These are some of the more common questions about the Career Management Center; we decided to put them together in a blog post. If you have any questions regarding these or any other topics, please contact your Career Counselor. 

About the Career Management Center

The Career Management Center at IE is an active member of the MBA Career Services Council and the MBA Career Services for Working Professionals Alliance which is an alliance of the top 32 business schools recognized for providing outstanding career services to alumni and executive students. Within that, IE’s Career Management center is considered among the top in international recruiting.

What are the roles of the Career Management Center?

The Career Management Center’s number one mission is to improve students’ employability. In order to do this, it works to promote an everlasting relationship among the members of the IE community, facilitating a common platform of business, career development and lifelong learning opportunities, with the objective to propel personal and professional development of IE students and alumni, in accordance with the principles and values of IE.

Nevertheless, the Career Management Center does not place students in jobs.  It’s not about that. It’s about providing students and alumni with tools and resources and a very robust career education. Then it’s up to the students to perform well in the interviews, to prepare themselves well, to write strong cover letters, to do an internship to help lay the groundwork if they’re interested in a career change.  The Career Management Center is here to support students and assist them with these necessary steps. However, it’s up to students to secure their own opportunities.

Tools and Resources Provided by the Career Management Center

The Career Management Center offers very similar services of Career Education to IE students.

Career Pre-Program

The Career Management Center provides a career pre-program. Approximately one month before students start studying at IE, they are sent something along the lines of a career portfolio. Through the pre-program, once students come on campus, they can start to concentrate more on the academic content because they are immediately going to be overloaded on the academic side or their core program.

Career Self-Assessment Tools

Students start working on Career Leader and self-assessment tests. Career Leader is a company founded by Dr. Jim Waldroop who was Director of Career Services at Harvard Business School for nearly 18 years. He developed self-assessment tools for HBS students and discovered that this would be useful for business school students worldwide. The Career Management Center has been using it for years and it really helps students to gain focus, to see where they get a score on their best career paths, what are the best work environments for them, what are their motivators. This is what they should be doing even before they arrive.

Identifying Potential Career Opportunities

Then students work on identifying potential career opportunities. A lot of it is in their court. They should be really doing the research to prepare themselves. Career Management Center provides them with all the tools so that they become their own strategic career managers. No matter how good a career advisor is, you should never leave your career in the hands of somebody else. Career Management Center provides students with skills and techniques that they’re going to carry with them throughout their entire lifetime, long after they graduate from IE.

CVs, Cover Letters and Career Marketing Plans

The Career Management Center suggests students to do their CVs, cover letters and a career marketing plan. Right in the beginning of their academic programs, students have an introduction at the Career Management Center session with their point-of-contact at the Career Management Center  All students who receive Career Services are assigned to a key person at the Career Management Center  Then they have one 60-minute appointment with their careers point-of-contact to ensure that they have their career portfolio documentation in order, their CVs and cover letters are all set. Right from the beginning, they can start applying to internships.

Meetings with the Career Management Team

Once they’ve had a 60-minute meeting with the assigned point of contact, they’re welcome to have a 30-minute focused appointment with another member of the Career Management Center team who might be more specialized in the sector or area of their interest. Then they have unlimited drop-in sessions that they can participate in. These sessions are posted on the IE Career portal so each student can see every member of the team, what their specializations are and drop in for brief 10-minute appointments. Somebody who is applying for international organizations can come in and see if their application for the UN is in order and the person here who specializes is the one who advises the students in that area and is also the person who is handling recruiting for those organizations.

Career Strategy Course

Career Management Services offers a course to MBA and Master in Management students called Career Strategy. For the IMBA program, there are 13 sessions on CV writing, cover letter writing, speed networking, managing career transitions, networking, piloting your career, career design and job hunting, interview skills, mock interviews, negotiating an offer and then we talk to them about the IE job bank which we give them access to, 3 months prior to graduation and all the services we provide to alumni lifelong.

