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ACCIONA Jobs: your talent for a sustainable future

Do you think your profile fits in with the values of ACCIONA? Would you like to work in our company and are looking for the best way to keep abreast of our offers? ACCIONA Jobs is your application. We have completely renovated our employment app and is now more useful than ever. It is available in English and Spanish for iPhone and iPad devices, is free and is updated daily with all the jobs we offer worldwide.

You can choose your profile -junior, senior or master- and through an entertaining question and answer game you will learn about different aspects of ACCIONA based on five categories: sustainability, innovation, excellence, people and corporate identity . Depending on your successes and the profile you selected we will show you the most suitable job vacancies for you and you will be able to apply for a job directly from the application.

You also have the option to filter offers by country and by business lines, so you can find directly the job you’re seeking.

Accept the ACCIONA Challenge

What is the Challenge ACCIONA? It is a questionnaire we have prepared for you to show how good you know us and to learn what you still didn’t know. We’ll show you a video with a question related to the company activity with three possible answers. If you hit, you score points, and if you fail, you get a clue to try again. Once you complete the challenge we’ll show your score, your percentage of affinity with ACCIONA and your position in the ranking of your country and worldwide. If you want, you can share your results in social networks to challenge your friends.

Download now ACCIONA Jobs and show your talent for a sustainable future.

Robotic automation: help or threat?

  • 1. A robot may not injure a human being or, through inaction, allow a human being to come to harm
  • 2. A robot must obey the orders given it by human beings except where such orders would conflict with the 1st Law
  • 3. A robot must protect its own existence as long as such protection does not conflict with the 1st or 2nd Laws


The Three Laws of Robotics, devised by Isaac Asimov 75 years ago, shoewd up the latent humanity’s fear of a dystopian future in which the machines could become aware of themselves and endanger the survival of their creator. Asimov was not the first to anticipate this fear of being displaced by machines, proof of this the evidence left by Charles Chaplin (Modern Times, 1936) and, to some extent, Fritz Lang (Metropolis, 1927).

MetropolisMore or less like those science fiction, these modern times have arrived. We are in an era in which, although robotics do not challenge our lives directly, automation of many processes is taken as an ominous threat to millions of jobs.

It is right, therefore, to wonder whether we should take as a partner or an enemy the cold stainless steel mechanical arm that aims to avert the hand of flesh and blood of the worker. Is there a reason to resist the robotics work? Or on the contrary it is a positive fact that will rise the security and welfare of the employee?

There is no reason to fear…

Mano robóticaAs the expert in robotics Luis Moreno, professor at the Carlos III University of Madrid, explained in a report by BBVA Innovation Center, robots will not replace people in their daily work. “The most robotic countries are the richest and the ones with more employment. Japan, Korea, USA and Germany do not use robots to replace people, there is no interest in doing that. A robot is expensive, very expensive, and is used to improve product quality. Car industry did not automate to replace people, because the robot was likely more expensive, what happens it is that the robot makes the welds with high precision.”

… Or a future with more rivals than allies?

However, according to a study published last year in Germany by ING, which was elaborated with collaboration of about two thousand technology experts, scientists and academic, some sectors indeed have reason to fear for their future careers. This report states that in the upcoming decades the use of machines and computer software will be gradually replacing labor until “in 20 years robots will have replaced 18 million people only in Germany” the 59% of the current workforce in this country.

An industry that will have much to say in this process will be the automobile, that’s why the opinion of Carlos Ghosn, CEO of Nissan-Renault, is encouraging for those who fear being displaced by automation:

Anyways, what seems sure is that man and machine will have to learn to coexist to build a productive symbiosis to achieve success in the XXII century.

Managing frustration with growth mindset

Much is needed in a job search including patience, planning, networking, etc. But one extremely important thing to keep in mind is managing frustration.

Although hard work normally comes with its reward, sometimes it takes longer than we’d like. When that happens and we feel like throwing in the towel and saying “I can’t take it any more!” we are experiencing the feeling of desperation or frustration.

