosity, confidence, adaptability, sociability, tolerance, decisiveness, self-awareness, problem-solving, selfassessment and position-defending. As far as skills go, students improve their foreign language and communication skills, their intercultural competences, their sense of European citizenship, their knowledge of other countries, and other people. They become “citizens of the world” and their network of contacts and friendships is multiplied —the gain is not only academic or professional, but also personal. And, finally, the positive impact on employability has been convincingly exposed in “The Erasmus Impact Study”.

Studies also prove that six months of mobility change a person as much as four years of regular life. It is not surprising, then, that Jean-Claude Juncker believes that “every euro that we invest in Erasmus+ is an investment in the future”. To which I add that every week that an Erasmus student invests in opening his or her mind abroad is an investment in a more cultivated and tolerant, more mature and polyglot, more interesting and fascinating, and more sociable and world-friendly existence.

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Recruiting Erasmus

WHY CEPSA? 36

Because Cepsa is a leading integrated energy group, and our activities encompass the whole oil industry value-chain, with a team of over 10,000 professionals across five continents.

We believe that energy is a source of progress in society and we have the privilege to be generators of energy.

Join us. Together we can innovate and discover new and better ways to generate and use the energy we need in a sustainable way.

SOME KEY FACTS ABOUT THE COMPANY We are the fourth-biggest industrial group in Spain in terms of revenue.

DETAL, our in-house technology, allows us to be world leaders in the production of LAB/LAS, a raw material for biodegradable detergents.

We market our products across the world.

Our EOR/IOR processes allow us to recover an additional 20% of oil deposits, increasing our production and optimizing resources.

We are the Spanish market leader in aviation fuel.

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Recruiting Erasmus

WE ADAPT TO DIFFERENT ENVIRONMENTS We have an international outlook.

OUR VALUES

We generate energy in a safe and sustainable way.

Safety - Solidarity - Continuous Improvement Leadership - Sustainability.

We contribute to the social and economic development in the countries where we operate.

We have an innovative spirit.

The Company is focused on the customer.

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SELECTING, MANAGING AND RETAINING TALENT We carry out rigorous selection processes in order to hire the best professionals, regardless of their gender or background.

Our corporate project has made both occupational and geographical (national and international) mobility a critical and fundamental element in people management and professional development.

We are committed to training as a cornerstone of growth and development, and each year we put plans and programs into place for all our employees. The Cepsa Campus, an online application available to all of the Groupâ&#x20AC;&#x2122;s employees, has unified a large range of training resources to encourage self-development and the interaction of staff members.

At Cepsa we are also committed to young professionals with the internship and graduates Talent Call Program, which will allow you to have the opportunity to experience the real world of business. Whether you are thinking about curricular or extracurricular internships, a program to access the company or to develop your Degree or Master project, you will find several ways to succeed with us. As a student or recent graduate, you will find out

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the right challenge for you in our Talent Call Program: Welcome U If you havenâ&#x20AC;&#x2122;t finished your studies yet and you need to make curricular internships or you are thinking of voluntary internships while studying, Welcome U is your best choice. For a few months, you can apply and complement the knowledge achieved in your education, encouraging the acquisition of skills that will be useful for you in the development of your professional future.

Developing U We want to support students and promote research and development of projects related to our sector. Developing U gives you the opportunity to carry out your dissertation/project in some of our areas with very experienced professionals.

Challenging U If you are a recent graduate, Challenging U provides your first experience in the working world, which will help you to develop your professional skills, collaborating on innovative and challenging projects within the energy sector. You will be able to discover and learn what the real world of work is like as well as getting to know our business, acquiring new skills and knowledge that will give you a competitive advantage in the development of your career.

Over the course of a year, you will be working full time, combining practical experience with postgraduate training specialized in our field and taught by a recognized business school.

If you are interested in the Talent Call Program, please apply online on our website www.cepsa.com.

JOIN OUR TEAM AND GROW WITH US The Top Employers Institute recognized Cepsa as one of the Top Employers in Spain, in light of our Human Resources management policy. We are at the forefront in career progression, professional development and employee welfare policies, in addition to attracting talent, HR management best practices and employee benefits.

We ensure a good work-life balance for our employees, aiming for optimal working conditions, equal opportunities, and fighting discrimination. This is why we have been certified as an EFR (Flexible and Responsible Company).

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Recruiting Erasmus

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A GREAT GROUP TO WORK WITH The CLH Group is the leading company in Spain for oil product transportation and storage, and is one of the largest private companies in its sector at an international level.

The CLH Group in Spain comprises CLH, CLH AviaciĂłn and TERQUIMSA (Terminales QuĂ­micos, S.A.). The Group is also present internationally through CLH Pipeline System (CLH-PS) Ltd. in the United Kingdom, CLH Aviation Ireland in Ireland, and Orpic Logistics Company L.L.C. (OLC), which carries out its activities in Oman.

The CLH Group plays a key role in guaranteeing society with safe, easy access to oil products, and it bases its management on criteria of commitment to sustainability, safety, efficiency and cooperation with society as stated in its Mission, Vision and Values.

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THE CLH WAY: OUR VALUES & BEHAVIORS We are a company of integrity, responsibility and efficiency, whose culture is based on attributes such as safety, commitment and the ability to create trust among its stakeholders.

Our values: Efficiency, Commitment, Responsibility, Excellence, Safety, Integrity and Trust.

The CLH Group believes that the only way to grow is through experience. Thatâ&#x20AC;&#x2122;s why we are truly engaged with our internship programs which have contributed to the employability of 158 former students and recent graduates over the past 10 years

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We also share a different way of doing things through our 6 Corporate Behaviors:

Customers

Security

Teams

Debate

Proactivity

Example

CLH is committed to reflecting these values in its selection processes by recruiting people who are committed, keen to learn and team-oriented, who show an interest in their personal and career development, and are open to change at a functional and geographical level.

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In CLH you will find a satisfactory work environment that supports continuous training, equal opportunities, workplace integration and the right balance between professional and personal life in safe, healthy surroundings.

CLH is committed to attracting and retaining talent, and the company is involved in the following projects for this:

INTERNATIONAL EXPANSION

The talent management process

Performance assessment

Continuous training and career development management

The CLH Group commitment to internationalization provides for growth, through building or acquiring logistics assets, and also the provision of advisory services based on the experience gained during 90 years, which is the length of time it has been present in the sector.

JOIN US IF YOU ARE...

A STUDENT OR A RECENT GRADUATE! In CLH you can find the opportunity to discover your real potential through remunerated internships for a minimum of 6 months up to 1 year, sharing part-time work and a lot of experience amongst one of our teams.

A GRADUATE WITH 2-3 YEARS OF EXPERIENCE! Boost your career through our Traineeship Program and learn from our leaders to help you reach your goals and the position of responsibility you are aiming to.

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MUTUAL COLLABORATION: currently, the CLH Group maintains collaboration agreements with more than a hundred schools including universities, business schools and secondary schools which make it easier for students throughout Spain to join any of our worksites

Recruiting Erasmus

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We are Gas Natural Fenosa, a Spanish group and multinational leading company in the energy sector and a pioneer in the gas and electricity integration. We are present in over 30 countries in all five continents and offer services to over 23 million clients worldwide.