As corporations need to anticipate new growth opportunities and diversify into new businesses, many have established Corporate Development departments that focus primarily on strategic transactions such as mergers, acquisitions and joint ventures.  Some companies, such as BP and Google, also maintain internal departments that resemble independent private equity and/or venture capital firms.  In either case, the goal is to isolate business professionals from the day-to-day functions associated with maintaining a successful enterprise and allow them to focus on pursuing strategic transactions or investments that create value for the firm.

A typical candidate for a Corporate Development position has both industry experience and deal experience.  As a result, it is very common for professionals who have spent time at an investment bank to successfully transition to a Corporate Development department.  The professional may land a position with an existing client or a corporation in his or her coverage area.

Other departments are populated with professionals from other areas in the corporation.  These professionals may not have any deal experience, but have held positions in operations, engineering or other areas that have provided them with a strong understanding of the business.  These professionals add tremendous value because they understand the critical issues that need to be addressed when negotiating transactions.  In some cases, corporations have such a large in-house Corporate Development team that they do not need to solicit advise from investment banks or other financial advisors.  For professionals who are currently working in large corporations, it may be beneficial to take an assignment in its Corporate Development department, as this is a sure way to increase your exposure and gain experience in transactions that have a direct impact on the firm.

As mentioned, BP is an excellent example of a corporation that has a stand-alone division that resembles an independent private equity firm.  BP has a division called “Emerging Business & Ventures” that identifies, tests and supports new ventures and businesses.  Google is another example of a corporation that houses an internal venture capital fund.  “Google Ventures” is Google’s venture capital arm that invests in start-up companies in virtually every sector imaginable.  In both cases, in addition to funding, the portfolio companies have access to the tremendous resources accessible to the larger corporation.  For professionals who are looking to gain experience in investing in portfolio companies, similar in-house departments may serve as excellent alternatives to the highly sought-after position with private equity and venture capital firms.

Other websites of interest:

BP´s Future Leaders Programme

Follow Google Ventures on Twitter

This is a guest post by Ben Thomas, a member of the Riley Guide writing team and expert on a variety of topics related to the job search.

Job interviews can serve up stress even under favorable conditions – which is why many of us just hope for a smooth conversation without too many verbal missteps. But if you’re aiming to upgrade to a higher-level position, or to join a highly competitive corporate culture, you may well encounter some of the dreaded “weird” questions: “How many golf balls does it take to fill a 747?” “What do you think about when you are alone in your car?” and so on. These questions are designed to be unpredictable – and since even notorious puzzle-posers like Google and Microsoft constantly shake up their question arsenal, it can be hard to predict what types of oddball queries you’ll face. Still, a positive attitude and a few handy rules can help you understand what your interviewer’s really after, and answer accordingly. Here are three tips that’ll help you answer even the oddest questions with honesty and intelligence.

Match the interviewer’s tone

Different corporate cultures promote different attitudes in interview offices. In Silicon Valley’s startup landscape, interviewers may test your mathematical skill, but the interview’s overall tone is likely to be lighter and friendlier than, say, an interview for a job with the FBI. In any environment, though, questions can come flying at you quickly, from unexpected angles – which is why it’s crucial to keep pace with the pulse of the room. If you’ve built up some rapport with the interviewer and he or she accompanies an unusual question with a smirk, you may be able to get away with a response that makes him or her chuckle. But even in cases like this, you can turn odd questions to your advantage by following them up with a, “seriously, though,” and a more thoughtful answer, demonstrating that you’ve got a sense of humor but aren’t the type to shy away from unexpected situations. “The point to remember is, every question in the interview has a purpose,” says Bill Cole, CEO of Cole Consultants. “Your job as the interviewee is to figure out if the question is just for fun, or if there’s something more serious behind it.”

