Talent is in the looking-for-talent eyes

Foreword

Here you will find two initiatives Talent - related:

TALENT SOURCING - a process aimed to identify Talents who can really "fit" with your Company.

RESILIENT START UP - an additional help to take proper decisions about Start-up investment. Usually the questions are: is the idea really innovative? do the start-uppers show an entrepreneurial mindset? The new question is: how long the start-up team will be going to work as a team?

TALENT SOURCING

Your Company needs to discover internal Talents and / or to facilitate Talents acquisition.

But "Talents" are not the same everywhere, each Company needs specific talented people: a winning skill / characteristic in a context could be a losing one in another.

Here the process I suggest:

SET UP

Let's understand what is a "Talent" for your Company: what are his / her values, drives, skill, life experience? What interest / aspirations would more likely meet your organizations objectives and culture?

The answers will generate the screening criteria for the Talent search. 

OFFLINE SCREENING 

A first screening is based on the information provided by the applicants, filling a specific questionnaire "open questions" based.

CONVERSATION SCREENING

A second screening is managed by a "semi-structured" interview, aimed more to understand what is the individual specific talent, instead to evaluate if he / she is a Talent or not..

COOPERATION SCREENING

A third screening will explore the "social side" of the talent: do you want a "work alone genius" or a "change driver"?

INTELLECTUAL SCREENING

With individual trials, we understand the individual intelligence profile: analytical vs. conceptual, intuitive vs. rational, driven by problems or by opportunities. etc..,

KEY MANAGERS POINT OF VIEW

Last but not least, let's have the managers opinion: not just the Talent "future boss", but who will probably meet in his / her work organizational life.

RESILIENT START UP

Objectives

I help incubators – accelerators – funds to improve their Start-ups screening and financing decisions. Usually the evaluation is mainly “technical”: is the Business Idea / Plan consistent and with a valuable potential market? I integrate this with the “Team resiliency” evaluation: is the Team ready for the challenge, are they able to work like a group, are their skills duplicated in each member or diverse and synergistic?

How

• TEAM INTERVIEW: the Team story, values, motivation, mutual perception.
• TEAM EXERCISE: the Team has to solve a problem with the best efficacy and efficiency.
• TEAM PROFILE: I write a “Team description” with strengths, weaknesses and a prediction regarding the future, if included in the incubation – acceleration program,.

Value for the investor:

Better decisions regarding Start-ups financing (fewer Start-up leaving the programs due to Team internal conflicts).