I find very difficult to define myself
or someone else especially nowadays we
tend to tag people she’s an accountant
his manager she’s an artist me for
example I’m a talent scout manager but
also a composer musician father husband
friend how do I describe myself in a
piece of paper in a resume to get a job
that I never had done before what the
recruiter will see on my resume and what
about what I could become talent has
never been so globalised in the history
of humankind knowledge transferred from
company to company and from culture to
culture has never been easier than it is
now so how come so many organizations
have difficulty on finding the right
talent in a study released this year by
HR comm and the IBM Smarter workforce
Institute entitled how organizations
indentify and hire great talent 500 HR
professionals were asked what are the
top hiring challenges they face the top
challenges identified were finding
people with the right skill set and that
wages and salaries are not competitive
enough well this is a fact we all know
that before I continue I want to
ask you a couple of questions who in
this room has been interviewed for a job
before okay who has interviewed someone
for a job okay so I will describe what I
call the inherent limitations of the
standard recruitment process and
demonstrate how innovation in
recruitment bring innovation in people
and therefore innovation in
organizations the following top three
challenges in the define in that same
study were losing candidates during the
recruitment process ability to attract
and attract candidates who are not
actively seeking for a new job and lack
of good assessment during the interview
process to identify the best candidates
well this is good news because we have
control over these elements we can make
the process faster we can attract people
by searching them and we can innovate in
our recruitment methods everything
starts with talent people how they
appear how they develop how we find and
integrate them and how they can act as
innovation agents but what is talent
then talent is not simply a gift or a
predisposition to accomplish a
particular task no talent is motivation
motivation is interest passion so talent
equal interest plus effort of course
divided by the external conditions
positive conditions – negative
conditions let’s say we all are part of
the same village okay in our village
both family and community play important
role on the development of each
individual the aspects we want to
develop in our people our
self-confidence and empathy the
corporate environment it’s very similar
to our village where support and
confidence must before fostered in order
to allow the talent to start their
journey effectively let’s say we have a
traveler from a distant country arrives
in our village
yes we tell him if he wants to live with
us he says yes but he’s not familiar
with the way we do things
but in those other things he have
different approaches so if we set the
right conditions and he’s interested he
will be able to integrate and contribute
to our village so we can say that
diversity is an innovation vector in our
equation we had negative conditions and
positive conditions organizations must
play a role to minimize the negative
conditions in that same study only 38%
of HR professionals say their
organizations are good at locating and
nurturing pools of qualified candidates
how can we help creating positive
impact investment it’s a good option
it can take different forms microfinance
investment grants mentoring innovation
prices etc so I will give you one
example this kid Fabrice Becker a French
kid he when he was young he was
passionate about steam one year he went
to a two-week skin camp he loved it he
in one year one of the participants
approached his mother saying this kid
he’s so passionate about acrobatic e
scheme he should go to a sport education
program
the kid was thrilled by the idea but
they didn’t had such a program where
they lived so his mother had to found a
program and the closest one was 700
kilometers from home well with time
Fabrice became a champion his discipline
at 14 he moved to his coach house far
from home he was on the elite of
acrobatic e scheme he won 21 World Cup
faces was twice world champion and won a
gold medal are they are Albertville
Winter Olympic Games in 92 this example
show exactly what I’m trying to say the
talent is passion interest effort thus
also the conditions around it so
cultivating the talent is innovating in
people
the main gap in today’s talent
acquisition strategies is that most
companies are just hoping to find the
right talent
when they need well if your organization
invested helping to create the positive
conditions the perception of the
candidates toward your company will be
much higher techniques as posting your
draw jobs in your website sharing in
social media hi
hiring headhunters going to Congress or
even using artificial intelligence to
filter candidates are good but not
sufficient when we post a job in our
website we gather a lot of resumes we
have to filter them verify if they are
true we normally look for people who
already did a similar job before I don’t
like that phrase minimum of five years
of experience in a similar role I think
