MAKRO ha participado por segundo año consecutivo en la Feria de Empleo del IE y nuevamente el Comité de Dirección se ha querido acercar a los estudiantes de esta institución para presentar de primera mano la compañía y las posibilidades de desarrollo profesional que ofrece, tanto en el ámbito nacional, como en el ámbito internacional dentro del Grupo METRO, del que MAKRO es filial.

Tras valorar a los candidatos que han pasado por el stand de MAKRO, el equipo de Recursos Humanos ha podido constatar el gran nivel de todos ellos y ha seleccionado a los más idóneos para la empresa.

José María Cervera, director general, ha dado la bienvenida a los nuevos trainees que pasarán a formar parte del Equipo MAKRO en el mes de enero de 2013. Los candidatos responden al perfil que la empresa busca en su proceso de selección continuo: una formación de postgrado de carácter internacional, orientación hacia el cliente, movilidad nacional e internacional y habilidades emprendedoras.

Una vez se incorporen a la empresa los nuevos colaboradores obtendrán un plan de carrera en el que podrán conocer de primera mano las diferentes áreas, departamentos y Centros de Negocio de la compañía número uno en distribución mayorista a nivel nacional.

Los estudiantes del IE han mostrado un gran interés por el stand de MAKRO, por el que han pasado alrededor de 250 visitantes de diferentes perfiles. Todos ellos han tenido la oportunidad de charlar de tú a tú con los miembros del Comité de Dirección, José María Cervera, director general, Pilar Oncins, directora de Recursos Humanos, Tanya Kopps, directora Financiera, Vladimir Vava, director de Operaciones, Atila Yenisen, director de Compras, Jose Bonito, director de Marketing y Antonio López Esparza, director de Proyectos Estratégicos.

Además han podido compartir experiencias con colaboradores de Makro que como ellos, un día fueron estudiantes en el IE  o se han formado dentro del proyecto de Trainees y han llegado a ocupar puestos de responsabilidad dentro de la organización: Gustavo Pascual, Gerente del Centro más grande de la Compañía y MBA IE; Gonzalo Friend, Marcas Propias que formó parte del proyecto de trainees; Carlos Menéndez, No Alimentación y MBA IE, José Manuel León Franco, TGM HoReCa y Trader, que también formó parte del proyecto de Trainees.

“En MAKRO el principal valor que podemos ofrecer a nuestros clientes es nuestro Equipo, más de 3.500 personas que hacen posible que sigamos siendo una empresa líder en la distribución mayorista y que no dejemos de innovar para seguir respondiendo a las necesidades del cliente profesional. Tan importantes son para nosotros los compañeros que llevan 40 años en MAKRO, que aportan su profundo conocimiento del sector, como nuevas incorporaciones, tan necesarias para recibir una inyección de energía y nuevas ideas”, ha declarado José María Cervera.

Los visitantes que se han acercado al stand de MAKRO han podido participar en el concurso “Comparte un día con el Comité de Dirección de MAKRO”. Los participantes que más se han involucrado en las actividades organizadas por la Compañía para este día, pasarán un día con José María Cervera y Pilar Oncins, para conocer cómo es su día a día.

Más sobre MAKRO y Metro Group:

MAKRO -filial española del grupo alemán METRO – vende al por mayor productos de alimentación y no alimentación para dar un servicio integral a las necesidades de abastecimiento de los profesionales (restauradores, hosteleros, comerciantes, detallistas de alimentación, grandes consumidores e instituciones). En 2011 alcanzó un total de 1.289 millones de euros de ventas consolidadas. MAKRO Autoservicio Mayorista S.A es el líder de los Cash & Carry en España con un total de 34 centros distribuidos en 15 Comunidades Autónomas, que suman un total de 227.844 metros cuadrados de superficie de sala de venta. Más información en www.makro.es

METRO Cash & Carry está representado en 30 países con más de 700 centros de autoservicio mayorista. Con más de 100.000 empleados por todo el mundo, la compañía mayorista alcanzó unas ventas de 31.000 millones de euros en 2011. METRO Cash & Carry es una división del GRUPO METRO.