Frustration is a poor companion in a job search, so you should know how to get through these moments and overcome the anxiety and negative thoughts that flood your brain and hold you back. Yet the best solution to frustration is: Move forward! Keep it up! Put one foot in front of the other!

One of the keys is having a goal, be it a dream, an aspiration or a challenge you’ve set out to achieve. Your goal will set the path you need to follow and you just have to plan the various steps you need to take to get there. The results will not always meet your expectations in terms of when and how they arrive, and at those times you will feel frustrated. That is when you need to stop, think and look for new solutions and paths that will lead you to your goal.

The best cure for frustration is enthusiasm, effort and, above all, ACTION. Remember to get motivated for the process and every step in it, not just for the outcome.

Carol Dweck researches “growth mindset” in this TED video you may watch:


Juan Antonio Fernández
Head of Talent – ACCIONA

What does your handwriting say about you?

Some job listings ask for a handwritten and signed letter in addition to a CV. If this is the case it’s very likely that a graphologist is involved in the recruitment process.

Graphology is a pseudo-science that purports to characterise personality, skills, attitudes, motivations, emotions and even pathologies through handwriting analysis.

Abate Flandrin is considered to be the father of modern graphology; he established the first rules.

Graphology has applications in many areas such as health (graphotherapy), legal (handwriting experts), education (vocational assessment and guidance) and human resources (recruitment).

If this is true, it may be useful to learn about some of the elements involved and how they are interpreted, while still remaining sceptical about the validity of the tests and analysis.

Elements assessed

The shape of the letters:
– Round conciliatory
– Angular energetic, disciplined

The size of the letters:
– Very small poor self-esteem
– Very large need for attention

The slant of the lines indicate the person’s mood:
– Upwards optimistic
– Downwards pessimistic

The spaces between the letters:
– Close together predominance of logic, social skills
– Far apart predominance of intuition

The spacial distribution of the text on the page. This indicates the person’s organizational capacity

The pressure used gives us an idea of the person’s determination and commitment

The spaces between words, lines and margins give us an indication of the person’s predisposition to accepting or rejecting established rules

The signature receives special attention. Although we are still sceptical about this pseudo-science, it certainly says a great deal from very little, which is not an easy feat. But we will address that in a future post.


Ramón Rodríguez Lago
ACCIONA S.A. Human Resources Organisation Dept.

Your new position: Managing Director

Invited firm: María Luisa Moreno Cobián


I propose a complete change of mindset. A way of looking at your search that will take a lot of pressure off you.

There is a company that has a goal for 2015, and to achieve it, it wants to hire you as Managing Director.

The company’s goal is to get a specific customer to buy the company’s star product.

You have 12 months to:

Get to know the product. You have to know how it is created, its qualities, benefits for the user, sales price.

Get to know the potential customers. You must know who might be interested in the product, how they will use it/what benefits they will obtain, discover who makes the decision to buy these products, try to contact people within the company for information, get them to tell you how things work from the inside.

And finally, you must propose a good strategy so that your potential customers hear about your product and then get a sales meeting with them.

Now I’m going to reveal the name of the company and the product:

The company is You Ltd.

The product is Your Work

You’re the Managing Director of You Ltd. and you have 12 months to get a customer to sign a contract to buy your product (your work) for a period of time

This is how I propose you approach your search from now on. By separating yourself from the process emotionally and thinking of it as a job. Let me explain why:

Work is our livelihood – what lets us eat, have a roof over our head, get around, live. In other words: it’s an ESSENTIAL part of our lives, and therefore: if we don’t have it (as it is necessary for our survival and our basic needs), or if we do but it’s not the job we want (for the emotional toll it causes), it always has an immense personal and emotional effect.

This means that we take our job searching process too “personally” (which it undoubtedly is), getting so caught up in the problem that we can’t see any further, we don’t find solutions, get frustrated and cornered into a situation with no personal resources to get out of it.

And I ask you: What do you gain by taking it so personally? What if you change your perspective? What if you DETACH yourself emotionally from what you have to do to achieve it?