we are just limiting ourselves that way
so a resume it’s like a photo there’s no
movement no life it’s boring in my
experience the most important thing in a
recruitment process is to test the
learning abilities of someone not what
they did in the past but who they are
today and who they can become of course
we have to test the basic abilities to
do the job but what then what what they
will become what they will teach us what
they will learn so in that same study HR
professionals say that they regret
thirty-one percent of their hires we
often hire on hard skills and fire
soft skills so an athlete’s career can
be short and fibrous didn’t know what to
do after his competitive career and it
was there was this encounter that
changed everything a Cirque du Soleil
talent scout met Fabrice in a
competition in 98 and there was this
connection between the two he was
inspired there was something new so he
sent some drawings to the casting team
telling showing what could be done in a
show environment with acrobatics King he
got a call few weeks later interview job
offer and moved from France to Canada he
became a great talent scout but he had
never done any casting before he was not
a circus specialist but he had
transferable knowledge to be a good
talent scout so how can we be interested
by something that we haven’t been
exposed to it’s impossible so we can say
that inspiring someone is innovating in
people at sector Chalet we hire athletes
as you saw in the video to become
artists a third of our 1,300 artists
come directly from disciplines like
gymnastics trampoline action sports are
sports synchronized swimming etc so we
find train and not company them in this
transition from athlete to artist our
casting team goes toward the talent we
invest in recruitment marketing we go to
conferences
competitions festivals we have editions
we have a talent database where we
document artists who are good now but
artists who will become mature in the
mid term so when you meet someone great
who does not fit what you are looking
for right now keep them in mind for the
future create your own talent database
we also have the preparation performance
program it’s an internship to help the
artists at disciplines our risk to be
ready so we are helping them on
overcoming the obstacle the gap between
being an athlete and an artist it’s a
given and take so internship is also a
way to innovate in people we must help
talent to overcome the obstacles and set
the right conditions someone’s career
can take different paths me for example
I am a trained musician and I play bass
guitar for over 30 years now yeah you
can laugh in 2005 I’ve integrated one of
the 60 solo shows as a bass player I
toured almost two years and after the
tour I questioned myself I didn’t know
what to do next I wanted to be more
independent musicians depend on the
other musicians to work especially a
bass player have you ever seen a bass
solo concert so someone told me that
self gisela was looking for a talent
scout so I went there I met some people
I read in you some people I got the job
I started with the talent as a talent
scout
three years later my boss came to me
asked me are you interested on being the
head of the talent scouting team at
Cirque du Soleil I was like what I had
accounting and managing experience but
not in that particular domain so as a
musician and as a manager I had many
mentors who helped me overcome the
obstacles so mentoring is also a way of
innovating in people we spend more time
at work that we spend at home so our
workplace and teens must be functional
Fabrice spent more than 10 years at
casting and now his director of creation
of a new show opening in 2020 he had to
build the team to do the show I asked
him what what you look for when you
build a team he said for me the most
important thing is the ability to work
in a team but to evaluate that intuition
plays an important role so if you have
that gut feeling this person is maybe
not the right fit but I like this person
trust your intuition our casting and
performance vice-presidency we have
different departments so we cast the
artists we sign them we train we care we
coach the teams are connected with the
same clear and go the artists the talent
talent like innovation does not happen
by chance innovation
can be designed using design thinking
concept knowledge theory by association
of ideas but also by recruitment so when
we do additions we ask athletes to dance
musicians to act swimmers to fly and
some manage to do that
even if not in their resume so we have
to open up for different talents pools
look for transferable skills learning
and deduction abilities are top
priorities don’t wait the talent to come
to you create your own database open
internships encourage change career
change innovation in people generate
innovation in organizations remember
take control make the hiring process
faster by looking for transferable
skills track and attract new candidates
by creating a good corporate image by
investing in the middle ground innovate
the way you interview candidates look
for learning and problem-solving
abilities first humans are more than
resources humans are sources of
innovation thank you
[Applause] [Music]
