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Barbachano International Selected to Forbes’ list of America’s Best Executive Recruiting Firms 2019 for Third Consecutive Year

Company Celebrates Ranking Again on Forbes’ Magazine Prestigious List

Chula Vista, CA, April 3, 2019 — Barbachano International, Inc. the premier leader of human capital solutions in Mexico, Latin America, and the US, announced today it has been named as one of America’s Best Executive Recruiting Firms 2019 by Forbes Magazine, for the third consecutive year.

Forbes Magazine ranked Barbachano International #34 in the country and amongst the top 7 in California.

To determine America’s Best Recruiting Firms, Forbes partnered with analytics firm Statista. The market research company surveyed 25,000 recruiters and 5,000 human resource managers and job candidates who had worked with recruitment agencies, collecting more than 17,000 nominations from which to select America’s top firms.

“We are honored to be named to America’s Best Executive Recruiter list by Forbes in 2019,” said Fernando Ortiz-Barbachano, CEO of Barbachano International. “As a growing, mid-sized executive search firm, Forbes’ distinction for the third consecutive year validates the high-impact leadership solutions we offer and our customers’ satisfaction. Our consultative approach, unrivaled service, and attention to quality sets us apart. We are focused as a firm to not only identify and develop Mexico and Latin America’s best talent, but also diverse executives and professionals throughout the United States.”

Headquartered in Chula Vista, California, Barbachano International (BIP) executive recruiters focus on the following functional practice groups: Executive Management, Sales & Marketing, Accounting & Finance, Manufacturing, Engineering & Quality, Supply Chain, Information Technology, and Human Resources across diverse industries.

For the complete Forbes America’s Best Executive Recruiting Firms of 2019 List click here.

About Barbachano International, Inc.

Barbachano International (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on diversity and Hispanic target markets. Since 1992, BIP and its affiliates have served nearly 50% of Global 1000 Companies. Our talent solutions are delivered by bilingual and bicultural executive recruiting experts with in-country experience in Mexico, South America, United States, and Canada. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C. In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

SOURCE Business Insider

Media Contact Company Name: Barbachano International, Inc. Contact Person: Claudia Lorenzo Email: Send Email Phone: +1 619-427-2310 City: SAN DIEGO State: California Country: United States Website: https://bipsearch.com/

The post Barbachano International Selected to Forbes’ list of America’s Best Executive Recruiting Firms 2019 for Third Consecutive Year appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/press-releases/barbachano-international-forbes-third-year/

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Conference on Mexico Proposed Labor Law Reform Sheds Light on Upcoming Changes that will Impact Unions and the Mexico Workplace

With Mexico welcoming AMLO’s new government, new laws and policies are being introduced, and as a result keeping current with these changes is crucial.

This past 14th of March, Barbachano International, the premier leader in Executive Search and human capital solutions in Mexico and Latin America and sister company Challenger, Gray & Christmas Mexico teamed up with renowned labor lawyer, Alfonso Rodriguez from LegalMex, a well-known Employment law firm from Mexico City, and delivered a conference regarding the new proposed Labor Law Reform for 2019 and its expected impact on Unions on the Mexican workplace.

The invitation was extended to valued Human Resources executives from Baja California and they all came together to learn about upcoming labor changes, how new labor law reform, if passed, may impact companies and how to prepare and set strategies to avoid a negative outcome on an employee-employer relationship. In addition, the recent Matamoros case was analyzed and lessons learned were discussed.

This is the first informative meeting regarding Mexico labor law reform and the new role Unions will play, sponsored by Barbachano International and Challenger, Gray & Christmas Mexico. We will be planning a series of events throughout the year to share awareness and information about new Mexico labor law reform and employment initiatives that could possibly impact our clients and Mexico employers.

To watch the conference on Mexico Labor  Reform and Unions, please click here. For additional information on future events and conferences, please subscribe to our newsletter here.

About Barbachano International, Inc.

    Barbachano International, Inc. (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on diversity and Hispanic target markets. Since 1992, BIP and its affiliates have served over 50% of Fortune 500 Companies. BIP is recognized by Forbes as one of the top 60 executive search firms in the Americas.

Our talent solutions are delivered by bilingual and bicultural executive recruiting experts with in-country experience in Mexico, South America, and the United States. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C. In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

Media Contact: Claudia Lorenzo Email: claudia@bipsearch.com 619-427-2310

from Barbachano International (BIP) https://bipsearch.com/press-releases/conference-mexico-proposed-labor-law/

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Baking Recipe For Success: Does Your Leadership Cake Have These 4 Ingredients?

Baking a cake and building a business are more similar than one might initially think; In order for either of these processes to be successful, there needs to be a deliberate and well-balanced combination of the key ingredients. Just as most chocolate cakes need flour, cocoa, eggs, and sugar, baking a leadership cake also requires some fundamental ingredients.

Rather than starting with a 350ª preheated oven and a well-greased pan, your prep work should include establishing a foundation of teamwork, a culture of open-mindedness, and a strong work ethic. These are the pillars upon which you will build your business.

In addition to the prep work and ingredients, the steps in the processes matter. If you take a cake out of the oven before it is ready, the batter will remain raw and the cake unfinished, rendering it inedible. Similarly, in the world of business, it often takes time and patience for a company to achieve long-term success.

In both instances, rushing the process can lead to ruining the result. Ultimately, before you start baking your leadership cake, you need to be aware of the prep steps and baking time it’ll take before the cake is ready. Once the prep work is done, it’s time to start putting your ingredients in the bowl. Here’s what you need:

1. Vision

This is the first ingredient you need to put in the bowl. Vision is necessary to establish what exactly the objective will be. Figuring out the goal is the first step to achieving it. Through vision, a leader can encourage their team to be goal-oriented in their professional endeavors. Moreover, vision allows leaders to create and effectuate plans while practicing functional time management. Vision gives people something to work towards, and allows for the possibility of a plan. As a result, it leads to more effective communication, which reduces ambiguity while simultaneously increasing employees’ understanding of expectations and accountability. Vision can also elevate levels of professionalism and project follow-through, which are the icing on top of a good leadership cake.

2. Motivation

Effective leaders are both motivating and motivated. Motivation is one of the most important ingredients, and if the cake lacks even a little bit, it won’t be any good. Motivated leaders know that the key to mentoring is through example. In other words, if you want your team to be driven and diligent, you must first exhibit these behaviors yourself. It’s important to be motivated because it shows your team what motivation should look like, and it shows you believe in the project as well. If their leader does not appear to be motivated, why should they be? A motivated leader reinforces a strong work ethic by demonstrating it themselves.

Moreover, the best leaders know that while example is one of the most effective tactics for breeding motivation, often times it just isn’t enough. They don’t abandon this strategy; instead, they up the ante. One way of revamping motivation strategies is through incentivization. Creating an incentive for your team to be motivated can be crucial in ensuring the overall success of your company. There are many ways of generating incentives, and believe it or not, the process can actually be fun.

For instance, creating a friendly, work-related competition with a prize for the winners–  bonuses, paid travel trip, employee of the month awards, gift cards, promotions, sponsored coaching andcertifications or even just some old-school validation–can be a powerful tool to increase motivation. Motivation is a catalyst for inspiring optimism and team-building. A motivated and positive team is a productive one.

3. Creativity

It won’t matter much if you have both vision and motivation in your leadership cake when everyone else has those same ingredients too. They’re necessary, but they don’t set you apart from the competition. That’s where creativity comes in.

Creativity breeds innovation. It is through creativity that new ideas are born. Creativity can provide a competitive advantage by demonstrating a uniqueness in your approaches and methods, setting you apart from others in the industry. A leadership cake needs creativity to avoid tasting bland. One tip for amplifying creativity is to hire based on culture add rather than culture fit, leading to a broader exchange of ideas and a diversified workplace.

Creativity is necessary to come up with alternatives if any part of the original plan fails. The strongest leaders are those who are able to adapt, displaying cognitive flexibility and leading in spite of turbulent times.

