Innovation Talent Acquisition

♦️ True innovation happens when we welcome different ways of thinking. We often associate diversity with backgrounds or appearances, but the real magic lies in diverse perspectives. When people think differently, they bring fresh ideas and unexpected solutions to the table. Here’s a story that completely shifted how I see workplace talent. 🤔 Picture this: A recruiter with Down syndrome taking an interview in his unique style. He didn’t just rely on standard procedures—his unique way of processing information allowed him to ask questions others can't comprehend. His success proved that talent isn’t about fitting into a mold but about embracing what makes each mind unique. 🧠 Why unconventional thinkers drive innovation: 1️⃣ Richard Branson’s Dyslexic Thinking: - The Virgin Group founder credits his dyslexia for helping him simplify complex problems and create businesses that prioritize customer experience. - He hires people who challenge norms rather than follow them. 2️⃣ The hiring revelation: A company decided to experiment with hiring ex-gamers for cybersecurity roles. - Their ability to think like hackers, anticipate threats, and solve puzzles quickly made them some of the best analysts in the field. 3️⃣ Fast-track problem-solving: Research shows that cognitively diverse teams solve complex challenges 40% faster. - It’s not just about perspective—it’s about entirely different ways of approaching a problem. Bonus: A leading architecture firm hired an artist with ADHD to join their urban planning team. - His ability to visualize spaces in 3D and connect unrelated ideas resulted in groundbreaking city designs that improved efficiency and aesthetics. 🙄 If you're still hiring based on "culture fit," you could be missing out on your most unique employees. 💬 Have you ever seen someone break stereotypes and redefine excellence? Follow Iraj Janali for more insights related to business, technology and leadership. Video credits to the respective owner. DM for credit. #innovative #talent #diversity #futureofwork #talentrevolution #downsyndrome #hiringstrategy #interviews #bias

Top talent will NEVER join a company with a mediocre recruiting process. They assume the rest of your company matches that experience. Yet most leaders treat their recruiters like transactional rubber stampers — then wonder why they can't hire A-players. The reality: how you treat your recruiters gets reflected in your recruiting process. Treat them like cogs in a machine? That's EXACTLY how they'll treat your candidates. Here are 8 ways treating recruiters as strategic partners transforms your hiring: 1. Give them a seat at leadership meetings A biz recruiter pitched "we need an implementation specialist" for months. Candidates weren’t biting. Then she learned this hire would unlock a $2M contract. Changed her pitch to "we need this role to hit Q3 revenue." Filled in 2 weeks. 2. Make recruiting metrics visible company-wide When engineering managers check recruiting dashboards daily, magic happens. One team went from "where's my hire?" to "I see 3 strong candidates entering final rounds." Transparency turns recruiting from blame game to team sport. 3. Let them push back on unrealistic demands A recruiter shared w/ me why she quit her last role: "I was tired of smiling when they wanted senior engineers for junior salaries." Smart companies empower recruiters to say, "that's unrealistic." The rest lose their best recruiters. 4. Include them in offer strategy, not delivery Watched a startup land their dream candidate in 48 hours — beating higher cash offers — because their recruiter could negotiate on the spot. Most make recruiters deliver pre-baked offers like pizza. 5. Invest in their tools like engineering Teams tracking candidates in Google Sheets wonder why they can't compete. Companies investing in real recruiting tools see 4x productivity gains. Your engineers get the latest MacBooks. Why make recruiters work in spreadsheets? 6. Give them time to build relationships One Gem customer filled 70% of roles in 3 weeks. How? They maintained relationships with past candidates for YEARS. Most measure recruiters on this month’s roles they need to fill. So they spam everyone and start from zero next quarter. 7. Empower them with data "Trust me, the market's tough" doesn't move executives. "Your salary range is 25th percentile — here's the data" does. Give recruiters access to data and industry benchmarks. Watch them become business partners overnight. 8. Celebrate their wins like revenue That top 1% engineer who chose you over FAANG only happened thanks to your recruiter — celebrate them like AEs winning deals. Ring the gong. Most companies only notice recruiters when hiring stops. TAKEAWAY In this market — 2.7x more applications, 90% unqualified — the difference isn't headcount. It's whether you treat recruiters as strategic partners or paper pushers. Your recruiters are interviewing for new jobs right now. Still think they're just order-takers?