Our team of over 17,200 professionals are able to handle challenges by taking controlled risks when making decisions, and to develop a career in the gas and electricity industry.

Our personnel enjoy an excellent working environment, defined by good relationships with team members, people management, recognition, a proactive approach and a willingness to get on with the job.

We are committed to social development wherever we operate, responsibly supporting our business, society, our people and their surroundings (family, environment, safety in the workplace, etc.).

Would you like to know more about us? www.empleo.gasnaturalfenosa.com www.recruitingerasmus.com/web/gas-natural-fenosa/home

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Recruiting Erasmus

Carmina Verdú Ferrer

Management Staff at Gas Natural Fenosa What did your international stay deliver to you at a personal level?

Personally, it equipped me with a broad vision, something very important and necessary for the future. It was quite a challenge to leave my comfort zone and start afresh in a new culture, with new people in a new country.

The experience prepared me to address the fears and uncertainty that come with complex situations. This is the reason for going abroad. We need to expand our range of experiences and fill up our “backpack”.

The biggest contribution at a personal level came from all the people that I met along my journey. While culturally and ideologically different from me, we all lived together enriching moments. Now scattered throughout the world, we will remain friends for life.

And professionally?

It is clearly a plus. For anybody who is ambitious enough to achieve something important in their professional career, an international experience is a must. Companies are more and more international, and we live in a global world, so we need this international outlook in our work.

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Each country and market have unique characteristics, and developing adaptive skills and showing respect for different cultures and habits is no doubt useful for the success of our projects. Companies know this. Companies need people who can adapt quickly to changes, who can observe and identify the business opportunities associated with cultural diversity.

Why would you recommend to other young students to have this type of international experience?

We all have a comfortable day-to-day life, at the university, with our friends and family, and forcing oneself to go to another country says a lot about the individual. These are people who want to excel and do better, and have distinct characteristics that help them compete in the labor market.

Why would you recommend to other young students to join Recruiting Erasmus?

Because they will gain a lot of visibility. It is a fantastic opportunity to leverage our international experience.

Companies seek this profile, I mean, people who have been abroad, who have travelled —Recruiting Erasmus is an excellent platform to stand out before the companies that are part of the program.

In this age of information overload, it is difficult to compete. Going with the experts who have developed a strong relationship with companies and know their needs well, helps us find the right place in the job market.

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Recruiting Erasmus

Nuria GranĂŠ Teruel

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Vice Chancellor for Students and Employment, University of Alicante President of Employment Group Crue-Students

A core objective of any modern university is the employability of its graduates, which means developing the necessary competencies to enter the labor market and a professional career in line with the characteristics, conditions and skills of the studentâ&#x20AC;&#x2122;s degree.

The challenge for the universities is to connect college education with the needs of the labor market and improve the employment opportunities of graduates. Universities must respond to the current demand with an education that ensures the acquisition of specific skills as well as cross-disciplinary competencies, and facilitating the passage of graduates into the workplace.

But improving employability by enhancing the competencies of our students is not enough. We also need to know where they find work, how long it takes them, among other things. Our university services should have employment observatories to monitor job seeker performance with suitable, reliable and comparable tools, with the collaboration of public institutions.

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Improving employability also requires enhancing the value of our graduates in the current labor market, ensuring the visibility of their professional profiles and skills acquired during their university years.

It is increasingly essential to promote entrepreneurial competencies to give our students a competitive edge, as well as attitudes that promote innovation, whether they are self-employed or work in a company (intra-preneurs). To do this, it is necessary to work on two fronts —teacher training and teaching-learning methodologies that facilitate the acquisition of entrepreneurial competencies.

In this sense, universities can have a very positive impact on the employability of graduates, by viewing it as a way to train professionals that are equipped to fulfill the current needs of companies and institutions, and add value.

I always like to highlight that the first link in training for employability happens in the classroom and it requires: Well-designed study plans that are regularly updated on the basis of internal experience as well as external contributions we can provide through an ongoing relationship with the business sector Designing and developing new study plans that respond to the specific needs of our environment Using as far as possible teaching-learning methodologies that place students at the center of the learning process

Adding internships as part of the DNA of the university curricula, so virtually all students have the chance to do an internship in a company or an institution. An internship is the first contact of the student with the business world and involve a follow-up with their academic tutor and company mentor. This provides them with some feedback on their training program, and allows them to take action and improve their study plans Allowing students mobility without penalizing their study plan. By this, I am referring to flexible credit recognition, as it has been fully demonstrated that a stay in a foreign university or company is a great asset in the student’s resumé. In fact, data from the European Commission’s “Erasmus Impact Study” report published in 2015 states that 85% of Erasmus students increase their employability; 75% increase their cross-disciplinary competencies and a study abroad program is demanded by over 94% of employers. Similarly, 64% of them consider that an international experience during the university years is very important. The report affirms that students with a mobility experience are in a better position to access their first job and develop their career. indeed, unemployment in this group is less than 23% five years after completing their degree.

Also, one in ten students has been involved in an entrepreneurial initiative.

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THE INTERNATIONALISATION OF THE SPANISH UNIVERSITY SYSTEM AS PUBLIC DIPLOMACY AND THE ROLE OF THE ERASMUS+ PROGRAMME 50

Pablo Martín González

Director of the Spanish Service for the Internationalisation of Education (SEPIE) Ministry of Education, Culture and Sport Higher education is one of the pillars of “soft diplomacy”, used as such by many European countries over the centuries. Historically, the Spanish education system has exerted a great influence in Latin America. This diplomatic role is resurfacing again in the 21st century, not only in Latin America, but also in other parts of the world.

The mobility of students as a driver of the internationalisation of the universities The new strategy for the internationalisation of Spanish universities promotes a range of actions, including the creation of an effective system of validation of study periods and qualifications, support for the development of international doctoral programmes and changes in the curricula to introduce interdisciplinary skills in response to the international landscape.

The Spanish Service for the Internationalisation of Education (SEPIE, in Spanish) is an independent body founded in 2015. It is a key player in the development of a strategy aimed at the internationalisation of the Spanish university system and its presence in international forums. SEPIE works both on teacher training programmes in several Latin American countries, as well as on the reinforcement of the brand image of the Spanish university system through participation in international events and fairs.

For their part, universities are undertaking initiatives such as increasing the number of degrees in other languages, and offering more double and joint degrees with foreign institutions.

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Spain is strongly committed to the Erasmus+ programme and has co-financed it with over 30 million euros to reinforce student mobility. The mobility programme is the most used by students seeking to obtain credits outside of their home university.

SEPIE has signed international mobility agreements with several Latin American countries, including Argentina (BEC.AR) and Ecuador (Masters and Continuing Education) applying the “digital diplomacy” to the university world, as well as Paraguay (BECAL) for teacher training and Brazil (Science Without Borders). A total of 7,592 students have come to our universities as a result of the above agreements. SEPIE is also the managing body of a bilateral fellowship programme with China.