El GRUPO METRO es una de las mayores compañías internacionales de distribución. En 2011 el Grupo alcanzó unas ventas de alrededor de 67.000 millones de euros. La compañía tiene una plantilla de 280.000 empleados y opera en más de 2.200 tiendas en 33 países. El rendimiento del Grupo está basado en la fortaleza de sus divisiones que operan independientemente en sus respectivos segmentos de mercado. METRO/MAKRO Cash & Carry –el líder internacional en autoservicio mayorista-, Real Hipermercados, Media Markt y Saturn –líderes del mercado europeo en distribución de electrónica de consumo- y los grandes almacenes Galeria Kaufhof. Más información en www.metrogroup.de

ENGLISH VERSION BELOW

La buena imagen de la que goza Colombia, así como el gran número de directivos con un elevado grado de preparación, ha generado que este país se convierta en un mercado importante a nivel mundial y local. Esta es la razón por la que Norman Broadbent por medio de su oficina de Colombia ha lanzado el proyecto Leaders for Colombia, una iniciativa única para identificar, evaluar y atraer a directivos colombianos expatriados, que tienen el expertise y las habilidades que requiere en estos momentos la economía colombiana.  

De acuerdo a las estimaciones del Fondo Monetario Internacional, Colombia crecerá alrededor del 4,7% para 2012 y 4,4% en 2013. Desde Norman Broadbent queremos atraer a Colombia el mejor talento internacional, tanto colombiano como de otras nacionalidades, permitiéndole al tejido empresarial contar con líderes con experiencia real en afrontar nuevos retos y proyectos.

Según estimaciones del Ministerio Colombiano de Relaciones Exteriores, la población de colombianos en el exterior asciende a cerca de 4.7 millones. Ante este panorama y entendiendo la importancia que tienen estos ciudadanos para el país, el Plan Nacional de Desarrollo del Gobierno del Presidente Juan Manuel Santos, establece condiciones y estrategias para acompañar el retorno de aquellos nacionales que deseen migrar nuevamente hacia el país.

Si quieres ser uno de esos líderes únete a Colombianos por el Mundo

Leaders for Colombia en la prensa: Colombia con mayor déficit de talento directivo 

Acerca de Norman Broadbent

Norman Broadbent es una firma de búsqueda de directivos y consultoría de liderazgo fundada en Londres en 1982 con oficinas en Europa, Oriente Medio, Asia, África y América. Es miembro del Consejo Mundial de la AESC, Association of Executive Search Consultants, que agrupa las principales firmas de búsqueda de directivos a nivel internacional dentro de un único código ético.

Norman Broadbent presta su servicio a empresas cotizadas y no cotizadas en sus necesidades de captación de altos ejecutivos y equipos de Consejeros, así como en proyectos estratégicos que requieran de políticas de recursos humanos alineadas con el negocio.

ENGLISH VERSION

Norman Broadbent launches Leaders for Colombia

As a result of the positive image Colombia has in the world and the large amount of executives with excellent academic backgrounds, Colombians have become an important market worldwide. This is the reason why Norman Broadbent has launched by means of its office in Colombia the project Leaders for Colombia, a unique initiative to identify, evaluate and attract expatriate Colombian managers, with the expertise and skills the Colombian economy requires nowadays.  

According to the International Monetary Fund’s estimates, the predicted growth for Colombia will increase a 4,7% for 2012 and 4,4% in 2013. Norman Broadbent wants to attract the best international talent, both Colombian and other nationalities, offering the business network the best leaders with real experience in facing new challenges and projects.

As reported by the Colombian Council on External Relations, the estimated Colombian population abroad represents 4,7 million. In this scenario and being aware of the importance this key people represent for the country, the Government Domestic Plan for Development of the President Juan Manuel Santos, establishes conditions and strategies to support the return of those nationals willing to come back to the country.

If you want to become one of these leaders, please join in LinkedIn Colombianos por el Mundo

Leaders for Colombia in the media: Colombia con mayor déficit de talento directivo

About Norman Broadbent

Norman Broadbent is a firm of executive search and leadership consultancy, created in London in 1982; nowadays we have a presence across Europe, Middle East, Asia, Africa and the Americas. Norman Broadbent is member of the Association of Executive Search Consultants, AESC, an official body representing retained executive search consulting firms worldwide under a single ethic code.

Norman Broadbent offers its services of Executive Search for Executive Managers and Board Members to meet the needs of quoted and unquoted companies requiring human resources policies aligned with the business.

Amber Wigmore Álvarez, Executive Director of Career Services for IE, presented to an audience of more than 230 pre-MBA women at the Forté Forum in Boston on August 21^st. The panel on which Amber presented was moderated by Liberty Mutual, a recruiter at IE, and Amber shared her views on how an MBA will help prospective students who are not interested in careers in investment banking or consulting, career transition and progression with an MBA and flexibility of the degree, how to balance career with family and the importance of the MBA network. Kimberly Janulewicz, Director of Business Development for the Northeastern Region, North America, contributed her views as part of the Admissions Panel.