Follow your authenticity

No matter how absurd the question, you’re unlikely to go wrong by offering an authentic answer – even if it takes you a few seconds to ponder. If a question strikes your personal sense of humor, there’s no reason you can’t offer a response in that same vein – but there’s also no reason to fake a flippant attitude if the question makes you feel genuinely curious. “Most interviewers can see when you are not being real, and for the most part they want to hire someone they make a connection with,” says Michelle Waguespack of Career Planning Services, LLC. Thus, you’ll actually be doing yourself a favor by pondering oddball questions that set your gears turning, and offering a well-thought-out answer. If you come across as overly serious to the interviewer, you may avoid getting stuck with a job in a corporate culture that rubs you the wrong way. By the same token, if a question strikes you as funny, forcing yourself to answer seriously could cast you as a stiffer character than you really are. One caution, though: Don’t let authenticity get in the way of rapport. “Don’t give a dismissive answer, like, ‘I thought I was going to get a serious question; can you ask another one?’,” Cole says. “The question is there for a reason, so at least make sure your answer is interesting.”

When in doubt, reroute

Interview questions are often designed to offer the interviewee a challenge. Whether the interviewer is testing your technical expertise or your sense of fun – or both at once – the biggest misstep to avoid is blowing your cool. Even if you have no idea how to answer an oddball question, you can still shine in the interview room by responding intelligently – and in fact, this may be exactly what the interviewer is looking for when he or she throws a bizarre question your way. “When dealing with math problem interview questions, the interviewer is typically trying to assess your problem solving skills,” Waguespack says. “So show them your creative juices flowing.” If an interviewer asks you about a technical diagram or software program with which you’re unfamiliar, it’s perfectly acceptable to respond that you don’t know about that particular program or process, but have figured out how to use a similar one. “Then go into some detail, emphasizing your experience and understanding of the similarities,” Cole says. Along the same lines, you can often get away with answering a math-related question by explaining the steps you’d take to reach a solution. What you’re really demonstrating, above all, is your ability to recognize relevant facts and incorporate them into your thought process on the fly.

Despite what you may have learned in school, the “right” answer to an oddball question is generally a reply that fits the tone of the interview, conveys your honest attitude and demonstrates an ability to think on your feet. By contrast, even a mathematically correct answer might be “wrong” if it doesn’t appear to have much thought behind it. It’s fine to be nervous when facing an oddball question. Just remember, the answer itself is often less important than how you arrive at it.

Ben Thomas, a member of the Riley Guide writing team, is an expert on a variety of topics related to the job search.

Founded in 1994 by a university librarian, Margaret F. Dikel (formerly Margaret Riley), The Riley Guide is the Web’s premier directory of job, career, and education information sources available online. Although aimed at job, career, and education seekers, others including recruiters and other career services should also find the guide to be a valuable reference.

On behalf of the Career Management Center we would like to extend our warmest congratulation to the 3 students that have represented IE and were first runner-ups in the final round of the Novartis Mastermind Challenge that took place on February 22^nd at the Novartis Spanish headquarters in Barcelona.

The CurIE team represented IE’s diversity and professionalism through the entire challenge consisting of three stages, the final stage included a dinner gala and the final presentation to the Executive Directors of Novartis on the 22nd.

Two IMBA students from the April intake 2012 (Maresuke Tanaka – from Japan- and Jose Maria Jr. Francisco – from the Philippines-) and a Master in International Management student of the September intake 2012 (Adriana López –from Spain-), lived this amazing experience that exposed them to the current challenges of the pharmaceutical industry, and put them in touch with other students from top European business schools and key representatives of Novartis.

If you are interested in pursuing a career in the pharmaceutical industry or just want to explore its opportunities, you might want to keep posted with the Novartis Mastermind Challenge that usually opens its registration in November.

Internships have become strategic in the jobsearch process. With a stagnant labour market in some economies, internships are a safer way to get a full time opportunity. Even  in you are not offered a full time position, you would have gained insights in that industry, new contacts and additional professional experience avoiding any gaps in your CV.

Also for the employer is a way to avoid risk when hiring someone, as he will be assessing the candidate performance on- the- job at a low cost. These being the main reasons to promote internships nowadays by many companies.

