The Partner Situation
The companies which seek advantage in the War for Talent have to rely on more and more creative and innovative approaches. The dilemma of either developing from inside or attracting from outside leadership talent is no longer valid. The leading organizations have to do both and to do it extremely well. It is not enough any more to assess talent by leadership competencies or traits only. Best companies recognize: efficiency without values is even more dangerous than inefficiency.
The challenge to attract, select and develop more people who are right specifically for your organization in terms of both competencies and values becomes vitally important.
Our tool is designed specifically to address this challenge and to strengthen the position of your organization as an employer of choice for people who share your values and have the energy and drive to be or to eventually become a leader.
Our criteria in selecting the Core Partners is borrowed from the Phil Fisher's book "Common Stocks and Uncommon Profits". First published in 1958 it was highly appreciated by Warren Buffet and haven't lost its actuality until now.
The Partnership Solution
We offer your company to position itself as an employer of choice for leaders by becoming our Core Partner that meets some specific and tight criteria of choice.
It is realized through a unique opportunity to create and display series of video conversations with your company's people in our Club of Leaders Who Are Good to Work with - http://www.good2work.ru. The conversations will compliment and reinforce each other to clearly and persuasively communicate corporate leadership competencies, values and culture. They will be shown and promoted in context of a wide collection of video conversations with successful business leaders and top executives conducted and displayed in exactly the same format.
Our Club's unbiased and trustworthy corporate profile will work as a powerful tool to communicate the particular pattern of behavior leading to success in your organization and is capable to attract and to filter right candidates outside (and may be also within) of your organization.
The Scope of Engagement
Interview Candidates Selection
For the interviews your company selects executives, managers and employees which:
- Most closely match your company's leadership competency model
- Are the best fit into your corporate culture
- Share the values of the company
- Have track record of success in internal career growth
- Are most motivate to pursue internal career with the company
And in most cases also:
- Are the hiring managers or future peers for candidates to address current and future recruitment needs of the client company.
Conducting Interviews
We conduct our interviews as a light version of a full fletched structured competency based appraisal interview. Our interviewer follows the following structure:
- Name your strongest leadership competency?
- Tell me about time when you had to apply this competency?
- How did you do it in particular?
- What are your values?
- Please tell me about time when you should act according to your values in spite of loosing immediate material gain?
We take all efforts to make an interviewed individual to behave as naturally and openly as possible:
- We conduct interviews with a mini HDV camera without any lights, makeup or rehearsals at a place of work of the interviewed individual.
- Our interview is a tete-a-tete conversation not a presentation or a public speech.
- Our analysts/reporters conduct the interview in a relaxed and friendly manner.
The interview lasts one hour and we need 15-20 minutes at the beginning for preparation and warming up.
We conduct up to 12 (twelve) interviews for Core Partner. Each interview normally covers 2 competencies and discussion on values. Up to 36 (thirty six) articles/conversations can be prepared based on twelve interviews. We also upon Partner's discretion conduct interviews with CEO and HR leader of partner organization and prepare conversations with them without extra charge atop of the twelve mandatory interviews.
Preparing Profile
The profile consists of a number of articles - conversations with client company executives/employees. Each article comprises a flash player with up to ten written questions of the interviewer (real or made up to slice the answers into absorbable for the viewer 30-90 seconds long clips). After activating control buy clicking the display the viewer can pick up and view answer to any question in any order. The player is followed by a written text comprising all questions and summaries of answers to all of them. Each article has one competency or a set of principles (values) as a subject.
The text is followed by a set of links which according to the client's request can lead to:
- Personal page of the person who answers the questions in the Club (with option to ask questions or add the person to a wish list)
- Page with vacancies of the client company preferably at the client's web site
- Page with internship opportunities (for students)
- Personal page of our account manager responsible for a particular client
The Core Partner's profile consists of up to 30 (thirty) articles/conversations. They will be selected by the client out of 36-40 drafts on video to provide the best illustration of the client organization most desired competencies and values.
All articles/conversations will be put in context of a number of special summary reports on our findings about client organization's competencies, values and culture.
Our team will seek client's approval for publication of articles/conversations and the report. However we will not agree to change the format or the content of the interviews. We shall never publish any content rejected by the client.
In addition to articles/conversations and the reports our Core Partner can publish any materials on our web site on Client's own group page. Partner can also publish its content with our editorial approval in a special "Partners" section of our resource. All Partner materials published in this section will be added to the main news with on the main page of our web site.
Promoting Profile
We position our web resource as a private club by invitation only. Thus we promote it through virus marketing and direct invitation campaigns when we personally invite people recommended to us by trustworthy sources and partners to join the club. We welcome Corporate Member recommendations pertinent to participants they would like to see in the club.
All articles/conversations and the summary report will be announced at the main page of our site (in the ‘Three Top Stories" box for 24 hours) and a special alert will be e-mailed to all club members subscribed to club alerts (more than 90% of club members).
We also offer to Core Partner valuable content based approach to self promotion. During the first year of Partnership we will publish, announce at the main page and through alerts up to 12 (twelve) editorial content materials (leadership development programs, books, news etc.) with Core Partner executive's/employee's references. Such publications contain valuable content and further reinforce the message on the client as an employer of choice for leaders.
Off Line Events
Upon pulling together a critical mass of at least twelve Core Partners but not later that the forth quarter of 2008 we shall quarterly conduct theme off-line event for Partners. Partner information will be presented on all club's off-line events. The Core Partner will have an opportunity to deliver at least one speech (presentation) on club's off line events per year.
Timeframe
The period of Core Partnership is three years.