4. Empathy

Last but certainly not least, the final ingredient in this recipe for success is empathy. Not only does empathy help to foster integrity in the workplace, but it also results in healthy and positive relationships among the team as well as between an employer and his or her employees. An empathetic leader is open to the team’s feedback and concerns, reinforcing the pillar of an open-minded culture. Empathetic leaders understand the importance of transparency and know to put themselves in their employees’ shoes before making any major decisions that could affect the work environment or those who are a part of it. Empathy can be used as a unifying force. It is a tool that empowers and promotes mutual respect.

When it comes down to it, the recipe for success can vary slightly from organization to organization, but your leadership cake should always contain the four ingredients mentioned. The best bakers and business owners know to practice patience, and always keep in mind the basic steps and ingredients of their recipes and strategies, even if they make some minor adjustments from time to time.

Visit our blog to read about the DNA of extraordinary leaders and learn how you can perfect your own recipe for success to transform your organization.

By Fernando Ortiz-Barbachano

President and CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement.

At Barbachano International, we understand the importance of recruiting and the return on investment that top talent can deliver for you. With 27 years in the industry, we know firsthand how imperative it is for an organization to have the right people to achieve its business objectives. We help you avoid painful hiring mistakes and reduce turnover by identifying top performers for your team that result in long-term success.

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Barbachano International Honors Jorge Roldan on his 20th Anniversary

from Barbachano International (BIP) https://bipsearch.com/news/leadership-in-turbulent-times-2/

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The One Thing You Should NEVER do When Resigning From a Job

When it comes to resignation tips, most pointers are common knowledge: resign amicably and in person, give adequate notice, and remain professional throughout the process. However, there is one little known guideline that could make a big difference for your future, and you might be surprised to find out what it is. I’m talking about counteroffers, and why you should never accept one.

Let’s be honest here. If you felt compelled to talk to your boss about resigning, odds are this was not an impulsive decision. You’ve sat with this idea for a while. Maybe the commute is way too long, or maybe you’ve just received a better offer. It’s possible that you felt your skills were undervalued. Whatever the case, the bottom line is this:

You already had reasons for wanting to quit.

A salary increase doesn’t change that, and neither does a bigger office or a better schedule. Whatever led you to make this decision was likely more significant than any new perk your employer is offering, and your resignation is not unfounded. In other words, it’s unlikely you would leave the familiarity of your current job without good reason.

Agreeing to stay might just mean delaying the inevitable.

It’s a band-aid solution that rarely works out in the long-run. In fact, studies show that 80% of people who accept counter offers from their employers end up leaving within six months or are terminated – within six to 12 months. And half of those who accept counter-offers realize within 90 days that they really do want to leave after all.

You should also assess your employers motives for making a counteroffer, because the action might be intended as a cost-saving measure. Hiring someone to replace you takes time and money, often time and money that your employer may not have the desire or willingness to expend at the moment. Sometimes it’s just easier for your boss to make a counteroffer while he/she finds a replacement, which turns you into collateral damage.

Moreover, if a pay increase is your biggest incentive to stay, it’s important to consider why they didn’t just pay you this amount in the first place. A counteroffer does not mean the work you do is suddenly worth more; it’s just a matter of convenience.

The salary increase you are being offered now is what you should have been offered prior to resigning.

By this point, it is likely you have tried to negotiate salary increases with your boss already, maybe even after a stellar performance review, and those requests were effectively denied. If a raise is your employer’s last resort, it’s likely a cost-saving tactic for the time being, and you should have been valued this much from the start.

Moreover, it’s important to consider the repercussions of staying at your job after you discussed quitting. Your decision to resign (even if it was rescinded) will inevitably breed some distrust between you and your boss.

Discussing resignation can potentially call into question your loyalty to the company (and by extension, your employer).

Even if you don’t follow through with your resignation, the fact that you brought it to your employer’s attention shows that you’ve already got one foot out the door. This alerts your boss that it might be time to start looking for a replacement just in case, and if they happen to find someone more qualified or less costly, it’s not a hard call for them to make anymore.  Ultimately, it is important to keep in mind that a counteroffer does not resolve the underlying issue that led you to resign in the first place.

If you take away one thing from this article, let it be this: once you resign–go! Remind yourself what made you want to leave and hold on to that feeling. Stick to the plan and move on. Don’t accept that counteroffer. Under any circumstance. Ever.

Jorge Roldan is Vice President at Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement. Jorge leads the Human Resources, Supply Chain Management, and Manufacturing Operations division, and has completed over 500 key leadership search assignments in the Americas.

At Barbachano International, we understand the importance of recruiting and the return on investment that top talent can deliver for you. With 27 years in the industry, we know firsthand how imperative it is for an organization to have the right people to achieve its business objectives. We help you avoid painful hiring mistakes and reduce turnover by identifying top performers for your team that result in long-term success.

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Octavio Lepe Joins Barbachano International as Executive Search Manager

from Barbachano International (BIP) https://bipsearch.com/jobs/the-one-thing-you-should-never-do-when-resigning-from-a-job/

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Best Cities in Mexico to Look for Employment in 2019

Mexico is known for its pristine beaches, hot climate, and top-tier resorts. Every year, visitors from all over the world flock to tropical destinations like Cozumel and Playa del Carmen.

Though the Mexican economy thrives on tourism, it’s business industry is what draws big industry names and startups alike. As one of the world’s capitals for IT, automobile manufacturing, and engineering, it’s no wonder that Mexican cities draw in business individuals and companies from around the world. While the country’s main tourist spots (Cancun, Puerto Vallarta, Cabo) are easy to name, its major business hubs are tucked away into other corners of the nation.

If you want to find the best, high-paying jobs and talent pools, searching in Mexico’s postcard-perfect regions won’t quite cut it. You’ll need to look past Mexico’s beaches and high-tier resorts to the cities of Monterrey, Guadalajara, Mexico City, and Tijuana.

Monterrey

Known as the country’s industrial capital, Monterrey offers huge opportunities for business ventures. With big industrial growth in recent years, Monterrey is a city of tomorrow, with constant construction and development for both individuals and businesses alike.

According to an article published by Forbes, Monterrey is home to nearly one hundred industrial parks including iron and steel manufacturing, glass, cement, automotive parts, consumer electronics, and metal fabrication, amongst many others. As the capital of the Mexican state of Nuevo Leon, it’s also the location of an elite university, promising new startups, and established multinational companies.

The Monterrey area is also a highly livable one, known for its large middle class and modern subway network. Given its infrastructure and culture of development, it’s no wonder Monterrey was even chosen as the host of the UN’s conference on development back in 2002.

The talent pool in Monterrey is perhaps the best in the country. Known as Mexico’s academic center, the region is flooded with both engineering and computer science graduates who are intelligent, driven, and eager to work. This influx has caused a boom in IT startups looking to snap up new blood, bringing higher-level CEO positions into high demand with fewer qualified, experienced candidates to fill shoes.

With such promising job possibilities, it’s no shock that the Monterrey area is home to one of the safest and richest areas in all of the nation. Wealthy areas like San Pedro Garza Garcia, punctuated with luxury car dealerships and high-end boutiques, are excellent indicators of the potential earnings awaiting those who choose to work and live in Monterrey.

Additionally, if you’re an American looking to move abroad, Monterrey is considered the easiest transition. As one of the most “Americanized” cities in Latin America, Monterrey enjoys a high level of international trade between both Latin American nations and the United States.

Guadalajara

Known primarily for its manufacturing and IT businesses, Guadalajara is a booming locale for fast-growing businesses and high-paying work opportunities. With so much development in recent years, it’s no wonder that some are referring to it as Mexico’s very own “Silicon Valley”.

Industry growth and wealth from Guadalajara’s fast-growing IT and electronics scene have made it an attractive location for startups and well-established industry giants alike, bringing an influx of jobs to the region. In fact, according to an article published by the Washington Post, between the years of 2014 and 2016 alone around $120 million was invested in nearly 200 Guadalajaran start-ups. As a result it has acquired the nickname Silicon Valley South.

New businesses in Guadalajara also have the added benefit of its advantageous positioning.