So, do not be hesitant and go for it!!! You might think that internships do not offer good salaries and you will not be getting returns on your investments. This is also wrong because your chances to get a fulfilling full time job will  increase. So, even if you have to work pro bono it would be worth, it will clearly show and prove your commitment, a skill sought by the recruiters.

And it is not only us thinking this way. We want to share an article recently published by Forbes.

• Cuáles son los nuevos perfiles que empiezan a necesitar las empresas tradicionales?

Debido al fuerte crecimiento de la comunicación online, los perfiles que en este momento están siendo más demandados serían:  Community Manager y todos aquellos relacionados con Social Media: Manager, estrategia, analistas, desarrollo de negocio, Relaciones Públicas, SEO…

•  ¿Son conscientes esas empresas de lo que necesitan?

Las empresas son conscientes en el momento que un volumen importante de las mismas poseen una web corporativa e Internet y muchas de ellas están presentes de forma activa en las redes sociales. Es debido a esta evolución en el avance de las tecnologías, que las empresas se ven en la necesidad de contar con perfiles que puedan gestionar las mismas.

• ¿Existen empresas o personas especializadas en dar estos servicios de forma que las pymes puedan tenerlos externalizados?

Existe la posibilidad de contar con personas o empresas especializadas en cubrir estos servicios de manera externalizada que puede contribuir a aportar ideas nuevas y renovadas, pero que a su vez suele tener un coste más elevado y exige inversiones y gastos operacionales e incluso, según algunas empresas, menos seguro que contar con el recurso internamente. En cualquier caso, las pequeñas empresas tienden más a externalizar estos servicios.

•  ¿Son trabajos nuevos o llevan ya años teniendo expertos en ello las grandes empresas pero ahora para prácticamente todas las pymes es imprescindible contar con esos perfiles?

La demanda de estos perfiles se ha disparado en los últimos años y seguirá creciendo debido a la evolución de las nuevas tecnologías. Podríamos decir que para las grandes empresas dónde esta evolución está presente hace ya algunos años, son profesiones en las que ya cuentan con expertos, sin embargo, para las pymes, esta evolución ha llegado más lentamente por lo que son prácticamente puestos nuevos que hoy en día se hacen imprescindibles para que, como comentaba anteriormente estas nuevas tecnologías puedan ser bien gestionadas. Aproximándonos en España a la tendencia Europea del Interim Management también para estos perfiles.

•  ¿Requieren formación nueva o se trata de profesionales formados en carreras tradicionales que se enfocan a temas con posgrados o con formación de diversos sitios?

Algunas de estas profesiones han sido adaptadas de versiones más tradicionales, por ejemplo los diseñadores gráficos que antes diseñaban contenidos impresos y ahora han tenido que actualizarse para dar el salto a la red o gente que se encargaba de diferentes publicaciones en papel y que ahora lo tiene que hacer en entornos online, pero la gran mayoría de estas profesiones son nuevas o de muy reciente creación, por lo que los perfiles requeridos necesitan de formación especializada.

• ¿Dónde se puede buscar esta formación?

Existen una gran variedad de vías dónde poder encontrar este tipo de formación: Universidades donde se impartan este tipo de grados (diferentes áreas funcionales versión digital, tales como marketing digital…), y podemos además complementar esta formación con una titulación avanzada en Redes Sociales que se imparten en diferentes centros punteros de investigación tecnológica. En Internet tenemos un amplio abanico de posibilidades para encontrar los centros más adecuados para obtener este tipo de formación.

IE Business School lleva ya tiempo apostando por este tipo de especializaciones, con  programas de postgrado tales como el Máster de Digital Marketing (MDMK), adelantándose al mercado.

• ¿Tendrían todos estos perfiles que ver con internet, de una u otra manera?