Internationalisation actions in the Spanish university system

The Erasmus+ programme The Erasmus+ programme has become a key tool of the European Union’s cultural diplomacy, contributing to the social cohesiveness of European countries while fostering the European identity of the young people who study in another country as part of the programme. Since 2015, Erasmus+ also offers the chance of carrying out mobility plans in non-European countries, which is at the core of the so-called “international dimension” of the programme, virtually across the world. This confirms the Union’s strong commitment to this form of public diplomacy, which serves to disseminate through academic exchanges the values that ensure our coexistence.

According to the latest statistics of the European Commission, since the creation of the programme in 1987 until 2017, more than 625,000 Spanish university students have studied or carried out some internship in another country as part of the programme. Since 2001, Spain has been the favourite destination of Erasmus+ students, ahead of Germany and the United Kingdom.

SEPIE, in collaboration with the Secretary General of Immigration and Emigration, has organised meetings where universities can communicate their concerns regarding the transposition in Spain of EU Directive 801/2016 aimed at facilitating the influx of students and researchers, and encouraging internships.

In 2015, SEPIE also promoted the signing of a collaboration agreement involving several ministries for the same purpose.

Recently, SEPIE has expanded its interaction with other agencies for cooperation and external promotion of higher education, such as the Organisation of Ibero-American States, for the organisation of educational seminars, also in Spain.

Finally, SEPIE is a keen supporter of professional traineeships as a reinforcement of classroom learning, given the extensive experience in the Erasmus+ programme. Spain has financed more than 10,000 annual internships.

Spanish higher education is undergoing an intense process of internationalisation, with SEPIE channeling various initiatives. Our presence in world fairs and events, participation in cross-border projects, improvement of regulation affecting international mobility and the search of new formulas of employability are the leitmotif of a young and very active organisation in the promotion of the internationalisation of the Spanish higher education. www.sepie.es Twitter: @sepiegob / Instagram: @sepie_gob / Facebook: ErasmusPlusSEPIE

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CROSS-BORDER MOBILITY 52

A KEY DRIVER OF EMPLOYABILITY

Alejandro Martínez Gómez

Director, Employment and Entrepreneurship Area University of Vigo The University of Vigo, with its three campuses in south Galicia, is strategically located in the so-called GaliciaNorth Portugal Euroregion. This international structure for cross-border cooperation was created with the core objective of helping consolidate the integration of two contiguous regional spaces, located in the periphery both geographically and economically. Linguistic and cultural differences have been no obstacle for the flow of local workers across country borders.

The University of Vigo, together with other public and private institutions, has been a partner of the EURES Cross-Border Partnership Galicia-North Portugal since its inception, the first of its kind in the Iberian Peninsula to join it. The EURES network provides information services, consulting and work opportunities in an environment of enhanced international mobility within the Euroregion. The annual plans of the university have sought to help achieve this.

In a socio-economic climate deeply affected by the global crisis, the recent process of offshoring into Portugal has had a critical impact on the Galician business community, with consequences on the employability of our students and graduates. While the automotive industry, a major skilled job driver in south Galicia, has been most affected by this, it is by no means the only one —other important industries, including the textile and the metal sectors, are also relocating activities to Portugal.

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complemented with a grant program to promote international mobility. The program, running under the “Pásate de la raya” slogan or “Go beyond the mark”, seeks to contribute to the acquisition of professional skills, especially intercultural competences, through a combination of internships and training in the Galicia-North Portugal crossborder market. This activity is framed within the annual plan of EURES Galicia-North of Portugal and subsequently financially supported by the European Union Programme for Employment and Social Innovation “EaSI” (2014-2020).

Grants are awarded following a double process —the first process selects the participating companies, the second selects the students. Companies, located in the districts of Viana do Castelo, Braga, Oporto and Vila Real, join the program and list their availability for summer interns according to the degrees they are interested in out of the academic offer at the University of Vigo, and the functions each position will entail.

Later on, in the call for students, the best-performing students choose the recipient companies according to their stated preferences in the application. The student selection must keep a suitable balance of fields of knowledge to reflect the reality of the academic offering provided by the University of Vigo.

As a result, the labor market of south Galicia in the near future will be deeply altered. Cross-border mobility will play a key role in the job promotion policies at the University of Vigo.

New partnerships with the Universidade do Porto and Universidade de Trás-os-Montes e Alto Douro, as well as the IEFP, the Portuguese public employment service, and EURES Cross-Border Partnership GaliciaNorth Portugal, gave rise in 2016 to a program of intermediation, guidance and promotion of student employability and mobility. Our aim was to support the cross-border job market, which was already historically strong.

This action plan, including an online employment forum and two live events in Porto and Vigo, is

The selected students have access to a 12-hour training program, which includes subjects such as cultural and linguistic understanding of the neighboring country, skills to interact, intervene and deal with multicultural environments. This should help minimize the impact of a first work experience abroad. Subsequently students perform extracurricular academic activities in their assigned companies. In this phase, taking place in July and August, the University of Vigo offers grants worth €400/month.

After only two editions, it is too early to draw any conclusions of the actual impact of this mobility program on the employability of our students. Initial data is not only very positive, but is also showing that we are gradually reaching our objective —to ensure that students and graduates include the crossborder region as an option for their professional development.

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IMPROVING THE HEALTH AND WELLBEING OF PEOPLE Grifols is a global healthcare company with more than 75 years of history improving the health and well-being of people around the world. We produce essential plasma medicines for patients, and provide hospitals, pharmacies and healthcare professionals with the tools, information, and services they need to efficiently deliver expert medical care. We are present in more than 100 countries, with global headquarters in Barcelona, Spain, where the company was founded.

Working to satisfy peopleâ&#x20AC;&#x2122;s individual needs means we make it a priority every day to listen to, and learn about our patients and customers.

Grifols has created three divisions to offer specialized products and services according to the distinctive needs they meet: Bioscience Dedicated to the production of plasma-derived medicines for the treatment of rare and chronic diseases.

Diagnostic The Diagnostic division advances patient care with innovative solutions to support safe and compatible transfusions, monitor therapies, and detect infectious and autoimmune diseases.

Hospital The Hospital division supplies standard clinical nutrition solutions for intravenous therapy, specialized clinical nutrition solutions and a wide variety of sterile products and medical devices.

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GRIFOLS VALUES The Grifols Values is all about our attitude toward business. Itâ&#x20AC;&#x2122;s a way of doing things, of relating to each other and to the outside world, that has made us into the company we are today.

As a company committed to serving people, we seek to hire and retain the very best employees. We strive to create a dynamic, energetic organization that offers excellent growth opportunities on both a corporate and on an individual level. Our day-to-day corporate culture reflects the Grifols Values: Pride Safety Effort Commitment Excellence Teamwork Innovation and improvement 55

Recruiting Erasmus

WORKING AT GRIFOLS Being a part of Grifols is the opportunity to work in a challenging international environment.

It is the opportunity to develop a working career where you will benefit from on-going training, and ultimately form part of a team of professionals where the contribution of each individual really matters. We are committed to maintaining an atmosphere that encourages all our employees to develop their professional careers in an excellent working environment.

Grifols’ workforce is crucial not only for the development of day-to-day activity, but also for the company’s growth.