I’m hearing more and more global development organizations eyeing mergers and acquisitions as payment freezes trigger an industry shakeout – but what strategic framework should you use to evaluate deals when your survival depends on getting it right? Abt Global's Kathleen Flanagan cuts straight to the core: "The number one thing about what you do, whether you pick a JV, whether you pick an acquisition, is what is your strategy as an organization?” She broke down with me, Christopher Hirst, Chris LeGrand and Kevin Murphy 3 strategic approaches that work in today's constrained environment: - Buy client access: Abt's Australian acquisition targeted direct pipeline to Australia's development funding – faster than building relationships organically - Acquire missing capabilities: Their recent tech company purchase brought specialized skills that would take years to develop internally - Scale for financial returns: Expanding operations to achieve the scale needed to qualify for larger procurements and reduce cost per project One example? It might sound counterintuitive, but Abt acquired a technology firm with zero international development experience, betting the company would be "super excited to leverage their capabilities into the development sector" through Abt's existing health programs. This reflects the sector's broader evolution. As traditional funding shrinks, organizations are making cross-sector bets and acquiring non-traditional capabilities to diversify revenue streams. The bottom line for leadership teams: stop chasing deals that just make you bigger. Start with brutal clarity about whether you're buying time, access, or capabilities you can't build. #GlobalDevelopment #MergersAndAcquisitions #Finance #USAID

Solutions for Smarter Hiring – How to Avoid the Experience-Only Trap It’s time to rethink the recruitment process. If organisations want to stay competitive, they need to broaden their search criteria and focus on hiring for potential, not just past experience. Here are a few actionable steps to ensure you’re not missing out on top talent: Define key skills over specific experiences Instead of requiring candidates to have done the same job at a competitor, focus on the skills and qualities that will make them successful in the role – problem-solving, creativity, leadership, adaptability, etc. Use blind recruitment practices This means removing any indicators of past experience or industry from resumes during initial screenings to focus solely on skills and potential. It forces you to consider candidates for what they can bring to the role, rather than their history. Invest in mentorship and training Hiring for potential means investing in training and mentorship. Yes, it requires more effort upfront, but the long-term rewards are worth it. You’ll have a team that’s adaptable, innovative, and ready for future challenges. Revamp job descriptions Job ads shouldn’t be a checklist of duties and years of experience. Instead, focus on the outcomes you expect from the role. For example, “drive growth through creative problem-solving” rather than “5 years of experience in X industry.” Collaborate with internal teams Work closely with your talent acquisition teams to ensure they’re not overwhelmed by application volumes. They need the tools and training to evaluate candidates based on potential, rather than just experience. By implementing these steps, your organisation can stop filtering out great candidates and start building a team that’s poised for long-term success. For help ensuring your recruitment process is set up for long-term success, get in touch today.

CXOs, attracting top talent is a challenge. Use this strategy to attract them: Build your Authority Brand. And link it with your Employer Brand. Why does this work? - Become a thought leader, and talent will come to you. - Top talent seeks leaders they respect & places they can grow. That’s their Nirvana. Serve it up on a platter. Here's how you club them together. Start with 3 authority-branding techniques: 1. Share Your Vision - Post regularly on industry trends. - Align your leadership philosophy with this vision. - Show how your team is shaping the future. But: Skip vague predictions—be specific, or it’ll seem fluffy. 2. Showcase Industry Contributions - Highlight keynotes, panels, and articles where you’ve led. - Share lessons from your leadership journey. - Illustrate your decisions’ impact on the industry. But: Don’t brag. Focus on value, not ego. 3. Engage with High-Value Content - Comment thoughtfully on posts from industry leaders. - Share updates with your insights on their impact. - Build relationships with thought leaders. But: Skip shallow Likes. Add real value with your engagement. Now, let’s move to Employer Branding: Attract talent by showing them what it's like to grow with you. Use 3 culture-attraction techniques: 4. Promote Employee Success Stories - Share team achievements and career growth. - Let employees tell their own success stories. - Use video or spotlight content for engagement. But: Skip generic 'thank you' posts. Be specific and meaningful. 5. Show Behind-the-Scenes Culture - Post authentic team moments—collaboration, celebration. - Highlight your company’s values in action. - Showcase real, everyday interactions. But: Don’t over-stage it. Keep it genuine. 6. Offer Value Before They Join - Host virtual events or Q&A sessions for potential hires. - Provide resources or micro-internships to build early relationships. - Show what it’s like to work with your company. But: Avoid turning this into a sales pitch. Focus on connection, not recruitment. -- Start implementing these now, and watch how building both your personal and company brand pulls in top talent — without the chase. Caution: This may make your recruiting team look like superheroes. :) Feeling overwhelmed by all this? It’s actually simpler than it feels at one go — with the right system, you can implement it seamlessly. If you need help, DM me for a custom strategy. ✌️ PS: What’s your go-to strategy for attracting talent? ♻️ Share if you found this helpful. ____________________________________ Future-proof Yourself. Start Today. 👋 Hello, I'm Shiv. Tap 🔔 on my profile to learn how to earn Authority as an Expert in your field, leverage it to grow, and monetize your expertise.