Be sure to take a look at the agenda (below) for the upcoming 2012 Women Lead Webinar Series, hosted by Forté. The Women Lead Webinar Series explores topics surrounding leadership, career advancement and improving performance.  We hope you’ll take advantage of these special online events featuring leading experts, business authors and senior executives from top companies.

 Agile Critical Thinking: The Skills You Need to Make Better Decisions in a Complex, Competitive and Dynamic Workplace
Thursday, September 27, 12:00 – 1:00 pm Eastern. Register.

 Transitioning from an Expert to a Leader
Tuesday, October 30, 12:00 – 1:00 pm Eastern. Register.

 Great 8 Trends Driving Growth to 2020
Wednesday, December 12
, 12:00 – 1:00 pm Eastern. Register.

Do you know Dice.com ?

Dice.com is a career website geared toward the best in tech. Gigs in software engineering, online game development, project management, and more can be found at top companies like: Google, Adobe, Microsoft, Dell, Amazon, Oracle, etc. Not only are there listings for the best jobs on Dice.com, but you can get access to career advice, discussions, and join tech communities, all for free.

Isn’t it time you found an opportunity that provided you with a springboard to become the latest and greatest innovator, thinker, and genius in your field? Find a job that gels with your personality, education, and skills at Dice.com.

If you use it, let us know how your experience was.

Good luck in your job search!

Another article by BlueStep, our Career Partner, we want to share with all of you on How to create a LinkedIn targeted network.

To join Bluesteps today, contact the IE Career Management Center at careers.online@ie.edu

7 Steps to Build a Targeted Network on LinkedIn
By BlueSteps.com
After recently providing a case study of how LinkedIn can be used to build out your network through targeted networking, here is a step by step guide to help you get started. Just remember to leave old fears of online (or offline) networking in the past, and always be open to help others!

1. Be Specific. Go to the Advanced People Search on LinkedIn. Either search by company name in the main keyword filter to target specific organizations or use job / industry titles to be more generalist. Select the industries relevant to you in the filter below and define the target geographical location. If the results returned are too general use more filters and keywords to further specify your search. The company tab on LinkedIn can also be very useful but is sometimes unreliable if employees have entered their company name incorrectly or the company page is not active.
2. Find connections. Browse the search results and look for executives who you share groups with or have connections in common. If you have a connection or common group with someone, GROUP, 1st, 2nd or 3rd will appear next to their name. The numbers indicate the degree of connection – a direct connection (1st), a connection of a connection (2nd), or a connection of a connection of a connection (3rd). Being in their 1st or 2nd level network and sometimes when sharing a group, will allow you to message others without connecting directly.

3. Create connections. If you do not have any shared groups or connections with target professionals, look at the groups listed on their profiles and join the ones that match your background. This is a good way to ensure you are a member of all the most relevant groups to your industry or function, even when you’re not in a job search, and also allows you to send messages and connection requests to professionals in the same group. Get active in industry forums to connect with like-minded professionals and display thought leadership.

4. Make contact. Next, reach out to target professionals in a friendly and professional way – comment on shared groups or connections and state you would like to add them to your network. If they are open to online networking and think your profile is interesting they will accept.

5. Build Rapport. Once connected, the idea is to build rapport as you would any other relationship. Although this is targeted networking, do not announce you are looking for a job right away – although sometimes opportunities arise when you can be more direct, build your network with relevant contacts over the long term, so in 3-6 months or so, when you are ready to move, you will have a strong contact base to enquire for openings or just meetings for coffee to gather valuable information.

6. Keep contacts engaged. You should add regular industry or function focused status updates (one or two per day but once a week is also fine), posting links to interesting articles, and ideally including links to your own articles. You should also interact with status updates from your contacts in a friendly and professional manner, such as congratulating on new jobs or commenting on their posts. Your new contacts will see your interactions in the LinkedIn timeline and if they are active on LinkedIn, you will remain constantly on their radar.
In addition, if you find great industry reports or whitepapers, feel free to share with your relevant top contacts via a private message, always including friendly questions to continue to build rapport.