But you must consider these three conditions:

ONE: No EXCUSES – like any job, when you have to resolve something, you do what you have do to resolve it. In other words: you must consider it as your job, go to your (virtual) office every day, set daily/weekly/monthly targets and make sure you meet them.

TWO: Don’t follow the same path as everyone else – job websites are SATURATED. Your potential customer won’t find you there and be able to evaluate your product. Think: How did the Managing Director of a rival company who has managed to successfully sell their product do it? How did they publicise their product? How did they get contacts and people to talk about their product? IMAGINATION RULES.

AND THREE: See each recruitment interview that goes badly, where you can’t “sell” your product, as a NORMAL result of a sales process. You have to talk to and try to convince quite a few potential customers until one buys your product. This way you can learn from each of them and approach it in a very different way.

Think about it. I challenge you. Adopt this mindset and you’ll see how this change of scenario, this “emotional” liberation and separation from the process, will let you see things differently.

Do you accept the challenge?


Other posts by Maria Luisa Moreno

Outplacement: give your career a new direction

Professionals actively looking for work or exploring new opportunities are increasingly turning to outplacement, a service that can help them make a career change.

Outplacement is the name for a set of techniques for relocating professionals when mergers, acquisitions and restructuring result in staff losing their jobs. The aim, therefore, is to make it easy for them to get back into work and ensure the process of change does not affect their professional reputation in the job market, nor their personal life or self-esteem.
There are outplacement agencies that specialise in this sort of transition. They try to redirect professionals who are out of work by redefining their professional challenges and helping them to adopt a positive outlook on their future by means of a series of techniques and tools.

The aim of a company that hires an outplacement service is to reduce emotional conflicts and help their former employee continue their career while minimising the negative effects of them leaving the company. Nowadays outplacement services can be hired directly by professionals who are either unemployed or looking for a career change.

Outplacement normally includes various stages. First, a professional assessment to identify a person’s strengths, weaknesses, knowledge, etc. In this stage, the professional concerned learns to deal with the process of looking for work successfully, make the most of their contact networks, prepare for selection interviews and receive support when managing and organising their time.

Basically it is all about helping a person to develop strategies for achieving new professional goals and aims. The idea is to face a potentially traumatic situation with a positive outlook and turn it into an opportunity.

Losing your job, redundancy or reaching the end of a stage in your professional career can become an impulse to face new challenges and improve your professional performance.
Juan Antonio Fernández
Head of Talent- ACCIONA Human Resources

New ways to organise work: teleworking

Technology has changed relationship patterns, both in personal relationships and in working relationships. This has led to profound transformation in the way organisations work, leveraging technology as a driver of change.
One of these changes is the event of teleworking as a way adapting to today’s flexible market requirements.
We detail some of the advantages of teleworking below, categorised in three major groups:

Benefits for employees -> Boosting motivation: saving time and money on transport, improved work/life balance and greater flexibility.

Benefits for companies -> Increased productivity thanks to more motivated employees
Teleworking has fostered a change in company values, going from a more onsite company culture to one focused on work efficiency. It improves a company’s external image and internal perceptions (increases sense of belonging and pride in the company and is a factor in retaining talent.)

Environmental benefits -> reduced energy consumption and polluting emissions caused by transport to work.

Everything points to teleworking becoming more common place in companies, with the physical location becoming less important in favour of collaborative working and networking from different geographical locations.


Miguel Ángel Rodríguez
ACCIONA Corporate Training Department

Making the most of your network

NetworkA few years ago your “network” consisted of your direct acquaintances and people they knew. These days, with the social media networks, it is easy to expand this network to at least a third level.

Using your network is the most effective way of finding work. Approximately 60% of jobs are found that way. Moreover, it lets you identify jobs that are not advertised: the “hidden job market”, where a considerable percentage of vacancies can be found that vary a lot depending on the level of the position.

Boosting and making the most of your network of contacts implies hard work, persistence and dedication. You need to make yourself do things that, depending on your personality, you will be more or less comfortable with.