Because of Jalisco’s strategic location, it’s well-positioned for domestic transactions while remaining close enough to the US to easily do business across the border. As the home of two airports, it also presents an increased possibility for international business travel, making it attractive to multinational companies. It makes sense why huge companies would choose Guadalajara to launch large-scale operations.

If startups aren’t enough to show the economic growth which promises high-paying jobs in luxury offices, then the influx of huge names in the city’s business sector surely will. According to JLL many IT giants such as Toshiba, IBM, HP, Oracle, Cisco and even Intel have settled down and started calling the city of Guadalajara home, bringing a broad range of high-level corporate jobs to the table.

Mexico City

As the nation’s capital, it’s probably unsurprising that Mexico City ranks among one of the best locations for well-paying jobs in the executive realm. Known for service, manufacturing and finance industries, Mexico City serves as the country’s economic backbone.

Part of what should draw those searching for employment to Mexico City is the promising potential of its financial industry. The region houses the headquarters of the Bank of Mexico, which serves as monetary authority of the country. It’s also home to the headquarters of big banks like Santander Mexico, Bancomext, and Inbursa—three of Mexico’s biggest names in finance. The operations of these banking companies, among others, opens the doors for high-paying employment in the Mexico City area.

Taking notice of Mexico City’s promise, international corporations from Boeing and Ford to Procter & Gamble have all moved operations to the city. Other big names that have recently moved operations to Mexico City include Facebook, Uber and Google. Hoping that the country’s capital will serve as an excellent entry point for the rest of Latin America, it’s an attractive home for foreign companies looking to expand to global markets.

With the operation of the country’s biggest banks and some of the world’s most prominent foreign companies in their backyard, it’s no wonder that Mexico City is one of the most promising locales for those seeking high-paying, executive level positions.

Tijuana

Tijuana is home to the busiest border crossing at the San Ysidro Port of Entry. Having a bustling economy supported by a thriving manufacturing industry, tourism, hospitality, and healthcare sectors, Tijuana is a place that entices thousands of migrants and expats to pursue their career in the city. With over 700 manufacturing companies and global logistics leaders, Tijuana has a fully employed workforce with record level low unemployment. Many international companies like Samsung, Medtronic, and Bose are established there and are driving the city’s economic growth to its peak. One of the biggest benefits of Tijuana is its proximity to San Diego and Los Angeles, California.

Final Words

While Mexico City, Guadalajara, Monterrey, and Tijuana are four of the country’s hottest spots for industrial growth and high-paying corporate positions, they don’t hold a monopoly on the country’s corporate promise. With manufacturing, automotive and especially IT industries booming across the country, locations like Chihuahua, Queretaro, Ciudad Juarez, and Puebla are only a few of the other promising locations for corporate job opportunities. Each year, more and more startups and industry giants set up shop in cities across the nation, making Mexico a promised land for professionals.

By Barbachano Staff

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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from Barbachano International (BIP) https://bipsearch.com/jobs/best-cities-in-mexico-to-look-for-employment-in-2019/

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How To Exhibit True Leadership In Turbulent Times

It is often said that the greatest of leaders are not born, but rather made. It is through hardship that they must learn to exhibit strength and direction, blazing a path that translates a vision into a reality. Any goal that is worthwhile will inevitably present obstacles along the way. True leaders are able to overcome such challenges and grow from them, empowering their followers to do the same by means of action and example.

When we think of leaders, we are often considering them in light of their success, focusing only on the final product instead of the process. In other words, we think of their accomplishments more than the trials and tribulations they had to overcome. In taking a closer look at some notable leaders and the adversities they faced, we are able to identify certain qualities that demonstrate true leadership in turbulent times.

For instance, when we think of Bill Gates and his partner Paul Allen, the first thing that comes to mind is how they revolutionized the world of technology by introducing Microsoft, which remains one of the largest software companies globally. However, what many don’t know is that the success of Microsoft was preceded by the failure of Traf-O-Data– Gates and Allen’s first attempt at creating something worthwhile.

Bill Gates and Paul Allen exhibited true leadership by persevering in spite of initial failure.

True leaders don’t give up. In the face of fiasco, a true leader will consider the conditions or product at hand and determine what’s not working. They do not insist that a failed attempt can be successful without changing first something. Leaders recognize when it is time to go back to the drawing board and resolve underlying issues, and then they try again, turning their initial failure into a catalyst for motivation rather than discouragement.

In the same industry, we can learn a very different lesson of leadership as well. In his commencement address at Stanford University in 2005, Steve Jobs reflected on some of the lessons he learned from his upbringing and subsequent struggles. After growing up apart from his biological parents, experiencing college by sleeping on friends’ floors and walking 7 miles for a meal at temple, eventually dropping out of college, starting Apple from his parent’s garage, and even being kicked out of his own company at one point, Jobs could effectively look back in hindsight and evaluate how in spite of everything, he succeeded. Jobs remarked, “I’m convinced that the only thing that kept me going was that I loved what I did. You’ve got to find what you love… The only way to do great work is to love what you do.”

Steve Jobs demonstrated the importance of passion and nonconformity.

Leaders aren’t indifferent to the outcomes. In their every endeavor, they display passion and intentionality. True leaders do not settle. They may not always conform to what is expected of them, but they still find a way to achieve the desired outcome, understanding that drive is often rooted in passion, so we tend to work harder for the things we really care about.

Another influential person from which we can take leadership cues is Supreme Court Justice, Sonia Sotomayor. No matter what one’s political alignments may be, one cannot deny the value of Sotomayor’s accomplishments when considering the totality of her upbringing. Not only is Sotomayor a first generation college graduate, but she is also the first and only Latina to have ever served on the U.S. Supreme Court. She grew up in a small apartment in the Bronx with her parents, who were both Puerto-Rican born and only spoke Spanish. At the age of 9, her father passed away due to a heart condition resulting from his alcoholism, and her mother worked long hours to make ends meet.

Sonia Sotomayor displays the possibility of success, against all odds, through her courage and goal-oriented mentality.

True leaders are unrelenting in their pursuits. They are not easily distracted, and they understand competition as fertile grounds for sowing motivation and diligence. Despite her humble upbringing, Sotomayor pioneered her way into the unknown and kept her eyes on the prize. Great leaders recognize that there are instances of inevitable disadvantage. They are not discouraged by these conditions, but rather accept the load of having to work harder to achieve the same outcome that may come easier to someone else. Leaders allow disadvantage to inspire discipline and drive.

Moreover, we can take lessons in leadership from Nobel Peace Prize laureate, Malala Yousafzai, who has been an advocate for female education and empowerment for many years. As a teenager, Malala was shot in the face by the Taliban on her way home from school. She reminds us that leaders stand for what is right, and continue to fight (even after they have achieved equity for themselves) until everyone reaches the same level of empowerment.

Malala Yousafzai shows the importance of leading with compassion and promoting empowerment.

There is a misconception that leaders always follow their head. While it is true that rationality and meticulous thought are important qualities, the best leaders are often those who are able to find a balance between head and heart. True leaders recognize the importance of empathy, and through that, they are able to cultivate solidarity and breed empowerment. They seek to inspire through understanding, and ultimately look out for every player on their team.

Each of these leaders has navigated through turbulent times. They come from all walks of life and ultimately exhibit that true leadership manifests in all shapes and sizes. These instances all make nice examples and good stories, but they are also a call to action. Every lesson that is outlined can be applied outside of its particular context, and translated into the language of business, reinforcing the notion that leadership is not merely a position of a title, but rather a manifestation of action and example.

When running a business, it is necessary to exhibit the qualities of a leader in spite of (or often in light of) turbulent times. When an idea isn’t working, leaders adapt, persevere, and try again. When a firm is doing okay, but could be doing significantly better, leaders do not settle for the relative mediocre. Instead, they strive for constant amelioration and work passionately towards that endeavor. When the numbers just aren’t in your favor, leaders focus on the goal and recalibrate their approach, understanding that sometimes it just takes more diligence and drive. When their employees are experiencing hardship, leaders exercise rational compassion. When morale in the office is low, true leaders empower.

