3 keys to attract (and retain) talent 2.0

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You may wonder what this "talent 2.0" is, and why should you care?
At Get on Board we understand talent 2.0 as the people who are best prepared to bring value to an economy based on technology, innovation, and growth.

✅  What distinguishes talent 2.0?

They are autonomous, collaborative, open, flexible, and tolerant people. They are critical, interested in technology (tech-savvy) and driven by challenges (mission-driven).

🚫  What does NOT distinguish talent 2.0?

Age, gender, career or place of study, nationality, social class or a traditional "CV".

What attracts this talent? Where does it go? And where does it stay? These are some of the questions we clarify here.

3 keys to attract (and retain) talent 2.0:

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Having a wall in your company with the mission and vision stamped on it is not culture. Neither is having a workspace designed like a Google office. Culture is the decisions you make. Who you hire. Who you promote. Who you let go. What things you reward. How decisions are made. How transparent you are. What you do when something bad happens. What you do when no one's looking. What happens when you publicly criticize a boss. How much autonomy each person has. How much time you spend writing your job ads. Think, if someone in your organization needs to buy post-its, should they fill out an application?

Why does culture matter?

  • It sets you apart from other companies. You build a reputation.
  • It helps you differentiate (the famous " cultural fit "): You can't outsource the cultural fit. You cannot automate it or parameterize it*. You need to establish a relationship with the candidates. (*No, artificial intelligence will not help you).
  • It supports your strategy: Culture is the most important pillar of your strategy. If you don't have a strategy, you don't have culture (and vice versa).

Photo by Mimi Thian on Unsplash

Why should you open yourself up to remote work?

  • You expand your talent pool: instead of depending on your city, you open up the rest of the country, all of Latin America (and potentially the rest of the world).
  • It forces you to modernize: Remote working is impossible without modern collaborative tools. It requires you to implement transparent decision-making practices. It forces you to establish communication and knowledge repositories.
  • It requires a change of mindset: It is impossible to try to "look over your shoulder" in a remote setting. It requires you to be confident, it focuses on results and it forces you to measure each person's output accurately.

Photo by Levi Guzman on Unsplash

What does being inclusive mean?

It means creating an environment where everyone feels welcome and at home.
It is creating safe spaces.
It is taking concrete initiatives to identify and fight biases and prejudices.
Having your own clear culture allows you to be diverse. When you know exactly what kind of person you are looking for, you can recognize it across the board beyond appearances and filter out everything else.

Why are inclusiveness and diversity so important?

Again, you expand your talent pool.
It's rational: talent 2.0 has no patience for prejudice, tribalism, bullshit, or superstition.
The more cultural backgrounds you can combine, the more efficient each generation of ideas and the flow of knowledge becomes.





Create your business account and start recruiting the best talent 2.0 today. At Get on Board we support companies that bet on remote work, so during this 2020 all fully-remote jobs will be free. Check the conditions here.


Cover photo by
Zan on Unsplash

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