The talent management system is broken. In a recent survey of more than 500 HR leaders, 76% agreed that the traditional talent management model is no longer effective. Despite this, many companies continue to rely on outdated methods for recruiting, retaining, and developing talent, resulting in a workforce that is less diverse, less engaged, and less productive than it could be.
Enter XOOTS. We are on a mission to disrupt the traditional talent hiring model and level the playing field for people of all backgrounds, ages, and genders. But where did this idea come from? And how did this journey got started?
The motivation to create XOOTS came from a desire to give back and make a positive impact in the world. After a career working in seven countries across three continents, I wanted to channel my experience and knowledge into something that could benefit a new generation of workers who may never have the same opportunities I had.
But XOOTS is more than just a personal mission. It’s a response to a real problem in the workforce today. According to a report by McKinsey & Company, companies in the top quartile for gender diversity are 21% more likely to have above-average profitability than those in the bottom quartile. Similarly, a study by Deloitte found that organizations with inclusive cultures were twice as likely to meet or exceed financial targets.
Through XOOTS, I hope to be able unlock the potential of people and companies to accelerate product development and create a more diverse, engaged, empowered and productive workforce
Stay tuned for Part 2 of this series, where we’ll dive deeper into the story behind XOOTS and how it came to be.