Todas estas nuevas profesiones tecnológicas han surgido del momento de cambio que se está produciendo en cuanto a la forma en la que aprendemos y la forma en la que trabajamos y todo ello, con Internet a la cabeza. Internet se ha convertido en un gran escaparate público, motivo por el que la red nos enseña que la mejor manera de llevar a cabo estas posiciones es haciéndolo a través de ella misma.

• ¿Se verían afectadas por estas necesidades las empresas de todos los sectores, del energético al cultural, es decir se trata de una nueva forma de funcionar en las empresas obligadas por el nuevo mundo 2.0 y los cambios que ha provocado y seguirá provocando?

Las empresas están centradas en buscar a personal preparado para liderar sus estrategias en el mercado digital, indistintamente del sector que procedan. El mercado está y seguirá estando en las redes sociales por lo que de alguna manera están obligadas a adaptarse a esta nueva forma de actuar.

• ¿Quiere todo esto decir que vamos hacia un mundo de la necesidad de asistencia personal absoluta de las empresas por los nuevos canales de ventas, de negocios… que han abierto las nuevas tecnologías?

La necesidad de aumentar la presencia de las empresas en la red, se hace cada vez mayor.

El crecimiento de las nuevas tecnologías, contribuye a la productividad, aprendizaje y desarrollo tanto personal como profesional.

Las empresas han de abrirse a los nuevos canales que gracias a las nuevas tecnologías nos permiten la optimización de negocios.

El mundo de Internet es el resultado de una alianza entre profesionales de la comunicación, el comercio exterior y la investigación de mercados, motivo por el que son cada día más las empresas para las que se ha convertido en algo imprescindible este nuevo canal de negocio.

La formación es un ejemplo claro, IE Business School actualmente es líder en formación online, las nuevas tecnologías acercan a estudiantes de todo el mundo y obviamente con otro objetivo, a empresas y clientes.

Hace algunas semanas, fui invitada a dar una charla sobre Estrategias Exitosas para Buscar Empleo, durante la 6ta edición de LGBT@Work, el evento anual de la red profesional ieOut de IE Business School, donde se comparten buenas prácticas de inclusión en la empresa y la universidad. Este año se ofrecieron en especial prácticas de búsqueda de empleo y consejos para buscar las mejores empresas para trabajar.

En esta oportunidad,  la revista América Economía publica en su sección MBA & Educación Ejecutiva un extracto de lo que ha sido esta charla: Por qué falla nuestra búsqueda de empleo: de lo táctico a lo estratégico

Espero que os sea útil y compartáis con nosotros vuestras experiencias en la búsqueda de empleo aquí en el blog, o en el grupo de Linkedin de IE Alumni

Muchos éxitos y desde ya, ¡Felices Fiestas!

Ana Herranz.

Versión en Español más abajo

Today’s competitive landscape for recruiting University graduates gives students, like yourself, an opportunity to influence the employer offering and work environment that you will experience upon graduation.

More and more employers are interested in finding out about the career goals, expectations and employer preferences of students at IE University and IE Business School. Employers use this information when designing their recruiting strategies, identifying key schools from which to recruit and adapting their message to appeal to their target audience.

Universum has launched worldwide in 23 countries the survey Wetfeet Career Benchmark to learn more about Students’ career goals and expectations. Last year over 330,000 students participated globally and the results were read by millions in The New York Times, Bloomberg Businessweek, Fortune and countless other media outlets in the countries that participated. In Spain it was published in the newspaper Cinco Días.

To participate in this year’s study click here and influence your future employer offering and work environment.  Your participation helps to increase the visibility and marketability of IE University and IE Business School students to employers who recruit on campuses nationwide and helps the employers to work on a targeted approach when they recruit on our campus.

The Career Management Center will be provided with a report detailing your aggregate responses (individual responses remain anonymous). This can help our office better serve you and focus on attracting the companies that better serve IE students’ interests. You will be compensated for your time with a career toolbox that features two free WetFeet Insider Guides and access to career webinars from Evisors among others.

Participate and make your voice heard!