Grifols is fully aware that employees are one of its major assets. We endeavor to manage our human resources efficiently in order to fulfill our commitments to those who rely on us and meet their expectations. We achieve this by ensuring that our employees are highly motivated, and have the correct balance of skills and knowledge that they need to effectively carry out their missions.

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One of the key goals of Grifols’ Human Resources activities is to ensure the professional development of a workforce of more than 18,000 employees in 30 countries, which it recognizes as essential to the challenge of delivering global growth and promoting competitiveness. The company established the Grifols Academy in 2009 to provide training opportunities for employees. To date, the Academy has delivered a wide range of courses to more than 10,000 members of staff, providing more than 320,000 hours of training.

Grifols is committed to providing all employees with a safe and healthy environment to work in. This is reflected in the company’s Health and Safety Policy, which details the accident prevention measures in place at each of Grifols’ workplace.

Grifols has achieved a consolidated international presence. We encourage all employees to progress in their careers by providing them with opportunities for growth within the company.

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GRIFOLS NAMED IN LIST OF 500 BEST COMPANIES IN THE WORLD TO WORK BY FORBES MAGAZINE Grifols has been recognized by Forbes Magazine and Statista as one of the 500 best companies in the world to work. Grifols ranks 415th in the list of “500 World’s Best Employers”, and is one of only three Spanish companies included.

To select the best companies, Statista analyzed more than 360,000 proposals and recommendations related to different aspects of human resource management, submitted by employees in 61 different countries via large-scale global and regional surveys. Grifols obtained 75.51 points out of a maximum of 100, confirming its solid position and its reputation, both internally and externally, as a global employer.

The company’s presence in the ranking confirms its excellent reputation as a global employer, as well as its ongoing commitment to attracting and developing talent.

Recruiting Erasmus

INTRODUCING HEINEKEN SPAIN, A GREAT PLACE TO WORK AND ONE OF THE LEADING COMPANIES IN THE SPANISH BEER MARKET!

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Who we are?

We belong to the number 1 international beer group in the world. A Dutch family company with over 150 years of history. Today it owns 165 breweries in over 70 countries, employs 73,000 people and has a portfolio of 250 brands worldwide.

In Spain we are also heirs to a supreme beer tradition, with over 110 years of history, 2,600 employees and four breweries located in Madrid, Valencia, Seville and Jaen.

What motivates us?

Our mission: to delight our consumers with our brands, enabling social moments and fun.

Our values: enjoyment, respect and passion.

How do we reach our goal?

With our brands. We have the largest brand portfolio on the Spanish market, with over 45 international and local varieties. Heineken®, Cruzcampo®, Amstel®, Buckler 0.0® and specialty beers like Guinness®, Desperados®, Sol®, Affligem®, or Paulaner® to name just a few.

Pioneering beer innovation in Spain. Approximately 10% of our sales stem from launches made during the last three years, including new beer experiences such as THE SUB®, Cruzcampo glutenfree and alcohol-free beers such as Amstel 0.0, Cruzcampo 0.0 and new Heineken 0.0.

Showing a continuous strong commitment to our social and green environments, and by supporting young entrepreneurial talent.

Promoting responsible consumption of our products.

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JOIN THE HEINEKEN CHALLENGE! What opportunities do I have in HEINEKEN Spain as a...

STUDENT?

Remunerated traineeship for six months working part-time in one of the company areas.

RECENT GRADUATE?

Full-time remunerated traineeship for one year with additional training provided by an online master in Mass Consumption from the International University of La Rioja.

GRADUATE WITH 2-3 YEARS OF EXPERIENCE?

Trainee Programme: Two years of professional development completing several projects in one area of the company, and aiming at a future position of greater responsibility.

GRADUATE WITH A BUSINESS VOCATION? Iron Sales Programme

After one year in Heinekenâ&#x20AC;&#x2122;s Commercial Department and following an internal selection process, you will be eligible for the Iron Sales Programme, a new professional development programme that aims at preparing our best sales agents to take on new responsibilities.

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#IGP International Graduate Programme Our IGP is aimed at young talent worldwide with international mobility who have a unique development opportunity. The program offers a three-year assignment in three different countries out of the 70 where the company is present. A global initiative aimed at training our future managers in different areas of specialization, including Marketing and Sales, IT, HR, Corporate Relations, Finance, Logistics and the Supply Chain.

This exclusive eight-year-old program is targeted at university graduates and master degree holders with a maximum of two years’ working experience. Young people with passion, highly adaptable to change, self-motivated and team partners. They mirror HEINEKEN’s values.

Project participation requirements also entail having spent at least six months abroad and speaking three languages fluently.

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#TALENTAGE A different experience What would you do if you could be part of a network of young talent, with distinctive training and focused on the corporate world? And what if you could also have the opportunity to begin your professional career in HEINEKEN Spain? #Talentage is an educational experience started by the Cruzcampo Foundation to promote and support Talent from the South.

40 Andalusian university students are selected with each edition from over one thousand applications received, and for three days, they receive an intense, unique and exclusive training program imparted by prestigious ESIC Business and Marketing School experts.

The three most outstanding students of those 40 who were selected, will receive an educational grant. During the last edition the level of participants was so high, that HEINEKEN increased the number of grants and put labour contracts into effect.

DON’T MISS NEXT EDITION!

Employment Magazine

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ARE YOU READY TO FUEL THE PARTY? Our BET (Brewery Engineers Talent) Development Programme is inviting talented young engineers to discover a broad, strategic approach to the Supply Chain function in our four Spanish breweries in Madrid, Seville, Valencia and Jaen.

For two years, participants will be able to develop their passion for beer under the guidance of HEINEKEN as they go from brewing, to quality control to the final product packaging. A different job every day and new challenges for our participating engineers.

The programme includes a career plan with technical training that will help develop the selected participants, who will be coached by different project leaders.

Ideal candidates should have a degree in Engineering or Sciences, proficiency in English and no more than two years of professional experience, as well as full availability to travel so they can rotate through our various factories.

Recruiting Erasmus

JOIN INDRA AND PLAY A MAJOR ROLE IN THE TECHNOLOGICAL CHANGES THAT ARE TRANSFORMING THE GLOBE

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Indra, a major global consulting and technology company, is experiencing rapid growth and invites young talent to drive the development of new technological solutions and digital transformation

Do you know who is behind over 100 million safe landings in over 1,200 airport runways worldwide? Who has made cities like London, Medellin or Madrid world references in smart mobility? Who is trusted by some of the largest telecommunication companies in the world, the main Spanish financial entities and 140 energy companies?

The answer is Indra and its technology.

Our company has a long list of major success stories, but knowing that we are the technological partner in the most advanced space programs for Earth observation and detection of objects in space, and in world projects such as the high-speed train to Mecca may help you understand who we are. We also have 40,000 professionals, a local presence in 46 countries, and commercial operations in 140 countries.

We are currently undergoing rapid growth and wish to consolidate our technological leadership, by fostering new businesses involved in digital transformation, and developing new solutions and services. We aim to do this with the best and most motivated professionals recently graduating from Spanish universities.

Just in Spain, over 1,500 young students have already joined us in 2017, as part of our Smart Start program aimed at recruiting talent from the university. We want to continue increasing our pool with young innovative, proactive professionals who are avid learners.

