The legacy approach to talent selection involves matching education, length of experience and functional skills to the role. All of this makes sense as a baseline, and for well-established professions. But, we argue, selecting talent for innovation requires a whole new approach. Companies must recognize specific innovation skills that drive business outcomes. Yet today, most lack the tools to do so.
Ideascale2019-04-24T07:54:40-07:00August 8th, 2017|Categories: Innovation Psychology, Organization & Culture|Tags: Collaboration, Communication, connection, creation, creativitiy, disruption, disruptive innovation, drive, Employee Engagement, employee recognition, employee satisfaction, goal setting, hiring, HR, human resources, in-depth article, innovation metrics, innovation psychology, innovation skills, leadership, measuring innovation, return on innovation, ROI, talent, talent management, team building, Teamwork, thinking, value|