When it comes to leadership, everyone has their own unique style. What matters most is that when hardship does arise, you should be prepared to lead your team through it. Visit our blog for more valuable lessons in leadership such as the six key traits the most respected leaders have and even leadership lessons we can take from birds to learn how you can be a better leader for your team.

By Fernando Ortiz-Barbachano

President and CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement.

At Barbachano International, we understand the importance of recruiting and the return on investment that top talent can deliver for you. With 27 years in the industry, we know firsthand how imperative it is for an organization to have the right people to achieve its business objectives. We help you avoid painful hiring mistakes and reduce turnover by identifying top performers for your team that result in long-term success.

Search Jobs

Search Talent

Latest Posts

How To Exhibit True Leadership In Turbulent Times

Mexico Border Manufacturing Recruitment Challenges and Strategies in 2019, According to Industry Leaders

Barbachano International Honors Jorge Roldan on his 20th Anniversary

Octavio Lepe Joins Barbachano International as Executive Search Manager

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Culture Add: The Secret Weapon that Builds Companies

The post How To Exhibit True Leadership In Turbulent Times appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/news/leadership-in-turbulent-times/

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Mexico Border Manufacturing Recruitment Challenges and Strategies in 2019, According to Industry Leaders

Technology disruptions. Generational shifts. Remote and flexible work. The increased focus on employee engagement and strengthening culture. This is today’s world of human resources. There’s no way around the secret to sustained growth: keeping up with current trends is survival. Organizations that don’t adapt to the demands of this new reality will quickly fall behind their competitors.

This is especially true in Mexico, as companies have to compete with strong attraction factors in the U.S. and Canadian labor markets. According to data from Mexico’s National Institute of Statistics and Geography, more than two million workers are employed in over 5,000 maquiladora or export assembly plants, with many located in northern Mexico, such as Tijuana, Ciudad Juarez, and Reynosa, which lie directly across the border from the U.S. cities of San Diego, El Paso, and McAllen, respectively. With some 600 plants that employ more than 200,000 people, Tijuana has more maquiladoras than any other city in Mexico.

In an exclusive interview with Barbachano International, Ulises Araiza, President of the Tijuana HR Association (ARHITAC), and Luis Manuel Hernandez, President of the Maquiladora and Export Industry Association in Tijuana (INDEX), broke down topics regarding the Mexican labor market and recruitment strategies for the maquiladora industry in 2019.

What is your outlook for job openings and employment in Northern Mexico this year?

Ulises: According to figures from the manufacturing industry, there is estimated growth in Tijuana with a forecast of 13,500 job openings for direct employees in the first three months of the year, which leads us to believe that there will be a need for more than 1,500 vacancies of indirect and administrative personnel.

Luis Manuel: With this whole situation of doubling the minimum wage to 176.72 Pesos ($9.15 USD minimum daily wage) in the Mexican northern border region, people are going to start migrating from the south to the north. As a result, businesses will stop having qualified talent in the south and they will be forced to automate to cope with the labor shortage and avoid losing market share. The salary increase in the border area also means people are going to want to move there (increasing workforce availability) but that’s going to create a social issue. As with any large influx of migration, the impact it can have on existing infrastructure requires extra consideration because we currently don’t have the capital required to bring new housing, more police, more roads, water, light, etc. for all those people who will be arriving, and accommodations could be challenging.

In your opinion, what are the biggest challenge(s) or obstacle(s) of recruiting talent in Mexico’s border area this year?

Ulises:  The industry faces challenges that already exist today: growth from established businesses and companies initiating operations, which spurs the creation of new jobs and the need to attract top talent. The arrival of aerospace, automotive, medical and electronic companies to other regions of the country have generated greater competition and leveling salaries, which makes it more difficult to compete in order to relocate talent to the border region. New technologies and processes are revolutionizing the industry and we don’t have enough qualified talent, so we need to expand our talent acquisition strategies and consider options such as remote work, home office, outsourcing, etc. We have great educational institutions in the region that are updating their course study programs in order to keep up with the industry, in terms of language, certifications, tools, values, etc.

Luis Manuel: Few companies that I know in Mexico do a good job with their branding. What’s your company’s story? What problem does you company solve? What are your values? A poorly managed HR branding strategy, or no strategy at all, can prevent top candidates from applying to your job openings. Are you a small company? You might not be able to offer a large compensation package, but intangibles such as flexible work schedules and remote work are options to remain competitive. Today’s employees don’t just want to arrive at work, complete their tasks, and head home at the end of their shift, they want to know how they will make a positive difference in the world if they join your business. It’s up to HR to illuminate a company culture that attracts top talent by creating a more personalized experience for candidates and employees.

What has been your recent experience recruiting talent? Did you face difficulties? If so, what were they?

Ulises: Product and software design is a relatively new practice to the region, which has generated a requirement of specialized personnel in the areas of software design, test, advanced engineering, project management, all of which are not readily available in the region and have to be hired from Central Mexico: Jalisco, Queretaro, Guanajuato, Aguascalientes, etc. Companies like Continental and Intel have their design centers in these states and are providing added benefits and perks to their key staff so that they aren’t successfully recruited by other companies. Organizations have a high need for leaders who are collaborative, people-centered, and have a strong adherence to values.

Luis Manuel: In my opinion, intangible benefits aren’t well-defined. Maybe your company can’t match the starting salary of bigger companies, but the intangibles can be just as effective (if not more so) than monetary perks, such as workplace culture and satisfaction, advancement opportunities, work-life balance, autonomy, remote work, etc. This framework isn’t very well defined and that’s what I have personally had difficulty with. We have to innovate and improve our practices to gain a competitive advantage, but many companies resist change. At the end of the day, good employees will be attracted to intangibles and generous rewards.

What recruitment strategies have you (or affiliated companies) implemented in the past and/or recently? What worked most effectively?

Ulises: Companies have been using different recruitment strategies, such as implementing employee referral bonuses, using nationwide suppliers with experience in highly-focused markets to perform virtual and face-to-face employment events, open house job interviews, work-at-home options, flexible schedules, giving workers access to innovative spaces they find agreeable so that they’re able to concentrate better and think more positive about work, training, developing internal talent, and providing co-working or office spaces in other cities.

Luis Manuel: We use social media to recruit, but not to communicate with current employees. I’ve seen many companies take advantage of the company calendar by celebrating birthdays, anniversaries, new employees and such, and sharing photos online and building a conversation with staff, which increases engagement and potentially draws in outsiders. It allows candidates to see what your culture is like and if they want to be a part of it.

What recruitment sources and strategies will your organization turn to in order to attract top talent in 2019?

Ulises: Job fairs, headhunters, job marketing and advertising, employee referral bonuses, and open house job interviews.

Luis Manuel: We will train current star employees to move into middle and upper management, build up our brand and brand personality, and rethink our benefits package by offering more value to our employees.

In a job market where companies have to fight for the best talent, never has there been a greater need to examine and prioritize workforce strategies that will increase the quality of new hires while keeping current staff happy and healthy.

Top players know that any career opportunity worth pursuing must align with their life’s purpose. Organizations that want to attract the next cycle of superstars need to step up and bring more to the table. Old-fashioned methods like high wages are no longer cutting it. If a candidate’s heart and mind aren’t in it, no number of zeros on a paycheck will change that. The best people are not motivated by money. They are motivated by meaning, autonomy, flexibility and purpose. Companies had better be prepared to offer that upfront.

Mariely Lares is a writer, author, and marketing executive with experience and success across digital marketing, content marketing, and social media to expand brand perception and grow market share. Mariely currently leads the marketing department at Barbachano International. mariely@bipsearch.com

At Barbachano International, we understand the importance of recruiting and the return on investment that top talent can deliver for you. With 27 years in the industry, we know firsthand how imperative it is for an organization to have the right people to achieve its business objectives. We help you avoid painful hiring mistakes and reduce turnover by identifying top performers for your team that result in long-term success.