or someone else especially nowadays we
tend to tag people she’s an accountant
his manager she’s an artist me for
example I’m a talent scout manager but
also a composer musician father husband
friend how do I describe myself in a
piece of paper in a resume to get a job
that I never had done before what the
recruiter will see on my resume and what
about what I could become talent has
never been so globalised in the history
of humankind knowledge transferred from
company to company and from culture to
culture has never been easier than it is
now so how come so many organizations
have difficulty on finding the right
talent in a study released this year by
HR comm and the IBM Smarter workforce
Institute entitled how organizations
indentify and hire great talent 500 HR
professionals were asked what are the
top hiring challenges they face the top
challenges identified were finding
people with the right skill set and that
wages and salaries are not competitive
enough well this is a fact we all know
that before I continue I want to
ask you a couple of questions who in
this room has been interviewed for a job
before okay who has interviewed someone
for a job okay so I will describe what I
call the inherent limitations of the
standard recruitment process and
demonstrate how innovation in
recruitment bring innovation in people
and therefore innovation in
organizations the following top three
challenges in the define in that same
study were losing candidates during the
recruitment process ability to attract
and attract candidates who are not
actively seeking for a new job and lack
of good assessment during the interview
process to identify the best candidates
well this is good news because we have
control over these elements we can make
the process faster we can attract people
by searching them and we can innovate in
our recruitment methods everything
starts with talent people how they
appear how they develop how we find and
integrate them and how they can act as
innovation agents but what is talent
then talent is not simply a gift or a
predisposition to accomplish a
particular task no talent is motivation
motivation is interest passion so talent
equal interest plus effort of course
divided by the external conditions
positive conditions – negative
conditions let’s say we all are part of
the same village okay in our village
both family and community play important
role on the development of each
individual the aspects we want to
develop in our people our
self-confidence and empathy the
corporate environment it’s very similar
to our village where support and
confidence must before fostered in order
to allow the talent to start their
journey effectively let’s say we have a
traveler from a distant country arrives
in our village
yes we tell him if he wants to live with
us he says yes but he’s not familiar
with the way we do things
but in those other things he have
different approaches so if we set the
right conditions and he’s interested he
will be able to integrate and contribute
to our village so we can say that
diversity is an innovation vector in our
equation we had negative conditions and
positive conditions organizations must
play a role to minimize the negative
conditions in that same study only 38%
of HR professionals say their
organizations are good at locating and
nurturing pools of qualified candidates
how can we help creating positive
impact investment it’s a good option
it can take different forms microfinance
investment grants mentoring innovation
prices etc so I will give you one
example this kid Fabrice Becker a French
kid he when he was young he was
passionate about steam one year he went
to a two-week skin camp he loved it he
in one year one of the participants
approached his mother saying this kid
he’s so passionate about acrobatic e
scheme he should go to a sport education
program
the kid was thrilled by the idea but
they didn’t had such a program where
they lived so his mother had to found a
program and the closest one was 700
kilometers from home well with time
Fabrice became a champion his discipline
at 14 he moved to his coach house far
from home he was on the elite of
acrobatic e scheme he won 21 World Cup
faces was twice world champion and won a
gold medal are they are Albertville
Winter Olympic Games in 92 this example
show exactly what I’m trying to say the
talent is passion interest effort thus
also the conditions around it so
cultivating the talent is innovating in
people
the main gap in today’s talent
acquisition strategies is that most
companies are just hoping to find the
right talent
when they need well if your organization
invested helping to create the positive
conditions the perception of the
candidates toward your company will be
much higher techniques as posting your
draw jobs in your website sharing in
social media hi
hiring headhunters going to Congress or
even using artificial intelligence to
filter candidates are good but not
sufficient when we post a job in our
website we gather a lot of resumes we
have to filter them verify if they are
true we normally look for people who
already did a similar job before I don’t
like that phrase minimum of five years
of experience in a similar role I think