We are looking for graduates ans post-graduates students who have completed or are in the final stages of their studies, particularly in scientific-technological fields (IT, engineering, mathematics, physics, etc.) with a good level of English. If you have a

Employment Magazine

different degree, but are passionate about technology and have some specific background in it, you may also have an opportunity at Indra.

Our commitment to young talent is absolute.

We support their development and ensure their integration into our prestigious international and multidisciplinary teams that manage innovative internationally-renowned projects providing state-ofthe-art technological solutions in different industries.

Leading technology from a head office If you become one of our new talented recruits, your experience in Indra will give you the opportunity to develop your professional career in a leading global consulting and technology company. Since Indraâ&#x20AC;&#x2122;s head office is in Spain, you will be working right where all the decisions are made regarding analysis, consulting and project execution, and where a large part of the solutions and products the company implements worldwide are developed.

Indra is at the forefront of the digital transformation thanks to Minsait, a business unit that tackles the challenges of emerging technologies that will reshape our society, such as Big Data, Machine Learning,

Internet of Things (IoT) or Artificial Intelligence (AI).

You will be able to help institutions and companies from almost every industry thrive in this new environment. Minsait provides successful proprietary solutions for Smart Industry, digital banking, healthcare, Smart Energy or cybersecurity, to cite a few examples. Minsait IoT Sofia2, Minsaitâ&#x20AC;&#x2122;s platform with IoT and Big Data capabilities, was recently awarded as the most innovative solution for Smart Cities worldwide by the TM Forum and was referenced

by Gartner as a rising star. This combination of consulting, business and tech capabilities and endto-end approach has positioned Minsait as a global player in terms of digital transformation.

You can also participate in major Spanish and European R&D&i projects and programs, in fields such as drones, self-driving cars, smart cities, big data and cloud computing.

And if you wish to leave your mark on society, you can do it in our company, working on any of our projects developing health solutions for 33 million users in four continents, involving electoral processes for nearly 4 billion voters across the world and 30 million secure identity documents, to name but a few.

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Be the driver of your training and development Our career plans will assign you to the most suitable position in Indra, considering your knowledge, skills and attitudes so you can unlock your full potential. You will also have an integral training plan in our innovative company university, the Indra Open University, providing you with the best tools to advance successfully in your professional career.

You will be an active part of our innovative culture and will be able to offer your ideas to the challenges before our professionals as we foster internal entrepreneurship and create new disruptive solutions with market potential.

A socially responsible company: you will work in a diverse, flexible and friendly environment Indra also invites you to a flexible working environment, committed to equal opportunities and diversity. As a socially responsible company, our professionals can participate in different volunteering projects and initiatives such as accessible technologies, making innovation and technology work for persons with disabilities.

If you are interested in being part of Indra and driving the technological changes that are transforming the world, please apply on our website www.indraempleo.com.

Employment Magazine

“The goal of most German students is to work for a major company” A graduate in International Business by the University of Valencia, Marta is passionate about challenges, “the harder, the better”. This saw her going on her Erasmus to Munich without much German and doing a Master’s degree in Big Data and Business Intelligence without any previous technical background. Marta is now working as a Data Scientist at Indra, where she has overcome her fear of “getting lost” in “such a large” company.

What was your experience like with the Erasmus program?

It was very positive. In addition to learning the language, the experience put me in contact with people from different nationalities and different ways of working... When you go abroad, you get used to living in international environments, to adapting to different teams and work methodologies, and you try to be flexible in situations that you do not choose or even expect. It also helps to break down clichés —the Germans were surprised by the work and organization capabilities of Spaniards, while I was struck by their focus on the labor market since they start college and their desire to work for major companies.

Marta Alcocer Data Scientist

How did you get to work at Indra?

When I finished my degree, I wanted to specialize in something more technical and, while I had no previous background, I decided to do a Master’s in Big Data and Business Intelligence at Madrid School of Marketing (MSMK). Before completing my degree, one of my professors, who was working at Indra, offered me the chance to apply to a vacancy in the company. After going through several rounds of interviews, I was recruited. Now I am a Data Scientist in a very interesting project dealing with dynamic pricing for a major player in the beer industry. We use analytical models of demand forecast to implement promotions or reduce stocks.

What surprised you most and did you like best about the company?

I was surprised by a higher than expected innovative atmosphere. I was afraid I would disappear in such a large company, but the teams have a lot of visibility in other areas of the company and, if you know how to use this, it is an advantage —it opens doors and gives you the flexibility to change. What I like and value best is being able to work with excellent people that I learn from every day as well as the opportunities that Indra gives you in terms of training and development.

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CANADA 66

Employment Magazine

MY SURPRISE 3-DAY TRIP TO CANADA My experience abroad took me to the University of Michigan, located in Ann Arbor, a small town west of Detroit. From August 2012 to May 2013 I studied the equivalent of my fourth year in my Industrial Engineering degree, as part of an exchange program between the ICAI School of Engineering and the University of Michigan.

It was a full-on year. I improved my English, did my courses, and was able to meet and interact with people from all origins and cultures.

I worked very hard to achieve my “American dream” —working in the US. I tried to make good grades, and talked to many professors and alumni who could help me make it happen.

Finally, after an academic year of dedication, in May 2013 Professor Ann Jeffers, from the Civil Engineering Department, offered me a scholarship and a 3-month job as a researcher in her research facilities. I could not believe I had made it. I could spend my holidays (until August 2013, when I had to go back for my fifth year) on my dream job.

Enrique Mozo

Or so I believed. It wasn’t as easy as I thought... In the year I spent in the US, as any other exchange student, I had a student visa which allowed me to be there for the academic year I was scheduled to spend there, that is, from August 2012 to May 2013. That meant, if I wanted to work in the summer months as I was planning to do, I needed a new visa, a work visa.

I went to the University of Michigan International Office to find out what I needed to do. Turns out it takes about 6 months to secure a visa in the US. My only option to get it on time involved going to the US Embassy in Spain, where my first student visa had been processed, and applying in person. Yes, in person. I was expected to get on a plane, fly back to Spain, swing by the Embassy, wait for a few days and return to the US. I could feel my American dream vanishing.

After despairing for a few days, I decided I couldn’t go back to Spain without first trying something else. Since it appeared that the solution was in the hands of a US Embassy, outside of the country, I plucked up my courage and went to the US Embassy in Ottawa, Canada, just one hour by plane from Detroit. I had a return flight three days later, but no way of knowing whether I’d be able to get my visa, or I’d be sent back to Madrid. When I explained my situation to the Embassy officer, he could not believe it. Apparently he’d never had a case like mine. He asked me for my passport and all other paperwork, and told me to go by and pick up my visa on the day of my return flight.

There I was, with three days to spend in Canada, no passport or documentation, and nothing to do. It was a great chance to do a lot of sight-seeing and wander around the city. Three days later, as previously arranged, I went to the Embassy. I got my passport back, with an “urgent” sticker on it, and my visa. This allowed me to go back and fulfill my American dream, which I proudly display now on my CV and in job interviews.

Never give up, don’t let anything or anyone stop you! No wonder we are #NonStopTalent.

