Although there's much talk about hiring processes being completely off I have yet to hear about anyone being happy with hiring people at random.
I think terms like talent acquisition, head of talent have little to do with the idea of natural aptitude. It's just a fancy sounding term, likely a temporary trend. Similarly, we have science in data science, but don't say software science for software engineering.
I don't think the nurture argument and the Mozart example apply well for hiring. Often a team must be staffed as soon as possible. Nurturing a talent for year doesn't seem like a good way to go.
As for recognizing talent in hiring, some companies are doing great with internships - take in students based on their talents and give them full time offers if there's potential. First years of everyone's career are a nurture phase for their talent.
When hiring for a senior role - you don't want someone who will become senior in 5 years, you want them to have experience now. In that case they have to have shown their raw talent elsewhere, otherwise you don't need them by definition of senior.
Hi I'm Drazen, developer of the Slack app "articulo".
I made articulo to address the problem I've had for quite some time. If your team shares a ton of useful links in Slack it gets hard to track and remember all the stuff that's been shared. Even with sharing in the first place, people are often reluctant to share useful content, not wanting to litter the channel with unimportant stuff.
articulo addresses the first problem by providing a personal Reading list, that you can use a bookmarking and read later list, all without leaving Slack.
articulo aims to nudge people to share more by providing a different method of sharing useful content with your teammates. Add links to Recommended lists (one per channel) and anyone can view all the links ever shared, upvote and contribute their own recommendations. All without sending messages to the channel.
It's a journal site where curators share bite-sized quotes and excerpts from the books they've read on business, philosophy, psychology and everyday life.
I think terms like talent acquisition, head of talent have little to do with the idea of natural aptitude. It's just a fancy sounding term, likely a temporary trend. Similarly, we have science in data science, but don't say software science for software engineering.
I don't think the nurture argument and the Mozart example apply well for hiring. Often a team must be staffed as soon as possible. Nurturing a talent for year doesn't seem like a good way to go.
As for recognizing talent in hiring, some companies are doing great with internships - take in students based on their talents and give them full time offers if there's potential. First years of everyone's career are a nurture phase for their talent.
When hiring for a senior role - you don't want someone who will become senior in 5 years, you want them to have experience now. In that case they have to have shown their raw talent elsewhere, otherwise you don't need them by definition of senior.