The key to the success of the companies that make up the global mobility industry lies in the ability to adapt to change and maintain a committed and skilled team. Over the years, at Mudinmar we have learned valuable strategies for recruiting and retaining talent. Below, we share our experience in finding professional talent and keeping it in our team.

What works and doesn’t work in recruiting new staff

In our experience, the key to successful recruitment is finding the right balance between technical and soft skills. While previous experience in the area of performance is desirable, the importance of soft skills cannot be underestimated during recruitment.

The technical background of our professionals can be hindered if it is not accompanied by skills such as effective communication or the ability to work in a team—two very important soft skills in our sector. Soft skills are a sign that a person is capable of facing daily challenges and one of the keys in the configuration of a highly effective team.

Soft skills, in our experience, are the foundation of a strong, cohesive team that works to meet the demands of clients and address the challenges of our sector. Our formula for getting our team composition right combines adaptability, effective communication, empathy, teamwork and creativity applied to problem solving.

As an example, in the operations team, where daily physical and logistical challenges are faced, adaptability is crucial. Employees must be able to adjust to changing environments, manage unforeseen events and maintain a high level of performance under pressure. For office teams, emotional intelligence helps to manage internal and external relationships, and empathy facilitates understanding the perspectives of colleagues and customers.

From the above we can demonstrate that relying solely on the expertise of our team does not work and is a mistake that directly impacts the quality of our services. Another common mistake is resistance to change. Over the years, we have found that people with a lot of experience tend to cling to old practices without considering new ways of working, technologies or methodologies. Moreover, focusing solely on experience can overlook the importance of continuous training and the development of complementary skills. The desire to keep improving should not only be something we look for in our next employees, but an interest that we encourage in our employees, by taking care of their workspaces or by investing in their training.

These are the skills that your team must have

To train Mudinmar’s sales and commercial departments, we prioritize persuasive communication skills, empathy and active listening. Other skills such as resilience and adaptability are required to navigate the demanding environment of our sector. The ability to communicate in several languages, especially English, is essential. Additionally, we value knowledge of a second language.

We do not forget critical thinking and creativity applied to problem solving, which are particularly relevant to us in a selection process. In short, we look for professionals who share our values and vision, including integrity and commitment to customer satisfaction.

How do we identify talent during recruitment?

At Mudinmar, we focus on two fundamental parameters for the selection of our team during interviews: Academic and complementary training (which we value at 60%) and previous experience (which we evaluate at 20%). What about the soft skills we were talking about at the beginning?

Apart from the objective and numerical evaluation that we carry out through the sum of these two parameters, the energy that the candidate transmits to us is crucial for their insertion within our company. One of our hallmarks as a mobility group is that we continue to maintain the essence of a family business that dates back more than 35 years. Although nowadays our staff has quadrupled in number—adding the three branches in Spain—since its origin in a modest warehouse in Valencia, we can say that the Mudinmar team maintains that family essence of professionals and is connected by their human quality. For us, it is essential to form a team of people who work together and are aligned.

So, what could we say is the key to identifying and retaining talent? Our secret to continuing to build a committed and talented team is to invest in young professionals. In this way, we give promising young people who have successfully completed their studies the opportunity to enter the labor market, we invest in their training and, above all, we complement their skills with the experience of our previous team. In this way, we succeed in recruiting and retaining talent in our company to form an effective and unbeatable team.

Workplace wellbeing—another key to keeping talent in our company

The need to maintain high levels of employee engagement and morale, especially in a fast-paced and physically demanding environment such as ours, must also be a priority. In other words, our entire recruitment strategy will fail if we are not able to retain talent, stimulate the potential of our employees and provide them with a favorable environment to grow and perform their roles.

Some of the practices we apply to nurture our people and keep them engaged include ongoing training programs, fostering an inclusive environment and rewarding performance through incentives and recognition.

At Mudinmar we are very conscious of the importance of mental and physical health and their impact on our activities, which is why we have implemented wellness programs that include group leisure activities, medical assistance and flexible working options. These practices not only support job performance, but also reinforce an organizational culture that prioritizes employee well-being at all levels.

In addition, we are committed to adequately rewarding our employees’ efforts through a salary that is commensurate with their performance and commitment. This financial compensation contributes not only to the recognition of the value of the work performed, but also to building a positive working environment.

On the other hand, respecting leisure time and promoting flexible working time policies are effective strategies for achieving a healthy work-life balance. Respecting rest days and not encroaching on employees’ free time are practices that prevent burnout and contribute to maintaining high morale.

Finally, involving employees in decisions related to their work and work environment not only gives them a sense of belonging, but also strengthens their commitment to the company’s goals.

LinkedIn, the powerful tool to help you set up your Dream Team

The advent of professional recruitment and professional connectivity tools such as LinkedIn has significantly revolutionized our talent recruitment and retention strategies. In recent years, we have used LinkedIn to promote vacancies in our company and conduct a targeted search for professionals compatible with our organizational culture, replacing the traditional—we would even dare to say slower—candidate search and recruitment practices.

With all of the above taken into consideration, we conclude that at Mudinmar, we continue to work on implementing and improving recruitment and talent retention strategies, seeking a balance between training, experience and personal character. Our experience has taught us that focusing exclusively on work experience is a mistake and that the implementation of work wellbeing programs is very important. In addition, the incorporation of new technological advances to identify future candidates is part of our strategies to build and maintain a strong and effective team.