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MANCHESTER

Employment Magazine

ERASMUS IN MANCHESTER Living abroad is an enriching experience. You find yourself in a strange environment and don’t know anybody, but in the end you survive and enjoy it.

So yes, spending some time abroad should be almost mandatory —and if is under the umbrella of a successful program, all the better.

I had the opportunity of enjoying an Erasmus grant at the University of Manchester, and it was one of the best decisions I ever made.

The Erasmus program gives you the chance to study in over 20 countries, and hundreds of universities and cities. It is just a matter of researching which university can offer you what you need for your future.

I chose to go to the United Kingdom to improve my English, specifically to Manchester. It has one of the best universities in the country and offered courses that were more interesting than those in my original university.

It was one of the best experiences in my life. True, the educational system may seem difficult at first, but you learn a lot, classes are very practical and help you become fluent in a language that is not your own. By the time you come back, you’ve mastered it.

Irene Cuesta Bascón

Manchester is an ideal city for students, with a lot to offer and very close to other great towns such as Liverpool, York and Leeds. It is cheaper than other destinations in the country and has an amazing student atmosphere, with a busy nightlife, and a long musical and sports tradition. You will find people from all over the world studying there and the university goes to great lengths to integrate everyone. I wouldn’t think it twice when choosing a city in the UK. One thing though —if you do go to Manchester, definitely bring a raincoat.

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TECNOLÓGICO DE MONTERREY: MEXICO’S TOP PRIVATE UNIVERSITY

Tecnológico de Monterrey University was founded in 1943 with the vision of creating a cutting-edge educational institution. The institution is in charge of forming leaders with entrepreneurial spirit and a humanistic outlook, who are competitive on an international scale. It is a multi-campus university with 26 campuses located in various parts of Mexico, with academic programs that cover 10 major areas of study, and National Schools (humanities and education, engineering, business, architecture and design, medicine and social sciences) framed by 5 key values: Innovation: We come up with ideas and make them a reality; we break down paradigms, take risks and learn from our mistakes.

Global Vision: We live and work as part of a global culture, and we promote diversity.

Teamwork: We promote collaborative work, and we strive for collective success over individual achievements.

Humanistic Outlook: We respect people’s dignity, and we are supportive.

Integrity: We behave ethically, and we are honest, austere and congruent.

At Tecnológico de Monterrey, we are fully aware that today’s society requires citizens who have a GLOBAL VISION and who show an appreciation for diversity. This global vision will enable them to identify political, socio-cultural and economic factors that will help them to facilitate, mediate and resolve, sympathetically and collaboratively, global challenges and/or conflicts in multicultural environments (face-to-face and virtually), as well as appreciating and taking advantage of opportunities to interact, study, work and develop ideas or businesses in different spaces, and become internationally competitive.

The British rating agency, Quacquarelli Symonds (QS), rates the quality of educational institutions on a number of different areas, including internationalization. Since 2013, Tecnológico de Monterrey has been awarded a five-star global rating based on its QS Star Rating, which ranks it as a world-class university in areas such as teaching, internationalization, employability, innovation, infrastructure and commitment to the community.

There are currently around 40 universities with a five-star rating, and the Tecnológico de Monterrey was the first University in Mexico to receive this certification. This year QS ranked Tecnológico de Monterrey as the #1 Private Institution in Mexico and #5 in Latin America, as well global #40 in terms of employability.

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Internationalization has become a mean of driving social transformation. Tecnológico de Monterrey has one the greatest number of international academic cooperation agreements in Latin America. Over 4,000 foreign students registered for a semester or summer session at Tecnológico de Monterrey and over 500 foreign professors worked with us this year.

Since the year 2000, more than 116,000 students from Tecnológico de Monterrey have taken part in international experiences in more than 50 countries around the world. Also, more than 70,000 international students from more than 70 countries have visited one of the Tecnológico de Monterrey’s 26 campuses.

The TEC21 educational model allows us to establish new paradigms in Mexico and in the world. It is a flexible, inspiring, memorable, challenge-based learning model that helps us to develop our students’ abilities to become leaders who embrace the challenges and opportunities of the 21st century.

Welcome to Tecnológico de Monterrey

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THE ERASMUS PROGRAM. HOW MOBILITY AND VOLUNTEERING CAN BOOST YOUR FUTURE EMPLOYABILITY In our modern society, youth employability is a common cause for concern in Europe.

Celebrating the 30th anniversary of the Erasmus Program has certainly provided a unique opportunity to address how this program has influenced youth employability in Europe.

The Erasmus Program (European Community Action Scheme for the Mobility of University Students) is a student exchange program established in 1987 by the European Union (EU). Since then the program has evolved to respond to the needs of our society, which led to the creation of Erasmus+.

Erasmus+, the new program combining all the EUâ&#x20AC;&#x2122;s current schemes for education, training, youth and sport, started in January 2014 and is scheduled to continue until 2020. It aims to contribute to the Europe 2020 strategy for growth, jobs, social equity and inclusion.

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Studying abroad is the central and most visible part of Erasmus+. It gives students an opportunity to improve language skills, gain self-confidence and independence, and immerse themselves in a new culture. In addition, it has been shown to have a positive effect on later job prospects, as stated in the Erasmus Impact Study â&#x20AC;&#x201D;carried out by ESN, together with CHE Consult (DE), Brussels Education Services (BE) and the Compostela Group of Universities (ES) in 2012.

In its strategy on the modernization of higher education, the Commission highlighted the need to provide more opportunities for students to gain soft skills not only through study or training abroad, but also through non formal learning and volunteering.

This is precisely where student organizations like the Erasmus Student Network become relevant. Year after year since 1989, this volunteer-based association has been working for the creation of a more mobile and flexible education environment by supporting and developing student exchange at different levels. Today it is present in more than 900 higher education institutions in 40 countries, offering services to 200,000 exchange students with its network of 15,000 active volunteers operating on three levels: local, national and international.

At the local level, our volunteers organize local trips and lead city tours. Nationally, they manage teams and interact with different stakeholders. At the international level, our teams advocate for the interests of international students in the EU and shape the new structure of the Erasmus Program. This approach enables our young participants to develop the soft skills that will enhance their future employability and professional success.

Enrique PĂŠrez DurĂĄn

Treasurer, ESN Spain

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WILL YOU JOIN US? 74

Employment Magazine

WHAT ARE YOU LOOKING FOR IN A COMPANY?

LOOKING FOR AN INTERNATIONAL EXPERIENCE AND WORK SETTING? “In my daily work at MAPFRE Global Risks, I share working sessions with colleagues from different countries. I collaborate with them in building the projects that the company is involved with. The opportunity to work in other countries is always there, and many colleagues started their working careers outside of Spain or have lived for part of their professional careers in any of the countries where MAPFRE is present”.

Antonio Sánchez Gundín, Technical Area

LOOKING FOR PROFESSIONAL GROWTH? “MAPFRE offers huge development opportunities. In my case, I started out as an intern in the Corporate Human Resources Area. I’m currently working in the Audit area, which I’m passionate about and offers tremendous opportunities for professional growth. I’m working with people who have a lot of experience and motivation, who support my development and help me grow my potential”.