SPANISH VERSION

Tu oportunidad para cambiar el mercado de trabajo

El panorama competitivo de hoy en día para reclutar graduados da a los estudiantes universitarios la oportunidad de influir el ambiente de trabajo y las ofertas de empleo que va a experimentar después de graduarse.

Cada día son más y más los empleadores interesados conocer los objetivos profesionales, expectativas y empleadores preferidos de los estudiantes de IE University y IE Business School. Los empresas utilizan esta información al diseñar sus estrategias de reclutamiento, identificación escuelas claves para los procesos de contratación y adaptar su mensaje para atraer a su público objetivo.

Universum ha lanzado en 23 países de todo el mundo la encuesta WetFeet Career Benchmark para aprender más sobre las metas profesionales y las expectativas de los estudiantes universitarios. El año pasado más de 330,000 estudiantes participaron a nivel mundial, y los resultados fueron leídos por millones de personas en The New York Times, Bloomberg Businessweek, Fortune y un sinnúmero de otros medios de comunicación en los países que participaron. En España se publicaron en el periódico Cinco Días.

Para participar en el estudio de este año, haz clic aquí e influye en las ofertas de trabajo y el entorno laboral en el que te desarrollarás profesionalmente después de graduarte.

Tu participación ayuda a aumentar la visibilidad y la comercialización de los alumnos de IE University y IE Business School entre los empleadores que reclutan nuevos talentos en los campus de todo el país y ayuda a que los empleadores desenvuelvan enfoques específicos al momento de reclutar en nuestro campus.

El Departamento de Carreras Profesionales del IE recibirá un informe detallado de las respuestas agregadas (respuestas individuales permanecer en el anonimato). Esto puede ayudar a que nuestra oficina de un mejor servicio y nos centremos en atraer a las empresas en las cuales los estudiantes de IE University y IE Business School están interesados.

Tú serás compensado por tu tiempo con una serie de herramientas de desarrollo de la carrera que consiste en dos guías gratuitas con información privilegiada de WetFeet y acceso a seminarios web sobre carrera profesional de Evisors, entre otros.

¡Participa y haz que tu opinión cuente!

by Virginia Ríos, Community Manager - IE Alumni & Careers

VERSIÓN EN ESPAÑOL ABAJO

It was worth the long wait to talk with Markus Graf, Global Head of Talent Acquisition (Corporate Executive Director) at Boehringer Ingelheim and 2010 IMBA alumnus during the IE Careers Fair 2012.  HR Managers are normally ambassadors of their organizations and Markus was no exception to the rule; with his thorough answers he showed passion and commitment to his job of procuring the best talent for the privately-held pharmaceutical, headquartered in Ingelheim, Germany and its 145 subsidiaries around the globe.

The company looks for several profiles in all professional functions, with special attention to Marketing & Sales, Purchasing, Engineering, Finance & Controlling, Biotechnology, Research & Development. It also offers traineeships, management programs and postdoc positions as well as junior and senior functions in the mentioned areas.

Passion is key, as well as a can-do attitude and entrepreneurial vision, which is a common asset in IE students according to Markus. Another value that makes them recruit at IE is diversity. “Diversity allows us to work in international environments where cross-cultural collaboration is the rule for success”- Markus remembers how the team work at IE trains the students for the corporate life: “The teams are made to provide better outcomes: diversity not only geographical but also functional, inspires you, engages you and also leads to innovation. Putting different points of view in one place enhances decision making processes.”

MBA or business management graduates represent a pool of valuable candidates thanks to their ability to think out of the box and with a strategic, long-term vision. Markus outlines that during the MBA students learn to speak the language of each of the different organizational functions, such as accounting language, marketing language, operations language, etc.; therefore, seeing the big picture and communicating with other professionals is a plus if you are applying to Boehringer Ingelheim.