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Mexico Border Manufacturing Recruitment Challenges and Strategies in 2019, According to Industry Leaders

Barbachano International Honors Jorge Roldan on his 20th Anniversary

Octavio Lepe Joins Barbachano International as Executive Search Manager

Working for Someone Younger than Yourself? 5 Ways to Partner Successfully

Culture Add: The Secret Weapon that Builds Companies

5 Mexico HR Trends to Watch for in 2019

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from Barbachano International (BIP) https://bipsearch.com/news/mexico-manufacturing-recruitment-challenges-and-strategies/

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Barbachano International Honors Jorge Roldan on his 20th Anniversary

Barbachano International, Inc. (BIP), the premier leader of human capital solutions in Mexico, Latin America, and the United States, honored its longest-serving employee Jorge Roldan, who celebrated his 20th anniversary with the company on January 18. The milestone was commemorated with a luncheon where Mr. Roldan was praised by his peers who remembered and shared many special moments and achievements.

Mr. Roldan joined BIP in 1999, at the age of 24. 20 years later, Mr. Roldan is still with the company. His first job was as executive search consultant, then recruiting manager and later recruiting director, before being promoted in 2006 to vice president, his current position.

“These past 20 years at BIP have been a great life experience and very rewarding,” said Mr. Roldan. “I’ve worked hard in supporting the firm exceed its goals and achieve growth during these two decades. With hard work, dedication and resilience, the impossible can be achieved, as long as you commit to the long run. I’ve always believed in people; I love my job because what I do matters. At the end of the day, it makes an impact. I help people further their career ambitions. I help companies hire the best talent. Making a difference is always a good thing.”

In 1992, Founder Berenice Barbachano recognized a need to connect multinational companies with multicultural executive talent where she couldn’t find any career opportunities for herself.This was the company’s motivation and founding spirit with its original inception and remains the same today: to impact the personal and professional growth of the candidates we represent and the profitability of the companies we support.

“Jorge has carried out our founder’s vision through his ongoing commitment to excellence,”  said CEO Fernando Ortiz-Barbachano. “People are and always will be our greatest asset. We are very proud of Jorge’s dedication, loyalty, abilities, and his many contributions. They are a very important part of what Barbachano International is today.”

During his tenure, Mr. Roldan has built a successful recruitment practice in human resources, supply chain management and manufacturing operations, completing over 400 keys leadership search assignments in the Americas. He has seen explosive growth over the past two decades, as Barbachano International has gone from a small, family-owned company to a global corporation with allied offices in over 40 countries.

When asked why he’s stayed with the company for so long and what makes it unique for him, Mr. Roldan said, “I found in BIP a company that offered me challenges, career growth, development, and stability, as well as belonging to a highly dedicated and passionate group of career professionals with a strong focus on impacting people’s lives and helping companies become more successful.”

As for the next 20 years, Mr. Roldan’s vision is to continue to help people and companies reach their goals and hopes to achieve this by working tirelessly and keeping up with new industry trends.

About Barbachano International, Inc.

Barbachano International, Inc. (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on diversity and Hispanic target markets. Since 1992, BIP and its affiliates have served over 50% of Fortune 500 Companies. BIP is recognized by Forbes as one of the top 60 executive search firms in the Americas.

Our talent solutions are delivered by bilingual and bicultural executive recruiting experts with in-country experience in Mexico, South America, and the United States. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C. In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

Media Contact: Mariely Lares Email: mariely@bipsearch.com 619-427-2310

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from Barbachano International (BIP) https://bipsearch.com/press-releases/barbachano-international-honors-jorge-roldan-on-his-20th-anniversary/

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Octavio Lepe Joins Barbachano International as Executive Search Manager

Barbachano International, Inc. (BIP) announced that Octavio Lepe Camarena has joined the firm assuming a key role as executive search manager, effective January 17.

CEO Fernando Ortiz-Barbachano made the announcement on Thursday. “We are very excited to have Octavio join our team. His experience in business development and finance expertise will be of great value to our clients and candidates.”

Mr. Lepe will be part of the executive search leadership team and will serve as a practice leader for sales/marketing and financial services divisions. He brings over ten years of advisory and business development experience, serving as an investment banker in UBS New York and later as a senior financial advisor in wealth management at Morgan Stanley and Mitsubishi UFJ Financial Group (MUFG). He is also the founder and board member for Panamex Foods LLC, an international B2B specialty bread company designed for the HoReCA industry (hotels, restaurants, and catering) and grocery stores in Mexico and the US.

“I have the utmost confidence in Octavio Lepe’s abilities and am certain that with his successful track record of growing new markets, he will steer our commercial and financial services divisions to new heights,” said Mr. Ortiz-Barbachano.

Mr. Lepe graduated cum laude with a B.S. in business administration from the University of California, Riverside and participated in a business and economics program at Fudan University in Shanghai, China. He also holds a professional certificate in investment banking from New York University (NYU).

Contact: octavio@bipsearch.com

About Barbachano International, Inc.

Barbachano International, Inc. (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on diversity and Hispanic target markets. Since 1992, BIP and its affiliates have served over 50% of Fortune 500 Companies. BIP is recognized by Forbes as one of the top 60 Executive Search Firms in the Americas.

Our talent solutions are delivered by bilingual and bicultural executive recruiting experts with in-country experience in Mexico, South America, and the United States. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C.

In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

Media Mariely Lares mariely@bipsearch.com 619-427-2310

The post Octavio Lepe Joins Barbachano International as Executive Search Manager appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/press-releases/octavio-lepe-joins-barbachano-international-as-executive-search-manager/

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Working for Someone Younger than Yourself? 5 Ways to Partner Successfully

Generational differences in the workplace can be hard to manage sometimes, but the bottom line is that maintaining positive work relationships with your colleagues and your boss is necessary in order to foster a desirable workplace culture. Whether it be completing a project,  responding to client needs, or working with a particular product, you should be willing to make a real effort to perform your best and meet your boss’ expectations, regardless of any age differences.

Millennials are increasingly becoming a part of the c-level labor force, and it is necessary to adapt to these rapid changes in order to make the most out of your current employment situation. Here are some tips on how to partner successfully with your younger boss.

Don’t overthink it.

The fact that your boss is younger than you is probably not as big a deal as you might think. Don’t dwell on your differences; focus instead on your commonalities. Regardless of your age or your boss’ age, there is common ground, and both of your career paths will progress in whatever way makes the most sense given your goals and experiences. Don’t let the age gap psych you out; it’s only awkward if you make it awkward.

Remember that your experience is an asset.

Be confident in your abilities. The fact that your boss is younger is not a reflection of your own shortcomings, so you shouldn’t feel insecure about your own age, experience, and ability. Your experience allows you to offer a unique perspective and collaborate with younger colleagues by both teaching them and learning from them. Be self-assured in your professional capabilities, and what you bring to the table. You have a seat at it for a reason.

Stay up to date with skills/techniques.

Even though your experience is an advantage that many younger employees might not be able to relate to, they do have a competitive edge in terms of a modern skill set. Seek out any necessary training for programs such as Microsoft Excel and become familiar with profile social media platforms such as LinkedIn.

It is in your best interest to take the time to learn new skills and develop them, so you stay relevant and up to date on the trends in your industry.

Don’t try too hard to relate.

While your efforts may be coming from a place of good intentions, you might be surprised to find that being yourself goes a long way. It sounds cliché, but it’s true. Embrace your maturity and be authentic in your approach to build a relationship with your boss. Don’t ignore the elephant in the room, but don’t make it a bigger deal than it is. Most importantly, remember that whatever you’re feeling is natural.

Recognize that he or she is probably in that position for a reason.

We’ve all heard that there’s no such thing as a free lunch. Consider that your boss likely worked their way to the position they are in now. They earned it, and even if you are thrown off by their youth, you should assume that your boss is the right person for the job, unless proven otherwise. Above anything, be respectful and learn to appreciate the fresh perspective that he or she may have to offer.

Ultimately, you and your boss are a team, and you are working towards achieving the same goals. Keeping an open mind while being true to your own identity will help you continue to move forward in spite of any unforeseen changes to your work environment.

At Barbachano International, we understand that some emerging situations can be difficult to manage. Visit our blog to learn about some of the ways you can combat ageism in the workplace or understand why millennials are being hired for c-level positions.  

