Action for India’s Annual Forum, a gathering of 100 social entrepreneurs and a hundred key influencers, was held on 30th & 31st January 2016 at Delhi. Flexing It was a proud partner and sponsored a cross-sectoral panel discussion titled ‘Building a skill-high team for your social venture’.
The panellists were Mahesh Venkateswaran and Neha Sharma. Mahesh has until recently led innovation and CSR engagements at NSDC and is now associated with the Ministry of Skill Development & Entrepreneurship on special initiatives. Neha has been with Executive Access for around 7 years currently working as a Practice Leader in the sustainable development, nonprofit, education and consulting domains. The discussion was moderated by Nagaraja Prakasam who is an Action for India board member and has 2 decades of experience in the social space.
Some of the discussion points and key takeaways were as follows.
Identification of top-level talent
Professionals with a consulting background have proven to be good-fits in social enterprises
It is the role of the social enterprise to do justice to the skills that the professional has built in their corporate career
Deeper engagement, field visits and stronger induction are also important while hiring top talent
It is important that the professional identifies with the cause of the enterprise
Identification of mid-level talent
Always hire a failed entrepreneur. They would have qualities like the ability to take risks, ability to handle ambiguity and learnings through a failed enterprise
Live-projects at premier education institutions is a good way of getting motivated and capable talent
Talent matching services
Getting highly skilled and talented professions in focus areas, like a bamboo artisan that can build prosthetics, is still a pain point
Talent retention strategies/models
‘Hiring right’ is the first step towards retention. Outlining the hiring strategy while making the business strategy is the key to a successful hire
Apart from financial rewards initiatives like inclusiveness, transparency, ensuring joint ownership of problems and challenges also builds stronger bonds
A best-practices study of organizations with over 5 years on-ground experience would be useful to understand talent retention strategies
It works great to have ESOPs for all employees
Helps build external equity as employer of choice and builds more inclusive teams
Infosys, although not a social enterprise, is a good example
Institutions like ANDE that publish state of the sector reports might be good partners to explore
Salary benchmarking by years of experience in social ventures/fundraising is necessary
Background Verification is an important tool for professionals to strengthen their skill profile and for organizations to have greater comfort and confidence in hiring the right people as recent surveys have found that one in three resumes in India is falsified.
How it works?
If you are a professional,
You will see a tab reading “My Verification” on your dashboard. Clicking on that leads you to a form where you file in your request for verification. You can choose to get “Fully Verified” by opting for both employment/client and reference checks or get “Partially Verified” by opting for any of the two checks. Once the verification is successfully completed, your profile will have a badge featured at the top of your profile indicating that you are a ‘Verified’ professional.
Strengthens a professional’s skill profile and adds credibility by having future clients / companies hear from past ones!
If you are an organisation,
You will be able to see badges against the names and profiles of those professionals for whom background verification has been successfully done. For professionals who are not yet verified, you can opt for conducting their verification before or after contacting them for your assignment.
It will help you make more informed choices about the best professionals for an assignment. Profiles with background verification done, get listed higher, as it’s an important indicator of the authenticity of the profile