♦️Innovation thrives where different minds meet. We often talk about diversity in terms of appearances, but the real game-changer is diversity of thought. When we embrace unique ways of thinking, we unlock solutions we never imagined. I recently saw something that completely changed how I view workplace talent. 🤔Imagine this: A recruiter with Down syndrome leading an interview and asking questions that cut deeper than the usual scripted ones. He wasn’t just assessing skills—he was connecting dots others overlooked, proving that emotional intelligence and intuition are just as crucial as technical skills. 🧠 Why unconventional thinkers drive innovation: 1️⃣ Microsoft’s Neurodiversity Hiring Program: - What started as a small initiative is now a crucial talent pipeline. - Their neurodivergent employees have significantly enhanced cybersecurity, spotting vulnerabilities others missed. 2️⃣ The interview revelation: When this interviewer with Down syndrome took the lead, he didn’t rely on conventional tactics. - Instead of rehearsed questions, he identified hidden strengths in candidates that traditional methods would have overlooked. 3️⃣ Fast-track problem-solving: Research shows that cognitively diverse teams solve complex challenges 40% faster. - It’s not just about perspective—it’s about entirely different ways of thinking. Bonus: SAP's Autism at Work program reports that neurodivergent employees in specific roles outperform expectations by 140%. Their ability to focus and see patterns makes them irreplaceable in data-heavy jobs. 🚨 If you're still hiring based on "culture fit," you could be missing out on your most innovative employees. 💬 Have you ever seen someone break stereotypes and redefine excellence? Follow me Pradeep Gupta for more insights related to leadership and business Video credits to the respective owner. DM for credit. #innovative #talent #diversity #futureofwork #talentrevolution #downsyndrome #hiringstrategy #interviews #bias

Outsiders don’t get it... Hospitality is a different business... Yet this mindset holds the industry back even more. This belief keeps businesses from unlocking a wealth of untapped talent. Here’s the truth... Hiring exclusively from within the industry is self-sabotage. It limits fresh ideas, diversity of thought, and innovative problem-solving. Breaking this cycle starts with seeing the value outsiders bring... • Fresh perspectives that challenge outdated processes. • Cross-industry skills that streamline operations. • New strategies to elevate the customer experience. Yes, onboarding someone from outside hospitality takes effort. There’s a learning curve. You can transform “outsiders” into industry trailblazers with intentional training and mentorship. Start by redefining your hiring strategy: • Focus on transferable skills, not just direct experience. • Ask candidates how they’ve driven success in other fields. • Provide structured pathways for development. The best innovation often comes from those who ask... “Why do we do it this way?” Let’s stop treating “outside hire” like a four-letter word. Because the future of hospitality? It’s built by a blend of passion, adaptability, and a bold willingness to grow beyond the familiar.

