Moektianto Soeryowibowo’s Post

They both come from diverse backgrounds in pursuit of employment. However, there are significant gaps in their respective CVs. The question is: which contender should be chosen when both are qualified? 1. Contender A - The Silver Spoon. 2. Contender B - The Scrapper. Here is my response: The struggle is real. Everybody has their own challenges. Some find it easy to reach their destination, while others face a more difficult path. Success is not in never falling; it is rising every time we fall. Trust me, the more you struggle, the more invincible you become.

From 2015 and the relevance still stings. Click the link to watch the whole video. I’m a proud scrapper. As a result of my family history, push for education, and occasional career pivots, I have a toolkit to rely on that is unique. I have the life experience and the education to back up recommendations I make on a daily basis. Because I’m a scrapper I can relate with individuals at all levels of the organization. Call the scrapper for an interview. #hr #talentacquisition

Great listen, makes you ponder hiring decisions you have made and their individual outcomes. I’ve personally hiried from both the “silver spoons” and “scrappers” groups of individuals. Both have brought benefit and both have had their challenges. The leadership you bring to the table can define either individuals success or failure in the role. Never underestimate the “scrapper” when you have powerful leadership skills!

Truly agree. Given the same choice with two candidates both as qualified, I, too would hire the Scrapper compared to the Ivy League Silver Spoon candidate. Without a doubt. In my opinion, the Scrapper possessed more commendable personal values, grit and tenacity compared to the other one who is used to having everything laid out for him/her. An individual who has had to overcome the odds and undergone numerous hardships and challenges would undoubtedly possess more willpower and stronger determination than one whose life which has always been a smooth sailing. That being said, of more crucial importance is probably the FIT of the individual into the organisation and its CULTURE. One might have the right people in the right place but if the organisation culture is one toxic vent that is spewing more noxious concoction of chemical gas than a volcano emitting sulfur, however qualified a person might be, he/she will not be able to perform to set expectations. Take any high performer and put them in a toxic working environment and you will see the effect soon enough. And vice versa. Food for Thought: To all organisations that keep hiring for the same position or have high staff attrition rate in any department, it might be wise for HR to put on the focal lense and start turning it inwards instead of always thinking the fault lies with the external. Agree? #leadership #leadershipdevelopment #managingpeople #people #leaders #workplaceculture #organisationalculture #peopledevelopment #changemanagement

Why Scrappers Deserve a Chance Adaptability: Scrappers excel in situations that require quick thinking and adaptability. Their ability to learn on the fly and embrace change positions them as valuable assets in fast-paced industries. Resourcefulness: One of the defining traits of scrappers is their resourcefulness. Faced with challenges, they find innovative solutions and make the most of the resources at their disposal. Grit and Tenacity: Scrappers possess an unparalleled level of grit and tenacity. When the going gets tough, they don't back down but rather use challenges as fuel for personal and professional growth. Diverse Perspectives: Scrappers often come from diverse backgrounds and have overcome various obstacles. This diversity brings a range of perspectives, contributing to a rich and vibrant team dynamic.

🚀Embracing the unconventional why a Hustler Mentality Reigns in Startups🎯 The power of unconventional The journey of a startup defines #️⃣ Adaptability #️⃣ Reselience #️⃣ Innovation #startuphiring #anuradhainspires #innovationmindset

Dear HR managers, 😊 sometimes the brightest sparks come from those just starting their journey. Embrace the potential of beginners; they might lack experience, but their fresh perspective and untapped potential can bring something truly extraordinary to your team. #GiveChanceToAll #hr

Talent acquisition is tough, and many times employers make the wrong choice but not always which is why you have to be prepared to make your case during the phone screen or the interview. Regina with an expertise in Human Resources describes two (2) types of candidates: the Silver Spoon or the Scrapper. I am more of the Scrapper but there is a little, very little, of the Silver Spoon. But recently an organization was looking for an out-of-the box thinker who wanted to drive some change, a Ninja so to speak--truly a Scrapper. I got in the ring but although I didn't get knockout, the judges decision went against me. Moving on to Scrap again or convince someone that my Silver Spoon can be an asset. Be prepared to make your case and feel confident about your Personal Brand, good luck in 2024 in your career, your career change or your transition.

I share this post for two reasons. Reason 1: It makes a lot of sense and HR people and companies should consider hiring “the scrapper” over candidates with a silver spoon. If companies want innovation, then consider with the first step by hiring with an innovative style. Reason 2: I am “the scrapper.” This is not just my opinion but the opinion of other people. At one point of my life I was a wanderer. Yet, I am self-taught. I haven't done event planning working many years for a company or marketing working for a company. Yet, I have had to do it on my own and learn on my own. I have worked hard with networking, hosting meetups, and finding innovative ways to reach out to possible employers. My resume, doesn't portray me as the ideal candidate. Judging me strictly on my resume is like judging me as dating material based on my Tinder profile. At least consider me for an interview.

Companies are always looking for creativity, grit, and calculated risk-takers to win the war on talent. At least, so they claim. Common #hiring practices reveal that these same firms are steadfast guardians of the status quo: * Reapplicants who advanced to final round interviews are rarely tracked, and often scrutinized more heavily * Unsuccessful entrepreneurial ventures can be viewed more negatively than no work experience * Unconventional career paths through COVID or the Great Recession frequently raise red flags * ATS systems can red flag applicants who work through school or held multiple job simultaneously * ATS systems are similarly unable to identify valuable skills if the context differs even slightly (e.g., customer insights vs. consumer behavior) In my opinion, failure to pursue candidates with different life experience is the greatest flaw in modern #dei theory. What do you think? Which companies have you seen taking innovative and creative approaches with respect to #talent?