Cuatrecasas, a reference in human resources innovation


A moment of the event held at the Cuatrecasas auditorium
A moment of the event held at the Cuatrecasas auditorium

The law firm organized the “Anticipating the future of work” breakfast to reflect on the challenges of the job market.

The event is part of the Employer Branding program launched by the law firm.

In collaboration with Future for Work (FFWI) and PeopleMatters, Cuatrecasas organized the “Anticipating the future of work” event to discuss progress in human resources and labor relations in the current context of transformation. An event framed within the ambitious Employer Branding program developed together with PeopleMatters and aimed at adapting the firm’s employment strategy to the new reality of the job market.

Participants included Ignacio Escobar, Cuatrecasas HR director; Victoria Campos, Emeritus Professor of Moral Philosophy and Politics; Javier de Cendra, dean of the IE Law School; Valentín García, Labor partner at Cuatrecasas; Santiago García, founding partner of Future for Work (FFWI); Miriam Aguado, senior manager of PeopleMatters; and Guillermo Tena, managing director of the Cuatrecasas Institute for Legal Strategy on Human Resources, as moderator.

The event originated from the need to reflect on the new professional profiles entering the job market in recent years. Young graduates joining the firm every year are changing what they are looking for as they start to find working for companies such as Google, Netflix or Microsoft more attractive than working for a law firm.

As Santiago García, founding partner of FFWI remarked, “Companies have to be creative and promote systems to help generate new ideas and methods to attract talent. It is necessary to make organizations more dynamic with the use of technologies such as artificial intelligence.” Our Labor partner Valentín García believes that it is important to find the right path towards regulation of these new technologies in matters such as data protection and the right to disconnect, areas in which there already are several court judgements that can be used as precedent.

Javier de Cendra, dean of the IE Law School believes that “The most capable graduates tend to prefer creating their own company. Technology-based entrepreneurship is where the main job changes are happening. In 2010, there were some 10 such companies in the US and in 2016, nearly 600. The market is already showing that this type of disruptive basis companies are more attractive, multidisciplinary and the only ones capable of drawing talent.”

Faced with this reality, Cuatrecasas, like other organizations, is starting to incorporate new ways of working aimed at fitting with these talented youth, but since they are so new, they are not completely mature yet, both from the ethical and legal point of view. As Ignacio Escobar explained: “Our staff is 10 years old and the average age is 37. We have young talent, and that leads us to incorporating the methods of the startup world.”

A practice that universities and business schools have also launched, where they are incorporating new content and training schemes to prepare students to develop their professional future. Miriam Aguado, senior manager of PeopleMatters agrees, and she considers that what is determining the future of the job market is the need for continuous learning to adapt to these new technologies and ways of working. “Currently, STEM (science, technology, engineering and mathematics) profiles with cross skills that are already beginning to integrate the humanities as necessary and fundamental supplements are in demand.” As the Emeritus professor of Philosophy Victoria Camps explained, “These new technologies should not destroy jobs but contribute to create them. It is important to introduce ethics in companies as a differential value so that, despite this technology revolution, we continue to focus on human talent and its professional profiles.”

A debate that has demonstrated that increasing technology in the work environment is not only a challenge for organizations, that must be able to adapt to these changes, but also for professionals who have to know what profiles the market is demanding to adapt and train in these new work areas arising in companies.