Max Lincoln’s Post

Exciting News from Divergent: Pioneering Future-Ready Talent Solutions! 🚀 At Divergent, we believe in propelling organizations towards a future of unparalleled success by harnessing the power of exceptional talent. In an era defined by rapid technological advancements and dynamic market shifts, we understand the critical importance of cultivating teams that are not just prepared for the present, but primed for the challenges and opportunities of tomorrow. Here's how we're revolutionizing talent acquisition to ensure future-ready organizations: 1️⃣ Strategic Talent Mapping: We don't just scout for candidates to fill immediate vacancies; we map talent strategically, anticipating future skill requirements and industry trends. By aligning our search with your long-term objectives, we ensure that your team remains agile and adaptable in an ever-evolving landscape. 2️⃣ Emphasis on Soft Skills: While technical expertise is essential, we recognize that soft skills are the true differentiators in a rapidly changing world. Our screening process goes beyond resumes, focusing on qualities like creativity, adaptability, and emotional intelligence to identify candidates who can thrive in dynamic environments. 3️⃣ Continuous Learning Initiatives: Future-ready organizations are those that foster a culture of lifelong learning. That's why we prioritize candidates who demonstrate a commitment to self-improvement and invest in partnerships with educational institutions and online learning platforms to support ongoing skill development. 4️⃣ Diversity and Inclusion: Innovation thrives in diverse environments where different perspectives are valued and respected. We actively promote diversity and inclusion in our candidate selection process, ensuring that your organization benefits from a range of experiences and backgrounds. 5️⃣ Technology-Driven Solutions: Leveraging cutting-edge technology, we streamline the recruitment process, from candidate sourcing to onboarding, to ensure efficiency without compromising quality. Our AI-powered tools help us identify top talent swiftly and accurately, giving your organization a competitive edge. Join us in shaping the future of work! Whether you're a forward-thinking company seeking exceptional talent or a dynamic individual ready to make your mark on the world, Divergent is your partner in building future-ready organizations. Together, let's embark on a journey of innovation, growth, and limitless possibilities. Connect with us today! #FutureOfWork #TalentAcquisition #Innovation #DiversityandInclusion #RecruitmentRevolution #DivergentSolutions 🚀

Digitalisation has become a priority for all industries and getting left in the digital dust isn't an option. This is exactly what a leading retail brand we're working with realised. Their main hurdle? Moving from well-entrenched legacy systems to adopting the latest technology which gives them that additional competitive advantage. To make this transition happen, we had to overcome a significant skills gap within the team and pivot their employee brand to attract the best in tech talent. 🚀 Our Goal: We weren’t just hiring people; we were building a team ready for the future. Our task was to find the best software experts and leaders to guide the company through this big change. 🔧 How We Did It: We moved fast and implemented TA best practices to improve how the company finds and hires people. We taught their team about the latest TA technology available and made sure the company reflected a great place for top tech talent to work. 💡 Results: Our hard work paid off. The hiring process was more efficient and candidate-focused. We found technically top talent that provided valuable cultural add to the organisation. And we made sure the company was setup to continue to compete and win in their industry. 🚀 Why Choose Us? Our expertise is not just in finding talent but in understanding the true purpose of an organisation's digital transformation and setting them up for the future. We don’t just fill roles; we ensure that every hire is not just a fit for today but a pillar for tomorrow’s innovation. 🔗 Let’s Start Today: Get in touch and let’s help you make it happen too 👇🏽 https://hubs.li/Q02j-BW10 #digitaltransformation #talentacquisition