By Barbachano Staff

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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from Barbachano International (BIP) https://bipsearch.com/news/working-for-someone-younger-than-yourself-5-ways-to-partner-successfully/

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Culture Add: The Secret Weapon that Builds Companies

When considering the hiring process, we often assume that companies are in search of someone who fits perfectly with the company’s culture. In other words, ideal candidates reflect the company’s mission and core values, while being able to adapt to the existing order of things through their attitudes, beliefs, and behaviors.

At first glance, this hiring model makes perfect sense. It’s practical, and it minimizes the potential for disagreements in the workplace as a result of differences of opinion.

It’s a safe option, but it’s not what builds companies.

Culture fit has been embraced with open arms as a fundamental component of hiring decisions, but there might be a smarter way of coming to these decisions. A recent article by Forbes suggests that as more companies strive for higher diversity and inclusion, the term “culture fit” is falling out of favor. In fact, hiring professionals who are cut from the same cloth might even be counterproductive to the goals your company has set in order to build.

This is because of the following: if a business is looking to build upon what it already has, then it doesn’t need more of the same perspective.

Shifting the paradigm from hiring based on cultural fit to hiring based on culture add can be the secret weapon you’ve been looking for in order to build your company.

Hiring for cultural add can enhance your team, and by extension, the existing company culture.

Rather than proliferating the status quo, it’s time to start asking what a potential candidate can bring to the table. If what that person has to offer is unique and not something you already have, then that person has the potential to enhance your company culture while supporting the endeavor of having a continuously developing team dynamic.

It might give you a competitive edge.

Hiring for culture add is a relatively new practice that not a lot of employers have started implementing in their hiring processes. In fact, you might even be a trailblazer in your industry if you choose to defy the norm of hiring for cultural fit. It might seem risky, but pioneering a new idea is always better than being just another person who hopped on the bandwagon.

You will achieve higher diversity and inclusion by combating cultural homogeneity.

There are reasons companies are seeking to diversify their workforces, and these reasons go far beyond that which is political. It’s not about covering your legal bases, or even a quest for equal opportunity (though both these things do matter). Cultural homogeneity inevitably breeds stagnation. Higher diversity fuels productivity, creativity, and morale.  

This will result in unique perspectives and a broader spectrum of opinions.

Hiring for culture add will lead to new and innovative ideas, which can drive your company forward and produce better results. Alternative viewpoints can help you cater to a larger demographic, and address the desires of various groups, amplifying your consumer base and fostering inclusivity not only in your labor force but also in your clientele.

It’s the best way of countering any unconscious biases.

When you dismiss someone who doesn’t perfectly fit the mold of your company culture, whether or not you realize it, you are exhibiting a bias in favor of a particular kind of individual. These biases can be damaging to your company culture, often resulting in exclusivity and can create a blueprint that will be hard to alter in the future.

Some employers are apprehensive about hiring for cultural add, wary that it might lead to disagreements or lack of cohesion. Others are concerned that hiring for culture add means compromising company values.

While it’s understandable where this unease may originate, each of these considerations can be dispelled through effective management.

If you seek to foster an empathetic work environment that promotes mutual respect, differences of opinion will be appreciated. Similarly, if you cultivate a sense of unity and collaboration among your team, then they will respond by functioning as a cohesive entity.

Additionally, hiring for culture add doesn’t mean you have to stop hiring for value fit. Someone can very well add to the culture while also maintaining the values at the core of your company’s mission.

For instance, someone may offer a specialized skill set that your team does not already possess, in addition to a unique perspective, an additional language or certification, and a diverse background. This same individual might also share your mission and fit the existing values, even if they are different from your team in other respects.

At Barbachano International, we know it can be hard to find the right person for the job. Visit our blog for more tips on how to decide between two exceptional job candidates and transforming your organization.  

By Fernando Ortiz-Barbachano

CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement.

Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.\

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5 Mexico HR Trends to Watch for in 2019

In the words of Greek philosopher Heraclitus: “There is nothing permanent except change.”  2019 is going to be a year full of changes and challenges for the Mexican workforce; nevertheless, the overall picture is promising. According to the Annual Remuneration Poll (TRS), the salary increase for executives in 2019 will be of 5.4%; while for managers, sales and professionals, it will be 5.3%. However, this increase is not a guarantee of better competitiveness.

So, how can the Mexico workforce be more competitive for these new challenges? In order to ensure competitiveness, top workplaces in Mexico are adopting most of the following HR trends.

1. Flat Organizational Structure

According to Michael Ferrari, CEO of GPTW Mexico, one of the strongest trends is the alteration of the organizational structure. Work styles have transformed into more collaborative and multifunctional teams and made pyramidal structures change into more plane or horizontal structures.

This has also impacted the workplace; more organizations are opting for open and functional workspaces created to form networks, and thus further develop the business from the commercial point of view.

2. Recognition Programs

To develop effective HR strategies, you need to know the main demotivators of your employees. According to Page Remuneration Study, in 2018, 22% of the Mexican workforce considers the lack of recognition as one of the strongest demotivators. That’s why it’s very important to recognize top performers and to give feedback to the rest of the organization on a regular basis but at least twice a year. These are some examples of the most popular recognition programs:

Employee of the month. – Its principal objective is to recognize those employees who live by the company values and core competencies.

President Club. – This is a way to recognize the top performer of each department. Some companies give a certificate, others give an all paid trip to a popular vacation destination, and still others invite the recognized employee to a one-on-one dinner with the President and spend time getting to know them better.

As needed. – You don´t need to wait until the end of the month or at the Christmas party to recognize an employee. When an employee or a coworker is doing a good job, just say it. This will make recognition a habit.

3. Flextime

Flextime is a scheme in which the schedule or workplace is modified considering the specific limitations demanded by the needs of the company or the position. This trend is allowing better work-life balance and bigger productivity. The most popular flextime practices are:

Home Office. – Working from home or any other place remotely.

Part-time. – Working 4-5 hours inside the company or remotely.

Full-time with a flexible schedule. – Working 8-9 hours daily, but with the possibility of modifying when you enter and when you leave the workplace

Short week. – Working more hours for 4 days in order to have 3 days off a week.

4. Competitive Benefits

Today, an employer offering the minimum Mexico required legal benefits is not enough for keeping your employees happy.  That is why organizations need to have competitive benefits in order to attract and retain the best talent. According to Page Remuneration Study, here are some of the most valuable perks for the Mexican workforce:

Private Health, Dental and Life Insurance

Cellphone

Corporate Car Lease or Car Allowance

Gasoline Allowance

Gym/Private Club Allowance

5. Young Talent Programs

Another trend that shores up an innovative and productive workforce, is having a specialized program to select, develop and retain university students and recent graduates. Even though they don´t have the experience, they have the necessary potential and creativity to incorporate new oxygen to companies. Participating in university job fairs and having good communication with the alumni and career departments is essential. Universities should be our greatest allies, as providers of the most valuable asset: human capital. Mexico’s new President, Lopez Obrador has launched a new initiative “Program for Young Adults Building the Future”  in which the Mexican government will offer to pay for internships with companies for up to a year with a monthly salary of 3,600 Mexican Pesos.

By Fernando Ortiz-Barbachano

CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement.

Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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from Barbachano International (BIP) https://bipsearch.com/jobs/5-mexico-hr-trends-to-watch-for-in-2019/

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Employment: It’s The Most Wonderful Time of The Year to Job Search

With Christmas and New Years just around the corner, it’s easy to want to hit the pause button on your job search. It’s common for people to take a break from the job hunt during this time, and that’s exactly why you shouldn’t.

The pool of applicants is diminished at this time, and you should take full advantage of that

In other words, your rivals slacking off at this time gives you a competitive edge and decreases any possibility that your application and efforts will go unnoticed. Applying now means it is more likely that your application will stand out, and potential employers might reward you for your diligence.

Additionally, people tend to be in a better mood during the holiday season; after all, it is a time of giving. You might luck out and catch an employer or hiring manager in a very good mood, courtesy of holiday cheer, and that can be your golden ticket into the corporate world.