Carolina Schoch, Audit IT

LOOKING FOR A GOOD WORK ENVIRONMENT? “Working in a company that fosters a good working climate and motivates people to team up is essential for me. Economic conditions are important, but a good work environment, where a collegiate spirit prevails and you feel comfortable every day, is even more important”.

Luis Acosta Massó, Sales

INNOVATIVE PROJECTS? “In MAPFRE, innovation is a driver for growth and transformation. That’s why all the employees are open to new ideas. There is a group of people who combine work with the promotion of innovation. There are more than 300 of them in the world —they are called Innoagents”.

Luisa Fuentes Gandoy, Technical Accounting

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WHAT DOES MAPFRE SEEK FROM YOU?

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We look for people who want to join us and share our values. We seek people who like to bring new ideas and new ways of doing things, keen to address challenges, able to adapt quickly to change, global thinkers, team members who can work collaboratively.

People who want to learn new things, develop, grow, and feel they are contributing to the goals of the company and helping to make a positive impact on society.

We are a global company with a wide range of professional profiles, including actuaries, economists, engineers, technologists, journalists, mathematicians, marketers, etc.

WE SEEK PEOPLE WHO LIKE TO BRING NEW IDEAS AND WAYS OF DOING THINGS

HOW DO WE SELECT OUR PROFESSIONALS? Our recruitment processes comply with the principles of equal opportunities and nondiscrimination. The personal and professional merits of the candidates are the basis for our selection.

Our programs for students and young professionals include: MAPFRE Global Trainee Program, aimed at young professionals with great potential, who can meet our business needs and continue their development in future international projects in MAPFRE. Grow with us: this program manages collaboration agreements in the form of internships with more than 500 universities and business schools around the world.

If you want to work with us, please visit: https://www.mapfre.com/corporate/yourfuture/to-work/

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WHO ARE WE? We are a global insurer operating in more than 100 countries across five continents, the leading insurer in the Spanish market.

We are Service â&#x20AC;&#x201D;over 37 million customers who trust us are at the core of our activity.

We are Talent, with highly specialized teams to help us remain a leader. We are Best Work Place in a dozen countries, including Spain, and have also been recognized, among others, by Universum and Merco Talento.

We are Commitment â&#x20AC;&#x201D;we strive to consolidate a sound, profitable business, always supporting sustainable behaviors with our environment.

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BUT ABOVE ALL ELSE, WE ARE PEOPLE LOOKING AFTER PEOPLE

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Employment Magazine

30 YEARS DEDICATED TO THE PROGRESS OF SOCIETY On 29th January 1985, Red Eléctrica de España was born —the first company in the world exclusively engaged in electricity system operation and transport.

It started with a team of 93 people and a high-voltage electricity line that was 10,500 km long. Today, 30 years later, the team has grown to 1,700 people and the network stretches to more than 42,000 km.

Since its creation, the company has had a clear objective: to guarantee the safe and continuous supply of electricity at all times throughout Spain, and to develop a reliable transport network to support social progress. To offer a safe, efficient and, most of all, sustainable supply of electricity.

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THE PEOPLE Every day, more than 1,700 people fulfill their commitment to more than 45 million citizens in Spain: to ensure that they are supplied with electricity whenever they need it. This service-minded spirit is reinforced with collaborative projects and actions that contribute to the sustainable development of the regions in which Red Eléctrica operates through social, cultural, environmental and training initiatives aimed at improving social wellbeing and progress.

People management is a vital element in our strategy. People drive the changes that help to overcome challenges and evolve in an uncertain environment. To do this we adapt to the new reality by developing our capacity to change, transform and innovate.

In the business strategy of Red Eléctrica (REE), people are essential to fulfill our objectives. Knowledge is the key to maintain competitiveness, and talent management is a strategic priority in our company. Investing in the talent of our professionals enables us to develop new projects and continue growing.

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We have developed a Global Model of Talent Management aligned with the company strategy. This focused model of interdependent processes homogenises all the training, development and knowledge management systems, and strives for process excellence to maintain the company’s leadership position in Spain and abroad.

The model defines what “Talent” is in REE and who manages it; which elements or processes nurture talent, and the learning strategy, including the different company-wide programs, and training methodology to be used in the future.

WHAT ELEMENTS HELP TO MANAGE TALENT? Talent Management comprises a set of processes designed to incorporate new valuable employees into the company, and to develop and retain the human capital already existing within it. Talent Management includes the employment process (recruitment, selection and internal mobility), training (technical and skills), development (programs for professional growth) and performance assessment, as well as other measurement processes enabling realignment by fostering continuous improvement.

Knowledge Management and the Leadership Model are the fundamental elements of Talent Management. They facilitate the transmission of key knowledge in the company and promote the involvement of the leader to generate increased commitment, and to develop the people in our organization.

In order to ensure the success and development of the Red Eléctrica teams, the Training and Development programs are grouped into four blocks: •

Technical Training

•

Corporate Training

•

Competency Development

•

Programs for specific groups

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Some examples of programs for specific groups include sessions for new employees, supporting them from the first day to ensure their satisfactory integration into the company.

Also we offer practical training of recent graduates through the REE programs.

These programs are directed at facilitating the access to the labor market of newly qualified professionals and their future incorporation into the corporate world.

They are carried out each year through educational cooperation agreements and are aimed at different groups: •

PracTica+ Program: for recent graduates

•

PracTica Program: for students in their final years of training

•

Programs to support students in their final projects

Participants receive practical training at REE, which becomes an effective source of recruitment for future selection processes.

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WHAT IS TALENT? For REE, Talent is the combination of Knowledge, Skill and Attitude, plus Action. Together, they lead to outstanding performance and the potential to meet the objectives sought by the company.

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WORK WITH US. WITH YOU, WE CAN GO EVEN FURTHER Develop within a leading group that is global, collaborative and international, with over 190,000 people all over the world. You will be part of the multinational bank, with over a century of history and excellent reputation, social commitment, a solid present and future, and surrounded by the best professional teams in the sector.

Employment Magazine

Who we are More than 200,000 employees working with a common purpose: to help people and business prosper.

Our aim is to be the best retail and commercial banking earning the lasting loyalty of all our employees, 132 million customers and 4.1 million shareholders.

And to support our communities: Santander helped 1.7 million people to improve their lives in 2017.

Our way of doing things: the Santander way Simple, Personal & Fair embodies how all Santanderâ&#x20AC;&#x2122;s professionals think and operate, and represents what our customers expect of us as a bank.

It defines how we conduct business and take decisions, and the way in which we interact with customers, shareholders and society.

Simple, Personal & Fair is the key to becoming the go-to bank for our customers and the top employer for our staff.

Our culture allows people to speak up, to embrace change, to accept diversity of all types, so that we can fully realize the potential in our teams and in our markets.

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Working at Santander meansâ&#x20AC;Ś Room to grow: Santander offers the professional opportunities, as well as the training and support needed, to boost the potential of everyone who forms part of the Group Making it happen: if you are looking for a dynamic working environment with a strong shared commitment to satisfying the needs of customers and to development, Santander is your best option

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Everyone counts: Santander is a supportive company that recognizes and respects individual differences and contributions, and truly values collaboration and teamwork Ideas in action: join Santander, the bank that encourages innovation and creativity in identifying and offering the best solutions to the customers Flexible working: Santander proposes you a new way of working. You can work any place, any time, to balance professional and personal life

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We offer you...

