Current Challenges in Recruitment in Spain’s Major Cities

Hiring talent has never been more complex. In 2025, companies face a fragmented, demanding, and constantly evolving job market. The urban dynamics of cities like Barcelona, Madrid, Valencia, Bilbao, and Zaragoza add layers of complexity—from fierce competition for digital profiles to a shortage of local technical talent.

This article explores the main challenges organizations face in these five key cities, with data, examples, and practical recommendations. At the end, we explain how Adlanter helps companies overcome these hurdles with recruitment solutions tailored to each local environment.

 

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What’s happening in the urban job market?

Demographic changes and new expectations

Generation Z already makes up over 30% of the workforce in Spain. Their expectations are different: they seek purpose, flexibility, growth, and a strong culture. This forces companies to rethink how they attract and recruit talent.

Moreover, an aging population and low birth rates are reducing the number of professionals available in key sectors such as engineering, healthcare, industry, and technology.

Digitalization and global competition

Digitalization has opened up the job market. Today, a candidate in Zaragoza can work remotely for a company in Berlin. This intensifies competition for talent and forces local companies to offer faster, more engaging, and personalized recruitment processes.

Mismatch between supply and demand

According to data from SEPE, over 40% of vacancies in technical and digital sectors take more than 60 days to fill. In cities like Madrid or Barcelona, this timeline can exceed 90 days without a clear recruitment strategy.

Legal challenges in recruitment

1. Equal treatment and non-discrimination in hiring: The cornerstone of recruitment regulations in Spain is the prohibition of discrimination. Both the Workers’ Statute and the Organic Law on Effective Equality for Women and Men strengthen equal opportunities in access to employment.

2. Employer obligations to ensure equality: Companies with 50 or more employees are legally required to create and implement an equality plan.

3. Data protection and candidate privacy: The law sets clear limits on the type of information that may be requested to ensure non-discrimination and privacy. Requesting personal data that may be discriminatory is a serious offense.

City-specific recruitment challenges

Barcelona: Innovation and multiculturalism

Barcelona is a hub for tech and creative industries. The competition for digital profiles—UX, AI, marketing, and development—is intense. Additionally, its multicultural environment requires inclusive recruitment processes adapted to diverse work cultures.

Key challenge: Attracting international talent while ensuring cultural fit.

For more on Barcelona’s unique recruitment dynamics, check out our article on recruitment in Barcelona.

Madrid: Volume, speed, and sector diversity

Madrid is home to large corporations, startups, law firms, and public institutions. Recruitment processes must be fast, scalable, and tailored to very diverse sectors.

Key challenge: Managing high volumes without compromising quality.

For more on Madrid’s unique recruitment dynamics in finance, tech, and public administration, check out our article on recruitment in Madrid.

Valencia: Attracting remote and digital talent

Valencia is becoming a magnet for digital nomads and tech firms. However, many local businesses have yet to adapt to this new reality.

Key challenge: Recruiting remote talent while ensuring cultural fit and performance.

Bilbao: Technical and industrial profiles

Bilbao maintains a strong industrial and technical base. There’s a critical shortage of qualified professionals in engineering, production, and logistics, and geographic mobility is limited.

Key challenge: Attracting technical talent without losing salary competitiveness.

Zaragoza: Balancing local talent and mobility

Bilbao maintains a strong industrial and technical base. There’s a critical shortage of qualified professionals in engineering, production, and logistics, and geographic mobility is limited.

Key challenge: Attracting technical talent without losing salary competitiveness.

What are companies looking for in recruitment today?

• Agility: Fast processes without sacrificing quality.

• Accuracy: Candidates who are a true fit.

• Candidate experience: Processes that strengthen the employer brand.

• Objective evaluation: Tools to assess skills, motivation, and cultural fit.

• Local adaptation: Deep understanding of each city’s labor market.

How Adlanter responds to these challenges

Data-driven methodology

We use assessment tools to evaluate competencies, motivations, and cultural fit—reducing turnover and improving hiring quality.

Local teams with global vision

Our consultants understand the labor market in each city, enabling us to tailor every process to local realities while keeping a strategic perspective.

Strategic guidance

We don’t just find candidates—we help define profiles, attraction strategies, and guide decision-making.

Measurable results

We shorten time-to-hire, increase placement success rates, and improve talent retention.

Practical recommendations to improve your recruitment process

1. Clearly define the profile: Look beyond job duties—think skills, motivation, and cultural alignment.

2. Adapt the process to the city: Each labor market has its own particularities.

3. Use assessment tools: Don’t rely on résumés alone.

4. Focus on candidate experience: Your recruitment process is your first employer branding message.

5. Trust the experts: Outsourcing recruitment saves time and improves quality.

Looking for talent in Barcelona, Madrid, Valencia, Bilbao, or Zaragoza?

At Adlanter, we help you get each hire right. Request a personalized proposal and discover how we can help you overcome recruitment challenges in your city.