You should start by working out a network of direct acquaintances, relatives, friends, professional groups, etc. Naturally, you “must” create your LinkedIn profile very carefully and it is very useful to build your network here too.

When building this network you should include those people you have had some kind of professional relationship with, and it is a very good idea to ask them for a recommendation if you are using LinkedIn as a tool.

Next we would recommend including in your network those people that might be in touch with top professionals in your sector or line of business. It is also useful to link up with those professionals that already have an extensive network, because that will broaden your network in their third level. Although there is a great deal to be gained by making new contacts, the best work contact in your network is a person you have interacted with on more than one occasion.

But learning to use a network of contacts well requires practice, so it is useful to bear a number of points in mind. First, before contacting someone, decide what it is you want to achieve, what your aim is. You must be sure to make a good impression, especially the first time. We form a lasting impression of anyone we meet in the first few seconds.

Ask a close contact to help put you in touch with one of their contacts, if it is in your interest, or get in touch with them directly and mention your mutual contact. Briefly explain what it is you want, what you are looking for or need and how the person you are contacting can help.

It is important to fulfil all your commitments and make sure you keep a close eye on everything you are doing. If you have agreed to call or get in touch with someone, do it without letting a lot of time go by following the conversation.
Keep in touch with the people in your network by using all the means at your disposal – phone, email, LinkedIn, Twitter, Facebook, etc. – but bear in mind that each one is more suitable for certain purposes and using it or not depends on the relationship with each person.

Being grateful and thanking is an excellent “fertiliser” if you want your network to grow, be healthy and “look good”, but you should avoid falling into the trap of adulation.

And last but not least, you should consider carefully the number and frequency of your interactions with your contacts. Your network is a “plant” that needs to be “watered” periodically, but if you “water it too much” you will drown it and not get any fruit.


Juan Antonio Fernández
Head of Talent- ACCIONA Human Resources

Video CV (II)

(Video CV I)

Numerous examples of this innovative way of getting ourselves known in the labour market can be found on the Internet. However, we are now going to look at a few aspects that should be considered when creating your own video CV.

• You will need a video camera and an Internet connection.
• It should be no longer than two minutes.
• Squeezing information about extensive professional experience into such a short time can be difficult, so you should rehearse until you have the perfect result.
• Essential information to include:
-Personal details
-Contact details
-Professional experience and/or internships (summary)
-Skills / Abilities
-Foreign language skills
-Professional interests
• Clear, concise and convincing communication Try to sound natural.
• Non-verbal communication. Pay attention to your gestures, you can reinforce your arguments with hand movements, try to avoid a stiff posture in front of the camera…
• The recording should be made in a quiet place where no background noise can be heard.
• Correct lighting is essential to see the image properly. Rehearse as many times as necessary before starting to record your video CV.
• Editing. Several video editing tools are available, which are easy-to-use and can be downloaded for free from the Internet.
• Remember that you can not only upload your video CV to websites directly involved in video broadcasting activity (Google Video, Vimeo, YouTube, etc.) or the social networks, but you can also send the corresponding link to those companies in which you might be interested in working.

María Corces
Human Resources ACCIONA

Video CV (I)

In such a complex, competitive and internationalised labour market as the one in which we live today, where companies receive CVs in quantities that can sometimes be 100 times greater than the number of vacancies they need to fill at any one time, it is particularly important to successfully stand out from the crowd in any process of actively seeking employment. Hence, presenting your CV in video format can be a sophisticated way of submitting your profile to the recruitment process.

A video CV is nothing more than a video presentation in which a candidate talks about themselves, their professional career, their skills and abilities, and their professional achievements and interests. In essence, it is a kind of “promotional video” about yourself.

While the United States pioneered this type of initiative, it is increasingly more common to see European jobseekers upload their video CVs to websites directly related to video broadcasting activity (Google Video, Vimeo, YouTube, etc.) or the social networks (e.g. LinkedIn), giving themselves the option to send the corresponding link to those companies in which they are interested in working.
Numerous examples of this innovative way of getting ourselves known in the labour market can be found on YouTube.


María Corces
Human Resources – ACCIONA