A great number of development opportunities to boost your potential working with the best people, a diverse team of professionals used to work in a collaborative, international and customer-focused environment.

Being part of a sustainable and social committed Group. Santander integrates economic, ethical, social and environmental criteria. This business model, based on a long-term vision, has allowed Santander to retain its position as a leading international bank.

A constant challenge. Join us and be a key piece to boost the change. We are working to transform Santander into the best company in the world to work for. With you we can go even further.

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STEELCASE, ADDING VALUE TO WORK SPACES AND PEOPLE 86

At Steelcase we have a clear Employee Value Proposition: we want our employees to love how they work as much as we want our clients to do so.

We, at Steelcase, are aware of the transformational power that the work space has on people. In todayâ&#x20AC;&#x2122;s disruptive economy, employees need to look at their work with new eyes and think creatively to achieve business success.

Environments that combine comfort, functionality and emotional satisfaction can inspire people to perform at their best, and increase productivity, creativity, satisfaction as well as work commitment.

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Ideas to blend inspiration and performance Employees around the world are rejecting standard, bland offices and demanding something fundamentally different. This anti-corporate backlash is loud and clear.

But the solution isn’t as clear. Organizations have added spaces that feel more like home, which are emotionally comfortable, but can become physically uncomfortable and often lack the tools required to get work done. So, what’s the “recipe” for a high-performance space that is informal and inspiring? Why are some spaces always busy, while others remain empty?

Recruiting Erasmus

Healthy Postures You donâ&#x20AC;&#x2122;t have to sit up straight all day, regardless of what your mom told you. People need to be encouraged to shift postures throughout the day, move around and sometimes even be given permission to put their feet up â&#x20AC;&#x201D;research shows a more relaxed lounge posture promotes creative thinking. Make sure to provide a broad range of options so people can sit, stand, perch, lounge and move.

Materials Matter Activate people senses with a wide range of textures, patterns and colors that can be soothing and relaxing, or energizing and stimulating and choose a variety of products and materials that display a level of craftsmanship.

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Bring the Outside In People thrive in environments that incorporate natural sunlight or provide access to the outdoors.

Make it Real Place meaningful artifacts and accessories to encourage innovation and playful thinking.

Consider Proxemics When people need to collaborate, provide enough space between them so the space feels comfortable.

Create Boundaries Use screens, walls, other furniture or even plants to define spaces. This will create spaces that feel more permanent, and provide a place for focus when needed.

Employment Magazine

Location, Location, Location Be intentional about where to locate a space based on what type of work will happen there and what behaviors you want to encourage. Areas for socialization and informal collaboration should invite people to interact.

Power Play Beautiful spaces get even better when they provide access to power thatâ&#x20AC;&#x2122;s within easy reach.

Make It Personal Allow people to personalize the space and make it feel their own.

Nourishment A well-designed cafĂŠ can invite spontaneous collaboration or offer an energized place for individual work.

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Recruiting Erasmus

RECRUITING ERASMUS WOULD LIKE TO THANK THE FOLLOWING UNIVERSITIES FOR THEIR SUPPORT

IE University Mondragon Unibertsitatea Tecnológico de Monterrey

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UNIR - The online university Universidad a Distancia de Madrid, UDIMA Universidad Alfonso X El Sabio Universidad Antonio de Nebrija Universidad Camilo José Cela Universidad Cardenal Herrera CEU Universidad Carlos III de Madrid Universidad Católica de Ávila Universidad Católica de Valencia San Vicente Mártir Universidad Católica San Antonio de Murcia Universidad Complutense de Madrid Universidad de Alcalá Universidad de Alicante Universidad de Almería Universidad de Burgos Universidad de Cádiz Universidad de Cantabria Universidad de Castilla La Mancha Universidad de Córdoba Universidad de Deusto Universidad de Extremadura Universidad de Granada Universidad de Huelva Universidad de Jaén Universidad de La Laguna Universidad de La Rioja Universidad de Las Palmas de Gran Canaria Universidad de León Universidad de Málaga Universidad de Murcia Universidad de Navarra Universidad de Oviedo Universidad de Salamanca Universidad de Santiago de Compostela

Universidad de Valladolid Universidad de Vigo Universidad de Zaragoza Universidad del País Vasco Universidad Europea de Madrid Universidad Europea Miguel de Cervantes Universidad Francisco de Vitoria Universidad Internacional Menéndez Pelayo, UIMP Universidad Loyola de Andalucía Universidad Nacional de Educación a Distancia, UNED Universidad Pablo de Olavide Universidad Politécnica de Cartagena Universidad Politécnica de Madrid Universidad Pontificia de Comillas Universidad Pública de Navarra Universidad Rey Juan Carlos Universidad San Jorge Universidad San Pablo CEU Universidade da Coruña Universitat Abat Oliba CEU Universitat Autònoma de Barcelona Universitat de Barcelona Universitat de Girona Universitat de les Illes Balears Universitat de Lleida Universitat de Valencia Universitat de Vic Universitat Internacional de Catalunya Universitat Jaume I Universitat Miguel Hernández Elche Universitat Oberta de Catalunya Universitat Politècnica de Catalunya Universitat Politècnica de Valencia Universitat Pompeu Fabra Universitat Ramón Llull Universitat Rovira i Virgili

Employment Magazine

RECRUITING ERASMUS WOULD ALSO LIKE TO THANK THE FOLLOWING BUSINESS SCHOOLS Centro de Estudios Universitarios, CEDEU Centro Universitario Villanueva CESINE - Centro Universitario Colegio Universitario de Estudios Financieros, CUNEF EAE Business School ESCP Europe - Business School ESIC Business & Marketing School Escuela de Turismo de Barcelona, CETA Foro Europeo - Escuela de Negocios de Navarra Fundación Universidade da Coruña Instituto de Estudios Bursátiles, IEB The School of Business and Social Science, ESERP

AND CRUE (CONFERENCE OF RECTORS OF SPANISH UNIVERSITIES) FOR ITS INSTITUTIONAL SUPPORT

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Recruiting Erasmus

Recruiting Erasmus Alfonso Jiménez Managing Partner Fernando Lobera Recruiting Erasmus Project Manager fernando.lobera@peoplematters.com Ana Lostalé Relationship with Companies ana.lostale@peoplematters.com Rocío Pacheco Relationship with Universities universidades@recruitingerasmus.com Paola Peinado Community Manager paola.peinado@peoplematters.com

Design and layout Recruiting Erasmus www.recruitingerasmus.com

Design supervisor Indira Grupo de Comunicación, S.L. www.indiramadrid.com

Printers Artegrafic j.ayuso@artegrafic.e.telefonica.net

Translation and revision MS Argüeso sargueso@textool.es

©PeopleMatters 2018. All rights reserved. No part of this publication may be reproduced in any form or by any means, including digital treatment or transmission, without prior written permission from the copyright holders. info@recruitingerasmus.com

Employment Magazine

Recruiting Erasmus

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