The holidays are also a great time to expand your professional network by reconnecting with old friends and colleagues

Building relationships can be crucial to finding a new place of employment, and events like holiday parties are a good place to start. It’s important to remember that no one wants to feel like they’re at work during social events though, so you should be cognizant about coming on too strong. Be respectful of the space you are in and the intention of the event, but make sure to get the person’s contact information to follow up later.

If for some reason, the season passes and your search was not successful, remember that there is always a silver lining: at the very least, your search has already been catalyzed and you can carry that momentum into the new year. It’s easy to become discouraged when the results aren’t what we might have hoped for, but if you keep actively making an effort while others do nothing, by the time others start putting in the work you will be at the top of the list.

Temporary or seasonal employment is also an option at this time of year, even though it might typically not be

It’s important to take advantage of this opportunity. Even if you are looking for a longer term position this can be a good place to start, and who knows, maybe you’ll even get an offer to stick around. This is an opportunity to showcase your diligence.

If you continue to actively seek employment despite the holiday season, employers will understand that you are very serious about having a desire to work, and this may influence their hiring process. Ultimately, it shows you are committed, which is a positive trait to have in the office.

Employers might be easier to reach at this time of year

This means they will have greater flexibility for interviews and amplified time to consider your application. As a result, your odds of getting hired are also automatically boosted, and you can better connect with potential employers.

Ultimately, despite our initial intuitions, it’s important to consider shifting the paradigm in terms of job-seeking. It is more effective to be the black sheep of a movement than to jeopardize your odds of getting hired based on a desire to fit in with the crowd. Even if it’s not what others around you are doing, that is exactly why you should experience those things. Visit our blog for more tips on how to boost your job search, such as how to write a winning resume that will actually get you an interview and tips to help you land your next job if you’re over 40.

By Barbachano Staff

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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The post Employment: It’s The Most Wonderful Time of The Year to Job Search appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/jobs/employment-its-the-most-wonderful-time-of-the-year-to-job-search/

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‘Tis the Season for Hiring: 7 Advantages of Recruiting in December

More often than not, we assume that December is meant to be significantly slower when it comes to recruiting. It can be seen as a time when the workload eases up, and the focus shifts from the hiring process to the office holiday party. Surprisingly, and contrary to what we might initially surmise, December is actually prime time when it comes to recruiting, and here’s why.

There is little recruiting competition. This is perhaps the biggest and most important reason why businesses should seek to recruit in December. By the end of the year, many corporate recruiting budgets have run out, and as a result, recruiting is more limited for your competition. This is an opportunity your company should take full advantage of because it allows you to more easily entice your first choice candidates without needing to one-up the competitor.

Recruiting targets are more accessible. Maybe they have leftover vacation days, or less conferences and major meetings scheduled at this time. Whatever the case may be, candidates tend to have more availability at this time of the year, and as a result they also have increased flexibility for interviews. This is an advantage because it is less likely that the ideal candidate will slip through the cracks as a result of a busy, inflexible schedule and lack of availability.

Employed individuals are more likely to rethink their future at this time of the year. This is because the year is coming to a close, and naturally, we tend to look back and identify what was favorable, and what we may seek to change in the new year. Some of these prospects may be extremely qualified but are already employed candidates. They likely aren’t actively seeking a new job during the year, but because their workload is slower right now, they might be using the extra time to question if they are really in the best possible employment situation. Smarter businesses will take full advantage of this period of reconsideration by highlighting why their firm is a better fit and smarter move for their future.

They are already thinking about money right now. Whether they were disappointed with their holiday bonus or just tallied up their Christmas expenses, odds are money is already on their mind. This puts you at an advantage because all you have to do is respond to their desire with a reasonably competitive offer. Because this time of the year tends to be more costly, job offers, along with the notion of higher earnings, is now even more enticing than usual.

The holidays are ideal for employer brand building. Developing a strong and favorable employer brand is necessary to attaining and retaining top talent. There is no better time than the holidays to showcase the right image for your company and highlight why potential employees should want to work at your business. Recruiting in December allows you to be creative in your branding, and include themes and ideas that might otherwise be difficult to incorporate.

You can set a solid foundation for the new year. Rather than starting off the year competing to recruit top talent and then needing to train these new employees while keeping up with business as usual, recruiting in December allows you to stay one step ahead of the competition. In other words, you’ll be ready to start off the year on the right foot, with a strong team who is already familiar with the norms and expectations.

You can engage them in holiday traditions and festivities. While this might initially seem unimportant, it can actually function as a silver bullet when it comes to creating an inclusive company culture. If your newly recruited employees have the opportunity to interact and engage in a slightly less professional setting with those who have been around a little longer, you can spend less time on formalities and introductions. This might mean letting them in on the annual white elephant or office holiday party, but giving your employees an opportunity to bond can go a long way.

As tempting as it might be to hop on the bandwagon and slow or suspend your recruiting for December, the advantages of working just a little longer and just a little harder can make a huge difference when it comes to setting yourself apart from your competitors. You can still make time for holiday festivities and end of the year celebrations, of course, but your recruiting cycle does not have to take a hit in the process.

Visit our website for more tips on how to attract and retain top talent. www.bipsearch.com

By Barbachano Staff

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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The post ‘Tis the Season for Hiring: 7 Advantages of Recruiting in December appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/news/tis-the-season-for-hiring-7-advantages-of-recruiting-in-december/

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A Quick Overview of Mexico Employment Benefits

Understanding the standard benefits to which you are entitled as a worker in Mexico can be difficult. In the same way, foreign companies with operations in Mexico or that are thinking about expanding into Mexico can face uncertainty when complying with the law. For instance, employers do not pay for certain benefits that are common in the U.S., such as unemployment, paid sick leave, or short and long-term disability. These are instead covered by the IMSS, Mexico’s equivalent of Social Security.

A solid employment benefits package as established by the Mexican Federal Labor Law (Ley Federal de Trabajo), which has been in effect since 1970, is just as important as a good salary. Here’s a brief overview of some Mexican employment benefits. For a more comprehensive understanding, download our free guide to Mexico standard and supplemental benefits and perks.

First thing’s first: The Mexican Federal Labor Law protects all individuals involved in an employment relationship, entitling them to mandatory minimum benefits. These include services and conveniences such as paid vacation days, seniority bonuses, severance payments, and more.

Paid vacation occurs annually and is established after the first year of an employee’s service to the company. The minimum requirement that must be met for a paid vacation in Mexico is six standard working days, but the amount of days is subject to increase for every additional year an employee works for a company. There is also a mandatory vacation premium of 25% of salary that Mexican law requires.

Seniority bonus requires that a bonus of 12 working days’ worth of salary must be paid to an employee after 15 years, and for every year employed.

Severance payments essentially stipulate that a worker terminated without just cause is entitled to 90 working days’ salary plus 20 days for every year worked, in addition to any contractual entitlements.

In addition to the mandatory benefits regulated by Mexican labor law, there also exists the possibility of supplemental perks. These are optional benefits, and they are often offered in Mexico as standard practice for management and professional level positions. Some examples of additional benefits include education reimbursement, gas allowance, or even a company car. It is important to note that not all companies abide by this standard, as it is considered to be optional, but we can help you find additional information and seek answers to specific inquiries.

When it comes to positions such as executives or senior management, it can be customary for some of the above-mentioned perks to be given to the employee. For instance, the company car is a common benefit provided to employees in this position, and the car itself is even regarded as a basic working tool.

Because the option to provide employees with a company car is not mandatory, the specific way in which companies go about this varies from one place to the next, but many businesses will cover affiliated expenses such as license plates, car insurance, maintenance and registration fees. If a car is not provided by the company, a car allowance is also often considered typical business practice.

Gas allowance is typically a supplemental perk afforded to sales professionals or senior level management, and it is often provided when a company car is also offered as a benefit. Although relatively uncommon, some companies might reimburse gas expenses or provide a cash-based gas allowance.

On the other hand, there are companies that opt to provide a debit card or a gas card, to be used exclusively at registered gas stations. For sales professionals, the amount of money ranges based on the mileage used to visit clients. Senior management employees who are offered this perk typically should expect to receive no more than $6,000 pesos on a monthly basis, although in some instances it can be higher.

