How to attract and retain young people who no longer want to make a long-term commitment, who are looking for ...
How to attract and retain young people who no longer want to make a long-term commitment, who are looking for meaning and consistency in their professional lives?
By breaking out of the traditional boundaries and limits of the working world, talent sharing abolishes others: there is no longer a standard career path for everyone, no longer a set career path with its “obligatory passages”. The management of talent by the company, an essential performance issue, will now be done by mixing internal teams and bringing in expertise, by sharing experience and talent between companies.
The success of our talent and experience sharing platform is based on its agility, on its original approach combining technology and human expertise, in order to associate the most appropriate human resources to each situation, analyzing both the technical skills and the human qualities of the free lancers who join. It is also based on what brings the community together: men and women who share their enthusiasm to act, their ability to adapt, their willingness to commit, their desire to win and their team spirit. Unaffected by political issues, they have the freedom of speech and action that makes them catalysts for change and gas pedals of performance.
In a world where companies are talking more than ever about the essential role of people in the company’s performance, where attracting and retaining talent is becoming a major challenge to ensure the future, and where managerial trends such as “happy management” are becoming unavoidable, the sharing of talent between companies in different sectors or the confrontation between talent “from outside” and talent “from within” is becoming increasingly modern.
“Plugging” talent for a few days or a few years, for the duration of a project or a position, can inject new energy, which is necessary for transformations, and can regenerate teams, open them up to other perspectives, and enrich them with outside experience… Each experience is also a new source of enrichment and personal development for the shared talent and the team that welcomes it. This approach, which associates talent needs with challenges rather than positions, also makes it possible to instill a less traditional management style, more attentive to people and more meaningful for all employees. In this way, it responds to the widely-expressed desire of today’s generations for a world of work that is more open, more supportive and more human.
TOD is like a workshop where new approaches to human resources are imagined in line with socio-economic developments. We open up teams to make them dream, we decompartmentalize organizations to exploit the potential of meetings and confrontations