The headhunting business

Panama is the regional center with the fastest growing activity in headhunting, with the search on for CEOs, presidents and senior professionals.

Tuesday, July 26, 2011

The arrival of recruitment agency Amrop in the Panamanian market has increased competition in an already competitive area of human resources search and selection.

The company Amrop Panama, which has a presence in 55 countries and 89 cities defines its "niche within the market in high management positions and independent members of boards for corporations, national companies and prestigious families, raising the level and profile of candidates in a highly specialized process", published Capital.com.pa

"’In Panama, with the growth that has been reported in recent years and new laws providing incentives for multinationals at senior level, there is a professional need to search using deeper processes for the best talent available for these positions’, says Felipe Fabrega, partner and general manager of Amrop Panama.

Amrop, starts with a base of 40 to 50 candidates, then filters them in order to find the best person for the job. "



More on this topic

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The difficulties faced by companies in hiring high-profile executives are driving growth in the recruitment market in the country.

With the advent of more multinational companies in the sectors of logistics, banking and insurance, there is growing demand for qualified personnel to fill positions of managers, vice presidents or directors.

Which Workers are Needed by Businesses in Costa Rica

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In the last few years, there has been a pronounced change in the Costa Rican economy with more jobs going to bilingual people who are technically skilled or have a specialized profile.

The Costa Rican economy's globalized approach, accentuated in promoting exports and attracting foreign direct investment (FDI) has diversified and expanded demand for a workforce specializing in technology, industrial engineering, electricity, electromechanics, mechatronics and in administration certifications and English language as prerequisites for added value. Companies have also changed the weight they give to applicants, now giving 60% to knowledge and 40% to skills.

How to Retain the Most Valuable Human Resources

November 2012

Simply paying more is not enough, instead specific needs of each worker should be addressed, such as flexible schedules, teleworking and services such as child care and fitness.

Participating in the Forum on Human Resources by Capital Financiero entitled "Keys to Success in Retaining Talent," were Juan Planells, former director of the National Institute of Vocational Training for Human Development (Inadeh); Alberto Saenz, director of PwC Consulting, and human resource manager of the Panama Canal Authority (ACP), Procter & Gamble and Dell, Jose Rivera, and David Cabrera Enrique Salgado, respectively, who addressed this issue.

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Attracting, hiring and retaining talent is imperative to make a company competitive; the methods to achieve this are changing rapidly.

In most productive sectors there are not enough qualified and experienced professionals. In some industries, such as software development, the lack of personnel is even more critical, making it crucial for companies to adopt staff attraction and retention policies.

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