El Dia de Los Muertos Red Bull Final Selection Dinner
November 1st - November 5th, 2015
The Theme Dia De Los Muertos Dia De Los Muertos is a festival that occurs in some variation in almost every culture around the world. Dia De Los Muertos is a time to honor one’s ancestors and the dead. Samhain, an additional reference point, is the ancient Celtic festival for the harvest and the beginning of the new year. This theme will give us a powerful framework around which to discuss the origins of one’s strengths and capacities and how those translate into a vision for the future. This is aligned with this particular hiring group where one of the main metrics for evalution is potential as they are new to the professional world. We also think it is a powerful way to make connections between the exisiting knowledge and experience of the older Red Bull employees and the new cohort.
Objective 1 Create an immersive and playful environment that surfaces traits and characteristics of candidates to hiring managers. This environment has been specifically designed to assess high potential candidates within the framework of Red Bull’s core skill/capacity talent requirements.
Objective 2 Engage hiring managers and other key stakeholders more deeply in the hiring process, increasing overall employee engagement and integration
The way in which we think about and react to the unknown has a profound effect on how we act, what we produce and how we perceive our external environment. It’s an effective tool for opening people’s cognitive process to incorporate new learnings and new experiences. It’s also a good metric/indicator for exploring how people will adapt to their professional circumstances/environment on an on-going basis.
Increasingly, experts are citing adaptability as one of the key skills for successful leaders. Adaptability, defined as the ability to change or be changed in order to fit or work better in some situation or for some purpose, can be very difficult to measure/assess. We will create actual environments where different components shift and graduates have to react, thereby exposing their degree of adaptability.
Perception is one of the most influential tools we use to process our environment and make decisions. Much is known about the way the cerebral cortex, the outer rind of the brain, initially analyzes sensory messages. Yet investigations are only now beginning to suggest how the brain moves beyond the mere extraction of features-how it combines sensory messages with past experience and with expectation to identify both the stimulus and its particular meaning to the individual.
Structure 1 3-4 Hour Immersive Dinner Party
2 30 Minute Debrief With Candidates Structure
3 1 Hour Workshop
with Hiring Managers
Sustained Impact 1
As we continue to refine and reinforce the learnings of the program we would like to extend the program and its impact on hiring managers. Specifically in the areas of integration and engagement.
Engaging the hiring managers in the hiring process, and reinforcing the value of the non- traditional hiring process is a key component of this program. Unlike other years we would like to do presurvey for hiring managers, post-survey, and follow-up workshop to assess and develop these skills.