Similarly, due to the optional nature of supplemental perks, different businesses will go about reimbursements for education differently. It has become increasingly common for employers to provide monetary support for their employees’ postgraduate studies, given that the degree attained diametrically corresponds to the responsibilities of the employee and the nature of current company activities. Some companies will cover a higher amount of the cost if school grades reflected an above average performance. Others may cap the reimbursement at a fixed amount that will not exceed a certain range.

Additionally, executive senior management is occasionally offered additional perks, such as roundtrip travel expenses to one’s country of origin on a semi-annual basis. Another potential perk you might be offered if you hold an executive senior management position is children’s tuition for private schools.

If you are an employee seeking a better understanding of the benefits you are entitled to and those you might be offered, it is important to take the time to thoroughly review your particular employer’s policy. On the other hand, if you are a company trying to establish competitive benefits for your company to offer, you should also consider factors such as company size, location, target workforce, educational requirements, salary ranges, and more. Moreover, taking the time to review what other businesses in your industry sector are doing can also be beneficial to determine what is standard and how you can make your company an even more competitive

By Barbachano Staff

This overview is intended to be a brief introduction into the mandatory and supplemental compensations offered by businesses in Mexico. For a more comprehensive understanding, please visit our website and download our Mexico Benefits Guide. For further inquiries, please email us at barbachano@bipsearch.com or get in touch with us at (619) 427-2310.

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The post A Quick Overview of Mexico Employment Benefits appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/news/a-quick-overview-of-mexico-employment-benefits/

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Hiring: How to Attract the Right Person for the Job in a Tight Talent Market

In today’s market, talent is not a boundless resource. In fact, the talent market is arguably tighter than ever, and it is up to employers to come up with new ways to attract, recruit, and retain talented individuals for a given position.

If you’re seeking a job in a field with a tight talent market, we have good news for you: you’re a hot commodity, and lucky for you, to a certain extent you may potentially have the upper hand when it comes to negotiating certain terms of your employment.

If you’re on the other side of this equation, seeking talented individuals to hire for your business, we also have good news for you: finding the right person for the job is not impossible, and neither is hiring them. Even if the talent market is tight, you can still attract the right person for the job, and here’s how.

Put yourself in the potential employee’s shoes.

Give some thought to what you might consider when deciding whether or not to work somewhere. Would you want the opportunity to make an impact and/or make key decisions? Advance in your career? Mentorship? Satisfaction? Fulfillment? Different factors influence different career choices. A paycheck is nice, but that goes straight to the bank. Speaking of compensation, take a minute to evaluate your company’s competitive edge and the perks it offers prospective employees. Relative to other businesses in your field, are you competitive?

Invest the time to determine what prospective employees in your field value, and do what you can to accommodate these to a reasonable extent. You may not be able to offer unlimited vacation, pet insurance, or a Starbucks-level onsite gym, but maybe you have other work-life perks and benefits–from flextime to birthday cakes–that make you competitive and reflect your company’s culture. You shouldn’t break the bank on your quest to secure talent, but if you’re struggling to attract or retain talented individuals, you can get creative by offering low-cost perks that focus on  “best place” to work practices. You may be surprised how important that is to potential candidates.

While your objective is to obtain top talent, the objective of those individuals who are talented is to maximize the advantages they can obtain. A strong benefits package can help both parties achieve their goals. Similarly, a benefits package that is not up to par can lead top-talent to deviate from a particular company. When it comes down to attracting top-talent in a tight market,  your company’s benefits package can really make it or break it.

Across many industries, the fight for new recruits is intense. For some businesses, maybe changing your benefits package just isn’t within the realm of possibility. There are still innovative ways in which you can connect with talented potential employees. For instance, if you’re seeking out Millennials, it’s important to keep in mind that they often value purpose over a paycheck, and it may be time to reevaluate your company’s branding and image.

Does the position offer a sense of purpose? Is it fun and enjoyable, or might the work seem monotonous and unimportant? Does the hiring manager have a succession plan in place? These are all questions to consider when trying to make a particular position or even business seem attractive.

You might also consider altering your hiring paradigm. If you are struggling to attract the talent you desire, then the current system you have in place is probably not as effective as one might hope. What platform are you using? Is it a smart way to connect with talented individuals? If your method still airs on a more old-fashioned or traditional practice, it might be time to revamp your hiring process and modernize the platforms you use. LinkedIn is a good place to start if you feel it can help you connect with talented people who fit your company’s culture.

Finally, don’t be afraid to woo your objective. Offer praise where it’s due, and court the prospective employee. Most of us know that it’s natural for people to want to feel appreciated in their personal relationships. The same is true of professional ones. It’s important for employees and recruits to know that their talent is valued, so don’t hesitate to show your appreciation!

Ultimately, the solution comes down to one important characteristic: empathy. At some point in time, most everyone becomes a job seeker. The best way to attract talent is to put yourself in the recruits’ shoes and decide what would attract you to work at a particular business. It may be benefits, it could be purpose, or it might be praise. No matter what the answer is, the only way to arrive at it is through empathy.

By Gloria Oliveras-Bravo

Sr. Executive Search Manager at Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement. Gloria leads the Commercial/Sales & Marketing search division in North & South America and the Human Resources division for USA-based assignments.

Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

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The post Hiring: How to Attract the Right Person for the Job in a Tight Talent Market appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/news/hiring-how-to-attract-the-right-person-for-the-job-in-a-tight-talent-market/

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How to Decide Between Two Exceptional Job Candidates

It’s taken a while, but now you’re down to two candidates. They are neck and neck for the role. The final hiring decision is a mixture of information and intuition.

First, let’s begin with the information part of the process.

How do I choose the right candidate for a job?

Picking the right candidate begins with having an accurate job description. Don’t use a generic or kitchen sink job description approach and expect to find an amazing candidate, unless you want to spend a lot of time weeding out applicants. The job description should include employee responsibilities and a list of critical skills with experience requirements.

If you are interested in finding out if the applicant has truly read the job description, you might try something like asking them to include a phrase or hashtag in the cover letter. Use a checklist for assessing each application and for each interview. For instance, it may be illegal to ask someone what their salary was in an earlier job.

Torn between two job candidates

By now, you’ve narrowed the field down to two amazing people. Their resumes are impeccable. They both did great on the interviews. They were able to answer behavioral interview questions in a confident and understandable manner. What do you do? Take a step back, recommends business expert and author Debbie Yarwood. Since you have two people who are a perfect match for the job, consider five things that you need them to get done in the first year. Can either or both of them do that?

Depending on the position, have you considered offering each applicant a trial period or test project? There is no set time for a trial period; they can last for several months. However, you must pay them for the work they’re doing. Variations on this approach include giving someone a project to complete or problem to solve as part of the interview process.

How to choose the best candidate for a job

Now we get to the intuition part of the hiring process. Take a look at their resumes and interview question responses. If they are a solid team player and have no interest in working solo, but your organization values employees who are forward thinking and comfortable working alone within wide guardrails, then will this person be a good fit?

What does your gut say? Is this a person that you would like to hang out with after work? Would this person be interested in hanging out with the rest of the team after work? Cultural fit is critical. The best, most experienced and knowledgeable hire will soon leave if they feel like a square peg in a round hole.

Gut feelings are not always reliable, though. Talk to the other interviewers, what are their perspectives? Ask the people with whom the prospect came in contact: what were their thoughts and impressions? Do you really want someone who is respectful of people in power and dismissive of people lower in a business hierarchy?

Congratulations! You are down to two amazing people. You began with a clear job description, then used the same checklists to assess each application and conduct each interview. You combined information and intuition to make your pick. When you call your second choice, remember to leave the door open. It is possible that your first pick won’t work out and you will have a good relationship to draw upon with candidate number two.

By Barbachano Staff

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. We help leaders and organizations unleash their full potential in Mexico, LATAM, and the US. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

The post How to Decide Between Two Exceptional Job Candidates appeared first on Barbachano International (BIP).

from Barbachano International (BIP) https://bipsearch.com/news/how-to-decide-between-two-exceptional-job-candidates/