7. Take it offline. When you are in an executive job search, feel free to send brief targeted messages stating that you would like to know a little more about their organization, location or specific market, relating questions to your experience. If they are open you will have a chance to gather information and perhaps hear about opportunities they know of. And do not be afraid to take it offline – mention you are visiting the area and offer to go for coffee. For example: Hi ___, I have just finished a project with ___ and am considering relocating to New York. Being in financial services, how do you find the market is recovering in NY? Are organizations hiring again?
Overall, building your network online should be an on-going process for all senior executives and provided you are proactive with relationship building, new opportunities will soon come your way. Sign up to BlueSteps today and join our LinkedIn group to ensure you stay connected, visible and up to date with the latest in career management and the executive search industry.

About BlueSteps
IE Business School and BlueSteps, the exclusive career management service of the AESC, have partnered to provide you with a direct link to over 8,000 of the world’s top retained executive search professionals, as well as provide you with a suite of premium career management tools and services specifically designed for executives. As a Institute de Empresaor student or alumni, you are entitled to an exclusive discount of 30% on a BlueSteps Membership. Premium BlueSteps services are also included at no additional cost (a savings of €79.00 /year).  To join Bluesteps today, contact the IE Career Management Center at careers.online@ie.edu
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We want to share with all of you some Resume Tips for C-Level Executives that has been prepared for our students and alumni by BlueSteps, the career management service of the AESC that have partnered with IE.

They are also having a complimentary seminar on October 4th, 2012.  Details of the event will be posted in the IE Alumni group on LinkedIn 

Resume Tips for C-Level Executives
By BlueSteps.com
What does a C-level resume/CV look like these days? What information should it include? What information should you leave out?
Here are some tips to help you get started:

Contact Information
Don’t use an AOL email address. It may seem like a silly suggestion at first, but an AOL address will give the reader an impression of an old-fashioned, behind-the-times individual, fair assessment or not. A Gmail address is very important to have on a resume/CV. It says that you are up-to-date with technology (even if you personally are not).
Including a URL to your LinkedIn profile and to your professional website, if you have one, is also very valuable to the reader, as it is an opportunity for them to obtain additional information from these sources, while also demonstrating your familiarity with Job Search Web 2.0 tools.

Glance Factor
When recruiters or executive hiring managers first come into contact with your resume/CV they are going to give it on average a 10-second glance. Does your resume/CV pass the test? If you are unable to showcase your talent and accomplishments in such a way that they jump off the page, you may not get a second look.

Maximize Your Resume Real Estate
The most critical section of your resume/CV is the top one-fourth to one-third. This small area has to show the reader at a glance who you are, what you have done, and what you can do for them! Some refer to this section as the “profile” or “summary.” The information in this section must be clear, compelling and concise. Think of it as your marketing and branding section—it is what differentiates you from all other candidates.
This section should include:
 Two sentence overview of you the candidate. Be brief.
 Feature three accomplishments that emphasize top talents.
 Keywords.
 Your degrees, certifications, languages, and experience that relate to the potential position.

Keywords
It may seem like C-level executives wouldn’t need to worry about keywords. Wrong. Recruiters will run the resume through a keyword search, particularly if the position is in an industry where it is paramount that top-level management have expertise in certain key areas or have very specific management skills.

Experience
Avoid a list of job descriptions. Focus on your accomplishments that tell your success story. Generalities don’t make the grade. Quantified accomplishment-based statements in the experience section show a true C-level’s value. What has been the key impact you have had in each position? Express it in numbers whenever possible.

Length
Resumes/CVs today need to be read not only on computers, but also on iPhones and other mobile devices. Therefore, the resume/CV must be kept to two pages. I know, you’re a C-level executive and you deserve more space to talk about all of your accomplishments; however a longer resume just does not work today.
LinkedIn profiles and professional websites can highlight more detail. A resume/CV should highlight the last 10-15 years of experience. This helps keep the resume length inline and the focus current.

File Formats
Having various file formats is helpful. A Word document, plain text, and PDF are the most common formats that are usable in most cases. You will also want to have a complete LinkedIn profile with a professional photo, and a professional website is also encouraged.
In addition to your public LinkedIn profile, a BlueSteps.com profile will also confidentially raise the visibility of C-level executives to top global search firms.

About BlueSteps

IE Business School and BlueSteps, the exclusive career management service of the AESC, have partnered to provide you with a direct link to over 8,000 of the world’s top retained executive search professionals, as well as provide you with a suite of premium career management tools and services specifically designed for executives. As a IE Business School student or alumni, you are entitled to an exclusive discount of 30% on a BlueSteps Membership. Premium BlueSteps services are also included at no additional cost (a savings of $89 USD /year). To join Bluesteps today, contact the IE Career Management Center at careers.online@ie.edu
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In the second part of this series, Amber Wigmore, Director of the Careers Management Center, gives us specific advice on how to prepare for the job interview.