When talking about working at Boehringer Ingelheim, Markus Graf, Global Head of Talent Acquisition, highlighted the long term vision put into each of the investments the company does; and how research and development as well as other functions add value in creating advanced products to eradicate diseases and improving quality of life. “At Boehringer Ingelheim work has a purpose and we need the right team to produce the best outcome. Talent is important, that’s why I work daily to attract, develop and retain the best people. If we have the best marketers, best researchers, best managers, we will be able to reach our goals for sure!”

If you want to learn more about Boehringer Ingelheim, how to apply and open positions in the company, visit their career web page.

I wish you success in the job search!

——–

VERSIÓN EN ESPAÑOL

“El trabajo tiene un propósito” – Entrevista con Markus Graf, Global Head of Talent Acquisition en Boehringer Ingelheim

Ha valido la espera para poder conversar durante la Feria de Empleo 2012 con Markus Graf, Global Head of Talent Acquisition (Director Ejecutivo a nivel corporativo de RRHH) en Boehringer Ingelheim. Los directivos del área de Recursos Humanos normalmente son embajadores de sus organizaciones y Markus no es la excepción a la norma; ha sido agradable encontrar respuestas minuciosas a cada una de las preguntas, contestándolas de manera apasionada y convencido de la importancia de su trabajo: conseguir el mejor talento para  la farmacéutica Boehringer Ingelheim, una empresa familiar establecida en Ingelheim, Germany con representación en 145 países.

La empresa busca profesionales en diversas funciones, con especial atención a Marketing & Ventas, compras, ingeniería, control y finanzas, biotecnología, e investigación y desarrollo.  También ofrece prácticas, programas de desarrollo para jóvenes profesionales y post doctorales; así como posiciones para profesionales con más experiencia en las áreas mencionadas.

La pasión por la industria y por la función que se desempeña es clave, así como una actitud proactiva y emprendedora; lo cual es común en los candidatos del IE, según Markus. Otro valor que anima a Boehringer Ingelheim a buscar profesionales en el IE es sin duda la diversidad de los estudiantes. “La diversidad nos permite trabajar en un ambiente internacional donde la colaboración y el entendimiento entre las distintas culturas es la receta para el éxito”.  Markus recuerda como el trabajo en equipo que aprendió en el IE entrena a los alumnos para la vida corporativa: “Los equipos están hechos para dar mejores resultados: la diversidad no es sólo geográfica sino también funcional, lo cual es sumamente inspirador,  te engancha para dar lo mejor de ti mismo en el trabajo, y nos permite innovar. Poner diferentes puntos de vista en un solo sitio mejora sustancialmente el proceso de toma de decisiones.”

Los MBA y otros graduados de escuelas de negocios representan un grupo de candidatos muy valorables gracias a su habilidad de para pensar más allá de sus situaciones, con una visión a estratégica que apunta al largo plazo. Markus resalta que durante el MBA los alumnos aprenden a hablar el lenguaje de cada una de las distintas funciones de una organización, como el lenguaje contable, lenguaje de marketing, el lenguaje de operaciones, etc.; es por ello que ver todo el panorama y comunicarse con otro tipo de profesionales es un añadido si queréis aplicar a un puesto en Boehringer Ingelheim.

Cuando habla de trabajar en Boehringer Ingelheim, Markus Graf, destaca la visión a largo plazo que existe en cada una de las inversiones de la empresa; y de cómo la investigación y desarrollo, así como otras funciones de la empresa ayudan a crear valor con productos avanzados que apuntan a erradicar enfermedades y mejorar la calidad de vida.  “En Boehringer Ingelheim el trabajo tiene un propósito y necesitamos tener al equipo adecuado para producir los mejores resultados.  El talento importa, es por esto que trabajo a diario para atraer, desarrollar y mantener a los mejores profesionales. Si tenemos los mejores profesionales del marketing, los mejores investigadores, los mejores gerentes, ¡Seguramente podremos alcanzar nuestras metas!”

Si quieres conocer más de Boehringer Ingelheim, cómo inscribirte en las ofertas y las posiciones disponibles, visita su portal de carreras.

¡Mucha suerte en vuestra búsqueda!

Virginia.