📣 Hiring from Competition: A Strategic Imperative 💼 In today's rapidly evolving business landscape, companies that embrace the practice of hiring from competition unlock a wealth of opportunities for growth and innovation. 🚀 By welcoming talent from rivals, organizations gain access to diverse perspectives, fresh ideas, and industry insights that can propel them ahead of the curve. Why is hiring from competition so crucial? 🤔 Accelerated Innovation 🔥: Employees from competing firms bring unique experiences and knowledge, fostering cross-pollination of ideas that can drive innovation and disruption within your organization. Competitive Advantage 🏆: Understanding your competitors' strategies, strengths, and weaknesses from an insider's perspective can inform your own decision-making and position your company for long-term success. Cultural Diversity 🌐: A diverse workforce with varied backgrounds and experiences enriches your company's culture, promoting creativity, problem-solving, and adaptability. But how can companies effectively navigate this process? 🧐 Enter the realm of bid and proposal management, where strategic planning and execution are paramount. 📋 🔑 Key Considerations: Crafting compelling value propositions that resonate with top talent from competitors Streamlining the recruitment process for a seamless candidate experience Fostering an inclusive culture that celebrates diversity and encourages knowledge-sharing Implementing robust onboarding programs to facilitate a smooth transition and knowledge transfer The true power lies in embracing an iterative approach, continuously refining and adapting your strategies based on insights and feedback. 💡 Regularly assessing and optimizing your bid and proposal management processes can position your organization as an attractive destination for top talent, regardless of their current affiliations. Embracing the practice of hiring from competition is not just a trend; it's a strategic necessity in today's cutthroat business environment. By leveraging the power of diverse perspectives and industry insights, companies can stay ahead of the curve and unlock new realms of growth and innovation. 🚀 #HiringStrategy #TalentAcquisition #Innovation #CompetitiveAdvantage #BidManagement #ProposalManagement #IterativeApproach 😊

How do companies decide between hiring locally and searching globally? The answer often lies in understanding the unique demands of the role and the strategic goals of the organization. Sharing experiences can help us learn from each other about how different strategies have worked across various industries. Have you faced a situation where you had to choose between a local or a global talent pool? What factors influenced your decision, and what was the outcome? Let’s discuss and learn from each other’s experiences. #TalentAcquisition #GlobalTalent #LocalTalent

So true on so many levels.

If you hire based on experience, you're missing out on the power of diversity. The definition of insanity is doing the same thing over and over and expecting different results. That seems to be the case for companies that desperately want innovation/diversity but refuse to review their recruitment process. Spoiler alert: if you hire people with experience doing what you want them to do, they will keep doing it the same way! Innovators don't go for positions that they already mastered, they go for positions that will stretch them, because in the stretch lies growth. A person with different experience, background, language, etc will bring fresh perspectives, which is the fuel to innovation. Unless you want someone to do something repetitive, experience is not that important. If not based on experience, then hire based on what? Talent, transferrable skills, interpersonal skills, grit, alignment on mission, originality? You can choose what's important to the role, but if you want innovation, please put "years of specific experience" lower on your checklist.

In today's competitive business landscape, attracting and retaining top talent isn't just a perk, it's a necessity. Here's why: Innovation & Growth: Top talent brings fresh perspectives and problem-solving skills that fuel innovation and drive growth. They challenge the status quo and propel the company forward. Competitive Advantage: A team of high performers sets your company apart. Their expertise and efficiency elevate the quality of your work, giving you a clear edge over competitors. Brand Image & Morale: Hiring top talent enhances your employer brand. It attracts other skilled individuals and fosters a sense of pride and accomplishment within your existing team. So, how do you attract these valuable players? Culture is King: Cultivate a positive, collaborative work environment that fosters personal and professional development. Beyond the Resume: Look for potential and soft skills like critical thinking, communication, and adaptability. These qualities often determine long-term success. Invest in Growth: Offer learning opportunities and career development paths to keep your talent engaged and motivated. Be Agile & Competitive: Streamline your recruitment process and offer competitive compensation packages to attract top performers in a fast-paced market. Remember, your people are your greatest asset. By prioritizing top talent acquisition and development, you're investing in the future success of your company. #talentacquisition #employerbranding #companyculture #futureofwork What are your thoughts on the importance of top talent in today's environment?

Attracting and retaining top-tier talent in aerospace is no small feat. The competition for experienced, high-quality professionals is fierce, and this struggle can leave companies with a limited pool of qualified candidates. Here are 3 simple things to do to overcome this: Deep Talent Pool -Tap into a broad network of highly skilled professionals, (not just advertising roles and hoping they’ll come) Retention Focus -Get to understand environments where top talent wants to stay and execute on these things daily to build a company and culture that appeals to them. Strategic Matching. -Communicate that in your content, behaviours and especially the partners you work with who help bring in the talent. Most importantly, only work with partners who are willing to do the same.

I love to see when great companies attract great talent. But it doesn't always happen. The challenge often times for these companies is getting clarity on what "great talent" looks like for them. Most of the ones who lack clarity get tripped up on deceptive indicators like credentials & vanity metrics (ex: years experience) or on nebulous buzzwords they can't define like "good communicator" or "culture fit". Companies would do well to take the time to define the values, behaviors, and intangible strengths shared by your top performers, and then index strongly on those things when recruiting.