I made a HUGE mistake early in my career as a sport psychologist. I thought my only value came from athlete meetings in my office. Research shows I was dead wrong - and it was limiting my impact dramatically. Here's how sport psychologists can TRANSFORM organizations (not just athletes): The uncomfortable truth: Most sport psychologists are leaving 80% of their potential impact on the table. Research shows practitioners who integrate across multiple organizational levels are significantly more effective... Yet most of us stay confined to our counseling rooms. Why? The Hidden Cost of Limited Scope: Olympic athletes often cite ORGANIZATIONAL stressors—not competition pressure—as their biggest barrier to success. When we focus solely on 1:1 work, we ignore the systemic factors that ACTUALLY shape performance. This is a massive blind spot in our field. Your psychology expertise isn't just for the counseling room. It's a lens that can transform EVERY aspect of athletic performance: • Talent identification • Team culture • Organizational decision-making • Performance integration But you have to articulate your value beyond therapy. Let me share 3 evidence-backed roles where sport psychologists can create MASSIVE organizational impact: Role #1: Cultural Architect Research shows teams with strong cultural frameworks outperform others by 35% across key metrics. As Cultural Architect, you can: • Design values-based leadership programs • Create accountability systems • Develop culture monitoring tools • Facilitate team building Role #2: Talent Identification Partner Did you know psychological attributes account for up to 48% of performance variance in elite athletes? Yet most talent ID systems focus primarily on physical metrics. Teams using psychological assessment had 67% better prediction rates for long-term success. As Talent ID Partner, you can: • Design evidence-based psychological assessment protocols • Conduct structured draft interviews • Create ideal candidate profiles • Train scouts on psychological evaluation • Integrate mental skills into development pathways This is GAME-CHANGING work. Role #3: Performance Integration Specialist Poor interdepartmental communication is the TOP organizational stressor affecting elite athletes. Organizations with integrated performance approaches showed: • 41% better athlete development • 23% higher competition results In this role, you: • Facilitate cross-functional communication • Ensure psychological principles inform ALL performance decisions • Bridge gaps between technical, tactical & mental development The most successful sport psychologists don't just treat symptoms—they help shape the entire performance environment.

𝗧𝗵𝗲 𝗚𝗿𝗲𝗮𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗥𝗲𝘀𝗲𝘁: 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗛𝗶𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗧𝗲𝗰𝗵 𝗘𝗿𝗮 As we step into 2025, hiring in tech is no longer about filling roles quickly. It’s about rethinking how we build talent for a smarter, faster, and more globally competitive future. The rise of Global Capability Centers (GCCs), a shrinking mid-senior talent pipeline, and increasing pressure on workforce strategies are changing everything. We’re not in a talent shortage — we’re in a hiring transformation. The mid-senior exodus is real. A 2024 Deloitte study shows that 63% of GCCs in India are actively hiring mid-to-senior professionals in AI/ML, cybersecurity, and cloud engineering. They're offering 30–40% higher compensation, faster rollouts, and global roles.  NASSCOM’s latest pulse report reveals that one in three mid-career professionals are actively considering GCCs, and attrition in the 7–15 years experience band is up 18% year over year. That’s a serious continuity gap. Why are traditional hiring models failing? Because most global tech firms are still running outdated playbooks. They rely on slow hiring cycles, rigid job descriptions, and surface-level metrics like time-to-fill, instead of looking at long-term capability, agility, and impact.  So what’s working now?  Here’s how forward-thinking Talent Acquisition teams are leading the reset: First, they're hiring for capability, not just past roles. Tools like Eightfold and SeekOut are helping map adjacent skills and untapped potential. Second, they’re embedding market intelligence into every workforce decision — understanding talent flow and compensation trends in real time, not once a year. Third, they're investing in alumni and boomerang strategies. One major U.S. tech company recently rehired 12% of its top former employees through targeted outreach. Fourth, they’re accelerating internal talent mobility with cross-border gigs and stretch assignments. LinkedIn says employees who make internal moves are twice as likely to stay long-term. Finally, they treat talent acquisition as a strategic function. Not a support service. Talent leaders are now presenting quarterly hiring risk reports to the C-suite and building TA directly into business roadmaps. Meanwhile, GCCs are playing the long game. With over 1,580 active centres in India today (Zinnov, 2024), GCCs are no longer considered cost-saving back offices. They’re now product hubs, R&D leaders, and global innovation drivers. And they’re after the same talent you are. This is not evolution. This is transformation. To thrive in this market, companies must stop patching holes and start building better. Think like a talent investor.   Build internal career capital.   Treat hiring like a product. This is the great reset. The only question is — are you leading it? How are you adjusting your hiring strategy in this new tech era? Let’s discuss.

Industry experience is killing your sales hiring. Controversial? Maybe. But here's what I've seen hundreds of times: Companies hire "industry experts" thinking relationships = sales. Instead, they get: → Expensive appointment setters → Zero net-new business → Lots of excuses Here's what actually works: Hiring smart people from DIFFERENT industries. Why? They don't pretend to know everything They ask better questions They take nothing for granted They often close deals faster One client's best performer came from a completely different market. While others relied on old relationships, he just... asked questions. Stop looking for industry experts. Start looking for people who CAN sell and WILL sell. The best sellers don't need industry experience. They need curiosity and drive. —- Hi, I’m Adam. I provide top notch training and development programs for companies to create the best sellers in your organization.   Should we talk?