we are just limiting ourselves that way
so a resume it’s like a photo there’s no
movement no life it’s boring in my
experience the most important thing in a
recruitment process is to test the
learning abilities of someone not what
they did in the past but who they are
today and who they can become of course
we have to test the basic abilities to
do the job but what then what what they
will become what they will teach us what
they will learn so in that same study HR
professionals say that they regret
thirty-one percent of their hires we
often hire on hard skills and fire
soft skills so an athlete’s career can
be short and fibrous didn’t know what to
do after his competitive career and it
was there was this encounter that
changed everything a Cirque du Soleil
talent scout met Fabrice in a
competition in 98 and there was this
connection between the two he was
inspired there was something new so he
sent some drawings to the casting team
telling showing what could be done in a
show environment with acrobatics King he
got a call few weeks later interview job
offer and moved from France to Canada he
became a great talent scout but he had
never done any casting before he was not
a circus specialist but he had
transferable knowledge to be a good
talent scout so how can we be interested
by something that we haven’t been
exposed to it’s impossible so we can say
that inspiring someone is innovating in
people at sector Chalet we hire athletes
as you saw in the video to become
artists a third of our 1,300 artists
come directly from disciplines like
gymnastics trampoline action sports are
sports synchronized swimming etc so we
find train and not company them in this
transition from athlete to artist our
casting team goes toward the talent we
invest in recruitment marketing we go to
conferences
competitions festivals we have editions
we have a talent database where we
document artists who are good now but
artists who will become mature in the
mid term so when you meet someone great
who does not fit what you are looking
for right now keep them in mind for the
future create your own talent database
we also have the preparation performance
program it’s an internship to help the
artists at disciplines our risk to be
ready so we are helping them on
overcoming the obstacle the gap between
being an athlete and an artist it’s a
given and take so internship is also a
way to innovate in people we must help
talent to overcome the obstacles and set
the right conditions someone’s career
can take different paths me for example
I am a trained musician and I play bass
guitar for over 30 years now yeah you
can laugh in 2005 I’ve integrated one of
the 60 solo shows as a bass player I
toured almost two years and after the
tour I questioned myself I didn’t know
what to do next I wanted to be more
independent musicians depend on the
other musicians to work especially a
bass player have you ever seen a bass
solo concert so someone told me that
self gisela was looking for a talent
scout so I went there I met some people
I read in you some people I got the job
I started with the talent as a talent
scout
three years later my boss came to me
asked me are you interested on being the
head of the talent scouting team at
Cirque du Soleil I was like what I had
accounting and managing experience but
not in that particular domain so as a
musician and as a manager I had many
mentors who helped me overcome the
obstacles so mentoring is also a way of
innovating in people we spend more time
at work that we spend at home so our
workplace and teens must be functional
Fabrice spent more than 10 years at
casting and now his director of creation
of a new show opening in 2020 he had to
build the team to do the show I asked
him what what you look for when you
build a team he said for me the most
important thing is the ability to work
in a team but to evaluate that intuition
plays an important role so if you have
that gut feeling this person is maybe
not the right fit but I like this person
trust your intuition our casting and
performance vice-presidency we have
different departments so we cast the
artists we sign them we train we care we
coach the teams are connected with the
same clear and go the artists the talent
talent like innovation does not happen
by chance innovation
can be designed using design thinking
concept knowledge theory by association
of ideas but also by recruitment so when
we do additions we ask athletes to dance
musicians to act swimmers to fly and
some manage to do that
even if not in their resume so we have
to open up for different talents pools
look for transferable skills learning
and deduction abilities are top
priorities don’t wait the talent to come
to you create your own database open
internships encourage change career
change innovation in people generate
innovation in organizations remember
take control make the hiring process
faster by looking for transferable
skills track and attract new candidates
by creating a good corporate image by
investing in the middle ground innovate
the way you interview candidates look
for learning and problem-solving
abilities first humans are more than
resources humans are sources of
innovation thank you
[Applause] [Music]
Please follow and like us: