OPTIMIZE RECRUITING WITH SKILLSPOTTING
Founded in 1863, the International Committee of the Red Cross (ICRC) comes to the aid of individuals affected by armed conflicts and upholds international humanitarian law.
Three positions as Head of Corporate Financial Controlling and Head of Field Financial and Administrative Controlling had to be filled at the same time and in the same division. How to look for and select in a short time the most appropriate candidates, internally and externally, in terms of both hard- and soft-skills for this international organization based in Geneva and employing 16 000 people in more than 80 countries?
Twenty technical skills in management, finance and business, outfitted with a panel of fifteen soft-skills were selected in partnership with the ICRC. After this preliminary work, the Skillspot algorithm extracted almost instantaneously after the query, about a dozen profiles out of the nearly hundred candidates then registered into the system. The extracted candidates were characterized by an acceptable level of differential between the required and the self-assessed technical skills. The analysis of the residual differential provided a valuable ground for a meaningful exchange during the recruitment interviews. Eventually, four out of the dozen candidates were retained!
A high-performance matching was achieved thanks to the unequivocal skills terminology provided by the Skillspot platform and shared by the ICRC and the internal and external candidates. This resulted in a fast speeding recruitment process, where in addition to a quick extraction of the suitable candidates, the recruitment interviews quickly reached meaningful stages.
Discover your competitive edge with Mileva
Mileva Artificial Intelligence can be used as a decision support system. It provides complex analytics on areas of social, business, and political interest, and it compiles dashboards for smart watch and newsfeeds.
A young and dynamic SME based in Geneva and active in the field of Business Intelligence is looking for a marketing differentiator to stand out from the competition. The team is not convinced by the solutions they have been exploring so far, which focus on the technological aspect neglecting the human side. They seek an innovative solution which can detect unexpected perspectives and which they can confidently trust as an in-house expert to orient their strategic decision making.
LUSVAL’s partner, GMAP - Global Mutations Analysis and Perspectives, organizes a first workshop where the team gets familiar on how to work with an AI and gains awareness of the pitfalls to avoid. They learn how to master the AI in their context and how to make it an ally to their growth. The fundamentals of a collaboration with a special kind of an expert are set. Such an expert obliges to think differently, adopting a non-cartesian point of view, accepting complexity and bringing out retrocausality to build an effective perspective.
A second workshop is organized where the team experiments hands-on the AI. A true collaboration between the human mind and an intelligent machine is reached: AI is developed for people and not the other way around. We enter the thinking machine era
Cultural Fit and Diversity with the CBA workshop
Action for Development (AfD) is a young ONG active in Geneva in the health and social areas to ‘Reduce child and maternal mortality in Afghanistan through community-based, innovative and cost-effective programs’. (www.actfordev.org)
There is a high turnover of volunteers in the Afd team in Geneva, with only 2 permanent staff members. At any given time, about 10 highly motivated volunteers of various nationalities, gender and age, work part-time and in an asynchronous mode. Given the high turnover of the collaborators, AfD’s challenge is to streamline the operations and to keep the momentum going when new staff arrive.
LUSVAL designed and delivered a workshop to assess how fit was the AfD team in Geneva to adopt a self-management governance model and to identify next steps.
After sharing personal values, motivational drivers, strengths and areas of improvement, preferred working- and communication-modes, the participants self-evaluated their level of mastery and interest in using the 13 transversal competences of the “Conscious Business
Assessment” (CBA) test. The competences-team map was established on the spot and provided valuable material for a rich and honest team discussion which shed light on areas of improvement and set the bases for the undergoing project formalizing the distribution of roles and tasks within AfD.
Street children back to school
Advocacy for communities