Best of luck in your job search!

Amber Wigmore, Director of the IE Careers Management Center brings us useful advice for the job search in the current market.

Staying optimistic about your search and interview process; as well as using your network,  is key for succeed in this changing environment.

En esta ocasión queremos comparir contigo las opiniones de la Directora Ejecutiva del Departamento de Carreras Profesionales del IE, Amber Wigmore, sobre el networking y su importancia en la búsqueda de empleo en los perfiles junior.

¿Cuál es la importancia del networking a la hora de encontrar el primer empleo?

El networking juega un papel muy importante en la búsqueda de trabajo, incluso en el caso del primer empleo o unas prácticas, teniendo en cuenta la estadística de que sólo un 33% de los puestos vacantes llegarán a un tablón de ofertas y cuando llegan, hay unos 300 candidatos compitiendo para cada vacante. El resto de las ofertas son parte del “mercado oculto” y el networking es la clave para introducirse en él. En el caso particular del primer empleo, es especialmente importante relacionarte y crear vínculos con personas que puedan darte esa primera oportunidad, a pesar de no haber un encaje de más del 80% con la oferta de trabajo, por esa falta de experiencia laboral.

¿Y más tarde, en la carrera profesional?

El networking, el desarrollar contactos y conexiones personales con una variedad de gente, es una habilidad crítica para cualquier líder de negocios internacionales, además de ser muy importante para el desarrollo de la carrera de uno mismo.

Networking en el IE

Desde la Dirección de Carreras Profesionales del IE colaboramos con los diferentes programas para la organización de eventos de networking para nuestros alumnos y antiguos alumnos, al ser clave para el desarrollo de sus carreras. Durante estos encuentros los participantes siguen hojas de ruta para guiarles y facilitarles el conocer e interactuar con el máximo número de asistentes posible.

En muchos programas del IE, dentro de la asignatura de “Career Strategy”, los alumnos cuentan con una sesión de networking para estar a la última en cuanto a técnicas y estrategias para sacar el mayor provecho del networking en relación con la búsqueda de empleo o bien para el desarrollo profesional.

En el IE tenemos alumnos y antiguos alumnos de más de 90 nacionalidades, lo cual implica diferentes normas culturales en los eventos de networking. Es por ello que al organizarlos solemos enviar a los participantes consejos básicos para ser más eficaces.

Dentro de la plataforma tecnológica de Carreras Profesionales, el IE Career Portal, estamos lanzando una herramienta que facilitará el networking de alumnos dentro de un mismo programa, en diferentes programas y también con los antiguos alumnos.

¿Cuál es la importancia de los antiguos alumnos en la creación de este networking?

Tras un proceso de selección muy riguroso, en abril de 2011, entramos en la alianza de MBA Career Services for Working Professionals, una alianza de gran prestigio que está formada por las 32 top escuelas de negocios del mundo, reconocidas por prestar un servicio de carreras excelente a alumnos ejecutivos y a los antiguos alumnos. Esta alianza nos permite compartir eventos de carreras con las escuelas partner como Kellogg School of Management, INSEAD, London Business School, Harvard Business School, etc. Desde que formamos parte de esta alianza, hemos invitado a nuestros antiguos alumnos a más de 30 de estos eventos, donde nuestros antiguos alumnos disfrutan de un networking muy enriquecedor al poder relacionarse con profesionales de otras importantes escuelas de negocios.

Por otra parte, miles de antiguos alumnos siguen estando activos e involucrados con el IE muchos años después de su graduación. Nuestro Departamento de Carreras Profesionales se encuentra fortalecido gracias a los antiguos alumnos que se ofrecen como voluntarios a realizar entrevistas simuladas, a compartir sus experiencias profesionales con alumnos actuales, y a reclutar entre nuestro alumnado.

Y tu, ¿Cómo encontraste tu primer empleo? ¿Qué otros consejos darías a alguien que se inicia en su vida profesional?

At the CMC we always stress to our students that they have to keep their resume´s length at a maximum of 2 pages, ideally 1.

The recruiter is not willing to spend 10 min going through your resume and that might be the first reason you are providing him for it to end in the dustbin in the first screening.

Moreover, a long resume would be telling that you are not capable of synthesize, communicate properly and be focused and concise; which I guess is not the message you want to convey.

To read more about this subject, I want to share with all of you a post by Pete Leibman, founder of Dream Job Academy.

Click here to learn why two page resumes are stupid.